Self-directed learners tend to be able to transfer their learning from the knowledge they acquire into different contexts and for different applications. Also, the habits of self-directed learners are consistent with that of leaders and facilitators, thus providing them with practice and preparation for leadership roles. You will learn about the benefits of these methods and how they can help to enhance your learning and motivate you to take ownership of your learning process, which will lead you down a path toward ongoing lifelong learning. The successful UoPeople student does the following:

Takes ownership of the learning process by setting personal educational goals, and monitoring their own progress.

Is self-motivated to learn and understand; not only driven by grades or external praise.

Pushes him/herself to think deeper about issues and draw connections to their personal, academic, and professional lives.

Views the instructor as a guide, but themselves as the pursuer of deeper understanding.

Learns collaboratively, through peer engagement and feedback.

Seeks out the available resources and understands the scope of the University, its departments, and its learning philosophy and approach.

Understands the importance of applying the knowledge learned in the classroom to continued personal and career development potential.

Read about how to become a self-directed and lifelong learner:

http://www.missiontolearn.com/2011/10/self-directed-learning/

Power tips for Lifelong Learners: http://www.missiontolearn.com/2012/06/lifelong-learning-power-tips/

An essential part of being a self-directed and lifelong learner is to have self-motivation and to be an “active learner”. Read about becoming an active learner:

http://www.studygs.net/activelearn.htm

Individuals who are self-motivated have more intrinsic motivation. The chart below (http://mmrg.pbworks.com/f/Ryan,+Deci+00.pdf) shows the differences between intrinsic and extrinsic motivation and is known as the “Self-determination Theory”.

1. Describe the essential aspects of a self-directed, intrinsically motivated, active learner? 2. Identify two areas of personal strength and two areas of personal weakness in being a self-motivated and engaged student. 3. Plan at least 5 strategies for personal growth and explain how you will implement each one. 4. How will you evaluate yourself on the success of your personal growth plan and how will you hold yourself accountable? 5. You should provide a word count.

You have been asked to produce a spreadsheet analysis of the percentages of inpatients treated by patient age. You need to communicate the percentage of patients who were ages 1 through 18, 19 through 35, 36 through 55, and 55 and older. The best type of graph to depict this would be:

Group of answer choices

Line graph

Stacked bar graph

Cluster bar graph

Pie chart

A and C

The use of a Database Management System would be best suited for:

Group of answer choices

Producing thematic maps

Creating a financial model

Creating pie charts

Performing “what-if” analysis

Managing the patient records of a physical therapy clinic

As manager you must create an analysis of staffing requirements for multiple departments. You will need to calculate the number of employees needed for each position using a series of complex formulas incorporating factors such as new patient admissions, the projected numbers of procedures to be performed, follow-up appointments, and several other variables. The best program for this effort would be:

Group of answer choices

Microsoft Access

Microsoft Word

ArcMap GIS

Microsoft Excel

None of the above

Which two of the following describe a relational database?

Group of answer choices

A relational database can consist of one single table containing all of the information.

Microsoft Access is not capable of creating a relational database, only flat file databases are allowed

Tables containing names must be sorted in alphabetical order

A relational structure is the often the best design for databases in which a single person-level record must be associated with multiple transaction records for the same individual

Each table in the relational join must contain a unique key field allowing the records to be joined to another table containing the same key field.

In comparison to Microsoft Excel, which one of the following statements with respect to Microsoft Access is true?

Group of answer choices

Access is more flexible since you can enter the data at the same time that you create the database structure.

Access allows you to quickly create complex formulas for specific cells.

Access database fields must be defined prior to any data being input into it.

Due to its capacity limitations, Access should not be used if there are over 1,000 records and the number is expected to grow over time.

Access allows data to be copied from one range to another.

Need it in C# using visual studio (also can you show me how to implement the code in vs)

Create a New Project named Preferred Customer to be used in a retail store for preferred customers, where customers can earn discount on all purchases depending upon how much money they are going to spend. To begin with designing your Application, you must add a class named Person with properties for holding a Person’s Name, Address and Telephone Number. Next step is to create a class named Customer, which is derived from the Person class. The Customer class must have a property for Customer Number and a Boolean property indicating whether customer wished to be on a mailing list. Further, design a class named PreferredCustomer, which is derived from the Customer class. The PreferredCustomer Class must have properties for an amount of the customer’s purchases and the customer’s % discount earned. The GUI of Application (Form1 object) must have four input Text Boxes: (1) one for customer’s Full Name, (2) the second for customer’s Full Address, (3) the third one for customer’s Phone Number and (4) the fourth one for customer’s Purchased Amount as shown in Fig. 1. BorderStyle property of the Purchased Amount text box control is to be set at Fixed3D. In addition to these four Text Boxes, your Application must have one Radio button and one Display button controls: (1) Radio button is used to add customer’s name in mailing list or not, and (2) Display button, when clicked demonstrates the class in this Application. When you click Display button without entering any real data in tis GUI, the Application must show a message in a Message Box that “Input string was not in a correct format”, which is shown in Figure 2 on page # 2. Then you click OK button to enter real data input in Application’s GUI. Your Application must have provision of Close and Clear buttons in its interface so that it could be possible to close it and clear all controls in its GUI. It is required that your GUI should be displayed at the Center of your computer’s monitor and your source code must have Comment Lines at appropriate places. Take a screen-shot of your GUI for each run, copy and paste it in a MS Word doc file.

***subject is marketing , please make answers long.. thank you so much<3

Marketing Plan

From the real international market, select a company of your choice wishing to start its activities in Saudi Arabia. The Company hired you as Marketing Manager of Saudi Arabian Region.

You have to establish a marketing department starting from the Analysis of the market, formulate overall marketing goals, objectives, strategies, and tactics within the context of an organization's business, mission, and goals designing and planning the entire function.

Write a Marketing Plan considering the following points (2x5=10 Marks)

1. Introduction, Goals and Objectives

To introduce this section you should include the "mission statement" of the business; an idea of what its goals are for customers, clients, employees and the consumer.

1. Introduction about the business.
2. Business vision and mission
3. Business objective.
4. Products and services offered

2. Environmental Analysis

Conduct an environmental analysis that looks at and comments on your local area and your network of business contacts, competitors and customers.

3. Target Market Analysis

Identify the target market, describing how the company will meet the needs of the consumer better than the competition does.

4. SWOT Analysis

Conduct a SWOT analysis for your chosen company based on your research.

Strengths: List the strengths of the business approach;

Weaknesses: Describe the areas of weakness in the company's operations;

Opportunities: Examine factors that may improve the business's chances of success;

Threats: List the external threats to the business' success.

5. Marketing Mix (4 P’s ) Analysis

Describe each of the 4Ps of your chosen company.

Product or Service

Identify the product or service by what it is, who will buy it, how much they will pay for it and how much it will cost for the company to produce it, why a consumer demand exists for your product, and where the product sits in comparison to similar products/services now available.

Place

Identify the location of the business, why it is located there (strategic, competitive, economic objectives), the expected methods of distribution, and timing objectives.

Promotion

Describe the type of promotional methods that will be used. Identify techniques such as word of mouth, personal selling, direct marketing, sales promotion etc. television, radio, social media and newspaper ads.

Price

The prices of the products or services that reflects the overall company strategy. Should be competitive as well as a reflection of the quality, costs and profit margin.

Please review the following scenario and place yourself in the position of the new Human Resource Manager for Acme Manufacturing. Once you understand the circumstances of the problems in this organization, please respond to the questions that the General Manager has posed.

Scenario: You just started work as the new Human Resources Manager for Acme Manufacturing, a Fortune 1,000 company. The job was vacant for 6 months prior to your hiring. You have wondered about this, especially since reading about employee harassment incidents and fights recently in the news.

The General Manager (GM) calls you into his office the minute you arrive. He shuts the door after saying a quick word of welcome and begins to tell you about an incident that happened last week that needs your immediate attention. The company's manufacturing operation runs three shifts of production workers so that the plant is operating 24/7. Over the past 6 months, hostilities have arisen between employees on the third and first shifts. What started out as jeering and criticisms by the first shift, claiming they have to clean up the mess and complete all of the work left undone by the third shift, has escalated to physical confrontations and altercations. Although the GM says that aggressive bantering back and forth is common for shift workers in manufacturing, he admits that he is worried about further violent escalation. The GM says he needs your help.

• Where do you think that this evaluation should begin? In your reply, explain your reasoning.
• Explain the different levels of disciplinary actions that will be used for the Acme Manufacturing Company. Your reply should include the levels of discipline and 1 example of a disciplinary action for each level.
• How would you determine the disciplinary action appropriate for the employees involved in this scenario? Your response should include your reasoning.
• Why would you draft policies and procedures associated with disciplinary actions for the workplace? Provide a minimum of 2 reasons in your response.
• How would you ensure that the entire workforce is trained on these new policies and procedures? Provide 1 example in your response.

Write a 5–7-page memo to the GM that provides your responses to his questions above. Be sure to cite any references used in proper APA format.

You are a financial manager for Zoom Corp., which manufactures bicycles. In the most recent fiscal year,

Zoom manufactured and sold 20,000 bicycles. Wheels, seats, and brake calipers are three components of

the bicycles currently manufactured by Zoom. Three different vendors have proposed to provide those

components to Zoom, and quoted prices (including shipping) for their delivery. Your task is to determine

which, if any, of these proposals should be accepted.

Prepare a make vs. buy incremental analysis for each possible course of action in an Excel worksheet. Your

grade will be based on the correctness of your answers, as well as the use of Excel. That is, where possible,

you should use formulas to get your answers, rather than keyed-in values. See your instructor for help with

Excel basics if you need it.

In a Word document, prepare a memo stating which of the proposals you suggest accepting, as well as the

basis for your conclusions. Also identify any nonfinancial factors you should consider before accepting any

of the outsourcing proposals.

Below is cost data for Zoom's production of wheels, seats, and calipers. Outside suppliers have offered to

provide wheels for $7.26, seats for $7.76, and calipers for $2.56 per piece. Both wheels and seats are branded

with the Zoom logo, and that logo will need to be added at the Zoom factory at a cost of $0.50 each for any

of these components that are outsourced. For all three components, 75% of the fixed costs are avoidable, and

will be eliminated if the component's production is outsourced. In addition, seats and calipers are both

produced out of the same small factory space. If both seats and calipers were outsourced, Zoom could lease

the space out and increase net income by $6,000 per year, while eliminating all fixed costs for the two

components.

Wheels

Seats

Calipers

Cost category

Direct materials

$138,000

$54,500

$90,500

Direct labor

97,000

71,500

41,500

Variable overhead

21,000

14,000

16,000

Fixed overhead

58,600

36,600

31,400

Total cost

$314,600

$176,600

$179,400

Units produced

40,000

20,000

80,000

Cost per unit

$7.87

$8.83

$2.24

Hints: Prepare incremental analyses for each component separately. Make wheels vs. buy wheels, etc. Since

there are additional implications to outsourcing both seats and calipers, do a make vs. buy analysis assuming

both are outsourced. A correct solution, then, will likely have at least four incremental analyses.

Please review the following scenario and place yourself in the position of the new Human Resource Manager for Acme Manufacturing. Once you understand the circumstances of the problems in this organization, please respond to the questions that the General Manager has posed.

Scenario: You just started work as the new Human Resources Manager for Acme Manufacturing, a Fortune 1,000 company. The job was vacant for 6 months prior to your hiring. You have wondered about this, especially since reading about employee harassment incidents and fights recently in the news.

The General Manager (GM) calls you into his office the minute you arrive. He shuts the door after saying a quick word of welcome and begins to tell you about an incident that happened last week that needs your immediate attention. The company's manufacturing operation runs three shifts of production workers so that the plant is operating 24/7. Over the past 6 months, hostilities have arisen between employees on the third and first shifts. What started out as jeering and criticisms by the first shift, claiming they have to clean up the mess and complete all of the work left undone by the third shift, has escalated to physical confrontations and altercations. Although the GM says that aggressive bantering back and forth is common for shift workers in manufacturing, he admits that he is worried about further violent escalation. The GM says he needs your help.

• Where do you think that this evaluation should begin? In your reply, explain your reasoning.
• Explain the different levels of disciplinary actions that will be used for the Acme Manufacturing Company. Your reply should include the levels of discipline and 1 example of a disciplinary action for each level.
• How would you determine the disciplinary action appropriate for the employees involved in this scenario? Your response should include your reasoning.
• Why would you draft policies and procedures associated with disciplinary actions for the workplace? Provide a minimum of 2 reasons in your response.
• How would you ensure that the entire workforce is trained on these new policies and procedures? Provide 1 example in your response.

Write a 5–7-page memo to the GM that provides your responses to his questions above. Be sure to cite any references used in proper APA format.

Question 1 (1 point)

4-3 (True/False) There are major differences between firewalls for wired ad wireless uses.

Question 1 options:

Question 2 (1 point)

4-14 Which of the following terms best describes the following diagram?

Question 2 options:

Question 3 (1 point)

4-13 Which of the following is the BEST definition of dual-homed?

Question 3 options:

Question 4 (1 point)

4-10 Which of the following is the name for a lower-end (small business grade) firewall appliance that is capable of packet filtering, content filtering, intrusion detection, proxy, and application layer filtering?

Question 4 options:

Question 5 (1 point)

4-11 Which of the following is most often used for protecting a single computer?

Question 5 options:

Question 6 (1 point)

4-7 Which of the following were generation one firewalls capable of?

Question 6 options:

Question 7 (1 point)

4-6 the earliest firewalls were only capable of which of the following kinds of filtering?

Question 7 options:

Question 8 (1 point)

4-1 Which of the following were firewalls originally conceived to perform?

Question 8 options:

Question 9 (1 point)

4-8 Which of the following is the word describing a firewall that is aware of a packet's place in an established and ongoing conversations

Question 9 options:

Question 10 (1 point)

4-20 Which of the following refers to a software firewall places on a dedicated server to create an internal hardware firewall?

Question 10 options:

Read the case study. Identify three (3) problems and recommendations to solve the problems. Each problem will require a justified recommended solution at least a page each. Zappos CEO Asks Employees to Commit to Teal, or Leave Zappos had modest beginnings. In 1999, shoesite.com was started by Nick Swinmurn to capture online shoe sales. Swinmurn reached out to Tony Hsieh (pronounced “shay”) and Alfred Lin, who were running Venture Frogs, a kind of venture capital group, for advice and funding. Shoesite soon changed its name to Zappos, a riff on zapatos, the Spanish word for shoes, but abstract enough to let the company offer products other than footwear. In 2000 Hsieh joined Swinmurn as co-CEO and then became sole CEO. Quietly charismatic, Hsieh gives quote-worthy interviews and for over a decade has served as the company’s public face and voice. (Swinmurn left in 2006.) Zappos has achieved great financial success. Revenue jumped from $1.6 million in 2000 to over $1 billion by 2008. This success led Amazon.com to purchase the company for $1.2 billion in 2009. And today? While Amazon does not separate Zappos revenues in its annual report, the division’s sales are assumed to continue at well over $1 billion annually. Hsieh told Jennifer Reingold, a Fortune reporter, that the company had achieved its highest operating profit ever in 2015.119 Tony Hsieh’s Vision for the Company Hsieh has long cared about employee welfare, as evidenced by his book titled Delivering Happiness. He asserts that employee satisfaction is essential for business success. Today, his goal is to turn Zappos into a “teal” company: teal represents a company “characterized by self-management, bringing one’s ‘whole’ self to work, and having a purpose beyond making money,” according to Fortune. To get there, Hsieh implemented an organizational structure he calls a holacracy. Moving to Holacracy Zappos historically favored an informal and flatter organization structure that probably best fits the horizontal form of organizational design discussed in this chapter. The company preferred this design because it felt bureaucracy and hierarchy might dampen the creativity and employee engagement needed to provide great customer service, a primary corporate goal. Although this design aided Zappos throughout its growing years, in 2013 Hsieh came to believe that Zappos’s organizational structure was limiting what employees had to offer. It was time for a change. Hsieh told The Wall Street Journal, “Employees have so much more to offer. They’re a full human being that has all these skills that, if they’re given the right context to collaborate with each other and be creative and help move the company forward, they will do that.”120 In a holacracy, the traditional hierarchical structure and reporting relationships are replaced by self-management. There are no job titles and no managers. “It removes power from a management hierarchy and distributes it across teams that have a clear set of roles, responsibilities, and expectations. Instead of being assigned to a particular job position or description, roles of employees are defined around the work. These roles are constantly being updated and employees fill several roles. Additionally, employees work within a team in which authority is equally distributed among its members," according to management blogger.121 These teams represent a hierarchy of work circles. A writer for Fortune noted that each team has a different purpose, and the circles “operate next to, and on top of, each other. … Lead links are the nominal managers—but they have little formal authority and can’t force employees to do anything they don’t want to do.”122 A writer from Forbes described the structure as a hierarchy of circles that operate according to detailed procedures outlined in the Holacracy Constitution. “Each higher circle tells its lower circle (or circles) what its purpose is and what is expected of it. It can do anything to the lower circle—change it, re-staff it, abolish it—if it doesn’t perform according to the higher circle’s expectations. The word customer or a reference to any feedback mechanism from the customer doesn't appear even once in the Holacracy Constitution. The Page 629arrangements are purely inward-looking and vertical,” according to Forbes.123 As of 2015, more than 300 circles covered the areas of customer service, social media, Holacracy implementation, and others.124 The Holacracy Constitution was developed by Brian Robertson, the software executive who proposed this form of organizational design. This document contains a language unique to this form of structure and detailed procedures for running governance and tactical meetings and expressing “tensions.” A tension is an employee concern or problem about something happening at the company. Circles are expected to resolve tensions. Employees are expected to use the language and procedural guidelines in the constitution. Hsieh notes this process makes everything explicit. In other words, holacracy creates bureaucracy and hierarchy. “The ironic thing is there’s actually a lot more structure and we have governance meetings. Each circle has its own governance meetings that list accountabilities and change purpose statements and so on,” he said.125 Employees are allowed to move from circle to circle if they believe their talents can be used more effectively elsewhere or they are unhappy in their current circle. The Outcomes of Holacracy at Zappos In attempt to optimize P-O fit, in 2015 Hsieh offered employees three months of severance pay if they did not like working in the new structure. About 14 percent of Zappos’s 1,500 employees took the deal. This is huge when you consider that the company’s traditional turnover rate has been about 1 percent.126 Hsieh isn’t overly concerned and even provided this positive spin: “Another way to look at it is that 86 percent of employees chose to walk away from the ‘easy money’ and stay with the company.” Zappos simply went out and hired more people. Fortune reporter Reingold concluded that holacracy creates winners and losers. On the positive side, it sparked new ideas and provided more opportunities for less senior employees because experience and expertise were de-emphasized in the new structure. It also benefited introverts in that they now are expected to speak up in meetings. It also helped dissatisfied employees such as Derek Noel. Noel was a customer service representative who wanted to transfer to the company’s culture team. His boss had blocked the transfer, but under holacracy, he was no longer allowed to do this. So Noel moved to the Fungineering circle, an events-planning/pep team.127 On the downside, the new structure is vague about how people receive performance evaluations and pay raises. Some are concerned about promotional opportunities because there are no managerial job tracks. Employees told The Wall Street Journal, “The new system has been confusing and time-consuming, especially at first, sometimes requiring five extra hours of meetings a week as workers unshackled from their former bosses organize themselves into ‘circles’ and learn the vocabulary of holacracy.”128 Now What? Hsieh wrote a 4,300-word memo to employees in 2015 called, “Reinventing Zappos: The Road to Teal.” (Remember that he earlier asked people to commit to a holacracy culture and 14 percent of the employees quit.) He then asked everyone to commit to teal or leave (with a nice severance package). He felt that nonbelievers needed to go. According to Fortune, “In the end, 18 percent of the 1,500 employees took buyouts, and another 11 percent left without a package.”129 All told, about 29 percent of Zappos employees quit the company as a result of instituting a holacracy culture in pursuit of becoming teal. Many remaining employees feel it’s time to refocus on organizational culture. It was suggested that circles include a “culture check” at every governance meeting. The company has also revised its recruiting process to assess whether applicants fit the new structure and philosophy of teal. In 2016, Zappos did not make Fortune’s list of Best Places to Work for the first time in eight years. Its scores on 48 of 58 questions had dropped.130