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Career 1 Discussion Post

Student’s Name

Institutional Affiliation

Professor’s Name

Date

Career 1 Discussion Post

Similar to other counseling disciplines, career counseling faces ethical standards as other counselors. Counselors can access very personal or private matters of their respective clients. Disclosing this information means a breach of confidentiality which could be criminal resulting in civil penalties for the counselors. Disclosure of private information is one of the ethical issues linked to career counseling. However, there are other ethical issues related to career counseling and not in other types of counseling (Hooley & Rice, 2019).

One of the issues is the undue influence of the desired outcomes (Irving et al., 2019). The counselors might attempt to influence the decision-making process of their clients based on their expertise and beliefs. For example, career counselors from organizations related to aviation might attempt to guide their clients back into the aviation companies since they are very familiar with the aviation industry and the career paths of the employees in this industry.

Another ethical issue is the application of inappropriate evaluation processes and models (Irving et al., 2019). When career counselors apply inappropriate testing or interpretation of the results, they would significantly skew the outcome of the clients. For example, the client may be given advanced skills without an evaluation of their understanding and expertise levels. These poor results would result in the clients foregoing a job or career they look forward to but would need additional training.

Career counselors might also provide counseling to clients in untrained or unfamiliar competencies (Irving et al., 2019). Counseling is known not to be a one-size fits. Every client is an individual and requires different levels and types of support. Clients are known to choose counselors that are competent in particular disciplines and subjects. The clients, therefore, expect that the services of the respective counselors are useful and professional. If career counselors operate outside their competency levels, the outcomes are less likely to match the needs of their clients. For example, women returning to the workforce after a child-rearing period require specialized needs such as legal advice and evaluation, and retraining. The specific nature of their requirements, therefore, requires particular competencies that deal with gender or mid-career counseling matters.

Lastly, career counselors may create intentional errors in evaluation and assessment (Irving et al., 2019). Clients who have contracted and sought out professional counselors are predisposed to act on the recommendations or the results from their meetings. This creates high levels of trust in the counselors from the beginning even before the counselor and the clients meet. With regards to this, the assessments and the evaluation results must be accurate according to the needs of the clients. Results containing errors result in the clients making inappropriate career choices or disregarding opportunities and options for appropriate careers.

References

Hooley, T., & Rice, S. (2019). Ensuring quality in career guidance: a critical review. British Journal of Guidance & Counselling, 47(4), 472-486.

Irving, B. A., & Malik-Liévano, B. (2019). Ecojustice, equity, and ethics: challenges for educational and career guidance. Revista Fuentes, 21 (2), 253-263.

Accusations Apology

Student’s Name

Institution

Accusations Apology

In regards to the Socrates accusation, there is a truth behind the argument that I who knows nothing is the wisest compared to the one who claims to be the owners of wisdom. According to the Athenians god is the wisest, but on the other side I am called wise and have an evil fame. The rumors all over the community that I am different from other men has led to my accusation in the court of law. The three accusations came from three accusers who were Anytus, Meletus and Lycon. Anytus has an allegation on behalf of the politicians and artisans while on the other hand, Meletus had a charged argument against me on behalf of the poets. The last accuser who is Lycon talked about my judgement regarding the rhetoricians.

To begin with is the illustration of my argument regarding poets. Many poets have the passion and are a genius in composing readers attracting poems. Furthermore, they are motivated by the inspirations from the surroundings and other things that provoke their thoughts. The fact is they are not wise but much depends on the external stimulants. Therefore, it is not by wisdom by these authors’ writes poems but through their uniqueness (Pavlich, 2016). They can be compared to diviners who alters wonderful and soothing words, but in a real sense, they do not understand the meaning of the genres they are writing about. It is true that they are lovers of wisdom, but they cannot claim to own it.

The second arguments regard politician and artisans by Anytus accusation. Politicians play a game of winning the minds of people for their benefits after they get in the political positions. They do not have the wisdom but use propaganda and other enticing words they learn from other people. I take an interview where I challenged several of them, and in reality, they are after money, and many of them do not mean what is in their political manifestos during the campaigns. The artisans on the other side have played a significant role in exploring the field and ensuring that they have covered and achieved in the sector. However, they are better off as they know more about art and can explain issues regarding music but the same artisans cannot explain the meaning of the words they compose. They refer themselves as wise men in the society, but when it comes to the reality, they do not possess even a bit of the intelligence.

The other accusation by Lycon involving rhetoricians has an evident behind the saying that is not wise. Instead, they tend to twist language in a manner that it is attracting and ear-catching so that they can easily incite and provoke the students’ minds. I have researched the philosophers who are given a high rank in the community because of their studies and composition of many useful articles and books (Struever, 2015). They have the passion and are talented in their work, but I cannot refer them to possess wisdom as at a time they do not explain what they write or talk about.

The virtue and wisdom do not come from money, and one cannot buy it, but it is through virtue that good people and capital gotten from. I will not stop at any instance stop telling the people of Athens the truth about wisdom as it plays an essential role in today’s life and the life of coming generation. Regardless of the stand of accusation, I will remain intense fighting for the right ways.

References

Pavlich, G. (2016). Avowal and Criminal Accusation. Law and Critique, 27(2), 229-245.

Struever, N. S. (2015). The language of history in the Renaissance: Rhetoric and historical consciousness in Florentine humanism. Princeton University Press.

CSCE 101 Lab 6

More Turtles and a Guessing Game

Academic Honesty

The work you turn in is to be your work, not copied from someone else or from the web.

Never allow anyone access to your files.

Never give anyone your password.

Never share your flash drive or email your files to anyone.

Never give anyone a printed copy of your file or an electronic copy.

Never allow anyone to copy your work.

General information

Read the entire assignment before you start.

We will be writing programs using Python 3. Please be sure to download and install the latest version of Python 3, if you have not already done this. Python for both Windows and Mac is available at: HYPERLINK “https://www.python.org/downloads/” https://www.python.org/downloads/

When you are in the lab, always work from your X: Drive on a computer in the lab, and copy your files you complete during the lab to your personal flash drive at the end of your lab class and every time you work on your assignments from a computer in the lab.

You have already created a folder named CSCE101 where you save your files on your X: drive. The instructors have READ ONLY permission to your X drive. They can see all of your files but cannot change anything on your X drive.

You must turn in a printed copy of the code for both Part A and Part B at the beginning of lab class in order to receive a grade for this lab assignment. Your files that you save on the X: Drive by the deadline must match the paper copies of Part A and Part B that you turn in to your lab instructor at the beginning of lab.

As a general reminder, always maintain backup copies of your work and remember to save frequently as you are working (in case of power outage, computer locking up, etc.).

The printers in the 244 and the 361 labs in the Sumwalt College Building are for printing CSCE 101 or 102 material only. It is not for printing notes, etc. for other classes or from the web, 101/102 only. The College of Engineering and Computing is keeping track of the number of pages that you use and can revoke your account for misuse.

If you click on the home drive icon on the desktop and do not click anything else and can see your 101 Lab folder in the open folder than your folder is in the correct place. If you then click on your 101 folder and without clicking anything else, you see your files, then your files are in the right place. Your Home drive is the xdrive. 

All sections with the exception of section 1, should have two Blackboard pages. a Supersite for lecture and the regular one for lab. Look for the Supersite.

If you are not in section 1 and do not have two blackboard pages for this course, please email both your lecture and lab instructors today!

Please remember that copying from the web is cheating and is a violation of Academic Integrity. You are to write your own code. Help is available! We will be posting more open hours all week so refresh the Open Hours Schedule page every time you open it.

Part A

A Guessing Game (lab6_XX.py):

Your program must include:

A comment on the top line of your program containing your name.

A comment on the second line containing your section number.

A comment on the third line containing the date.

A comment on the fourth line containing your email address.

A comment with the lab number and purpose of this lab.

Functionality

You will generate a random number between 50 and 100

You will repeatedly ask the user to guess a number between 50 and 100 until they guess the random number (you need use for/while loop here).

When their guess is too high – let them know

When their guess is too low – let them know

If they use more than 5 guesses, tell them they lose, you only get 5 guesses. And stop the game.

When they win, let them know how many guesses it took them

Sample Program

If the user doesn’t guess in 5 guesses, give them an error message.

Part B

Turtle Control II (lab6_XX_turtle.py):

In this section of the lab we will be writing expanding on the program from lab 5 that creates a turtle and allows you to control it with the keyboard as it moves about the screen.

You will be using the Python IDLE (a Python editor and programming environment that comes with python). Name your file lab6_XX_turtle.py where you replace the XX with your initials.

Your (turtle) program must include:

A comment on the top line of your program containing your name.

A comment on the second line containing your section number.

A comment on the third line containing the date.

A comment on the fourth line containing your email address.

A comment with the lab number and purpose of this lab.

Don’t forget to include import turtle on a line after the comments so you can use the various Turtle-related objects and methods.

Modify your program from lab 5 to cause the turtle to return to the center of the screen if it moves more than 300 units from the center of the screen.

Add a second turtle (named after your favorite animal) that is a different color and shape from the original turtle that moves randomly about the screen. It should begin facing a random direction and move at the speed of 1. Every 30 moves the turtle should turn a random direction and continue moving. If this turtle moves more than 300 units away from the center, it should teleport back to the center (0, 0) and continue moving. This turtle also should not leave a line behind it.

Mona Lisa Historical Portrait Interview

Name

Institution

Leonardo’s Mona Lisa Portrait Interview

Introduction

Leonardo da Vinci is considered one of the most influential artists in the world. In a portrait named Mona Lisa, Leonardo exposed his artistic skill through a picture of a woman seated while its background shows the natural landscape. To get more information on the artist, the portrait and its whereabouts currently, a historical portrait interview is conducted with an art teacher. She has experience with the history of art and various paintings, therefore has a lot of information on historical art. A procedure is followed. The process involves informing the participant of the interview date and time, data required from them and the portrait in question. A consent form is also vital to tell the interviewee of their rights, requirements and use of the data they will provide in the interview. The interviewee is the informant; hence, their rights and wishes should be protected and respected.

I selected an art teacher for this interview due to the quantity of information on artwork and his background and experience in teaching art. After identifying an informational participant, I contacted him to inform on the request for an interview. The teacher was willing and happy to participate in the academic project. After the communication, I told the participant of the requirements for the meeting. I provided a copy of the agreement to participate. It is also essential to inform him bout his rights and benefits after participation. Due to these requirements, I prepared a consent form for the interviewee to sign. It tells him about his powers and contents of the interview.

Best practices

The goal of conducting the interview is to understand the Mona Lisa painting background, the information it passes to the audience and its impact on individuals and artists. Having done background research on the painting, it gives a guide on the questions to ask and the time limit used that portrays a sense of respect to the interviewee. It also helps to follow up on unclear answers given by the interviewee and be able to ask for clarification before the interview ends. It is also recommended to listen carefully to the interviewee. This practice entails not just sticking to the scripted questions but listening carefully to get more information on the subject. Also, it is essential to respect the participant’s decision to withdraw or not to answer some scripted questions. It ensures the interviewer feels regarded and encourages them to continue with the interview. A well-conducted discussion empowers the participants and allows for change and improved conditions in future interviews (Young et al., 2018). A thank you note or email at the end of the meeting is appropriate.

Consent Form

I agree to participate in an interview on Mona Lisa portrait for an academic research project. I have received sufficient information on the data required from me about Mona Lisa painting. I have understood my role and purpose in this interview, as explained by the interviewer.

I have voluntarily agreed to participate and have not received threats from any individual. I am not coerced to engage in the interview. My participation involves a conversation with a student interviewer on my experience or understanding of historical portraits. The meeting will take a span of 30 to 60 minutes, and I agree with it.

I have allowed the interviewer to record the interview, either audio or video, and take pictures to have evidence of the conversation as required by the project. Also, the interviewer will take notes of the dialogue we have during that period. I also agree to provide any pictures or materials in my possession that may help in providing more information on the subject of the interview. I understand that if I am not comfortable to be recorded or taped, I can withdraw from the participation.

My participation also includes some rights. It is clear to me that I am allowed to hold some information if I feel uncomfortable to answer any questions. I am free to issue or even withdraw from the interview; by which the interviewer will delete the recorded data. Am aware that the items to be asked will be on the Mona Lisa portrait and no other subjects from the artwork.

I am also aware that my name may be used in public concerning the information I provide in this interview. However, my identity will only ibe revealed when I consent to it. If not, I am guaranteed the security of my confidentiality. I agree with my identity being used purposely for the project and no other external motives that may arise after the interview. The reports and documents used in the meeting will be securely stored during and after the project has been completed, and no disclosure will occur to any other parties.

The interviewer has informed me that there are no risks involved in participating in the interview. The information I will give is according to my knowledge and should not bring different issues that may risk my independence in future. Am also not guaranteed of any benefits before, during or after the conversation. The information will benefit the art students taking part in the research and support future inquiries on Mona Lisa portrait.

I have carefully read the consent and am aware that the interview is of a school project on art. I understand my requirements and aware of the information I am supposed to provide. I have understood my rights, and I know that I am free to withdraw any time I feel uncomfortable to continue with more questions. I have received satisfying answers to all my questions, and I voluntarily accept to participate in this interview.

I can contact the interviewer in case I have any questions through:

Phone Number______________________________

Email______________________________________

I have obtained a copy of this consent form, also signed by the interviewer.

Participant_______________________________ Researcher____________________________

Signature________________________________ Signature _____________________________

Date____________________________________ Date _________________________________

Preparation for time and location

Filling the consent form assures the interviewee of interviewer’s participation in the interview. After signing, a date is set for the actual interview. The time should be convenient for both parties. They should all be available for the period of the interview; for a maximum of one hour. Convenient location for the interview is then identified. Since the participant is a teacher at the institution, the interview will occur at his office in the art department. He is comfortable with the location since during the time set, he will be in the school premises hence prefers this location.

Preparation for interview questions

The interview aimed at getting information on historical information on Mona Lisa portrait. Being an art teacher, the participant is knowledgeable on the types and kinds of art, the background on the painter and reasons for painting. Background information gives a lead to the questions to ask (Kelley, 2003). The questions were strategised to extract the history of Mona Lisa from way back when during its creation to its current whereabouts. Painting is an art; hence, the participant’s view and suggestions may improve future artist works to have a positive influence on the viewers or targeted audience. Mona Lisa is a famous painting; hence, the teacher has had to talk about it to his students in art teachings to understand the reasons for its popularity.

The portrait Interview

Please introduce yourself to us

I am Daniel Rodgers, an art teacher in the universities. Am 58 years of age and have been teaching art for more than 35 years now.

What drove you to art?

Art is a field by which one can communicate to a broad audience, not by word but using visual aspects. Drawing and painting have been my passion since I was young, and at the same time, I loved the beauty of nature and wished to speak to people about it. I then realised I could do both by painting, and through it, communicate to my viewers. Since then, I have been researching and reading a lot of articles and books on art to get more insights to improve.

Which historical portrait do you love most?

I adore Mona Lisa painting by Leonardo. It does not seem drawn but depicts a This is because of the impression it gives. It is not only a drawn picture but also a real woman. Mona Lisa painting is Leonardo’s living work.

Have you seen the painting?

Yes. I have seen the painting several times. Every time I am in the Louvre museum, I cannot help but stare at it.

How can you describe the Mona Lisa Painting?

It is a portrait of a woman with long black hair, seated on a high levelled seat, with arms crossed. She stares at the viewer, showing a slight smile, which has given the attractive look of the portrait over time. The smile is also a reflection of the artist’s intention of the portrait. In its background, there is a touch of nature; a beautiful landscape with mountain, valleys, hills, a river and a bridge.

What draws you to the image of MonaLisa?

The centred effect is most attractive. MonaLisa is in the Centrepoint of the painting, and her placement is just stunning. Her facial elements, such as the smile and great eyes, also tend to invite viewers into her world. It is easy to get lost in her world while looking at the portrait.

Why do you think the portrait displays Mona Lisa half-length and does not show the full body?

MonaLisa is a small painting. I think if Leonardo had painted the full image on the same plank, Mona Lisa would be too tiny to be seen at a distance. Also, Leonardo objective of displaying the landscape in its background would be futile because it would appear distant and not depicting the natural resources as he wanted.

What materials were used to create the painting?

The portrait is a unique one. First, the painting is not on a canvas, but a piece of wood. One cannot quickly notice this fact. Secondly, Leonardo used oil in bringing out the theme rather than the usual paints used by many other artists.

Based on what you saw in the artwork, when was the painting created?

Well, looking at the portrait, you may think that it has only lasted for about ten years. It looks new and still stunning irrespective of the time it has been in existence, which is more than 500 years.

From the portrait, are you able to tell the age of Mona Lisa?

Looking at the portrait closely, you will conclude that the lady is young. Her body is smooth, and have no trace of wrinkles. According to me, she might be in her 30’s.

How would you describe Leonardo from his MonaLisa painting?

Leonardo is very creative. I am an art teacher, and I know that creating a portrait that displays all those details requires a lot of skills and passion from the artist. He is also dedicated. It took him so long to make the portrait, but he never gave up until his death. I would also describe him as visionary. He uses a wood plank but still manages to display an outstanding image just like in a canvas.

What inspired the making of Mona Lisa painting by Leonardo da Vinci?

Mona Lisa portrait is about La Gioconda, Leonardo’s wife. The identity of the woman had stayed unknown for some time until 2005, where a written comment in the manuscript as seen identifying the woman as La Gioconda. Leonardo’s wife inspired the Mona Lisa painting by Leonardo.

How long did it take Leonardo Da Vinci to finish the Mona Lisa painting?

Leonardo took four years to paint the portrait, although he did not complete it entirely. He used an additional three years to finish it up, adding the background and refurbishing, to how it looks now. The total time was around seven years. However, some people believe that the painting was not completed. This belief is because of MonaLisa’s seems to have no eyebrows. The reason behind the eyebrows is either Leonardo wished to express something through it, or he truly did not get the opportunity to finish it up before his death.

Where was the painting stored after its completion?

Leonardo spent the last years of his life in French King Francis 1 palace. After his death, the painting became part of the royal collection until the French revolution when it was declared a people’s property and had to be placed in a public place for people to view. At the beginning of the 19th century, the portrait was moved out of the palace to an open area.

What makes the portrait unique and among the famous paintings from what you saw?

It was drawn on a wood plank and not on a canvas, not because canvas was not available then, but Leonardo wished to use a wet plaster. This factor makes it more unique and outstanding from other portraits of the time. Also, the gaze seems to follow you across the room hence looks active rather than just a picture. Besides its qualities, the portrait became more famous when it was stolen in 1911. The issue was publicized, and it was found two years later. Returning the portrait brought joy to the world.

Apart from stealing the painting, has it had any other scandals?

The painting has survived a lot of vandalism throughout the years. There is a time someone threw acid at the art, creating a slight fade on the picture. Also, someone threw a stone at it. The portrait was damaged though slightly and not easily noticeable at a distance. There are reports of more attempts to steal it between 1970 and 2010.

Where is the painting at the moment?

Mona Lisa painting hangs in the Louvre museum in Paris. It is protected behind bulletproof glass to ensure such acts do not destroy it as throwing acid and stones. It is a small painting, but people from all parts of the world visit the museum to see the famous Mona Lisa painting.

Has the portrait ever been taken out of France?

Yes. Mona Lisa was taken to the United States in 1963 at the Metropolitan Museum of artwork in New York City and National Gallery of Art in Washington DC for six weeks. It attracted over 40000 people each day. It has also been to Tokyo in Japan and Moscow in Russia.

How did Leonardo’s Mona Lisa inspire other artists?

Leonardo was among the first artists to use their paintings to pass a message and not only portray an outward appearance of a picture. There was another replica of the portrait discovered after Leonardo’s Mona Lisa, a brighter background of nature and colour identification. The original Mona Lisa was covered with varnish and became darker with time, unlike the replica which had a more polished look, mysterious smile and attractive eyes. From then, artists started using painting and art to display their thoughts and at the same time communicate to the audience.

What was the influence of Mona Lisa on other artworks and individuals?

First, the portrait encouraged artists to think broad and develop quality and informative work by adopting Mona Lisa’s format in their work. It also influenced the way artists dressed the subjects in their portraits. Leonardo’s Mona Lisa was dressed in loose clothing, covering the body but leaving a part of the neck. In some way, he showed how female should wear, rather than the tight dress that exposes their bodies.

How has Mona Lisa painting impacted you as an individual?

A painting should pass a message. When I look at the portrait, I see the woman having a faint smile. To some people, a smile is a sign of happiness, but the smile was not genuine if one looks at it carefully. It shows some pain or sadness within the person. It also shows how women used to dress during that time, and one can learn from it. I love it because it speaks to the viewer.

Inspired by the Mona Lisa painting, what advice would you give artists?

Leonardo took seven years to complete the Mona Lisa, and it is now one of the most famous and loved portraits. There is a lesson from this; It does not matter how long you take to complete a painting. What matters is the quality of the picture you make. What effect will have on people? Make something unique and outstanding, which will create an impression when seen, and people will love it. The impact your painting will have on viewers determines the period in which it would stay in peoples mind and be valued.

Post-Interview Practises

Since the participant signed the consent form, he allowed me to record the conversation and use his identity in my reports. Equipped with the details of MonaLisa portrait, the teacher showed the importance of the picture to the world. The reasons why it is very famous and the impact it has had on him as an individual and on other artists having their painting.

After receiving a lot of information from the interviewer, an appreciation email was sent to him to thank and also inform that I will be getting in touch with him in the future (Plakhotnik, 2017). I will also be giving him updates on how the project is progressing and request for more input in case I need his help. This email is to acknowledge their effort in making the project possible and successful.

Conclusion

Mona Lisa portrait displays a young woman, sited with arm crossed and wearing a faint smile. To get more information on the picture, I interviewed an art teacher, to get more details of the portrait. The participant knew about the data required from him before the interview. He was made aware of his rights as an informant and participant in this interview. He signed a consent form that he agrees to the interview requirements and does not guarantee any benefits. Also, he allows the usage of his identity in reporting only during the completion of the project and not externally. The signing of the consent form led to the interview proceeding. I set a date and venue for the interview. As both parties were comfortable with the time and location, the meeting took place, while the participant was satisfied with all the questions given.

References

KELLEY, K. (2003). Good practice in the conduct and reporting of survey research. International Journal For Quality In Health Care, 15(3), 261-266. doi: 10.1093/intqhc/mzg031

Plakhotnik, M. (2017). Using the informational interview to get an insight into the profession of a manager. The International Journal Of Management Education, 15(2), 1-10. doi: 10.1016/j.ijme.2017.02.002

Young, J., Rose, D., Mumby, H., Benitez-Capistros, F., Derrick, C., & Finch, T. et al. (2018). A methodological guide to using and reporting on interviews in conservation science research. Methods In Ecology And Evolution, 9(1), 10-19. doi: 10.1111/2041-210x.12828

BUSINESS

Name:

Institutional affiliation:

Date:

Monetary and Fiscal monetary policies application

Topic 1

Monetary policies are resources used by the country’s Central Bank to control the level of spending within its boundaries by increasing or decreasing the amount of money within the economic system. The main difference between contractionary and expansionary monetary policies is that the former is used to reduce the money supple within the economy while the latter increases it. Sexton (2013) states “expansionary fiscal policies are used by governments to decrease unemployment and increase growth by increasing the demand of labor” (pg 520). This is achieved through increasing governments spending and reducing taxation. Contractionary fiscal policies find use in control of inflation by decreasing the money supply within the economy. This is achieved through reducing government spending and increasing taxation. In terms of the Aggregate Demand, contractionary monetary policies decrease money supply in the economy lowering the GDP and consumer spending, while expansionary monetary policies increase the economy’s money supply raising consumer spending by raising the GDP.

Topic 2

The main difference between monetary and fiscal policies in the United States is who formulates them and the level of political influence each is subject to. Driver (2010) reports “fiscal policy is set by elected government bodies, for example, the Congress, making it subject to agreement from both the Congress and President” (pg 86). Due to this, fiscal policy suffers a lot of political influence. Monetary policy, on the other hand is set exclusively by the Federal Reserve making it immune to political influence. The main problems of the US fiscal policy lie in its effects on the national debt. Expansionary fiscal policy leads to the government increasing spending to rates that are faster than it is collecting tax revenues. This in turn increases the national debt since the country has to issue interest-bearing bonds to finance government spending. In addition, issuance of these bonds increases competition in the private sector that is also forced to issue them eventually raising the interest rates and hurting the economy further.

Topic 3

The best way to balance out the short-run tradeoffs between the inflation rate and unemployment rates is to formulate a firm policy to contain inflation. Doing this leads to the public having reduced expectations regarding future inflation that results in a more favorable compromise between inflation and unemployment. Barucci (2003) states that “the rational expectations hypothesis, people naturally use information from government organs regarding economic information about inflation, to formulate their expectations” (pg 73). In this state, macroeconomic policymakers can manipulate the factors and variables at their disposal to balance the short-run tradeoffs between inflation rates and unemployment rates.

References

Barucci, E. (2003). General Equilibrium Theory and Risk Exchange. In Financial markets theory: Equilibrium, efficiency, and information (p. 73). New York: Springer.

Driver, S. S. (2010). Fiscal Policy. In Economic literacy: A complete guide (p. 86). Tarrytown, NY: Marshall Cavendish.

Sexton, R. L. (2013). Macroeconomic Foundations. In Exploring economics (p. 520). Australia: South-Western Cengage Learning.

Morgan Stanley

In identifying motivational issues that Morgan Stanley has to confront with, its job design and goal setting show a clear-cut format unlike in the previous years of its operations. For instance Fisher and Mack, two leading executives at the Morgan Stanley state that the company will be investing in top employees, high level technology, and expansion in new geographical locations. The company’s goals are set to position it firmly in the long run. The company also seeks to change its values in order to attract the best quality employees. Mack and Fisher’s idea of transforming the company into a one-firm firm is set to achieve the company’s goals. The company’s performance appraisal system shows a high level of objectivity because employees are evaluated, promoted, and compensated by a criterion that is based on the company’s productivity. By tying compensation to performance the company would provide motivation to its employees to be more productive. The only problem with this kind of appraisal system would be that it can not be accurately measurable since performance is only judged through a cumulative process based on productivity. It is more of a generalized approach that does not take into consideration individual input in the company operations but instead relies on the big picture.

According to the company’s new style of performance appraisal, compensation is based on performance. In this kind of arrangement the workload is not equally distributed because it operates on the premise that departments that generate the most revenues stand to make the most money. However there are problems associated with this kind of arrangement because some departments are more visible for example technology and some like government agencies can not be expected to compete with the more visible ones. It must be noted that every sector is equally important as the others because the company can not operate without it. In such a scenario employees would tend to ignore or lack the drive in performing tasks that do not commercially contribute to the company since they have nothing to gain from such tasks (Pinto, 2005).

In Mack’s opinion the professionals they hired thrived best in an environment that provided stimulating challenges to their creativity and intellect. The firm was also committed to a meritocratic approach in which the strong contributors were well rewarded. This is probably why the company hired the best in the market. From the above observations it can be surmised that training was not a major consideration at Morgan Stanley since they already had the best employees in the market. Promotions were based on how each sector performed therefore the ability of each sector’s leader to motivate other employees was considered as a ground for promotion. A leader’s ability to increase production in his or her sector was the criteria for promotion (Hall & Liebman, 1998).

The Morgan Stanley case has set a capitalistic approach to the field of human resources in that individual ability and area of specialization will no longer be as important as the financial and other compensatory benefits that can be accrued in the workplace. Individual ability will suffer because even the best performing employee will not appear to be productive when teamed with a less cooperative group or in an underperforming sector. In a setting where compensation is determined by departmental performance teamwork might be enhanced but individual commitment to the company suffers (Jensen & Murphy, 1990). There are some career choices which are necessary in the running of a firm but which are not as conspicuous or visible as others like technology. Such careers will suffer because many will believe that they will not have the potential to draw in reliable compensation.

References

Hall, B. & Liebman, J. (1998). Are CEOs really paid like bureaucrats? The Quarterly Journal ofEconomics, 103, 653-691.

Jensen, M. & Murphy, K. (1990). Performance pay and top-management incentives. The Journalof Political Economy, 98, 225-264.

Pinto, J. (2005). Performance based compensation. Retrieved April 11, 2011, from HYPERLINK “http://www.jimpinto.com/writings/compensation.html” http://www.jimpinto.com/writings/compensation.html.

Career Development Plan Part II— Development of a Training and Mentoring Program

HRM 531

University of Phoenix

Introduction

      This report is design to develop training and mentoring program for InterClean after the recent merger with EnviroTech.   As we go through the transitional phase, management understands the impact all the changes will have on the new sales team and also the challenges the team will have faced. This report will also described the specific needs of the training and mentoring program which includes these specific areas; objectives, performance standards, delivery methods, content for training and mentoring, time-frame to incorporate and complete the training program, evaluation methods used in the training, feedback, and alternative avenues for further development of the sales team.

With the strong job analysis and structured workforce planning that I have already implemented, will helped us in identifying the skills, education, abilities and experience necessary to properly staff for the new venture.   This careful planning assisted in identifying training needs across the organization and laid the foundation for the training and mentoring plan that has been designed to equip InterClean Sale steam with the knowledge, skills

Training and mentoring need:

Research shows that the more time and money invested on an employee in the form of continuing education and skills development will make that employee a beneficial asset to the company. So for the sales team to be effective at InterClean, we have to implement a welled structured training and mentoring program that will give us that competitive edge over our competitors. Our new strategic approach requires the sales team to have vast knowledge about the products we deal with and also be able to adapt to the frequent and sporadic changes in the industry. The team should be able to read and interpret standards set by OSHA; they should also be educated in areas of sanitation, environmental regulations in cleaning, and cleaning systems. The training and mentoring must also prepare the team for direct involvement with facility managers, hospitals, health care professionals, and operational executives in the industry.

Objectives:

Upon completion of the training and mentoring programs the sales representatives should be able to demonstrate the ability to explain the environmental regulations affecting the cleaning and sanitation services, define the emerging issue in the industry, and list major safety concerns associated in the business. They must accurately disclose this information during the selling of personalized packages of cleaning and sanitation services to the customers. The sales Team should also be able teach and explain to customers and also new employees safety procedures when dealing with our products. In mentoring, we will assign a knowledgeable person to help new employees learn the ropes of the organization; this will help employees build a level of trust within the team. Retention levels will also increase, and integrate every member into the daily flow of the team goals.

Performance Standards

Performance standards should be derived from the job analysis information that I already created. Based on this information, the levels of performance deemed to be acceptable versus those that are unacceptable are developed. In a service provided industry management maintains certain expectations of performance throughout the department. Performance standards determine the expectations of behavior in the training environment collectively for each individual and as a team. These standards identify a baseline for measuring performance to a specific level of acceptance. The training will consist of the six selected employees and the training session dedicated to every aspects of the cleaning and sanitation industry that each sales personnel must pass with a minimal 77%. Any failures will constitute recycling and remedial training before advancing to another training session. This department will implement a metric measuring system to evaluate the performance levels on a weekly basis. Any deviation from acceptable standards from the sales team will ensure a corrective action plan implementation to right any substandard performance or performers. The setting of performance standards will assist management with maintaining present operations alignment with organizational goals of the company.

Delivery Methods

Our delivery methods are selected upon techniques, materials, and cost that would produce the greatest learning experiences in the shortest period possible. We are going to use the three most common types of training, the information presentation method, simulations, and on-the-job training. First the trainee will receive the required information in a formal education setting to establish a basic knowledge level needed for the new skill sets on-the-job. This method will encompass a detailed learning plan broken down into segments of the industry, trends, environmental issues, and OSHA standards. The students will receive the course material through lecturing, training manuals, and interactive media format. As mention before, this aspect of the classroom learning will require meeting a minimal 75% to progress onto the next skill set. The second method will move the students into a simulated sales-customer role playing situation that applies the information received in the classroom into the development of job related skills. The final delivery method will provide on-the-job training with a seasoned companion that will provide training experiences in the field to the specific elements required in the training plan. In signing-off the trainee’s training record signifies the mastery of the core competencies, which constitutes he or she is ready for the new job responsibilities.

Content for Training and Mentoring

InterClean approach to training is companywide and those that embrace the company’s vision will take full advantage of this opportunity laid before them. The representatives will learn different approaches and methods in dealing with emotionally charged customers. The exploring of different types of customer personalities will produce ways to maintain trust and retention. The dynamics of teaching and communicating effectively with the customer will enhance developing long-term business relationships, which also includes creative way to find new clientele. The sales team will learn different proven techniques to finalizing a sale with waffling customers. The management team will learn different management styles and appropriate ways to communicate with its employees in critical situations. The managers will also be taught the best motivation techniques available for improving their employees work productivity. The mentoring program is available to all employees and at all levels, especially with the first 180 days of this merger. Mentoring is a tool to develop employees, identify potential and nurture the employees to meet the organizational and individual goals within the culture of the company. The mentoring program will teach protecting the human resources investment and link it to performance-based competencies.

Time Frame

We are estimating that the training program will take up the first three months. The team will be divided into two groups, and will be conducted in four hour intervals because of the constraint it will have on conducting the day to day business. One training team will participate in the morning shift and the other in the afternoon to maintain continuity and consistency to the work environment. The whole intent of creating 15 training session and breaking those into four hour blocks prevents information overload on the trainees and allowing them to digest the bite size of information per session. In encouraging study groups all sales representatives will move through the program quickly without hinder the learning capability of each individual.

Evaluation Methods

In reality a training programs worth to a company rides on improvements to the skill level, knowledge, and performance during the training and the ability to transfer that into the workplace. Any evaluation is geared toward documenting the results of the training program on performance of the job and meeting the organizations goals. The supervisors major responsibilities in the evaluation process is first to pinpoint areas to evaluate to determine the value of the training. Any change in the skill set brought into the workplace that increases sales, develops customer relations, ability to decipher legal aspects of environmental issue or just explain industry knowledge would be a good indicator of a return on the company’s investment. The collection of data presents a clearer picture of the training effectiveness like surveys filled out on customer service provided and a rating system for sales produced as a direct result of training received. In addition the sales department may monitor the sales representative phone calls to ensure information is proper communicated.

Feedback

The depth and scope of the sales departments training is determined through accurate feedback received through surveys, questionnaires, interviews, and job evaluations. To know the areas that needs fixing, improving, or removed from training program the system must rely heavily upon inputs from supervisors, trainees and others who are directly affected by the training. The most accurate means of training feedback is through a survey at the end of a training segment that is completed by a trainee. Feedback in this venue is tailored to identify components that increased job knowledge and correlated to the job while pointing out other areas with no relevance to the job and added no value to the training curriculum. The collection of this feedback, plus the analysis of the training outcome will be used to plan and make changes to the training programs. The bottom line in any company is that any training program is constantly changing and becoming refined to improve areas that lack adequate instruction in the training and mentoring program.

Alternate Avenues for Further Development

Unfortunately, some sales representatives will struggle academically with the material, concepts, or just remain overwhelmed with grasping the complexities of the industry. The major dilemma to consider is the cost of the training versus the return of that investment to the company. A manager must constantly weigh the worth of individual and the consequence of terminating individuals who demonstrates the inability to apply the principles from the training without some alternate means to develop them. Also understanding that everyone learns differently than the department should at least try other teaching techniques. In determining a person’s training weaknesses an aggressive remedial training plan is implemented along with teaming them up with a dedicated trainer/mentor/coach. In reviewing the material with them and putting these individual in a confidence building situations this should promote personal growth and help them succeed. Trainers need to focus on what they are doing right versus concentrating on what they are doing wrong. Throwing some people right in the fire sometimes makes them regress without allowing them time to observe and absorb the new parameters of their added responsibilities. The sales department will try an observation period and then a practical application in what they learned. These individuals must become proactive in using all the resources available in the workplace. The final consensus must determine at some point are they an asset or a long-term liability.

Conclusion

The goal of the training and mentoring program is to provide the sales team with the opportunity to achieve the goals set by the department and the company. This training and mentoring program will provide the awareness that will broaden our understanding of the cleaning and sanitation industry, plus enlighten everyone to the environmental laws and safety concerns affecting the company. The training program will be used to develop new skills and sustain existing skills for increasing productivity and generate revenue. In addition, the mentoring program will foster the human resources in providing them the opportunity to reach their full potential. I am positive that these programs will promote learning, researches and development for all sales representatives at InterClean.

References

Cascio, W. (2006). Managing Human Resources: Productivity, Quality of Work Life, Profits. Retrieved from Cascio, W, HRM531 – Human Capital Management website.

University of Phoenix. (2010). InterClean, Inc. [Scenario]. Retrieved from University of Phoenix, Simulation, and HRM531 – Human Capital Management website.Miller, M. (2006). Developing an Effective Mentoring Program. Management. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=f5h&AN=21318868&site=ehost-live

University of California. (n.d.). Performance Management. Retrieved from http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-7-performance-management/

Student’s name

Instructor

Course

Date

Achievement ideology

Schwalbe discusses mainly our social interactions and informs us that we may become better human beings by treating others with kindness, love, and care. This not only makes us human but also makes us participate in making other people humans. Therefore the distinction between human beings and others becomes very clear. This is in line with sociological interpretations that if a person does well and they fit into the society well then they are human. However, if a person is completely indifferent to the societal norms then they can be considered inhuman since it is part of the human being to be human. Therefore the simple definition of a human is the one who is socially good and can make everything happen according to societal norms and standards (Hunt, 340)

Achievement ideology is the belief that a person can arrive at the social constructions of success through hard work and education. However, Schwalbe considers this as not entirely true. This he states is because human beings are composed of more than education and hard work. Therefore he views human beings from the view of totality and appreciation rather than the view of segregation and isolation. Therefore human beings do not have to get an education neither do they need to work very hard to arrive at the societal qualifications for a good person. Rather what matters most is the type of person and the behaviours as well as traits which they possess rather than their ability to produce. Therefore he states that this issue of humanity is more important than education (McGlinn, 03).

Horatio Alger” story is a narrative of how he has used his writing skills to create works of art that are very good and very important. Algar states that he had to change the book he had decided to publish due to the current one being read more which was like a motivation to do more and to change how he wrote. It is in the same accord that he writes all his other works of art in almost a similar manner and adopts his new style of writing from his first works. His story talks of a naïve boy and a good-hearted one. It is a way to display to the world how to be human by treating every other person with love and care every time. The story of Algar and others seem to be contradicting in that the success of Algar is not determined by money alone but by education but it is intrinsic. Works cited

Hunt, Matthew O. “Ideologies.” Handbook of the social psychology of inequality. Springer, Dordrecht, 2014. 325-351.McGlinn, Jeanne. “Rags to Riches: The Horatio Alger Theme in Adolescent Novels about the Immigrant Experience.” The ALAN Review, vol. 31, no. 3, 2004, scholar.lib.vt.edu/ejournals/ALAN/v31n3/mcglinn.html. Accessed 4 Mar. 2021.‌

Career Development Plan Part III— Performance and Career Management.

HRM 531

University of Phoenix

The company is moving forward with the implementation of its concept of full-service cleaning solutions packages for organizations and clients in the health care industry. After the merger, I completed the job analysis and selection of my Sales team and also developed training and mentoring program. In continued compliance with the directives of the organization, I will create a performance and career management program for the sales team. A career management plan is critical to employee growth and development and will assist in providing an understanding of current performance levels, individually and as a team. It will also aid in improvements in work habits to maximize job accomplishments. Performance management requires a willingness and commitment to focus on improving efficiency in performance.

A positive and constructive feedback is the key when supporting an employee desire to perform well. Feedback is given in regard to client transaction experiences to provide a measurement of employees’ performances against standards set through the job analysis and organizational goals. By creating an appraisal form for each employee allows me to “observe the player’s performance, make an appraisal of it, and then provide real –time feedback to build sound habits and eliminate unsound ones.”(Cascio, 2005)

For the employees to reach a higher level of performance timeframe should be specified and goals should be observable and measurable. Simply asking a sales team member to increase customer satisfaction is not enough, but how to increase this satisfaction should also be stated or explained. One reason for an appraisal is to improve performance level, so I will determine the employee’s strength and weaknesses and also reinforce on existing behaviors that are deemed to be strong.

Rapidly changing job skill requirements and a shortage of new entrants force employers to regularly offer education and training program. I will sit down with each Sales team member and design IDPs that will assist them to reach desirable goals, assess their particular strengths and weaknesses, and evaluate plan progress at InterClean. Promotional opportunities will be given to those who continue to exceed their sales goals, and meet with exceeding Performance Appraisals. Tuition reimbursement plan for those who attend school, college, or university criteria to participate is to meet all requirements stipulated by the company and different departments. Training for the Sales team is mandatory to enhance their sales skills. These mandatory training will ensure they stay current with sales forecast and policy as well broaden their knowledge on new industry standards. These trainings will be a combination of Computer Based Training (CBT) and classroom training sessions.

In recent years, the number of dual career partners has increased substantially and is often a critical component to the hiring employees, or in our case a merger. As a manager, I am aware of the importance of being supportive of dual-career families. The opportunity of having a flexible schedule for the sales team will be an added advantage for those with families given the opportunity to flexibly schedule their hours. Additionally, they will be given the opportunity to work from home on a part-time basis. The organization itself is looking into the possibility of opening an on-site daycare that would be made available to the sales team.

The Sale team is made up of a very diverse set of employees. The team consists of Hispanic, African American, Asian, and Caucasian, the team is also made up of both males and females. The age groups of the employees includes: early career (25 to 35), mid-career (35 to 55) and late career (55 and older). Management and each team member will receive cultural diversity training. Mentors are assigned to the early career twenties to thirties employees. They are placed in career advancement paths. The mid-career employees are given increased responsibility within the team. Also employees in the mid-career and late-career groups are encouraged to develop and increase his or her knowledge of technology. The mid-career and late-career employees act as mentors.

The process of appraising, rating and feedback allows for clear and concrete goal setting. The cost of the process and employee offerings far outweighs the cost of doing a mediocre job of employee development and career planning. With concise goals and managers that assist in employee development a strong workforce is being developed within InterClean. There are many benefits to assisting the Sales team with their career plans. We have a workforce that is staying with the company for longer period of times, more knowledgeable about many departments within the company and more loyal. We have workers that are telecommuting, getting more work done at home than at the office.

There are also many costs that are avoided with having a stronger workforce. These costs are associated with the lack of employee development and career planning. Employee retention and turnover is one of the largest costs to a company. In an industry average we see that employee turnover has a great impact. “These calculations will easily reach 150% of the employee’s annual compensation figure. The cost will be significantly higher (200% to 250% of annual compensation) for managerial and sales positions.” (Bliss, May) Retraining employees to work in another department allows them to share and expand their knowledge and eventually make for a stronger company. “While it is true those sales and other financial statistics determine the success of a company, what most people overlook is the fact that employees are among the most important determinants of the success of a company.” (Icles, Apri).

References:

http://www.engr.washington.eduhttp://ezinearticles.comCascio, W. F. (2006). Managing Human Resources:

Bliss, W. G. (May 9, 2010). Cost of Employee Turnover. Retrieved from http://www.isquare.com/turnover.cfm

ACCT2102 SP21 Comprehensive Problem 1

Answer all questions and Label all work as required

Part 1.

Rhiner Corporation is a manufacturer that uses job-order costing. On January 1, the company’s inventory balances were as follows:

Raw materials$42,000

Work in process$20,000

Finished goods$36,000

The company applies overhead cost to jobs on the basis of direct labor-hours. For the current year, the company’s predetermined overhead rate of $16.50 per direct labor-hour was based on a cost formula that estimated $660,000 of total manufacturing overhead for an estimated activity level of 40,000 direct labor-hours. The following transactions were recorded for the year:

Raw materials were purchased on account, $520,000.

Raw materials used in production, $465,000. All of the raw materials were used as direct materials.

The following costs were accrued for employee services: direct labor, $605,000; indirect labor, $150,000; selling and administrative salaries, $240,000.

Incurred various selling and administrative expenses (e.g., advertising, sales travel costs, and finished goods warehousing), $357,000.

Incurred various manufacturing overhead costs (e.g., depreciation, insurance, and utilities), $505,000.

Manufacturing overhead cost was applied to production. The company actually worked 42,000 direct labor-hours on all jobs during the year.

Jobs costing $1,685,000 to manufacture according to their job cost sheets were completed during the year.

Jobs were sold on account to customers during the year for a total of $2,750,000. The jobs cost $1,695,000 to manufacture according to their job cost sheets.

Required (Show all work/Calculations!)

What is the journal entry to record the purchase of raw materials?

What is the ending balance in Raw Materials? (Show T-Account)

What is the journal entry to record the labor costs incurred during the year?

What is the total amount of manufacturing overhead applied to production during the year? (Show complete calculations)

What is the total manufacturing cost added to Work in Process during the year?

What is the journal entry to record the transfer of completed jobs that is referred to above?

What is the ending balance in Work in Process?

What is the total amount of actual manufacturing overhead cost incurred during the year? (Show T-Account)Is manufacturing overhead underapplied or overapplied for the year? By how much?

What is the cost of goods available for sale during the year? (Show complete calculations)

What is the journal entry to record the cost of goods sold referred to above?

What is the ending balance in Finished Goods? (Show T-Account)

Assuming that the company closes its underapplied or overapplied overhead to Cost of Goods Sold, what is the adjusted cost of goods sold for the year?

What is the gross margin for the year?

What is the net operating income for the year?

It is recommended that you work through all journal entries, t-accounts and schedules/statements to correctly formulate your answers.

Part 2.

Rhiner Company prepared the following contribution format income statement based on a sales volume of 1,000 units (the relevant range of production is 500 units to 1,500 units):

Sales $25,000

Variable expenses   10,000

Contribution margin 15,000

Fixed expenses   8,000

Net operating income $   7,000

Required:

(Answer each question independently and always refer to the original data unless instructed otherwise.) (Show all work/calculations. No credit will be given without showing your work and/or calculations.)

What is the contribution margin per unit?

What is the contribution margin ratio?

What is the variable expense ratio?

If sales increase to 1,001 units, what would be the increase in net operating income?

If sales decline to 950 units, what would be the net operating income?

If the selling price increases by $4 per unit and the sales volume decreases by 200 units, what would be the net operating income?

If the variable cost per unit increases by $2, spending on advertising increases by $1,000, and unit sales increase by 240 units, what would be the net operating income?

What is the break-even point in unit sales?

What is the break-even point in dollar sales?

How many units must be sold to achieve a target profit of $7,500?

What is the margin of safety in dollars? What is the margin of safety percentage?

What is the degree of operating leverage?

Using the degree of operating leverage, what is the estimated percent increase in net operating income of a 10% increase in sales?

Assume that the amounts of the company’s total variable expenses and total fixed expenses were reversed. In other words, assume that the total variable expenses are $8,000 and the total fixed expenses are $10,000. Under this scenario and assuming that total sales remain the same, what is the degree of operating leverage?

Using the degree of operating leverage that you computed in the previous question, what is the estimated percent increase in net operating income of a 10% increase in sales?

Your work must be in electronic form and uploaded to the assignment folder in D2L by the designated due date. Work in picture form, pdf form or handwritten form or Late submissions will not be accepted. There are worksheet forms within the assignments covered in class that may assist you in completing this assignment in Excel.