No need to look for any extra information in another website.
find the federal statute that that defines “armour piercing ammunition.” In the submission box below, copy and paste the definition and include the citation.
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[order_calculator]Considers the corporate history of your game’s development studio, and the critical/popular reception for the particular game itself. As you begin drafting, consider the following format
Corporate History:
Founding: when, where, and by whom was the company founded?
Where are they currently based?
What are they known for?
Major Games:
What games has the company developed and/or distributed?
What type of games are these? Describe them.
When were these games released?
Describe the development for these games: what platforms do they run on?
How long did development take? How many engineers and artists worked on the game?
What kind of budget was involved?
Reception:
How have this studio’s games been received by popular audiences?
By critical audiences? [This is where some of your academic source research comes in]
Have they garnered awards? If so, which ones?
What about sales?
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[order_calculator]This chapter should discuss the situation in post war Iraq, and I need some originality in this chapter. This chapter can be from
(10000) to (15000) words. One page for the introduction and tow pages for the conclusion. Footnotes should be formatted according to
OSCOLA (http://www.law.ox.ac.uk/published/OSCOLA_4th_edn.pdf)
Suggested sub questions can be used in subheadings. What kind of religious pressure can be exerted on judges (mention some case law
occurred after 2004)? how? is this pressure acceptable from judges’ viewpoint? can Iraq take advantage from existing examples in other
countries to overcome barriers obstruct securing judicial independence, and building rule of law?
And the most important part in this chapter: what is the solution? how can we secure the independence of judiciary in religious
framework (Again I need to show some originality in this study, especially in this section).
An overview of the chapter
Title: Judicial independence within formal religious framework
Key question:
-Does a religious link negate the requirement for independence of the courts?
-What is the likelihood that a judicial system with religious ties can work independently?
This chapter should show the intersections of the judiciary and religion. The researcher aims to present a clear picture of the
possible mutual effects of religion and the courts. The researcher argues that religious links do not necessarily prevent the
judiciary from working independently. The importance of this part of the thesis lies in the fact that the Iraqi constitution states
that Islam is the official religion of the state. This creates several difficulties with regard to civil rights for minorities versus
the majority. It is worth mentioning that the theory of judicial independence was born in a secular system. Therefore, applying this
theory to a religious one requires deep consideration. The researcher hopes to broadly discuss this issue. In addition, the researcher
will present the most prominent attempt at interference by religious bodies over the last decade and discuss the judiciary’s stand on
them. This will help in assessing the degree of independence that the judiciary has achieved in post-war Iraq.
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[order_calculator]1. Education Level and Support for Immigration Policy [Length limit: 800 – 1,000
words in total] Consider the relationship between education level (X) and support for immigration policy(Y). Imagine you have access to data on the independent and dependent variables.
Discuss:
1a. How do you think the two variables are causally related? Please describe at least two possible causal mechanisms and discuss the direction of the relationship.
1b. How would you design a cross-sectional observational study that tackles the way X
influences Y?
1c. How would the cross-sectional observational study differ from a time-series observational study?
1d. Can you think of any relevant Z variables that one needs to control for statistically in such an analysis, to be confident that
the relationship between X and Y is causal?
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[order_calculator]Brown, Donald R. (2011). An Experiential Approach to Organization Development (8th ed.). Upper Saddle River, NJ: Prentice Hall.)
CASE TOOL FOR ASSESSMENT OF PROGRAM OUTCOMES IN
HRDV 5630, ORGANIZATIONAL DEVELOPMENT AND CHANGE
Johnson Engine Company is a specialty supplier of heavy duty and light weight diesel engines for the trucking industry. Its
headquarters are in Indianapolis, Indiana, but its factories are located in rural areas known for their highly educated work forces,
strong work ethics, and low tax rates. For the last half century, Johnson had been a predominately unionized organization. The four
older plants in the Midwest were all union with high wage rates and adversarial labor management relations. The CEO of the company,
Henry Shapp, attended a weekend workshop in Bethel, Maine. The topic was organization development and self-managed work teams. It was
run by an organization development consultant named Peter Sneed. The workshop was unusual in that it included both expert lectures on
the elements of high performance work systems and actual discussions with managers and self-managing work teams from corporations
around the country. These people talked about the transformation of their slow-moving bureaucracies into team-based, vision-driven
market leaders. Team members talked about improved quality, quantity, and team communications; managers discussed the bottom-line
benefits of transforming their organizations. Their costs went down, they were competing with formidable Japanese competitors, and
when conflicts between managers and workers emerged, they were able to sit-down and “problem-solve” their differences. These
organizations had strategic visions developed by all levels of the organizations, and these visions were idealistic portraits of what
the organizations hoped to be in 5-10 years. According to Sneed, organization development (OD) consultants would work with different
levels and functions of the organization to create a set of principles and values that all employees could live be. Everyone was
trained in these and held accountable in their team and individual performance reviews. An outside consultant(s) sponsored by senior
management would also work with different levels of the organization to diagnose problems at the individual, team, cross-team,
organizational, and organizational/environment levels of analysis. The organizations were able to “transform” because senior
“champions” committed themselves, money, and time to empower their employees. They had made the journey from bureaucratic, adversarial
cultures to high performance work systems characterized by “facilitative” managers.
Henry left Bethel excited and exhausted. He couldn’t believe what might now be possible for his company. So many of his supervisors
and managers were old school. They had little management education and their practical experience was 10-25 years of the same old
drill-sergeant style leadership. He had watched again and again as some bright new high school or college graduate had hired-on, only
to quit after 6 months of dull, monotonous work, and coercive supervisors who were trying to force them to do what no one believed
they wanted to do! It depressed him; and the cost of the turnover was threatening the bottom-line. Now here were these new companies
saying that “more could be done with less”. That did it! When he arrived home that night, he decided he would call Pete Sneed the next
day and see if he could bring him in for 3-4 days of management education. He would put all of his managers through it. Pete could
explain how the company needed to be turned-around and could get people fired-up about the high performance work system model.
The following morning, Henry told his Union President counterpart, Julie Phillips, about what he’d learned and what he intended to do.
He expected she would buy-in right away, but instead, she looked at him warily and asked about the meaning of “self-managed work
teams” and “high performance work systems”. At corporate, all of Julie’s senior team of Union Officers were wary of management
promises. They had seen too many lay-offs, too many controlling “bosses”, and watched company grievances sky-rocket. As the low-cost
Japanese producers hit the U. S. mainland, they had seen their senior management counterparts become less and less approachable.
Julie, herself, was open-minded, but she couldn’t help but wonder whether “teams”, “consensus”, and “facilitative management” were
simply buzzwords for a restructuring that might take away an individual worker’s right to file a grievance and replace it with “teams”
that had no power. She couldn’t imagine this company’s managers and supervisors holding meetings where discussion and problem-solving
would occur. These people (mostly guys, with a few exceptions) just didn’t have it in them! And how would the unions retain its power?
What was their place in the new structure?
Julie said she would try to be open-minded and asked to be included in initial discussions with the consultant. Henry agreed, and
shortly after their breakfast at a local coffee bar,
he was able to reach Peter Sneed. He made his proposal about management education and was surprised when the consultant suggested,
instead, that he come to Indianapolis and meet with Henry and Julie to discuss their overall goals and what he and they, working
together, could do to reach them. Management education on these concepts and results might be one way to go, but there could be
others. He would meet with them for the morning, and if they reached agreement on possible next steps by noon, he would stay the rest
of the day. If not, he would only charge for ½ day of work plus expenses. Henry thought this sounded a little like gobbledygook, but
having seen Peter perform in Bethel, he was willing to give it a try.
CASE QUESTIONS:
(1) Use the Force Field Analysis or the Differentiation & Integration diagnostic model from Chapter 5 in the text to explain what is happening in this case. Include the appropriate chart/table.
(2) What OD consultant style would you recommend Peter Sneed adopt in this situation? Given what you know should Peter Sneed accept
this offer of employment? Support your answer.
(3) Given facts at Johnson Engine Company and considering the time-frame of the change, level of support and degree of discontinuity with the environment what large–scale OD intervention strategies would you recommend? Support your answer.
(4) Given the culture described at Johnson Engine Company. Apply the Strategy-Culture Matrix discussed in the text what implementing strategies would you select? Support your answer.
(5) Given the situation as described, what strategies would you recommend to lessen the resistance to change among the Union leadership? Support your answer.
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[order_calculator]Norma Rae (Sally Field) – mill work in the South
Matewan (Chris Cooper) – union organizing in the South
Bread and Roses (Adrian Brody) – Latino service worker organizing in Los Angeles
Modern Times (Charlie Chaplin) – satire on modern industrial work and life
On the Waterfront (Marlon Brando) – film on union corruption
Nine to Five (Dolly Parton, Jane Fonda, Lily Tomlin) – satire on office work and clerical/management relations
Gung Ho! (Michael Keaton) – satire on the Japanese acquisition of an American car factory
Roger and Me (Michael Moore) – documentary on Flint,Michigan and GM
F.I.S.T. (Sylvester Stallone) – drama based on the Teamster’s union
Hoffa (Danny DeVito, Jack Nicholson) – based on the life of IBT president Jimmy Hoffa
Silkwood (Meryl Streep) – based on the life of Karen Silkwood, a nuclear plant employee
The China Syndrome (Jack Lemmon) – film about a possible nuclear plant meltdown
Erin Brockovitch (Julia Roberts) – an investigator uncovers health and safety issues at Pacific Gas and Electric plants
The Grapes of Wrath (Henry Fonda) – migrant workers in the West during the Depression
North Country (Charlize Theron) – deals with sexual harassment in the open pit mining industry
Molly Maguires (Sean Connery, Richard Harris) – Labor agitators in Pennsylvania
Wall Street (1987: Michael Douglas, Charlie Sheen) – corruption on Wall Street and how it affects average workers
The Deer Hunter (Robert DeNiro, Christopher Walken) – Ostensibly a war film, but one that also deals with working-class enthusiasm and
later disillusionment with the war
Click here for General Instructions for Written Assignments.
Image: Charlie Chaplin (seated) and Douglas Fairbanks at the signing of the contract establishing United Artists motion picture
studio.1919. Library of Congress Prints and Photographs Division Washington, D.C. 20540 USA.
Click here to read the Evaluation Criteria for Written Assignments.
5. Overview
Topic Overview
In this module we will discuss the development of the labor movement and the workplace after World War II to the end of the
twentieth-century.
Module Objectives
This module will discuss the following themes:
The effects of Vietnam on working people;
Labor and the Cold War;
The development of the post-war corporation and its impact on workers;
Consumerism;
Workers in popular culture;
The loss of American manuacturing jobs;
Increases in public sector employment and the rise of public sector unionization;
The effect government social programs in the 1960s and 1970s on workers, and the impact of the Reagan era on working people, and
The decline of the labor movement.
Readings/Preparation
Foster Rhea Dulles and Melvyn Dubofsky Labor in America A History Eighth Edtion 2010, chapters 19 to 21. pages 325-364
Jefferson Cowie 2010 Stayin Alive The 1970s and the last days of the woking class, Introduction, Chapter 1 pages 24-74, Chapter 4
pages 168-209 , Chapter 7 pages 314-356.
Jonathan Rees and Johnathan Pollack The Vovise of the People 2004, pages 185 to 224.
Learning Activities
You will be asked to write a review of a labor-themed film.
Discussions
We will discuss labor movements from the late 1940s to 2000.
Due Dates
To view the due dates for this module, click on the Course Schedule.
Image : Poster showing head-and-shoulders of woman operating a machine as part of World War II production effort. It reads “”I’ve
found the job where I fit best!” find your war job in industry, agriculture, business.” Washington, D.C. : Office of War Information,
1943. Library of Congress Photograph and Prints. https://www.loc.gov/pictures/item/90707072/.
Teacher note:
As you read for this week, think about how our economy and workplace structures developed, and changed, over the half-century after
the war.
Note that your essay assignment for this unit requires you to view a labor-focused theme, and to then put that film into dialogue with
what you are learning. You can choose from a list of films. Note that I am not interested in a film review here, like what you might
find on Rotten Tomatoes. Rather, I’m interested in an essay in which you use the film to explore themes we have studies. Note that you
are reading a chapter of Jefferson Cowie’s Stayin’ Alive that is a good example of how to do this sort of cultural film analysis. I
would recommend seeing the film this week, and then working on the paper next week.
Though the mid-20th century is often viewed as a period of a stable “labor-management” accord, in fact there were many strikes as
union members and managers disputed workplace issues.
Take, for instance, the 1959 steel strike. A half a million steelworkers struck for 116 days in the summer and fall of 1959. The
strikers accounted for nearly one percent of the entire U.S. workforce. The central issue in the strike was “Section 2-B” of the
contract which had to do with work rules on the job. Management wanted more rights to move people around into various jobs, and union
members wanted to retain more control over work assignments. Though the specific regulation in the contract was small, the fight
turned into a large one.
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[order_calculator]M5. Labor Movement from Late 1940s to 2000
Please respond to the following questions:
What do you believe were the major causes of organized labor’s decline in the post-World War II years?
How important was the development of modern management in the post-World War II years?
5. Overview
Topic Overview
In this module we will discuss the development of the labor movement and the workplace after World War II to the end of the
twentieth-century.
Module Objectives
This module will discuss the following themes:
The effects of Vietnam on working people;
Labor and the Cold War;
The development of the post-war corporation and its impact on workers;
Consumerism;
Workers in popular culture;
The loss of American manuacturing jobs;
Increases in public sector employment and the rise of public sector unionization;
The effect government social programs in the 1960s and 1970s on workers, and the impact of the Reagan era on working people, and
The decline of the labor movement.
Readings/Preparation
Foster Rhea Dulles and Melvyn Dubofsky Labor in America A History Eighth Edtion 2010, chapters 19 to 21. pages 325-364
Jefferson Cowie 2010 Stayin Alive The 1970s and the last days of the woking class, Introduction, Chapter 1 pages 24-74, Chapter 4
pages 168-209 , Chapter 7 pages 314-356.
Jonathan Rees and Johnathan Pollack The Vovise of the People 2004, pages 185 to 224.
Learning Activities
You will be asked to write a review of a labor-themed film.
Discussions
We will discuss labor movements from the late 1940s to 2000.
Due Dates
To view the due dates for this module, click on the Course Schedule.
Image : Poster showing head-and-shoulders of woman operating a machine as part of World War II production effort. It reads “”I’ve
found the job where I fit best!” find your war job in industry, agriculture, business.” Washington, D.C. : Office of War Information,
1943. Library of Congress Photograph and Prints. https://www.loc.gov/pictures/item/90707072/.
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[order_calculator]The top four beer firms- Anheuser- Busch, Miller, Coors, and Stroh’saccounted
for over three-quarters of all beer produced in the United States in
1992. Anheuser- Busch alone had 42 percent of the market.
1- Do you think that the market for beer in 1992 was is a contestable
market? Why? [25 Marks]
2- In the 1960s, the long-run average cost of producing beer was at a
minimum when a firm produced about 2 million barrels per year. In
the late 1970s, it was at a minimum when a firm’s output was about
18 million barrels per year. How would microeconomics explain this
increase in the cost minimising output? [25 Marks]
3-How would this change in the long-run average cost curve have
contributed to the decrease shown below in the number of firms in
the brewing industry? [25 Marks]
Year Number of firms Year Number of firms
1963 171 1972 108
1967 125 1976 49
4- Which changes in the market have led to the recent growth in
microbreweries in the United States? Would this change in structure
alter your assessment of the applicability of the contestable market
model? [25 Marks]
General
Guidelines
Please read all questions and information provided carefully. Answer should
be made in appropriate length keeping in view the requirement of each
question and total word counts allowed.
In addition, your assignment should demonstrate the following qualities:
A critical appreciation of relevant literature and its use to support
argument, substantiate calculations and other aspects of the assignment.
Evidence of additional personal research, and the ability to analyse material
from a variety of appropriate relevant perspectives.
Presentation, structure, appropriateness of methodology, breaking into
section headings/subheadings, tidiness.
Marks will be awarded for proper referencing and originality of work. Also
note that plagiarism is a serious offence and your submission will be
electronically checked.
Your work must be handed in electronically no later than given date of
submission.
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[order_calculator]Anticoagulant safety in clinical practice-Abstract
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[order_calculator]• an overarching statement about the purpose of the assignment and relevance of the topic
• a brief background to provide a context for the chosen problem/theme/research
• specific questions or aims of the project
• a description of the structure of the assignment
2 – 1500 words Literature review relevant to the selected substantive area
• Use a literature review to explore what has been discovered previously which might be relevant to your research. You might examine
what theories or concepts have evolved and will almost certainly wish to use these to define the key concept of your work, for
example, quality or governance or accountability. It may also be relevant to look at previous findings from research which
investigated an area related to your own.
• In structuring the literature review you may want to take a thematic approach, adopting a particular focus for each subsection, or a
chronological approach looking at how a theory or concept has evolved over time. For example, there are several competing approaches
to assuring quality, each of which you might wish to cover in subsection. In relation to accountability, you may wish to adopt a
chronological approach, charting how accountability systems have been devised and implemented in a particular phase of education in a
particular nation.
• The key point is that this is a critical literature review which does not just describe the literature in question but analyses it,
comparing, contrasting, critiquing and in a final summary stating the key ideas which are relevant to the research.
4. 500 words Justification of the methodology used
• Briefly review the literature on interviews and justify why an interview can generate relevant data for your study. Explain what
kind of interview is being piloted, how the interview questions were designed, how it will help explore the issues being explored, and
how you intend to analyse the data. Justify the selection of the respondent to pilot your interview.
• Consider the ethical implications of your study.
5. 1000 words Findings and discussion
• Present and discuss the findings. Apply some of the actual interview material, where appropriate, to illustrate the respondent’s
perspectives.
• What has been learned and what are the implications of your analysis for key organisational processes?
6. 500 words Conclusion
• As this is a pilot, comment on the adequacy of the methodology. Did the interview work well in generating useful data? Was the
analytical process effective? Could either be improved? In moving forward to a full study, what might you develop on the basis of your
experience of the pilot? What might this study lead to for potential future research in this area?
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