Is there a way to increase interest in learning technologies from the perspective of a technophobic online student and teacher when dealing with online education ?
it’s gonna be about “ Dropbox “ , it has to be with 7 sources no older than 3 years.
So every source has a paragraph
1. The competitive “battle” between companies such as Apple and Samsung demonstrate the importance of sustaining a culture and commitment to innovation. Compare and contrast the activities of two companies (of your choice) in the same industrial sector to develop new technology to sustain their competitive edge. (Your answer should include a critical analysis of which company you think will be more successful in sustaining its competitive advantage in the longer term). 2. Developing an internationalisation strategy and moving into new markets is often part of a complex decision making process. When making a decision on where to invest in foreign countries, to access new markets, what methods and theories might be used by a company to help inform its decision making process. (Apply your critical analysis to specific businesses in no more than two country examples of your choice). 3. Choose one BRIC and one MINT economy and critically compare and contrast the development of trade in the two economies. (In particular assess the role of bilateral and multilateral trade agreements for each of your chosen countries. Support your arguments with specific examples). 4. “The new electronic independence re-creates the world in the image of a global village”. Critically assess the evidence for and against the idea that the world’s market places for goods and services are moving towards greater convergence when applied to the interaction of international companies with their customers. (Support your arguments with specific examples from the activities of Multinational companies.) Assessment Criteria Details Marks Criteria Allocated Actual Relevance The Relevance of the work examined to its selected question. 20% Knowledge The work should have a substantial knowledge of relevant material, showing a clear grasp of themes, questions and issues therein. 20% Analysis The analysis should be comprehensive, clear and orderly. 20% Argument and Structure The argument should be well supported, focussed, clear and logically structured. 10% Critical Evaluation The work should contain distinctive or independent thinking; and formulate an independent position in relation to theory and/or practice. 20% Presentation The work is well written, with standard spelling and grammar, in a readable style with acceptable format. 5% Reference to Literature Critical appraisal of up-to-date and/or appropriate literature. Recognition of different perspectives. Very good use of a wide range of sophisticated source material. 5% Total Marks 100% Comment
ECO 320 Money & Banking Homework
Week 10 Chapter 18
Numerical Exercise 11:
Suppose that the Fed’s inflation target is 2 percent, potential output growth is 3.5 percent, and velocity is a function of how much the interest rate differs from 5 percent:
%∆V = 0.5 x (i – 5)
Suppose that a model of the economy suggests that the real interest rate is determined by the equation:
r = 8.5 – %∆Y
where Y is the level of output, so %∆Y is the growth rate of output. Suppose that people expect the Fed to hit its inflation target.
A. Calculate the optimal money growth rate needed for the Fed to hit its inflation target in the long run.
B. In the short run, if output growth is just 2 percent for two years and the equation determining the real interest rate changes to r = 4.5 – %∆Y, what money growth rate should the Fed aim for to hit its inflation target in that period?
C. If the Fed instead maintained the money growth rate from part a, what is likely to happen to inflation?
D. Which policy do you think is better in the long short run? Which is better in the long run?
MLA format, from the They SAY/ I say book. I will send you the outline.i add some pictures so you can the see the assignment
In this exercise, you will be asked to create a measure of Competitive Balance for each of our Fantasy Baseball Leagues. Due to circumstances, we have used a simulation software to simulate the season. Your task is to explore the data for each League and complete the tables below to create a Lorenz Curve. Remember: to run a proper Lorenz curve, the league must be ranked in ascending order by points (The team with the least amount of points should be listed 1st, the team with the most points should be listed 10th). To find the League data for each league, click on the A, B, C, or D worksheet tabs below. Click A for League A, B for League B, C for League C, and D for League D. In the League data, you will see simulation results for each player subset into individual teams. In the far right, you will see the League Standings. This is the data you will need to finish this assignment. A picture of the table is shown to the right. **Remember to invert the standings for this exercise
Use the attached PowerPoints regarding the three branches of government to create a brief analysis of the structure of government. Evaluate the effectiveness and efficiency if this system ranking it from 1-poor to 10 representing an excellent and efficient system.
i need these Q’s to be answered today ASAP plzzz
Protecting society and maintaining order
Does the United States Government do a good job of protecting society and maintaining order? Does the United States Government intrude into your individual life to the point that your individual freedom and privacy is unfairly compromised?
1 Can you think of any power the government has that should be reduced? Describe.
2 Can you think of any area or situation where the government should have increased power? Describe.
1pg
refs and cite
outline
Draft Research Proposal
Research Title
“ Avoiding unintended consequences of organisational re-structure in Australian Organisations”
Business Research Area
The research area, focuses on the organisational changes applied in the corporate structure and the business models that are being used in the regulatory context to bring changes in the operational process. Organisational leadership is helpful to provide proper direction to the changes.
Background and Problem
Research Problem
Organisational restructure exerts certain unintended consequences such as employee dissatisfaction in corporations that relates to disrupting the ongoing process of the regulatory operations.
Background
Globalisation has enhanced the competition in business, and thus it is essential to change the structure in the organisation to adapt to the new demands in the business market. However, the novel managerial process sometimes fails to inject new work-life extent and interest among the employees of the organisation. The new -work life hampers the workplace attitudes of the employees leading to the unintended problem that relates to adapting to model changes and performance as per demand. It sometimes results in social dysfunction development among employees. In this regard, certain social actors are prevalent while observing the consequences of model changes in companies. Stress macro-societal needs or institutional reasons are responsible for the long-run occurrence of the issues in organisational settings.
Definition of Terms
‘ Organizational Restructure’ refers to the changes that are performed in the structural components of an organisation to avail of new opportunities.
‘ Workplace Attitude’ is the interrelated belief of the individuals that maintain the common focus of the employees towards work situations.
‘ Unintended’ refers to not planned situations or consequences.
‘ Social Dysfunction’ refers to the impact on the work-life balance maintenance of an individual that leads to the support of communication and connection with society.
Research Purpose, Objectives and Questions.
Purpose The purpose of the research is to identify the issues that are occurring in the organisations of Australia due to the restructuring of the organisational components. The occurrences of unintended problems are prevailing in the manufacturing industry as the production and delivery patterns change as per the consumer demand shift. Thus, various restructuring of the organisation is developing specific unintended issues such as employee attitude problem, dissatisfaction and social dysfunction. Therefore, for the corporations, it is vital to avoid the consequences of the unintended consequences to keep the work in motion. This research will highlight the possible solutions to unintended consequences. Apart from that, the associated factors that are responsible for the unintended consequences development in the organisations will in this research. Objectives To identify the unintended consequences in the manufacturing industry of Australia due to organizational restructure To determine the factors that are resulting in the unintended consequences in the organizations To develop recommendations for the organizations to avoid the unintended consequences during organizational restructure
Research Questions What are the unintended consequences of organizational restructure? What are the factors responsible for unintended consequences development? How can corporations avoid unintended consequences of organizational restructure?
Literature Review
Benos, T., Kalogeras, N., Verhees, F. J., Sergaki, P., & Pennings, J. M. (2016). Cooperatives’ organizational restructuring, strategic attributes, and performance: The case of agribusiness cooperatives in Greece. Agribusiness, 32(1), 127-150. Bloomrosen, M., Starren, J., Lorenzi, N. M., Ash, J. S., Patel, V. L., & Shortliffe, E. H. (2011). Anticipating and addressing the unintended consequences of health IT and policy: a report from the AMIA 2009 Health Policy Meeting. Journal of the American Medical Informatics Association, 18(1), 82-90. Brown, R., & Mawson, S. (2016). Targeted support for high growth firms: Theoretical constraints, unintended consequences and future policy challenges. Environment and Planning C: Government and Policy, 34(5), 816-836. Burt, G., Mackay, D. J., & Perchard, A. (2015). Managerial hyperopia: A potential unintended consequence of foresight in a top management team?. Technological Forecasting and Social Change, 101, 134-146. Burt, G., Mackay, D. J., van der Heijden, K., & Verheijdt, C. (2017). Openness disposition: Readiness characteristics that influence participant benefits from scenario planning as strategic conversation. Technological Forecasting and Social Change, 124, 16-25. Carey, G., Buick, F., & Malbon, E. (2018). The unintended consequences of structural change: When formal and informal institutions collide in efforts to address wicked problems. International Journal of Public Administration, 41(14), 1169-1180. Dougherty, K. J., Jones, S. M., Lahr, H., Natow, R. S., Pheatt, L., & Reddy, V. (2016). Looking inside the black box of performance funding for higher education: Policy instruments, organizational obstacles, and intended and unintended impacts. RSF: The Russell Sage Foundation Journal of the Social Sciences, 2(1), 147-173. Guerra, E. (2016). Planning for cars that drive themselves: Metropolitan Planning Organizations, regional transportation plans, and autonomous vehicles. Journal of Planning Education and Research, 36(2), 210-224. Hirst, A. (2011). Settlers, vagrants and mutual indifference: unintended consequences of hot-desking. Journal of Organizational Change Management, 24(6), 767-788. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298. Jimmieson, N. L., & Tucker, M. K. (2018). Change consultation during organizational restructuring: Buffering and exacerbating effects in the context of role demands. In Organizational Change (pp. 27-46). Routledge. Longe, O. (2013). Social effects of organisational restructuring on employee workplace attitudes in selected manufacturing industries in Nigeria. African Research Review, 7(3), 292-307. MacKay, R. B., & Chia, R. (2013). Choice, chance, and unintended consequences in strategic change: A process understanding of the rise and fall of NorthCo Automotive. Academy of Management Journal, 56(1), 208-230. Stroh, D. P. (2015). Systems thinking for social change: A practical guide to solving complex problems, avoiding unintended consequences, and achieving lasting results. Chelsea Green Publishing. Walker, R. M. (2014). Internal and external antecedents of process innovation: A review and extension. Public Management Review, 16(1), 21-44.
The findings from the research articles have ensured the fact that organisational restructuring is considered as the organisational saviour that helps in the valuable transformation of the organisation. In some instances, the process of implementing corporate restructuring focuses primarily with the development of disrupting and inhibiting employee work attitude and performance. The unintended consequences that have been occurred during the process of restructuring and in the long run can develop social dysfunction for the employees who are working in the organisations (Jimmieson & Tucker, 2018). The literature findings have indicated the fact that the radical change model has an impact on the workplace attitude of the employees. However, the research gap is existing at this point, and existing researchers still are researching the type of radical change. Moreover, the reason behind the development of fundamental impact on the employee attitude has not been addressed in the study (Benos et al., 2016).
On the other hand, some other researchers have identified the fact that organisational restructuring process is preferably a painful process for the managers (Carey Buick, & Malbon, 2016). It is hard for the real development in the organisation and some instances; that job security related issues along with a loss of work freedom. In this case, the reason for these consequences and the process by which it hampers the organisation is not discussed in a broad manner (Longe, 2013). The existing literature has indicated the fact that the organisational restructuring must be carefully implemented in the organisation to observe the tangible differences through this process. On the other hand, specific literature has mentioned that maintenance of realignment and support is essential to apply organisational restructuring successfully in the organisation. Nevertheless, the process of maintaining the realignment and support has not been, and thus a literature gap is existing in this field. This research intends toward solving the deficit.
Moreover, the tangible differences in work attitude are essential to be understood from the end of organisational management (Bloomrosen et al., 2011). However, the extent of success through restructure is not addressed. Existing research work states that the guiding norms, values, and expectations maintenance can maintain the successful restructuring process in the organisation. In this regard, the literature gap is existing to identify the method of managing the norms and values that can help organisations to avoid unintended circumstances (Brown & Mawson, 2016). Thus, this research can ensure the changes that apply in the organisational context and the associated factors with it. Furthermore, this research must concentrate on the possible solutions for the organisations during restricting practice to fill the gap in the literature. It is evident that the limitation
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