Application of the Top-Down Network Design Methodology Free Essays

1. What are the business goals? (10 points) The goals of the business are to create a new network that could support the growing number of students at the campus and to create a way for off campus students to access the network. 2. We will write a custom essay sample on Application of the Top-Down Network Design Methodology or any similar topic only for you Order Now What are the business constraints? (10 points) The constraints on the company are that the budget consists of revenue from property taxes and a previously approved bond, so with the network now needing to be larger and more accessible the money from the bonds may not be enough to supplement the project. 3. What are the technical goals? (10 points) The technical goals of the company are to: *Build a new IT wing for the administration building so that all of the servers can be centralized *Connect all of the buildings to the new IT wing *Provide wireless access to the students in their classrooms *Provide wireless access to students off campus *Provide a high-speed wireless connection for the faculty *Provide a centralized online backup for student and faculty documents *Replace the PBX based phone system with a new VoIP system 4. What are the technical constraints? (10 points) The one big issue that is a technical constraint on the company is that due to the rising number of students, the school is planning on needing another campus location- which is expected to be about 15 miles away. Creating a wireless network for the new campus to connect to the original campus will cause issues when it is completed. While the new building has been approved for funding, the new addition on the network has not. 5. Diagram the existing network. (10 points) 6. Describe the existing network traffic. (10 points) 7. Complete this table for all of the applications that currently run over the network. (10 points) How to cite Application of the Top-Down Network Design Methodology, Papers

Is Psychology a Science free essay sample

Psychology is commonly defined as scientific study of human behaviour and cognitive processes. Broadly speaking the discussion focuses on the different branches of psychology, and if they are indeed scientific. However, it is integral in this to debate to understand exactly the major features of a science, in order to judge if psychology is in fact one. There must be a definable subject matter this changed from conscious human thought to human and non-human behaviour, then to cognitive processes within psychologys first eighty years as a separate discipline. Also, a theory construction is important. This represents an attempt to explain observed phenomena, such as Watsons attempt to account for human and non-human behaviour in terms of classical conditioning, and Skinners subsequent attempt to do the same with operant conditioning. Any science must have hypotheses, and indeed test them. This involves making specific predictions about behaviour under certain specified conditions, for example, predicting that by combining the sight of a rat with the sound of an iron bar banging behind his head, a small child will learn to fear the rat, as is the case of Little Albert (1923). We will write a custom essay sample on Is Psychology a Science or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Also, empirical methods are used in scientific fields to collect data, relevant to the hypothesis being tested, as is the case in many psychological experiments, such as the use of brain scanning in Dement and Kleitmans 1957 study. Science is meant to be objective and unbiased. It should be free of values and discover the truths about what it is studying. Positivism is the view that science is objective and a study of what is real. For example, schizophrenia, when diagnosed as being caused due to excess dopamine, is being studied in a scientific manner. The explanation does not take into account any cultural customs or individual differences that might lead to schizophrenic behaviour. However, even in scientific research like this the person is doing the diagnosing has his or her own views, and may misinterpret behaviour because of his or her own subjective biases. For example, if someone talks about hearing voices, they may be referring to a spiritual experience, but a medical practitioner might well diagnose schizophrenia. So objective, value-free study is not easy, because the scientist has views and biases, and cultural or other issues are perhaps important factors. Some say that a truly objective study is not possible. In conclusion, its a science.

Human Resource Management McDonalds

Question: Discuss about theHuman Resource Managementfor McDonalds. Answer: Introduction McDonalds is one the worlds largest food and beverage service chain. It is considered one of the Australias biggest employers, employing around 75,000 people in Australia. Their wide market presence has ensured that they are not likely to disappear anytime soon. It also considered as one of the best companies to work at in Australia, with its strong leadership culture. They have always given importance to talent and potentiality and to support that they have a strong training and development policy included in their human resource management (HRM), along with an advanced recognition culture (Kramer et al. 2011). This essay would focus on the different theories and models that can be used for employee retention in an organization. Discussion Employee retention concerns itself with the keeping and motivating of employees so that they can be retained in an organization for the longest period. Das and Baruah (2013) describe employee retention as the technique that is adopted by businesses so that they can maintain an effective workforce alongside meeting operational requirements. Mehta, Kurbetti and Dhankhar (2014) defines it as the procedure with the help of which the workers get encouragement in remaining with the organization they are working for an extended amount of time or until at least the completion of any project. It has been observed that employee loyalty and retention is not just determined by one single factor but a multiple number of factors (Deery and Jago 2015). Commonly cited factors that have been identified to be developmental opportunities and quality control, employment stress and colleague stress, recompense and appreciation on task completion, proviso for difficult tasks, endorsement and expansion opportunities, comfortable work environment, colleague relationships, work-life balance, communication and regulation. The retention factors as counted by Kossivi, Xu and Kalgora (2016) are compensation and perquisites, training opportunities, reasonable and equal treatment, and organizational culture. Even as Allen and Shanock (2013) concentrated upon socialization and relationships with colleagues, George (2015) recognized eight factors determining retention of employees: administration, favorable environment, social support and advancement openings, independence, pay, structured workl oad, and work-life adjustment. From the observation of different researchers and authors, it is evident that employee recognition plays a huge role in the retention of employees. In McDonalds a strong recognition culture remains instilled, with focus entirely on its people (Aaker 2012). They believe that to ensure better functioning, superior quality customer services, hygiene and quality product, investments in its people are a prerequisite. Their unique culture has been underpinned by means of five major dimensions: people, place, product, price and promotion. The recognition schemes incorporated by McDonalds include formal annual events and development programs that run their operations at the restaurant and corporate levels (Corporate.mcdonalds.com 2017). Their Crew Recognition Program functions at their store levels. This recognition program specifically identifies crewmembers that have significantly contributed to the overall performance of the restaurant. Staffs who have records of highly contributing and p erforming receive recognition at the end of the month, quarter or year. After that, these employees get their names put up on the monthly staff magazines and publications, WRAPT or are rewarded by a gift or discount card. Their corporate level recognition schemes include outstanding achievement awards. These winners are selected by means of their contribution to the business strategy or delivered results that were beyond expectations. The senior management team provides approval for the recipient, who gets a gift voucher along with a formal recognition in the presence of all the employees. McDonalds believes in transparency and that is reflected in their structured approach to remuneration (Nadolny and Ryan 2015). The main motive of such recognition schemes are to attract and keep young, skilled employees who are important as well as difficult to find for todays businesses (Samek and Sheremeta 2014). It has become more and more difficult for employers today to retain the workforce, younger workforce having different attitudes towards work and the older workforce who are on the verge of retirement (Dychtwald, Erickson and Morison 2013). A good salary might attract people to come up to the front door, but something more is required to make them stay. Individuals have a basic need of being appreciated and praised for their work. Recognition and rewarding schemes assist in meeting that need (Stocker et al. 2014). For that, bonus and recognition schemes are becoming more and more important for employees, and have become one of the top factors for professionals looking to join certain organizations. Employers are becoming more aware of the fact that failing to include such schemes in the organizatio ns human resource policies can result in missing out on potential talents for their businesses (Shahid and Azhar 2013). McDonalds recognition schemes have made them what they are today one of the best organizations to work in. It blends flawlessly with their people-culture and appeals to potential talented employees. The HR policies include training and development also so that the potential can be trained and their talents polished to ensure an engaged workforce. With McDonalds people-oriented policies, staffs receive the right amount of backing and training, with new skills added to their specialization. Thus, the recognition schemes also motivate managers and assure them that they have a good chance to receive support for their development and career opportunities at McDonalds, resulting in the organizations maintaining of a pool of potential leaders and retaining staff (Kramer et al. 2011). Recognition scheme gets support from the managers and HR policies in organizations. It also gets support from the theoretical perspectives also. Employees of every organization expect to be recognized and rewarded for their contributions to the organization. Being rewarded motivates employees to contribute further towards the profitability of the organization (Yousaf et al. 2014). To best describe the role of expectancy in supporting employee recognition programs in organizations, expectancy theory by Victor Vroom of Yale School of Management is one of the best approaches. The theory of expectancy says that direct comes to fruition on account of perceptive choices among decisions whose reason it is to lift amuse and to farthest point torment. Vroom appreciated that an agent's execution depends on upon individual parts, for example, character, aptitudes, learning, data and breaking points. He conveyed that exertion, execution and motivation are related in a man's motivation. He utiliz es the factors Expectancy, Instrumentality and Valence to address this. The theory prescribes that despite the way that people may have specific game-plans of goals, they can be pushed on the off chance that they expect that there is a valuable relationship among endeavors and execution, great execution will accomplish a charming prize, the reward will fulfill an essential need and the aching to fulfill the need is sufficiently solid to endeavor being useful (Parijat and Bagga 2014). Laborers are impelled when they assume that more unmistakable effort on their part will incite to better occupation execution and better business execution will provoke to better illustrative prizes (higher remuneration, unique open entryways, association benefits and shares). Agents furthermore have confidence in these normal laborers affirmation, specialist motivations and the occupation rewards since they have a motivator to the specialist. Along these lines, managers must recognize, offer and execute appropriate and needed delegate motivations. This association between what delegates need and regard and the prizes offered will finally incite to extended laborer productivity and positive outcomes for the association (Brun and Cooper 2016). The role of agency theory in motivating employers to introduce recognition schemes is different than that of the expectancy theory. Agency theory has been used to grasp conditions in which an individual delegates obligation with respect to an endeavor to various individuals (Pepper and Gore 2015). The individual selecting the work is known as the principal, and the individual to whom endeavors are doled out is insinuated as the agent. Agency theory is used to explain elective strategies for controlling behavior remembering the true objective to diminish beyond reconciliation conditions that unquestionably rise when principals allot commitment to agents. The theory suggests that agency costs are constrained when the firm is controlled by the proprietors. Exactly when this is the circumstance, beyond reconciliation circumstances are discarded, and agency costs are lessened. Agency theory is of stimulus in the examination and plan of non-manager's remuneration. For this situation, the u niqueness of interests might exist between bosses (now in the bit of principals) and their masters (who go up against the bit of agents). Agency theory says that the principal must pick a contracting plan that adjusts the interests of the agent with the principal's own specific points of interest (i.e., diminishes agency costs). These understandings can be named either direct organized (e.g., legitimize pay) or result arranged (e.g., speculation openings, advantage sharing, commissions). Agency theory is concerned with settling two issues that can occur in agency associations. The first is the agency issue that develops when (a) the longings or targets of the principal and agent strife and (b) it is troublesome or expensive for the principal to affirm what the agent is truly doing. The issue here is that the principal can't affirm that the agent has acted legitimately. The second is the issue of risk sharing that rises when the principal and agent have differing dispositions toward peril. The issue here is that the principal and the agent may slant toward different exercises therefore of the unmistakable danger slants (Shogren et al. 2015). Isolating things further, affiliations that interface pay to individual execution will presumably attract individualistic sorts of delegates, while affiliations depending more strongly on gathering prizes will likely draw in more gathering focused laborers. Regardless of the way that there is no strong confirmation of this yet, it has been found that unmistakable pay systems attract different people depending upon their personality attributes and qualities. The recommendation is that the blueprint of pay ventures ought to be meticulously sorted out with the business and human resource approach. In comparison with the people culture in McDonaldss, and high remuneration plans, nonprofit organizations like Optus and Spastic Centre, following the salary packaging method for employee retention. In this way employees have a power over the way they receive their rewards. In these kind of packages some popular items are included like benefit vehicles, laptops and PCs, PDAs and employer superannuated contribution in excess to the minimum superannuation guarantee scheme. Both Optus and Spastic Centre used the means of salary packaging so that they can attract and retain talented employees. The salary packaging offering of Optus includes childcare center, food and beverage outlets, gym and licensed restaurant. The food outlets are leased out and those selected employees would be able to use a special card at the point of sale. The withdrawal happens from their payroll and goes as payment to the outlet. On site food provisions have been the most beneficial part of the whole scheme and met the needs of the employees. On the other hand, Spastic Centre has special amount of allowance per year, set aside for expenses that include meal entertainment allowance. They have been a follower of the salary packaging plan for almost more than 12 years. It was initially introduced with the aim of paying at least market rates comparable to NGOs, and played an effectual role in reducing turnover (Kramer et al. 2011). For quite a while, the business group has perceived the adequacy of yearly motivation pay grant arranges. An impetus grant program in the revenue driven division can be an intense motivational apparatus for drawing in and holding top ability, expanding profitability, and eventually, accomplishing corporate objectives (expanding benefits). Accordingly, more than 80% of top officials in the private segment take an interest in motivating force arranges. All together for a Non-Profit association to effectively do its central goal, and satisfy the general population's desires, it must pull in, hold, and propel equipped staff, especially in key administration and expert positions. An adequately oversaw Non-Profit association is for the most part more fruitful in pulling in group, business, and expert pioneers as volunteers. Not-for-profit associations ordinarily have less assets and less money to spend than revenue driven substances with regards to offering lucrative remuneration bundles. Non-benefit associations don't have enormous spending plans and their spending is frequently examined in a path that revenue driven organizations can't start to envision. One reason representatives work for not-for-profit associations, beneficent establishments or group benefit gatherings is they have confidence in the association's central goal and logic. In any case, representatives acknowledge motivating forces and acknowledgment, and bosses who make powerful impetus projects will probably discover laborers and workers who are completely locked in (Speckbacher 2013). Conclusion The essay fulfills its role in conveying and discussing about the need and importance of employee retention in organizations. The incorporation of recognition schemes in McDonalds were compared to that of the salary packaging offering in two non-profits, Optus and Spastic Center. McDonalds has a strong recognition culture and they believe that to ensure better functioning, superior quality customer services, hygiene and quality product, investments in its people are a prerequisite. On the other hand the non-profits have much lesser amount to invest and tries to include contribution from returns and employees themselves to settle upon benefits for everyone. The approaches of these organization proved one thing - to attract and keep young, skilled employees who are important as well as difficult to find for todays businesses employee recognition schemes are a must. References Aaker, D.A., 2012.Building strong brands. Simon and Schuster. Allen, D.G. and Shanock, L.R., 2013. Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees.Journal of Organizational Behavior,34(3), pp.350-369. Brun, J. and Cooper, C., 2016.Missing pieces: 7 ways to improve employee well-being and organizational effectiveness. Springer. Corporate.mcdonalds.com. 2017. Salary Incentive Compensation - McDonald's :: McDonalds. [online] Available at: https://corporate.mcdonalds.com/mcd/corporate_careers/benefits/highlights_of_what_we_offer/pay_and_rewards.html [Accessed 3 Feb. 2017]. Das, B.L. and Baruah, M., 2013. Employee retention: A review of literature.Journal of Business and Management,14(2), pp.08-16. Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention strategies.International Journal of Contemporary Hospitality Management,27(3), pp.453-472. Dychtwald, K., Erickson, T.J. and Morison, R., 2013. Workforce crisis: How to beat the coming shortage of skills and talent. Harvard Business Press. George, C., 2015. Retaining professional workers: what makes them stay?.Employee Relations,37(1), pp.102-121. Kossivi, B., Xu, M. and Kalgora, B., 2016. Study on Determining Factors of Employee Retention.Open Journal of Social Sciences,4(05), p.261. Kramer, R., Bartram, T., De Cieri, H., Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2011. Human Resource Management in Australia-Strategy, People, Performance. Mehta, M., Kurbetti, A. and Dhankhar, R., 2014. Review PaperStudy on Employee Retention and Commitment.International journal of advance research in computer science and management studies,154(5). Nadolny, A. and Ryan, S., 2015. McUniversities revisited: a comparison of university and McDonald's casual employee experiences in Australia.Studies in Higher Education,40(1), pp.142-157. Parijat, P. and Bagga, S., 2014. Victor Vrooms Expectancy Theory of MotivationAn Evaluation.International Research Journal of Business and Management,7(9), pp.1-8. Pepper, A. and Gore, J., 2015. Behavioral agency theory: New foundations for theorizing about executive compensation.Journal of management,41(4), pp.1045-1068. Samek, A.S. and Sheremeta, R.M., 2014. Recognizing contributors: an experiment on public goods.Experimental Economics,17(4), pp.673-690. Shahid, A. and Azhar, S.M., 2013. Gaining employee commitment: Linking to organizational effectiveness.Journal of management research,5(1), p.250. Shogren, K.A., Wehmeyer, M.L., Palmer, S.B., Forber-Pratt, A.J., Little, T.J. and Lopez, S., 2015. Causal agency theory: Reconceptualizing a functional model of self-determination.Education and Training in Autism and Developmental Disabilities,50(3), p.251. Speckbacher, G., 2013. The use of incentives in nonprofit organizations.Nonprofit and Voluntary Sector Quarterly,42(5), pp.1006-1025. Stocker, D., Jacobshagen, N., Krings, R., Pfister, I.B. and Semmer, N.K., 2014. Appreciative leadership and employee well-being in everyday working life.German Journal of Human Resource Management,28(1-2), pp.73-95. Yousaf, S., Latif, M., Aslam, S. and Saddiqui, A., 2014. Impact of financial and non-financial rewards on employee motivation.Middle-East Journal of Scientific Research,21(10), pp.1776-1786.

Where Happiness Comes From Essays - Irene Lieblich,

Where Happiness Comes From Where Happiness Comes From by Tonia L. Harmon Their farm was two hundred acres of corn fields, cows, pigs, and, of course, chickens. No farm would be complete without chickens. At the southeast corner of the farm, behind the smaller corn field, was the brook with clear cold water that reached past my knees. On most weekends my family would go to visit our friends, the Tailors, who had at one time seven boys to keep them company. All of them were grown with their own lives to attend to, except for Dan, who stayed on at the farm to help keep up the crops. His younger brother Dave still came back to the farm, from the busy city, to visit and bring his children to see their grandparents. Even though they were about the same age as my brother and I, we did not play with them because they were greedy and didn't suit our playing qualifications by continuously changing rules and cheating. It was rare that we encountered them anyhow, and that suited us fine. Most of the time we would stay the whole weekend. Our parent's elected to sleep in a tent, while my brother and I slept in one of the many cozy bedrooms of the farmhouse. We loved it there and secretly both he and I wished that we could stay forever. There were separate reasons why we loved it there. My brother, Forest, had a choice of over a dozen different old cars and trucks. Forest was allowed under the hoods so that he could tinker with the engines and figure out how they functioned. He was a ten-year old mechanical genius. Everyone knew that he was going to grow up to be a mechanic. When he was five or six, Forest found an old transmission behind the barn; in two hours he had taken it apart and put it back together again without prior instruction. Old mister Tailor watched from a distance while Forest disassembled and methodically assembled the transmission to its original form. Our parent's are proud and still equally impressed as the day it happened. They still brag and carry on about his genius endeavor, as they do with both of us for the many special encounters accumulated during our formative years. My reasons for loving that farm cannot be so simply expressed. I cannot narrow my reason into one great memory, and I cannot say when exactly I fell in love with the Tailor farm; perhaps it was from the first time I stepped onto the warm and inviting soil. There were moments when I'd get a burst of happy energy and run through the field with my hair flying behind me. The corn was at least four feet above my head. Running through it gave me a secret place all my own, like a completely separate planet that was occupied by only me. Most often, after playing in the corn field I went to the bend in the brook where the deepest spot was, and after removing all unnecessary clothing I swam, pretending I was a mermaid in the ocean. I loved to watch my long red hair sway under the water with my graceful swimming motion. If the sun's ray danced on my hair just right, beautiful colors would stream through the clear utopian water. After supper each night everyone collected on the large screened-in front porch. The grown-ups drank cans of cold Coors beer while my brother and I sipped cans of Sprite or 7-up. Lightening bugs danced in the near darkness while crickets sang to the melody. After a time the porch light came on and a card game would emerge for the men to play. My mother and Mrs. Tailor would stay at their seats to talk or share recipes. Forest and I shared the responsibility of getting cold beer from the kitchen keeping all satisfied. On one occasion I asked to join the game. Surprisingly, I was more than welcome; Forest was invited too but declined. He was more interested in finding a Mason jar to collect lightning bugs. I received a quick lesson in the poker game, Five card draw. As poker is mostly played with cash, each

Very brief summary of Vietnam War essays

Very brief summary of Vietnam War essays After World War II, conflict arose between the French and Communist revolutionary leader Ho Chi Minh and his established group the League for Independence of Vietnam (Viet Minh). In August 1945, Viet Minh guerillas captured the capital city of Hanoi in Indochina. Bao Dai, the emperor of Indochina was renounced and that region of Indochina changed into the independent nation of North Vietnam led by President Ho Chi Minh. On July 1, 1949, Bao Dai, with the help of the French founded South Vietnam and named the new capital of that country Saigon. In spring of 1954, the Viet Minh attacked the French fortification of Dien Bien Phu. After fighting for fifty-five days the French surrendered. On October 24, 1954, President Dwight D. Eisenhower offered North Vietnam direct economic aid for their loss to the North. Within a couple months, U.S. military advisers were called to train South Vietnamese Army Forces. The Saigon government was continually helped by the Americans even after Bao Dai was overthrown and on October 23, 1955, South Vietnam was a republic headed by the president Ngo Dinh Diem. Saying that his government would turn down to hold reunification elections was one of his first actions. This was based on the people of North Vietnam not being able to express their own free will, which led to many falsified ballots. As a result of this war more than 2 million Vietnamese were killed, 3 million wounded, and hundreds of thousands of children orphaned. Shortly after that over 12 million Indochinese people became refugees. By boat around 500,000 tried to leave Vietnam but about 10 to 15 percent of the people died. Over 55,000 Americans were killed in the eight years of warfare and over 150,000 were wounded. During the agreement of ending the war there were 587 U.S. military and civilian prisoners of war. Not too long ago the number jumped up to 2500 POWs. The total cost of the Vietnam War up t...

Cooperative Learning Activity and Paper Essay Example | Topics and Well Written Essays - 500 words

Cooperative Learning Activity and Paper - Essay Example Some students may be very dormant while others may be fully involved, hence lack of accountability and equal participation which, are the basics of cooperative learning. Unlike cooperative learning whereby individual student performance is monitored publicly, in group work, the overall outcomes from the group is what matters most even if one of the students did not get the concept of the learning activity, hence cooperative learning is more efficient than group work (McCafferty et al, 2006). Activities that can be done in cooperative learning groups includes; teacher identifying a specific topic with different subtopics. Under the subtopics, each student is given a task to research on and finally presents it in their cooperative learning groups as the other students listens to the posed ideas and clarifies on any issue that is not clear. Through this, all the individuals gain from the learning activity. Another cooperative learning activity is modelling of a structure like maybe an urban planning landscape, whereby each student is given a different component of the landscape to incorporate into the whole landscape model. After each student has carried out their task, all the students are responsible and accountable of the final model of the urban landscape. In addition, a student may be given an area of expertise to teach the whole class. Through this, the student teaching gains as much as the learners through what he or she has taught (McCafferty et al, 2006). A good example, in an elementary class, grade one, where shapes are the best method of introducing geometry in mathematics, cooperative learning can be incorporated to the students learning. In a class that is meant to go for an hour, students can be divided into four groups with five individuals each. Each group is to be assigned a shape like circle, triangle, square and rectangle. A

Risk mangement Personal Statement Example | Topics and Well Written Essays - 250 words

Risk mangement - Personal Statement Example I have decided to take the risk management course to better my quantitative and technical skills in finance. I wish to re-enter the financial field with the current harsh economic conditions only after solidifying my little experience in your institution. After obtaining an in-depth understanding of the computational, statistical tools and the mathematical skills that are essential when dealing with bank or any organizational data, the economic waters that have become treacherous to navigate without the necessary risk management skills will be an easier sailing place. I hope that I will evolve into an individual who has understood the industry well so that I can deliver well to the clients at the same time employ the management audacity through quantitative portfolio to the advantage of the investor. I believe I can excel in this course taking into consideration my enthusiasm and commitment to finance related institutions, I have worked in the banking industry for nine years. The vast experience I have gained so far gives me an opportunity to develop extensively the gained knowledge and skills in the financial operations. The course content appeals to me strongly and being a student at the University will definitely provide me with the essential knowledge that I need in advancing my