Using your study of chapters 11 and 12 of Modern systems analysis and design, answer the following four questions.
For the three common methods of system interaction—command language, menus, and objects—recall a software package that you have used recently and list what you liked and disliked about each package with regard to the interface.
What were the strengths and weaknesses of each interaction method for this particular program? Which type of interaction do you prefer for which circumstances?
Which type do you believe will become most prevalent? Why?
Valacich, J. S., & George, J. F. (2019). Modern systems analysis and design (9th ed.). Pearson. Print ISBN: 978-0135172759 eText ISBN: 978-0135172841
Create one to two paragraphs describing an important topic you studied in this course and how it will help you to be a successful student in your future classes. Answer the following:
What method are you using to help you schedule your priorities? Is it working? Why or why not?
Have you been able to deal with stress in a positive way? Explain why or why not.
Do you need to make adjustments to your time management process to help ensure success in the future? Explain.
Write at least a one-to-two-page paper, using APA format. Reference all resources used. Use the EGCC library to find your article or other research databases. Make sure you cite and reference all of your resources to avoid plagiarism.
Find an evidence-based peer-review research article on a social work topic where the researchers used a quantitative research method. Read the article and then write a summary identifying the type of research conducted, how you know the researchers used a quantitative method, the process they used to conduct the research, and the outcomes of the study. Attach the article to the assignment.
For those of you who believe in cross-cultural evangelism, describe an evangelistic method or technique that you believe to be useful when reaching out to persons from a culture different than your own. Cite in current APA format a cross cultural evangelism strategy or mission statement from at least 1 evangelistic organization that you at agree or partially agree with. For those of you who do not believe in cross-cultural evangelism, describe why you do not believe in evangelistic outreach across cultural lines. Feel free to reference and cite examples of cross cultural evangelism strategies that you find ineffective or offensive.
DISCUSSION ASSIGNMENT INSTRUCTIONS you must post a thread of at least 300 words in response to the provided prompt. For your threads, you must support your assertions with at least 1 citation in current APA format. Acceptable sources include books, journal articles, .edu or .gov websites, the course textbook, etc. A Wikipedia reference will not count towards your minimum citation count
CLICK HERE TO MAKE YOUR ORDERon Cross-cultural evangelism, describe an evangelistic method or technique that you believe to be useful when reaching out to persons from a culture different than your own
You are a structural engineer working in a housing project that is building three storey bungalow units. A typical main frame ABCDEFGH that the architect is proposing is provided in FIGURE Q1. The architect would like to keep the structural elements to a minimum and hence has proposed that it must consist of six columns (AB, BC, CD, EF, FG and GH) of equal length and three beams (BG, CF and DE), also of equal length. The height of the columns, LCC = 3.05 m, the length of the beams, LBB = 5.4m, factored imposed load of FBG kN/m = 3.25 on beam BG, factored imposed load of FCF,DE kN/m = 4.3 on beams CF and DE and a point load of X kN = -55.0 due to wind at beam column junctions B, C and D. As it is easiest to transport to the site, the architect decided to construct the frame from steel and want to fabricate all connections as fixed connections.
1. Your technical director, who believes in optimisation of structures for weight (least material), has asked you to size all of the members of the frame such that no members exceed their yield stress while minimizing the weight of the whole structure. She asked you to use the simple finite element program that you use in the office. Use necessary simplifications backed by solid reasoning and choose only standard steel cross-sections.
2. While you are working on this project at home, your father, who is a retired earthquake specialist, is concerned that you are not considering any dynamic loading. To allay these fears, you have decided to perform a dynamic analysis, the first step of which you have decided will be the computation of mode shapes and their associated frequencies. Compute the frequencies of the first 5 mode shapes and their associated mode shapes by modifying the simple program from QUESTION 1.
3. Once you presented your initial design of the frame, a senior engineer has raised some concerns about the simple beam column finite element solution that you have used. With justification, evaluate the validity of the solution adopted with respect to the structural stability, material behaviour and magnitude of the final deflections.
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2. What are the major advantages of the indirect method of reporting cash flows from operating activities?
3. A corporation issued $2,000,000 of common stock in exchange for $2,000,000 of fixed assets. Where would this transaction be reported on the statement of cash flows?
4. A retail business, using the accrual method of accounting, owed merchandise creditors (accounts payable) $320,000 at the beginning of the year and $350,000 at the end of the year. How would the $30,000 increase be used to adjust net income in determining the amount of cash flows from operating activities by the indirect method? Explain
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The objective of this project is to use the perceptron learning method and design an artificial neural network (ANN) to train a simple system (single layer perceptron) for the recognition of handwritten digits (0, 1, …, 9).
Design a fully connected network structure of 784 input nodes and 10 output nodes.The input to your single layer network architecture will be a set of binary pixels representing a 28×28 image of handwritten digits. The output should indicate which of the digits (0,….,9) is in the input image.
Use the MNIST database of handwritten digits available on Blackboard-Homepage-Handwritten Digits Dataset.
Select a subset of the MNIST database consisting around 500 images of handwritten digits (0,…,9) for training the system, and use another 100 images for testing the system. Create binary or bipolar images of handwritten digits from gray scale images available in MNIST by simple thresholding (indicate the threshold value you used).
Plot a learning curve that illustrates the mean square error versus iterations.
(One iteration: apply all the training inputs once to the network and compute the mean square error).
Plot the percentage error in testing your handwritten digit recognition system as a bar chart.
(Mean error occurred while testing each digit with the test data).
Task #1: Repeat this experiment for different learning rate parameters (at least 3 experiments. Start
with a large value and gradually decrease to a small value).
Task #2: Repeat Task #1 with a large database. The first 10000 images for training (image indexes
from 0-9999) and test with another 1000 images (image indexes from 20001-21000).
Task #3: Repeat Task #2 with multilevel data (without thresholding the input data, normalize the
input data, use sigmoid function for output thresholding). What can you note comparing with part 2?
Task #4: Compare your results with the SVM results (what you have got from the last project).
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You are seeing a client who has recurring symptoms of endometriosis. She is interested in reviewing her options for family planning advice. She is six weeks postpartum and did not start a birth control method since delivery. What would be in your care plan? What would you advise regarding family planning methods? 2. A client presents to you with a complaint of perineal itching. What are your differential diagnoses, and how would you go about determining the diagnosis? You might want to create a table to which you can refer. Cite sources. What would you consider to be your best source of up-to-date information? Have you ever called up the CDC for information? What would you discuss regarding partner management? 3.Your client comes in stating that she “always gets yeast infections” and that she has one again. You verify this diagnosis with a wet mount that supports your inspection and speculum exam. How would you approach management? What differential diagnosis as to etiology would you include? What additional testing would you consider? 4. Your client presents complaining of “a swollen lump down there.” What would your initial differential diagnoses include? What parts of your physical assessment would help with your diagnosis? What labs would be indicated? For each possible diagnosis (relate directly to this primary symptom), what would be your treatment plan? If you needed to wait for lab results, what measures might be taken immediately until diagnoses are confirmed?
The main objectives of family planning is to avoid unwanted pregnancies, control the number of children, manage the intervals between children, prevent women with genetic diseases from getting pregnant and control the time in which the pregnancy occur. As a medical profession, it is important to develop a comprehensive care plan for the patient(Kjetland, et al, 2008). While developing a care plan, the following factors should be considered personal lifestyle, support programs, willingness of the patient to cooperate, cost, sexual expression, psychological and medical contraindication, and social, cultural and religious orientation. It is important to assess the health of a patient as well as medical history in order to ensure the family planning method recommended is effective and appropriate.
Depending with the outcome of the health assessment, I would advise the patient to consider some of the following family planning methods, natural family planning methods which include calendar/rhythm, cervical mucus, basal body temperature, symptothermal and coitus interrupts: Barrier methods such as spermicide, female condom, male condom, cervical cap, diaphragm and intrauterine device: p………………………………………………………………………………………………………………………………………………………………………………………………………………………………….
………………………………………………………………Recurring symptoms of endometriosis………………………………………………………………………………………………………………………………………………………………….
Module 1 Discussion: Scientific Method and Plagiarism
Overview Throughout this course you will be doing laboratory experiments that help reinforce the concepts learned in the chapters. In those experiments you will collect data and analyze the results. The validity of scientific results relies on 1) the proper use of the scientific method 2) a reliable assessment of the uncertainty of the measurements and 3) the understanding that the work presented by the scientist was original and not copied from another scientist. In this discussion we will focus on each of these areas and discuss why they are important to the scientific process. Instructions For this discussion, complete the following tasks and answer the questions related to them:
Research the scientific method. In your response post, define the scientific method and explain how it enables data to be collected and trusted.
Do the tutorial Measurement and Uncertainty and then read the article “Getting the Measure of Uncertainty”. After completing the tutorial and reading the article, briefly summarize the article and explain why it is important to determine uncertainty in scientific measurements.
Finally, read the article “Plagiarism Lines Blur for Students in the Digital Age”. Comment on a part of the article that you found particularly relevant. Explain what plagiarism means, why it is important in science that work not be plagiarized, and what you think the penalty for plagiarism in this course should be.
The chemistry laboratory is place where learning and analysis occurs. It is where investigation of chemical world is done using the scientific method. The scientific method is a rational and logical order of steps that scientists employ in developing conclusions about world around them (Catalano, 2014). It offers steps in sequential format for the analysis of data that has been obtained through observations and experiments. The method is critical in organization of thoughts as well as procedures in order for the scientists to come up with valid answers and conclusions.
The scientific method outlines procedures to be employed in any experiment in order to ensure valid conclusions are made. According to (Wilson & Hernández-Hall, 2014) the scientific method follows the method of observations, development of hypothesis, prediction, experiments and conclusion. The method implementation occurs when an individual has a question about an observation. A possible explanation in form of a hypothesis is then developed and tested through experimentation. Based on the experimentation, it is determined whether the results confirm the hypothetical assumptions for duplication. This scientific method allows not only the scientists to collect data, but it allows them to make valid conclusions.
Getting the Measure of Uncertainty
The laboratory measurements are often dependent on taking of measurements. In the article “Getting the Measure of Uncertainty”, when taking measurements, it is important to state an estimate with a level of confidence. In the article, the author offers an example of measurement of room temperature and points that providing answers such as the room temperature is about 23 degrees are subjective (Hurll, 2007). The level of confidences is related with the degree of doubt or uncertainty of the measurements. However, to provide a more accurate measurement, the authors recommend the use of measuring instrument, while taking into account possible sources of errors and accounting for them by stating the margin of error. In scientific measurements, the measurement of uncertainty is important since we can provide only a very close estimate of values when taking measurements. Though measurements done with instruments are objective, they are prone to deviation from actual values owing to errors attributed to humans, instruments accuracy and even the……………………………………………………………………………………………………
Topic: Assessment Methods/Finalists for the Job of Human Resources Director This assignment requires you to apply the concepts learned to date and especially those in Chapter 9. This is an interesting case about filling the position of HR Director at a law firm, Guilty, Guilty & Guilty. Please read the case and answer the following:
In the case below, there are seven (7) methods listed as selection techniques. For each method listed, decide whether you would or would not use it in the selection process and discuss why. Are there any selection tools that are not listed that you would suggest? Why?
There is a discussion regarding the three (3) finalists and the selection method that was used by Guilty. Do you think that the 6 selection methods used by Guilty were appropriate? Why or why not?
For each finalist, decide whether you would be willing to hire the person, discuss and state why.
If the FINAL decision was yours to make, which finalist would YOU choose? Discuss your rationale. Insert your name as a header on each page. Please do not use a cover sheet, let’s save some trees. The Guilty Case Guilty, Guilty & Guilty (Guilty) is a law firm specializing in criminal law. However, due to recent economic conditions, the firm has expanded into new areas such as equal employment opportunity, workplace torts, business litigation, and sports/entertainment representation. These new areas of practice have resulted in growth for the firm. The firm has 55 partners and approximately 120 employees. It does business in three (3) states and has offices in 3 major metropolitan areas. The firm has no federal contracts. Guilty plans to expand into three (3) additional states with three (3) major metropolitan areas. This is a rather ambitious expansion plan and Guilty is faced with the challenge of how to staff, compensate, train, and retain individuals who fill the positions in the new offices. In order to effectively manage these challenges, Guilty wishes to hire an HR director to oversee the recruitment, selection, training, performance appraisal, and compensation activities resulting from the business expansion. In addition, the newly hired HR Director will supervise the HR activities in the existing Guilty offices. The newly drafted job description for the HR Director is set forth below. The firm recognizes that this is a critical position which can substantially impact its expansion strategy. The firm wishes to design and then implement a selection system for assessing applicants that will achieve two (2) objectives: (1) create a valid and useful system that will do a good job of matching applicant KSAOs to job requirements, and (2) be in compliance with all relevant federal and state employment laws. Guilty’s managing partner, Mick Miranda, is considering numerous selection techniques for possible use. He wishes that the new HR Director was on-board so he didn’t have to mess with this selection system exercise. This selection system work is taking away from his billable hours. He found a file in his drawer that contained information regarding some positions filled by one of his clients that he is using as a resource. He has decided to consider these methods below:
Job knowledge test specifically designed for HR professionals that focuses on an applicant’s general knowledge of HR management.
Medical exam and drug test at the beginning of the selection process in order to determine if applicants can cope with the high level of stress and frequent travel requirements of the job and are drug free.
Integrity test
A structured behavioral interview that will be specially designed for use in filling only this job.
General cognitive ability test
Personality Assessment
A standard set of interview questions that the firm currently uses for filling any position. The questions in the set include: a. Tell me about a problem you solved on a previous job b. Do you have any physical impairments that would make it difficult for you to travel on business? c. Have you ever been tested for AIDS? d. Are you currently unemployed, and if so, why? e. This position requires fresh ideas and energy. Do you have those qualities? f. What is your definition of success? g. What kind of sports do you like? h. How well do you work under pressure? Give me some examples. For each method listed, decide whether you would or would not use it in the selection process and discuss why. Are there any selection tools that are not listed that you would suggest? Why? Attorney Miranda decides, after weighing all of the options, to use the following selection methods to assess applicants for the HR Director job at the firm: resume, cognitive ability test, job knowledge test, structured interview, and questions (f) and (g) from the list of standard questions. Guilty advertised for the position extensively, and out of a pool of 35 initial applicants, it was able to come up with a list of three (3) finalists. Shown in the chart that follows are the results from the assessment of the finalists using Miranda’s chosen selection methods. In addition, information from an earlier resume screen is included for possible consideration and context. Using the information in this case study that follows: There is a discussion regarding the three (3) finalists and the selection method that was used by Guilty. Do you think that the 6 selection methods used by Guilty were appropriate? Why or why not? For each finalist, decide whether you would be willing to hire the person, discuss and state why. If the FINAL decision was yours to make, which finalist would YOU choose? Discuss your rationale. Results of Assessment of Finalists for Human Resource Director Position Finalist 1 Lola Vegan Finalist 2 Sam Fein Finalist 3 Shawanda Jackson Resume GPA 3.9/Cornell University B.S. Human Resource Management 5 years experience in HRM 4 years in recruiting No supervisory experience GPA 2.8/SUNY Binghamton B.B.A. Finance 20 years experience in HRM Numerous HR assignments Certified HR professional 15 years supervisory experience GPA 3.2/Auburn University B.B.A. Business and English 8 years experience in HRM 3 years HR generalist 4 years compensation analyst 5 years supervisory experience Cognitive ability test 90% correct 78% correct 84% correct Knowledge Test 94% correct 98% correct 91% correct Structured Interview (out of 100 points) 85 68 75 Question (f) Ability to influence others To do things you want to do Promotions and earnings Question (g) Golf, Shuffleboard Spectator sports Basketball, Tennis Job Description for Human Resources Director JOB SUMMARY Performs responsible administrative work managing personnel activities. Work involves responsibility for the planning and administration of HRM programs, including recruitment, selection, evaluation, promotion, training, compensation, and recommended change of status of employees, and a system of communication for disseminating information to workers. Works under general supervision, exercising initiative and independent judgment in the performance of assigned tasks. TASKS
Participates in overall planning and policy making to provide effective and uniform personnel services.
Communicates policy through organization levels by bulletin, meetings, and personal contact.
Supervises recruitment and screening of job applicants to fill vacancies. Supervises interviewing of applicants, evaluation of qualifications, and classification of applications.
Supervises administration of tests to applicants.
Confers with supervisors on personnel matters, including placement problems, retention or release of probationary employees, transfers, demotions, and dismissals of permanent employees.
Initiates personnel training activities and coordinates these activities with work of officials and supervisors.
Establishes effective service training rating system and trains unit supervisors in performing employee evaluations.
Supervises maintenance of employee personnel files.
Supervises a group of employees directly and through subordinates.
Performs related work as assigned. JOB SPECIFICATIONS
Experience and Training Should have considerable experience in area of HRM administration. Six years minimum.
Education Graduation from a four year college or university, with major work in human resources, business administration, or industrial psychology. Master’s degree in one of these areas is preferable.
Knowledge, Skills, and Abilities Considerable knowledge of principles and practices of HRM, including staffing, compensation, training, and performance evaluation.
Responsibility Supervises the human resource activities of 7 office managers, 2 clerks, and one assistant.
Assessment Methods/Finalists for the Job of Human Resources Director
When organizations expand or its employees retire, some vacancies arise. These vacancies must be filled with the right candidates, who possess the organization specific qualities and competencies required to fulfill the roles as advertised (Edenborough, 2007). However, the ability to select the right candidate depends on the outcomes of the assessment method(s) employed. Numerous assessment techniques have proven to be successful and are recommended in employee recruitment process.
Whether the Six Selection Methods Used by Guilty Were Appropriate
Some of the selection methods used by guilty are appropriate, however, the nature of questions asked especially parts b, c & d deemed inappropriate. The knowledge test is an appropriate method in that it gives an assessment of the ability of the individual to meet the job responsibilities since it provides an assessment of the individual capabilities. The use of cognitive test is valid and provides the ability of the candidates to learn new ideas in their workplace environment (Thomas, 2010). Furthermore, cognitive tests provide a measurement of how fast a candidate can learn new ideas. On the hand, medical and drug test, are appropriate and recommended for assessment of workplace safety. Furthermore, the integrity is important in determination of the suitability of the candidate within the company values. Similarly, the personality test is a very important assessment tool as it provides an understanding of the consciousness of the applicants…………………