In December 2016, Arshad Ali joined Imperial Computers Ltd. (ICL) as a Senior Programmer, with a handsome pay. Prior to this job, he worked successfully as an assistant programmer in Gem Computers (Gem). Arshad felt that ICL offered better career prospects, as it was growing much faster than Gem, which was a relatively small company.

Although Arshad had enjoyed working there (at Gem), he realized that to grow further in his field, he would have to join a bigger company, and preferable one that handled international projects. He was sure he would excel in his position at ICL, just as he had done in his old job at Gem.

ICL had international operations and there was more than a slim chance that he would be sent to USA or the UK on a project. Knowing that this would give him a lot of exposure, besides looking good on his resume, Arshad was quite excited about his new job.

Arshad joined Gunjan’s five-member team at ICL. He had met Gunjan during the orientation sessions, and was looking forward to working under her. His team members seemed warm and friendly, and comfortable with their work. He introduced himself to the team members and got to know more about each of them.

Wanting to know more about his boss, he casually asked Rehman, one of the team members, about Gunjan. Rehman said, “Gunjan does not interfere with our work. In fact, you could even say that she tries to ignore us as much as she can.” Arshad was surprised by the comment but decided that Gunjan was probably leaving them alone to do their work without any guidance, in order to allow them to realize their full potential.

At Gem, Arshad had worked under Sultan and had looked up to him as a guide and mentor – always guiding, but never interfering. Sultan had let Arshad make his own mistakes and learn from them. He had always encouraged individual ideas, and let the team discover the flaws, if any, through discussion and experience. He rarely held an individual member of his team responsible if the team as a whole failed to deliver – for him the responsibility for any failure was collective. Arshad remembered telling his colleagues at Gem that the ideal boss would be someone who did not interfere with his/her subordinate’s work. Arshad wanted to believe that Gunjan too was the non-interfering type. If that was the case, surely her non-interference would only help him to grow.

In his first week at work, Arshad found the atmosphere at the office a bit dull. However, he was quite excited. His team had been assigned a new project and was facing a few glitches with the new software. He had thought about the problem till late in the night and had come up with several possible solutions. He could not wait to discuss them with his team and Gunjan. He smiled to himself when he thought of how Gunjan would react when he will tell her that he had come up with several possible solutions to the problem. He was sure she would be happy with his having put in so much effort into the project, right from day one.

He was daydreaming about all the praise that he was going to get when Gunjan walked into the office. Arshad waited for her to go into her cabin, and after five minutes, called her up, asking to see her. She asked him to come in after tem minutes. When he went in, she looked at him blankly and asked, “Yes?” Not sure whether she had recognized him, Arshad introduced himself. She said, “Ok, but why did you want to meet me?” Arshad started to tell her about the problems they were having with the software. But before he could even finish, she told him that she was busy with other things, and that she would send an email with the solution to all the members of the team by the end of the day, and that they could then implement it immediately. Arshad was somewhat taken aback. However, ever the optimist, he thought that she had perhaps already discussed the matter with the team.

Arshad came out of Gunjan’s cabin and went straight to where his team members sat. He thought it would still be nice to bounce ideas off them and also to see what solutions others might come up with. He told them of all the solutions he had in mind. He waited for the others to come up with their suggestions but not one of them spoke up. He was surprised, and asked them point-blank why they were so disinterested.

Aftab, one of the team members, said, “What is the point in our discussing these things? Gunjan is not going to have time to listen to us on discuss anything. She will just give us the solution she thinks is best, and we will just do what she tells us to do; why waste everyone’s time?”

Arshad felt his heart sink. Was this the way things worked over here? However, he refused to lose heart and thought that maybe, he could change things a little. But as the days went by, Arshad realized that Gunjan was the complete opposite of his old boss.

While she was efficient at what she did and extremely intelligent, she had neither the time nor the inclination to groom her subordinates. Her solutions to problem were always correct, but she was not willing to discuss or debate the merits of any other ideas that her team might have. She did not hold the team down to their deadlines not did she ever interfere. In fact, she rarely said anything at all. If work did not get finished on time, she would just blame her team, and totally disassociate herself from them.

Time and again, Arshad found himself thinking of Sultan his old boss, and of how he had been such a positive influence. Gunjan, on the other hand, even without actively doing anything, had managed to significantly lower his motivation levels.

Arshad gradually began to lose interest in his work – it had become too mechanical for his taste. He didn’t really need to think; his boss had all the answers. He was learning nothing new, and he felt his career was going nowhere. As he became more and more discouraged, his performance suffered. From being someone with immense promise and potential Arshad was now in danger of becoming just another mediocre techie.

Questions:

Q1. What, according to you, were the reasons for Arshad’s disillusionment? Answer the question using Maslow’s Hierarchy of Needs.

In December 2016, Arshad Ali joined Imperial Computers Ltd. (ICL) as a Senior Programmer, with a handsome pay. Prior to this job, he worked successfully as an assistant programmer in Gem Computers (Gem). Arshad felt that ICL offered better career prospects, as it was growing much faster than Gem, which was a relatively small company.

Although Arshad had enjoyed working there (at Gem), he realized that to grow further in his field, he would have to join a bigger company, and preferable one that handled international projects. He was sure he would excel in his position at ICL, just as he had done in his old job at Gem.

ICL had international operations and there was more than a slim chance that he would be sent to USA or the UK on a project. Knowing that this would give him a lot of exposure, besides looking good on his resume, Arshad was quite excited about his new job.

Arshad joined Gunjan’s five-member team at ICL. He had met Gunjan during the orientation sessions, and was looking forward to working under her. His team members seemed warm and friendly, and comfortable with their work. He introduced himself to the team members and got to know more about each of them.

Wanting to know more about his boss, he casually asked Rehman, one of the team members, about Gunjan. Rehman said, “Gunjan does not interfere with our work. In fact, you could even say that she tries to ignore us as much as she can.” Arshad was surprised by the comment but decided that Gunjan was probably leaving them alone to do their work without any guidance, in order to allow them to realize their full potential.

At Gem, Arshad had worked under Sultan and had looked up to him as a guide and mentor – always guiding, but never interfering. Sultan had let Arshad make his own mistakes and learn from them. He had always encouraged individual ideas, and let the team discover the flaws, if any, through discussion and experience. He rarely held an individual member of his team responsible if the team as a whole failed to deliver – for him the responsibility for any failure was collective. Arshad remembered telling his colleagues at Gem that the ideal boss would be someone who did not interfere with his/her subordinate’s work. Arshad wanted to believe that Gunjan too was the non-interfering type. If that was the case, surely her non-interference would only help him to grow.

In his first week at work, Arshad found the atmosphere at the office a bit dull. However, he was quite excited. His team had been assigned a new project and was facing a few glitches with the new software. He had thought about the problem till late in the night and had come up with several possible solutions. He could not wait to discuss them with his team and Gunjan. He smiled to himself when he thought of how Gunjan would react when he will tell her that he had come up with several possible solutions to the problem. He was sure she would be happy with his having put in so much effort into the project, right from day one.

He was daydreaming about all the praise that he was going to get when Gunjan walked into the office. Arshad waited for her to go into her cabin, and after five minutes, called her up, asking to see her. She asked him to come in after tem minutes. When he went in, she looked at him blankly and asked, “Yes?” Not sure whether she had recognized him, Arshad introduced himself. She said, “Ok, but why did you want to meet me?” Arshad started to tell her about the problems they were having with the software. But before he could even finish, she told him that she was busy with other things, and that she would send an email with the solution to all the members of the team by the end of the day, and that they could then implement it immediately. Arshad was somewhat taken aback. However, ever the optimist, he thought that she had perhaps already discussed the matter with the team.

Arshad came out of Gunjan’s cabin and went straight to where his team members sat. He thought it would still be nice to bounce ideas off them and also to see what solutions others might come up with. He told them of all the solutions he had in mind. He waited for the others to come up with their suggestions but not one of them spoke up. He was surprised, and asked them point-blank why they were so disinterested.

Aftab, one of the team members, said, “What is the point in our discussing these things? Gunjan is not going to have time to listen to us on discuss anything. She will just give us the solution she thinks is best, and we will just do what she tells us to do; why waste everyone’s time?”

Arshad felt his heart sink. Was this the way things worked over here? However, he refused to lose heart and thought that maybe, he could change things a little. But as the days went by, Arshad realized that Gunjan was the complete opposite of his old boss.

While she was efficient at what she did and extremely intelligent, she had neither the time nor the inclination to groom her subordinates. Her solutions to problem were always correct, but she was not willing to discuss or debate the merits of any other ideas that her team might have. She did not hold the team down to their deadlines not did she ever interfere. In fact, she rarely said anything at all. If work did not get finished on time, she would just blame her team, and totally disassociate herself from them.

Time and again, Arshad found himself thinking of Sultan his old boss, and of how he had been such a positive influence. Gunjan, on the other hand, even without actively doing anything, had managed to significantly lower his motivation levels.

Arshad gradually began to lose interest in his work – it had become too mechanical for his taste. He didn’t really need to think; his boss had all the answers. He was learning nothing new, and he felt his career was going nowhere. As he became more and more discouraged, his performance suffered. From being someone with immense promise and potential Arshad was now in danger of becoming just another mediocre techie.

Questions:

Q1. What, according to you, were the reasons for Arshad’s disillusionment? Answer the question using Maslow’s Hierarchy of Needs.

Q2. What should Arshad do to resolve his situation?

Q3. What can a team leader do to ensure high levels of motivation among his/her team members?

Chapter 6 Debugging Exercises - 

Problem 1
The programmer intends for this pseudocode to display three random numbers in the range of 1 through 7. According to the way we've been generating random numbers in the book; however, there appears to be an error. Assume that the random() function is a built-in library function. Correct the pseudocode so that the program works as it should (This has 1 error and is easy to spot)
//This program displays 3 random numbers in the range from 1 to 7.
    Declare Integer count
    //Display 3 random numbers
    For count = 1 to 3
        Display random(7,1)
    End For

Problem 2
This problem should return the amount of a discount to a main() module when the calcDiscountPrice() function is called. (This has 1 error and is pretty easy to spot.)
//The calcDiscountPrice funciton accepts an item's price and the discount percentage as arguments. It uses those values to calculate and return the discounted price.
Function Real calcDiscountPrice(Real price, Real percentage)
Function Real calcDiscountPrice(Real price, Real percentage)
    //Declarations
    Declare Real discount
    Declare Real discountPrice

    //Calculations
    discount = price * percentage
    discountPrice = price - discount
    
    //Return the discount amount
    Return discount

Problem 3
This problem should calculate and display 10% of any number given. Correct the pseudocode (a bit harder than the last 2 problems)
Module main()
    //Declarations
    Declare Real value, result
    
    //Get a value from the user
    Display "enter a value"
    Input value
    
    //Set 10% of the value
    result = tenPercent(value)
    
    //Display value
    Display "10 percent of ", value, " is ", result
End Module

//The tenPercent() function calculates and returns 10% of any number passed into it
Function Real tenPercent(Real num)
    //Declarations
    Declare Integer myResult
    
    //Calculations
    myResult = num * .10
    
    //Return the result
    Return myResult
    
End Function
    

Anna is a young ambitious programmer working for a small company developing software for web based services in the health area, with a focus on support to remote aboriginal communities. To further her career Anna undertakes additional tertiary study, with support from her manager, Brian. This study includes topics covering computer ethics, and issues relating to the impact of ICT on different communities. On her current project, Anna develops a new user interface, which has a strong focus on accessibility for remote communities, especially considering the type of technology likely to be used. She also pays special attention to the use of cultural images in the interface, to avoid those which may be distressing or offensive to aboriginal users. The new system is a great success and Anna’s contribution is recognised by her company, through an Employee of the Month Award. The company also receives a national business award for its contribution to the positive use of ICT in aboriginal communities. Brian takes all of the credit for this, and Anna receives no acknowledgement for her efforts. Source:

ACS Case Studies 2014 Essay

Questions 1. Assess the major ethical issues in this business case.

2. How may the ACS Code of Professional Conduct assist in resolving such ethical implications? Relate to the key values and clauses of the Code of Professional Conduct.

The project description: As a programmer, you have been asked to write a Java application, using OOP concepts, for a Hospital with the following requirements: • The Hospital has several employees and each one of them has an ID (int), name (string), address (string), mobile phone number (string), email (string) and salary (double) with suitable data types. • The employees are divided into: o Administration staff: who have in addition to the previous information their position (string). o Doctor: who have also a rank (string) and specialty (string). The project requirements: • You will need to create all the needed Java classes with all the required information. • You have to apply all the OOP (Object Oriented Programming) concepts that we have covered in this module (i.e. inheritance, polymorphism, interface and collections) • Include a Microsoft Word document (name it as readme.doc) that includes several screenshots of your Netbeans IDE application GUI interface as well as the output screenshot results. Provide all assumptions that you have made during design and implementation. • Include the whole Netbeans Java project with all source codes. Write as much comments as possible to document your source codes. At the end, you will need to create a testing class (e.g. Hospital.java) with the static main() method with the following requirements: • It must have initial fixed collections of working staff (at least 3 administration staffs and 2 doctors) • The program will print a selection screen where the user can choose the operation he/she wants to perform. The selection screen will be repeated after each selection until the staff type the number 4 to completely exit from the program: 1. Add an administration staff (by providing all her/his information) to the list of all administration staff 2. Add a doctor (by providing all her/his information) to the list of all doctors 3. Print all working staff (remember to differentiate between administration staff and doctors in the output printout 4. Exit the program

JAVA for DUMMIES (Game Development) You're the lead programmer at a AAA studio making a sequel to the big
hit game, Zeldar 2. You've been challenged to implement player movement in dungeons. The
game is top-down, with dungeons modeled as a 2d grid with walls at the edges. The player's
location is tracked by x,y values correlating to its row and column positions. Given the current
position of the player and a sequence of input commands: w,a,s,d you must determine the new
position of the player. The player must not be able to move outside the walls of the dungeon
(i.e. grid)
Facts
● the player's position is modeled using two integer values (x, y)
● x represents the column position, left-right axis
● top-left corner is (0,0)
● y represents the row position, up-down axis
● “w” move up by decreasing y by 1
● “a” move left by decreasing x by 1
● “s” move down by increasing y by 1
● “d” move right by increasing x by 1
● if an input attempts to move player off grid, then ignore that move.

Input
The first input is the number of test cases. Each test case contains three lines of inputs. The first
line is two positive integers that represent the dungeon's grid size, rows (length) columns
(width). The second line is two non-negative integers representing the player's position in the
dungeon grid, x,y. The third line represents the sequence of player movements "w", "s", "a", "d".

Output
The program should print the final location of the player in the form of <x> <y>, where “x” and
“y” are the coordinates within the dungeon grid.
Sample Input Sample Output
2

4 4 2 2
2 3
s s s w

10 10 8 4
9 4
s d w a

As a programmer, you have been asked to write a Java application, using OOP concepts, for a Hospital with the following requirements:
• The Hospital has several employees and each one of them has an ID (int), name (string), address (string), mobile phone number (string), email (string) and salary (double) with suitable data types. • The employees are divided into:
o Administration staff: who have in addition to the previous information their position (string). o Doctor: who have also a rank (string) and specialty (string).
The project requirements: • You will need to create all the needed Java classes with all the required information. • You have to apply all the OOP (Object Oriented Programming) concepts that we have covered in this
module (i.e. inheritance, polymorphism, interface and collections)
• Include a Microsoft Word document (name it as readme.doc) that includes several screenshots of
your Netbeans IDE application GUI interface as well as the output screenshot results. Provide all
assumptions that you have made during design and implementation.
• Include the whole Netbeans Java project with all source codes. Write as much comments as possible

At the end, you will need to create a testing class (e.g. Hospital.java) with the static main() method with the following requirements:
• It must have an initial fixed collection of working staff (at least 3 administration staffs and 2
doctors)
• The program will print a selection screen where the user can choose the operation
he/she wants to perform. The selection screen will be repeated after each selection until the staff
type the number 4 to completely exit from the program:
1. Add an administration staff (by providing all her/his information) to the list of all
administration staff
2. Add a doctor (by providing all her/his information) to the list of all doctors
3. Print all working staff (remember to differentiate between administration staff and doctors
in the output printout
4. Exit the program

Dickinson Limited issued 10-year, 7% debentures with a face value of $2 million on January 1, 2010. The proceeds received were $1.7 million. The discount was amortized on the straight-line basis over the 10-year term. The terms of the debenture stated that the debentures could be redeemed in full at any point before the maturity date, at a price of 105 of the principal. There was no requirement for a sinking fund. On January 1, 2017, Dickinson issued a mortgage at 101 with a principal of $3 million secured by land and building. The mortgage had a 25-year amortization period, with interest payable at 8%. Upon issuance of the mortgage, Jeremiah used the proceeds to redeem the 7% debentures. Prepare journal entries to record the issuance of the 8% mortgage and the retirement of the 7% debentures..