Research Project on UX UI Design in Ecommerce

I’ve got an Action Research Project on UX UI design in eCommerce. Long story short, I’m UX UI designer at an eCommerce company and doing Master in Webdesign. I’ve chosen “UX UI design in eCommerce” as an Action Research Project. The issue is I don’t know how to answer the following questions in a proper way. I need a professional tutor to answer the questions since it’s the last project I will do. It will be a 5 pages paper as stated below.Write a short paper (5 pages maximum excluding non-content pages) on the process you used or will use for finding an action research topic or obtaining a work-integrated learning (WIL) project.The paper must follow the formatting guidelines in The Publication Manual of the American Psychological Association (2010), (6th ed., 7th printing). Any supporting material must come from contain scholarly or professional sources (excluding blogs, wikis, and social media sites). In addition, the paper will be submitted through the Turnitin originality-checking tool.

Two discussion post questions 200-300 words for each question answered separately. APA

Two discussion post questions 200-300 words for each question answered separately. APA format.1. Is an IO cell utilized by various organizations such as CENTCOM, SOCOM, etc., the best model for conducting operations at a combatant command or service center? If not, what would be a better process or model for conducting IO combat operations?2. Is the Intelligence Community organized to support IO? Is utilizing the standard six phases and the Intelligence Preparation of the Battlespace the best methodology in an IO environment? If not, what would work better?

public services and Principal-Agent theory

Discuss the privatization of public services. Give us examples in your local area? Are they working as planned? (use either central Texas/bell county/travis county area). As part of that discussion, express your views on Principal-Agent theory. What are some inherent areas of concern?250 words. Must include 2 scholarly sources

When are VPN’s used today? Do you use a corporate or individual

When are VPN’s used today? Do you use a corporate or individual VPN? If so what are the benefits? Be sure to find at least one article (academic or business) and cite and reference in APA format. 250 wordsNo Plagirism

As you read the articles this week you will note they cover

As you read the articles this week you will note they cover the evolution of the budgetary process as well as attempts to reform that process over time. You will also note they were written over a decade ago. Posner, Paul L., The Continuity of Change: Public Budgeting and Finance Reforms over 70 Years. Ethical norms in public budgeting: Evolution or devolution? Smith, Robert W.Journal of Public Budgeting, Accounting

help making a makefile for c (g compiler)

As the topic says, I need assistance in creating a makefile for my project. I have attached the code for the project, but just need assistance in getting it created for me. Before I was compiling with just “g * -o program”

help making a makefile for c (g compiler)

As the topic says, I need assistance in creating a makefile for my project. I have attached the code for the project, but just need assistance in getting it created for me. Before I was compiling with just “g * -o program”

ways to strongly authenticate a remote machine. Justify your answers. List three distinct technologies for protecting files from tampering, and justify your answers.

In NOT less than 250 words, respond to the following discussion questions:All work should be cited in APA citation. Refer to the content area APA citations .

Task 1:Read “Customer service at Pret A Manger” Operations in Practice case

Task 1:Read “Customer service at Pret A Manger” Operations in Practice case on page 18 of the course textbook and answer the following questions:1. What are the advantages and disadvantages of Pret A Manger organizing itself so that the individual shops make the sandwiches that they sell?2. How can effective operations management at Pret A Manger contribute significantly to its success? And what would the consequences of poor operations management be in this kind of organization?Note: Please refer below text book in google.The course textbook is Operations Management. 2016. (8th Edition) by Slack, N., Brandon-Jones, A.,

Each student will write a short research paper for a peer-reviewed research

Each student will write a short research paper for a peer-reviewed research paper that pertains to the week’s assigned reading. This will be a detailed summary of the research paper and what you gained from the research. Each week, you will find an article/peer-reviewed research paper that pertains to the week’s assignment. If you have a difficult time, Google Scholar is a wonderful location to find these types of articles:https://scholar.google.com/Once you find the article, you will simply read it and then write a review of it. Think of it as an article review where you submit a short overview of the article.*All outside sources must be referenced and cited in your paper. All papers will be reviewed with a plagiarism software. Any references not properly referenced and cited will result in a 0 on your paper. Multiple violations will result in a failure for the course!

study – Adolescents

I have posted the reading material below. One is the PDF copy, another one is the document(both are the same content).Question need to be answered:In addition to the class disparities mentioned already, what other populations, groups, or family types are underrepresented in this chapter? How does this compare with what was discussed in your earlier readings about representation and the lack of data on minority populations? Potentially helpful note: this book was published in 2014.This link is the earlier reading material: https://onlinelibrary-wiley-com.proxy.ohiolink.edu:9100/doi/full/10.1002/cad.20245

400 to 500 wordsInformation and Risk Management (IRM) IRM entails procedures that

400 to 500 wordsInformation and Risk Management (IRM) IRM entails procedures that are enacted by individuals or organizations in order to significantly reduce vulnerabilities, threats, and consequences of having unprotected data (Stevens, 2015). Following the rapid technology growth, cases of computer hacking are common. The crimes are facilitated by negligence in the management and handling of pertinent information. Information can be stolen from the databases through physical or cyber means. Further, data loss is classified as either intentional or unintentional. Intentional threat occurs in situations where hackers invade organizations’ computer systems but with malicious intents. Unintentional threat, on the other hand, takes place where employees are negligent in handling information such as using weak passwords creating opportunities for cybercriminals to attack. Managing information risks should start at a point where the organization understands all types of threats facing their databases. Additionally, firms should evaluate the types of vulnerabilities that their IT department could encounter. This should be followed by setting comprehensive IRM strategies: the approach should commence with creating awareness of the threats among the stakeholders. Moreover, the firms should respond by employing technical controls; this entails features such as antivirus software, intrusion detection, and firewalls among others. The approaches could be reinforced through hiring a vendor risk management group that will be mandated to work closely with all third parties. The groups will be informed about the need to observe and abide by the set IRM policies (Whitman, Mattord,

For your initial prompt on this Discussion Forum, please identify three major

For your initial prompt on this Discussion Forum, please identify three major television shows that you are familiar with. For each of the shows, identify the main characters of the show. For each of these characters, please identify the ways in which they are portraying traditional or non-traditional gender roles. Please discuss ways in which several of these specific characters might influence young female and male viewers.book used is intimate relationships, marriages, and families

Assignment1. What is Alphabay, and how has the US government tried to

Assignment1. What is Alphabay, and how has the US government tried to limit its activities? Cite one court case involving Alphabay. 2. The minimum word count shall be not less than 500 words.

Assignment1. What is Alphabay, and how has the US government tried to

Assignment1. What is Alphabay, and how has the US government tried to limit its activities? Cite one court case involving Alphabay. 2. The minimum word count shall be not less than 500 words.

steps that you would take to solve this problem

for this assignment you are a job coach helping the disabled after reading the paragraph please Describe the steps that you would take to solve this problem. please to the following with 400 words I attached some resources to help. Sam recently became employed in a grocery store as a person helping with bagging and taking groceries to customer’s cars. His company has employed several other individuals from your agency and a successful work relationship has been built between you and his employer. Initially, Sam’s co-workers and supervisor were working with Sam primarily on the tasks of the job. He has been able to learn how to communicate with customers, bag groceries, and deliver them to customer cars without any concern. He is, however, not wearing the appropriate clothing for his job. The company provides shirts and asks employees to wear tan pants. Sam continues to wear shorts or jeans with the company shirt. He does not always look clean and neat. His work ethic is excellent. He is on time and very cooperative and considerate of his co-workers, customers and supervisors. Everyone is pleased with his ability to accomplish all that is needed when he is at work, however, his supervisor has called to ask your assistance regarding the clothing issue.Describe the steps that you would take to solve this problem.resources Introduction“Some people are born with disabilities. They grow gradually into the recognition that they are different from most other people and in ways that are negatively evaluated. Something everyone else can do, they cannot do. The realization of having been short changed comes slowly; it is their parents who may experience sudden shock. Other people become disabled after a lifetime – whether brief or long – of being more or less like everyone else. It may happen in a catastrophic moment, or it may take days, weeks, months, or years of illness to develop. The reactions to the facts of disablement depend in part on when and how it happens and in part on a host of other factors….”Natural Supports may come from personal associations and relationships. These are usually developed in the community and enhance the quality and security of life for people; they include family relationships; friendships; association with fellow students or employees in classrooms and work places; and associations developed though participation in clubs, organizations, and other activities. Natural supports may also come from the environment.Think about all the people in your life—friends, family, co-workers. Relationships with these people are your natural supports! You can count on them for help but what did you do to establish these relationships? We take them for granted rather than thinking about how they are developed.Here are some things to think about:Socialization: Job coaches and employment specialists can impede the natural social process when they become on-site teachers and more experienced employees do not get the chance to teach new employees “the ropes” and help them become part of the work setting. Your arrival on-site sends a message that some special expertise is needed for the employee to be successful. This tends to put social distance between them and their co-workers.Dependency: You spend lots of time with people getting to know and understand them. You build strong relationships that are necessary for work success. You are comfortable with each other and it is easy to understand why a person would depend on you. If you are a trainer in the workplace, you become even more important to the worker and sometimes you may be seen as the “boss.” The worker may depend on you for support and not utilize others within the work environment. Co-workers may see the job coach or employment specialist as the only one who communicates with or helps the new employee. Co-workers may have the following thoughts:Supporting people is not rocket science. It takes effort, knowledge and a little experience. Helping others get experience is the first step to the development of natural supports. By allowing others to work first hand with new employees, you will promote the development of their comfort and understanding.Employers can also develop dependency on the job coach or employment specialist. Supervisors and coworkers may not see their roles clearly if you are there to do all the training and handle all the orientation issues. People who will work directly with the new employee and supervise him or her should be coached to teach, interact, and solve problems. From the very beginning, it is important to get supervisors, co-workers and the new employee interacting and working together so that supports will develop naturally and with comfort. You should not be the one to develop the relationships, however, or you will become the middle person and supervisors and co-workers will depend on you for information and advice. The job coach must help the new employee become integrated into the work environment. While you want to make sure everything goes smoothly and that the new employee is successful on the job, you need to “LET GO.” You can do this as you help the individual build confidence and learn on his or her own in the new setting. Finding the balance between being a helper and being a cheerleader takes some practice. It is natural for people to turn to you as the “authority” since you are knowledgeable and you know the individual. Your job now is to help coworkers and supervisors provide natural and needed supports to the new employee.(Vash, The Psychology of Disability, 1981)Asking for help may be hard for people, Peter shares a story about a time when he was sitting outside and it began to rain. He was unable to propel his wheelchair and waited for a passerby whom he could ask for a push to shelter. Several people came and went, but he was unable to ask. He explains, “I was getting drenched in the rain, but I still couldn’t ask anyone to give me a push. Suddenly it hit me that I was waiting for someone to make eye contact with me and then I could ask. Somehow, I couldn’t reach out through the ’dark’ and force my presence on someone who hadn’t acknowledged me – especially when I was looking for a favor.”* Much of the material in this unit is based upon Kim Marlow’s 1998 booklet, Natural Supports. It was available from The University of Arkansa’s Rehabilitation Continuing Education Center but is probably “out of print.”According to Rogan, Hagner, and Murphy (1993) natural support is any assistance, relationships or interactions that allow a person to secure and maintain a community job in ways that correspond to the typical work routines and social interactions of other employees. People, with and without disabilities, need natural supports in their environments.Natural support refers to using things that are available in the environment. Using natural supports also means relying on the same things that other people rely on – each other. Rather than bringing in “foreign props or teaching materials”, you may be able to find support in the work environment!Distinctions of Natural Support:Natural support can be categorized into: relationships with people in the individual’s environment and adaptations to the individual’s environment. Examples include:The examples given above are examples of people or cues that all people use to support themselves at work and at home. In the same way, we want a supported employee to find people or things that will provide support in the work place, home, school, stores and community.Things to consider when looking for jobs that will enhance natural supports for the individual:During the job development stage, it is important that you look for supports for the job seeker. If an employer has no time or person power to support the employee, employment there may not be appropriate. Paying attention to how the individual will handle the environment as well as the job is very important. No two people need the same supports; the job coach must look for supports that are present and supports that are needed for the individual’s success.How do you help the individual and co-workers meet and get to know each other? Will relationships be formed by working together? Here are a few ideas for helping these natural relationships occur:This section concerns the ability to converse with all people. Your ability to talk, work, and relate to individuals and their families is critical to your success. The Rehabilitation Act certainly brings together forces for change in services for people with disabilities. The Rehabilitation Act along with the Americans With Disabilities Act and The Individuals with Disabilities Education Act focus on the values of inclusion and integration for people with disabilities. These laws help to further define the way employers, service providers, and educators can support people so that they can fully participate in the mainstream of their communities.You have an important role in helping people reach the goal of inclusion and integration. You should focus on the following outcomes:Individual Empowerment:Individuals and their families should choose, advise, direct and evaluate the services in which they are involved. This should translate to individualized supports designed around each person seeking a job or working. Assist the active involvement of each individual:Families and Job Coach/Employment Specialists:Families are critical to your success. You can help them take a part in assisting the individual to reach his/her goals. Many parents have been told that their sons or daughters would never be able to function in the “real world.” A community job may seem impossible.The job coach is challenged to find a job that matches the individual’s abilities and interests. A real job can affect all aspects of a person’s life – friendships, self-esteem, and contribution in the community. Other doors begin to open in areas such as recreation, living arrangements, and an expanding group of relationships.Some families may not encourage employment. Here are some examples of concerns:You must listen to and recognize these concerns that may have great effect on the individual. Family support groups are excellent ways to provide parent to parent education. Your ability to see the big picture and to help work through issues as they arise may help alleviate concerns. It is important that families feel involved and that you engage families and friends in career planning. Discuss success stories and examples of problems and how they worked out. Involve families and support networks in service supports. Respect families and, at the same time, work to educate them. Encourage families to seek support from neighbors and friends.Staying up-to-date on how things are going will help keep the lines of communication open for all persons. Once you feel that the worker and employer have begun to meet their mutual goals and the employee is comfortable at work, you can begin to remove yourself from the work environment. If there are work changes such as a new supervisor, new co-workers, or changes at home or in medication, your assistance to the individual may be critical. Before you leave the work setting, be sure that people feel comfortable doing all the things that you have done to help the individual. It might be helpful to talk with your colleagues to learn whether or not you have accomplished all that needs to occur before you remove yourself. Other job coaches or employment specialists can help you think through “fading.” Talking to other participants in this course may help you think through all the issues.You must be cautious not to be the “chief problem solver.” If you receive a call from an individual or employer, listen and help him or her find viable solutions. It is important to support both persons in being able to handle whatever issue might arise, but if you find yourself getting in your car and driving over to the business, be sure to remind yourself that your role is to assist the co-worker/supervisor/individual to solve problems. If you do it all yourself, you will be the one everyone depends on. Here are some questions that may help an employer or coworker resolve issues:If employers say “I didn’t do anything but call you”, then you know that you have not accomplished what you had planned when the individual got the job. Remember communication between the employer and the individual is the key to a successful relationship.When you are setting up continued communication with the employer, try not to impose what you will do in keeping in touch; ask what he or she would feel comfortable with and what would fit his or her schedule for continued communication. This will keep the door open, not only for future employment opportunities, but also for staying in touch about the worker’s progress.The nature and amount of support for the worker will vary during employment tenure. Generally, you will be involved with the individual in two areas: 1) employment-specific supports, and 2) individual or community supports. Employment supports are directly related to the job and may include the provision of additional training and/or assistive technology or assistance with socialization within the workplace. Long-term or on-going employment supports include:Individual and community supports are supports that are arranged and delivered away from the workplace. Supports in this category include housing and or personal living arrangements, leisure, financial support, transportation, and relationships.Regular discussions with the individual at and away from the job site, regarding satisfaction and contentment with work, will help you get an idea of the success of the job placement. Based on what you are told by the worker, family, and employer, you can help set up a proactive plan for support.If the employee’s job duties change or are expanded, you may find yourself reentering the workplace to assist in the change. This is typically an arrangement that is made with the employer from the start. In order to become a valued member of the business, the employee may find new ways to offer help and may ask for your assistance in gaining additional expertise. Your lines of communication with the individual will remain critical as time goes on. After the individual has worked for enough time to realize more about his/her own personal strengths, weaknesses and interests, he or she might ask to speak to you about career goals. Your role as a support to the individual is to help in the identification of career goals and to assist in determining if the goals can be achieved on the present job or with a new employer. Your ability to access information on the internet for the individual could be extremely valuable. You are there to guide and support, not necessarily to “do” everything in respect to desired career explorations.An employee with a disability may be terminated or may choose to end his/her employment. At this point, that individual, the employer, the job coach (and any others closely involved) may choose to get together for an exit interview to review what led to the termination of employment. The employee should be given a clear reason for termination (if it was not voluntary); as in all situations, there is no reason to protect the worker from the facts. Using information from this interview will help in the development of future employment paths. As in all interactions with service recipients, the job coach must be attentive to reasons for discontent and take these into consideration in future job development efforts.An additional aspect of support is an Employee Assistance Program (EAP). This program is found in larger corporations and offers a wide range of service options for employees. EAPs have developed a variety of services that include child/elder care, retirement options, fitness and health maintenance programs, counseling, drug or AIDS testing, and other supports. These programs offer assistance and, in some cases, a way to support workers in maintaining the balance of roles and responsibilities at work and at home. Employers set up these programs for all employees but employees with significant disabilities often underutilize them. Through an EAP, the company can help the employee feel less stigmatized or dependent on disability services and can help integrate the employee into the overall employee population. Information about EAP services is ordinarily disseminated during employee orientation. You can help the individual gain information by investigating the programs offered by an EAP and making sure the employee knows about them. The employee can direct the process and make decisions regarding the use of these services prior to the need arising.As a job coach or employment specialist, you must be knowledgeable about the vast array of funding sources that offer consumers long term support. Although they vary in strengths and weaknesses, they do offer consumers options to meet specific needs.

a job coach helping the disabled get employment

You are a job coach helping the disabled get employment for this assignment please respond with 450 words I attached some resources Natural Supports may come from personal associations and relationships. These are usually developed in the community and enhance the quality and security of life for people; they include family relationships; friendships; association with fellow students or employees in classrooms and work places; and associations developed though participation in clubs, organizations, and other activities. Natural supports may also come from the environment.Think about all the people in your life—friends, family, co-workers. Relationships with these people are your natural supports! You can count on them for help but what did you do to establish these relationships? We take them for granted rather than thinking about how they are developed.Here are some things to think about:Socialization: Job coaches and employment specialists can impede the natural social process when they become on-site teachers and more experienced employees do not get the chance to teach new employees “the ropes” and help them become part of the work setting. Your arrival on-site sends a message that some special expertise is needed for the employee to be successful. This tends to put social distance between them and their co-workers.Dependency: You spend lots of time with people getting to know and understand them. You build strong relationships that are necessary for work success. You are comfortable with each other and it is easy to understand why a person would depend on you. If you are a trainer in the workplace, you become even more important to the worker and sometimes you may be seen as the “boss.” The worker may depend on you for support and not utilize others within the work environment. Co-workers may see the job coach or employment specialist as the only one who communicates with or helps the new employee. Co-workers may have the following thoughts:Supporting people is not rocket science. It takes effort, knowledge and a little experience. Helping others get experience is the first step to the development of natural supports. By allowing others to work first hand with new employees, you will promote the development of their comfort and understanding.Employers can also develop dependency on the job coach or employment specialist. Supervisors and coworkers may not see their roles clearly if you are there to do all the training and handle all the orientation issues. People who will work directly with the new employee and supervise him or her should be coached to teach, interact, and solve problems. From the very beginning, it is important to get supervisors, co-workers and the new employee interacting and working together so that supports will develop naturally and with comfort. You should not be the one to develop the relationships, however, or you will become the middle person and supervisors and co-workers will depend on you for information and advice. The job coach must help the new employee become integrated into the work environment. While you want to make sure everything goes smoothly and that the new employee is successful on the job, you need to “LET GO.” You can do this as you help the individual build confidence and learn on his or her own in the new setting. Finding the balance between being a helper and being a cheerleader takes some practice. It is natural for people to turn to you as the “authority” since you are knowledgeable and you know the individual. Your job now is to help coworkers and supervisors provide natural and needed supports to the new employee.According to Rogan, Hagner, and Murphy (1993) natural support is any assistance, relationships or interactions that allow a person to secure and maintain a community job in ways that correspond to the typical work routines and social interactions of other employees. People, with and without disabilities, need natural supports in their environments.Natural support refers to using things that are available in the environment. Using natural supports also means relying on the same things that other people rely on – each other. Rather than bringing in “foreign props or teaching materials”, you may be able to find support in the work environment!Distinctions of Natural Support:Natural support can be categorized into: relationships with people in the individual’s environment and adaptations to the individual’s environment. Examples include:The examples given above are examples of people or cues that all people use to support themselves at work and at home. In the same way, we want a supported employee to find people or things that will provide support in the work place, home, school, stores and community.Things to consider when looking for jobs that will enhance natural supports for the individual:During the job development stage, it is important that you look for supports for the job seeker. If an employer has no time or person power to support the employee, employment there may not be appropriate. Paying attention to how the individual will handle the environment as well as the job is very important. No two people need the same supports; the job coach must look for supports that are present and supports that are needed for the individual’s success.How do you help the individual and co-workers meet and get to know each other? Will relationships be formed by working together? Here are a few ideas for helping these natural relationships occur:This section concerns the ability to converse with all people. Your ability to talk, work, and relate to individuals and their families is critical to your success. The Rehabilitation Act certainly brings together forces for change in services for people with disabilities. The Rehabilitation Act along with the Americans With Disabilities Act and The Individuals with Disabilities Education Act focus on the values of inclusion and integration for people with disabilities. These laws help to further define the way employers, service providers, and educators can support people so that they can fully participate in the mainstream of their communities.You have an important role in helping people reach the goal of inclusion and integration. You should focus on the following outcomes:Individual Empowerment:Individuals and their families should choose, advise, direct and evaluate the services in which they are involved. This should translate to individualized supports designed around each person seeking a job or working. Assist the active involvement of each individual:Families and Job Coach/Employment Specialists:Families are critical to your success. You can help them take a part in assisting the individual to reach his/her goals. Many parents have been told that their sons or daughters would never be able to function in the “real world.” A community job may seem impossible.The job coach is challenged to find a job that matches the individual’s abilities and interests. A real job can affect all aspects of a person’s life – friendships, self-esteem, and contribution in the community. Other doors begin to open in areas such as recreation, living arrangements, and an expanding group of relationships.Some families may not encourage employment. Here are some examples of concerns:You must listen to and recognize these concerns that may have great effect on the individual. Family support groups are excellent ways to provide parent to parent education. Your ability to see the big picture and to help work through issues as they arise may help alleviate concerns. It is important that families feel involved and that you engage families and friends in career planning. Discuss success stories and examples of problems and how they worked out. Involve families and support networks in service supports. Respect families and, at the same time, work to educate them. Encourage families to seek support from neighbors and friends.Staying up-to-date on how things are going will help keep the lines of communication open for all persons. Once you feel that the worker and employer have begun to meet their mutual goals and the employee is comfortable at work, you can begin to remove yourself from the work environment. If there are work changes such as a new supervisor, new co-workers, or changes at home or in medication, your assistance to the individual may be critical. Before you leave the work setting, be sure that people feel comfortable doing all the things that you have done to help the individual. It might be helpful to talk with your colleagues to learn whether or not you have accomplished all that needs to occur before you remove yourself. Other job coaches or employment specialists can help you think through “fading.” Talking to other participants in this course may help you think through all the issues.You must be cautious not to be the “chief problem solver.” If you receive a call from an individual or employer, listen and help him or her find viable solutions. It is important to support both persons in being able to handle whatever issue might arise, but if you find yourself getting in your car and driving over to the business, be sure to remind yourself that your role is to assist the co-worker/supervisor/individual to solve problems. If you do it all yourself, you will be the one everyone depends on. Here are some questions that may help an employer or coworker resolve issues:If employers say “I didn’t do anything but call you”, then you know that you have not accomplished what you had planned when the individual got the job. Remember communication between the employer and the individual is the key to a successful relationship.When you are setting up continued communication with the employer, try not to impose what you will do in keeping in touch; ask what he or she would feel comfortable with and what would fit his or her schedule for continued communication. This will keep the door open, not only for future employment opportunities, but also for staying in touch about the worker’s progress.The nature and amount of support for the worker will vary during employment tenure. Generally, you will be involved with the individual in two areas: 1) employment-specific supports, and 2) individual or community supports. Employment supports are directly related to the job and may include the provision of additional training and/or assistive technology or assistance with socialization within the workplace. Long-term or on-going employment supports include:Individual and community supports are supports that are arranged and delivered away from the workplace. Supports in this category include housing and or personal living arrangements, leisure, financial support, transportation, and relationships.Regular discussions with the individual at and away from the job site, regarding satisfaction and contentment with work, will help you get an idea of the success of the job placement. Based on what you are told by the worker, family, and employer, you can help set up a proactive plan for support.If the employee’s job duties change or are expanded, you may find yourself reentering the workplace to assist in the change. This is typically an arrangement that is made with the employer from the start. In order to become a valued member of the business, the employee may find new ways to offer help and may ask for your assistance in gaining additional expertise. Your lines of communication with the individual will remain critical as time goes on. After the individual has worked for enough time to realize more about his/her own personal strengths, weaknesses and interests, he or she might ask to speak to you about career goals. Your role as a support to the individual is to help in the identification of career goals and to assist in determining if the goals can be achieved on the present job or with a new employer. Your ability to access information on the internet for the individual could be extremely valuable. You are there to guide and support, not necessarily to “do” everything in respect to desired career explorations.An employee with a disability may be terminated or may choose to end his/her employment. At this point, that individual, the employer, the job coach (and any others closely involved) may choose to get together for an exit interview to review what led to the termination of employment. The employee should be given a clear reason for termination (if it was not voluntary); as in all situations, there is no reason to protect the worker from the facts. Using information from this interview will help in the development of future employment paths. As in all interactions with service recipients, the job coach must be attentive to reasons for discontent and take these into consideration in future job development efforts.An additional aspect of support is an Employee Assistance Program (EAP). This program is found in larger corporations and offers a wide range of service options for employees. EAPs have developed a variety of services that include child/elder care, retirement options, fitness and health maintenance programs, counseling, drug or AIDS testing, and other supports. These programs offer assistance and, in some cases, a way to support workers in maintaining the balance of roles and responsibilities at work and at home. Employers set up these programs for all employees but employees with significant disabilities often underutilize them. Through an EAP, the company can help the employee feel less stigmatized or dependent on disability services and can help integrate the employee into the overall employee population. Information about EAP services is ordinarily disseminated during employee orientation. You can help the individual gain information by investigating the programs offered by an EAP and making sure the employee knows about them. The employee can direct the process and make decisions regarding the use of these services prior to the need arising.As a job coach or employment specialist, you must be knowledgeable about the vast array of funding sources that offer consumers long term support. Although they vary in strengths and weaknesses, they do offer consumers options to meet specific needs.

steps that you would take to solve this problem

for this assignment you are a job coach helping the disabled after reading the paragraph please Describe the steps that you would take to solve this problem. please to the following with 400 words I attached some resources to help. Sam recently became employed in a grocery store as a person helping with bagging and taking groceries to customer’s cars. His company has employed several other individuals from your agency and a successful work relationship has been built between you and his employer. Initially, Sam’s co-workers and supervisor were working with Sam primarily on the tasks of the job. He has been able to learn how to communicate with customers, bag groceries, and deliver them to customer cars without any concern. He is, however, not wearing the appropriate clothing for his job. The company provides shirts and asks employees to wear tan pants. Sam continues to wear shorts or jeans with the company shirt. He does not always look clean and neat. His work ethic is excellent. He is on time and very cooperative and considerate of his co-workers, customers and supervisors. Everyone is pleased with his ability to accomplish all that is needed when he is at work, however, his supervisor has called to ask your assistance regarding the clothing issue.Describe the steps that you would take to solve this problem.resources Introduction“Some people are born with disabilities. They grow gradually into the recognition that they are different from most other people and in ways that are negatively evaluated. Something everyone else can do, they cannot do. The realization of having been short changed comes slowly; it is their parents who may experience sudden shock. Other people become disabled after a lifetime – whether brief or long – of being more or less like everyone else. It may happen in a catastrophic moment, or it may take days, weeks, months, or years of illness to develop. The reactions to the facts of disablement depend in part on when and how it happens and in part on a host of other factors….”Natural Supports may come from personal associations and relationships. These are usually developed in the community and enhance the quality and security of life for people; they include family relationships; friendships; association with fellow students or employees in classrooms and work places; and associations developed though participation in clubs, organizations, and other activities. Natural supports may also come from the environment.Think about all the people in your life—friends, family, co-workers. Relationships with these people are your natural supports! You can count on them for help but what did you do to establish these relationships? We take them for granted rather than thinking about how they are developed.Here are some things to think about:Socialization: Job coaches and employment specialists can impede the natural social process when they become on-site teachers and more experienced employees do not get the chance to teach new employees “the ropes” and help them become part of the work setting. Your arrival on-site sends a message that some special expertise is needed for the employee to be successful. This tends to put social distance between them and their co-workers.Dependency: You spend lots of time with people getting to know and understand them. You build strong relationships that are necessary for work success. You are comfortable with each other and it is easy to understand why a person would depend on you. If you are a trainer in the workplace, you become even more important to the worker and sometimes you may be seen as the “boss.” The worker may depend on you for support and not utilize others within the work environment. Co-workers may see the job coach or employment specialist as the only one who communicates with or helps the new employee. Co-workers may have the following thoughts:Supporting people is not rocket science. It takes effort, knowledge and a little experience. Helping others get experience is the first step to the development of natural supports. By allowing others to work first hand with new employees, you will promote the development of their comfort and understanding.Employers can also develop dependency on the job coach or employment specialist. Supervisors and coworkers may not see their roles clearly if you are there to do all the training and handle all the orientation issues. People who will work directly with the new employee and supervise him or her should be coached to teach, interact, and solve problems. From the very beginning, it is important to get supervisors, co-workers and the new employee interacting and working together so that supports will develop naturally and with comfort. You should not be the one to develop the relationships, however, or you will become the middle person and supervisors and co-workers will depend on you for information and advice. The job coach must help the new employee become integrated into the work environment. While you want to make sure everything goes smoothly and that the new employee is successful on the job, you need to “LET GO.” You can do this as you help the individual build confidence and learn on his or her own in the new setting. Finding the balance between being a helper and being a cheerleader takes some practice. It is natural for people to turn to you as the “authority” since you are knowledgeable and you know the individual. Your job now is to help coworkers and supervisors provide natural and needed supports to the new employee.(Vash, The Psychology of Disability, 1981)Asking for help may be hard for people, Peter shares a story about a time when he was sitting outside and it began to rain. He was unable to propel his wheelchair and waited for a passerby whom he could ask for a push to shelter. Several people came and went, but he was unable to ask. He explains, “I was getting drenched in the rain, but I still couldn’t ask anyone to give me a push. Suddenly it hit me that I was waiting for someone to make eye contact with me and then I could ask. Somehow, I couldn’t reach out through the ’dark’ and force my presence on someone who hadn’t acknowledged me – especially when I was looking for a favor.”* Much of the material in this unit is based upon Kim Marlow’s 1998 booklet, Natural Supports. It was available from The University of Arkansa’s Rehabilitation Continuing Education Center but is probably “out of print.”According to Rogan, Hagner, and Murphy (1993) natural support is any assistance, relationships or interactions that allow a person to secure and maintain a community job in ways that correspond to the typical work routines and social interactions of other employees. People, with and without disabilities, need natural supports in their environments.Natural support refers to using things that are available in the environment. Using natural supports also means relying on the same things that other people rely on – each other. Rather than bringing in “foreign props or teaching materials”, you may be able to find support in the work environment!Distinctions of Natural Support:Natural support can be categorized into: relationships with people in the individual’s environment and adaptations to the individual’s environment. Examples include:The examples given above are examples of people or cues that all people use to support themselves at work and at home. In the same way, we want a supported employee to find people or things that will provide support in the work place, home, school, stores and community.Things to consider when looking for jobs that will enhance natural supports for the individual:During the job development stage, it is important that you look for supports for the job seeker. If an employer has no time or person power to support the employee, employment there may not be appropriate. Paying attention to how the individual will handle the environment as well as the job is very important. No two people need the same supports; the job coach must look for supports that are present and supports that are needed for the individual’s success.How do you help the individual and co-workers meet and get to know each other? Will relationships be formed by working together? Here are a few ideas for helping these natural relationships occur:This section concerns the ability to converse with all people. Your ability to talk, work, and relate to individuals and their families is critical to your success. The Rehabilitation Act certainly brings together forces for change in services for people with disabilities. The Rehabilitation Act along with the Americans With Disabilities Act and The Individuals with Disabilities Education Act focus on the values of inclusion and integration for people with disabilities. These laws help to further define the way employers, service providers, and educators can support people so that they can fully participate in the mainstream of their communities.You have an important role in helping people reach the goal of inclusion and integration. You should focus on the following outcomes:Individual Empowerment:Individuals and their families should choose, advise, direct and evaluate the services in which they are involved. This should translate to individualized supports designed around each person seeking a job or working. Assist the active involvement of each individual:Families and Job Coach/Employment Specialists:Families are critical to your success. You can help them take a part in assisting the individual to reach his/her goals. Many parents have been told that their sons or daughters would never be able to function in the “real world.” A community job may seem impossible.The job coach is challenged to find a job that matches the individual’s abilities and interests. A real job can affect all aspects of a person’s life – friendships, self-esteem, and contribution in the community. Other doors begin to open in areas such as recreation, living arrangements, and an expanding group of relationships.Some families may not encourage employment. Here are some examples of concerns:You must listen to and recognize these concerns that may have great effect on the individual. Family support groups are excellent ways to provide parent to parent education. Your ability to see the big picture and to help work through issues as they arise may help alleviate concerns. It is important that families feel involved and that you engage families and friends in career planning. Discuss success stories and examples of problems and how they worked out. Involve families and support networks in service supports. Respect families and, at the same time, work to educate them. Encourage families to seek support from neighbors and friends.Staying up-to-date on how things are going will help keep the lines of communication open for all persons. Once you feel that the worker and employer have begun to meet their mutual goals and the employee is comfortable at work, you can begin to remove yourself from the work environment. If there are work changes such as a new supervisor, new co-workers, or changes at home or in medication, your assistance to the individual may be critical. Before you leave the work setting, be sure that people feel comfortable doing all the things that you have done to help the individual. It might be helpful to talk with your colleagues to learn whether or not you have accomplished all that needs to occur before you remove yourself. Other job coaches or employment specialists can help you think through “fading.” Talking to other participants in this course may help you think through all the issues.You must be cautious not to be the “chief problem solver.” If you receive a call from an individual or employer, listen and help him or her find viable solutions. It is important to support both persons in being able to handle whatever issue might arise, but if you find yourself getting in your car and driving over to the business, be sure to remind yourself that your role is to assist the co-worker/supervisor/individual to solve problems. If you do it all yourself, you will be the one everyone depends on. Here are some questions that may help an employer or coworker resolve issues:If employers say “I didn’t do anything but call you”, then you know that you have not accomplished what you had planned when the individual got the job. Remember communication between the employer and the individual is the key to a successful relationship.When you are setting up continued communication with the employer, try not to impose what you will do in keeping in touch; ask what he or she would feel comfortable with and what would fit his or her schedule for continued communication. This will keep the door open, not only for future employment opportunities, but also for staying in touch about the worker’s progress.The nature and amount of support for the worker will vary during employment tenure. Generally, you will be involved with the individual in two areas: 1) employment-specific supports, and 2) individual or community supports. Employment supports are directly related to the job and may include the provision of additional training and/or assistive technology or assistance with socialization within the workplace. Long-term or on-going employment supports include:Individual and community supports are supports that are arranged and delivered away from the workplace. Supports in this category include housing and or personal living arrangements, leisure, financial support, transportation, and relationships.Regular discussions with the individual at and away from the job site, regarding satisfaction and contentment with work, will help you get an idea of the success of the job placement. Based on what you are told by the worker, family, and employer, you can help set up a proactive plan for support.If the employee’s job duties change or are expanded, you may find yourself reentering the workplace to assist in the change. This is typically an arrangement that is made with the employer from the start. In order to become a valued member of the business, the employee may find new ways to offer help and may ask for your assistance in gaining additional expertise. Your lines of communication with the individual will remain critical as time goes on. After the individual has worked for enough time to realize more about his/her own personal strengths, weaknesses and interests, he or she might ask to speak to you about career goals. Your role as a support to the individual is to help in the identification of career goals and to assist in determining if the goals can be achieved on the present job or with a new employer. Your ability to access information on the internet for the individual could be extremely valuable. You are there to guide and support, not necessarily to “do” everything in respect to desired career explorations.An employee with a disability may be terminated or may choose to end his/her employment. At this point, that individual, the employer, the job coach (and any others closely involved) may choose to get together for an exit interview to review what led to the termination of employment. The employee should be given a clear reason for termination (if it was not voluntary); as in all situations, there is no reason to protect the worker from the facts. Using information from this interview will help in the development of future employment paths. As in all interactions with service recipients, the job coach must be attentive to reasons for discontent and take these into consideration in future job development efforts.An additional aspect of support is an Employee Assistance Program (EAP). This program is found in larger corporations and offers a wide range of service options for employees. EAPs have developed a variety of services that include child/elder care, retirement options, fitness and health maintenance programs, counseling, drug or AIDS testing, and other supports. These programs offer assistance and, in some cases, a way to support workers in maintaining the balance of roles and responsibilities at work and at home. Employers set up these programs for all employees but employees with significant disabilities often underutilize them. Through an EAP, the company can help the employee feel less stigmatized or dependent on disability services and can help integrate the employee into the overall employee population. Information about EAP services is ordinarily disseminated during employee orientation. You can help the individual gain information by investigating the programs offered by an EAP and making sure the employee knows about them. The employee can direct the process and make decisions regarding the use of these services prior to the need arising.As a job coach or employment specialist, you must be knowledgeable about the vast array of funding sources that offer consumers long term support. Although they vary in strengths and weaknesses, they do offer consumers options to meet specific needs.

Selling Security to the OrganizationPlease type a three- to five-page (800 to

Selling Security to the OrganizationPlease type a three- to five-page (800 to 1,200 words) paper. Using APA style, assess the importance of developing a comprehensive security policy within the organization. What you need to convey to your CEO is that network attacks are continuing to make the news and organizations have reacted by increasingly spending more of their overall IT budget on security. Business executives are starting to have questions about what they’re receiving for their increased IT security spending. Make the case to justify this spending by describing at least five main sections of an information security policy and the business benefits generated if a company’s employees comply with each section. Use transition words, a thesis statement, an introduction, a body, a conclusion, and a reference page with at least two references. Use double-spaced, 12-point Arial font.Assignment Grading Rubric

Purpose: The purpose of this assignment is for you to better understand

Purpose: The purpose of this assignment is for you to better understand the practice of gerrymandering and its consequences in the states and at the national level.Skills/Knowledge: As a result of completing this assignment, you will be able to define gerrymandering; you will understand the possible consequences of gerrymandering; and you will come to a conclusion regarding the current case before the Supreme Court, Gill v. Whitford.Task: Read the attached packet of articles concerning gerrymandering and answer the following questions:Gerrymandering Packet.pdfAccording to the articles and class lectures, what are the main arguments against gerrymandering? In other words, how does gerrymandering harm democracy?Grading Criteria: Be sure to answer each of the above questions. Your answers and amicus curiae brief must demonstrate that you read the attached articles. Be sure to include in text citations when you use these or any other readings. The 25 point assignment is broken down as 15 points for content and 10 points for writing and organization. Please see the rubric for additional details about how the grades will be determined

step scientific reasoning and programing

it is an assignment that needs a complete 6 step scientific reasoning choosing among theortical or causal model using an appropriate article online , here is the requirement:You may work alone, or in a small group (from 2-4 people). The assignment is to write a report of a scientific episode (like the exercises at the end of each chapter), and then to analyze the episode you’re reporting on using the appropriate 6-step program (theoretical, statistical, or causal). I recommend basing your report on an article found in the science section of a popular newspaper or magazine: Scientific American, The New York Times, Psychology Today, etc. While you can use a news article as the basis for your own report, the report you turn in needs to be written entirely by you (and/or your group). You may need to dip into the relevant scientific paper(s) to pull sample sizes, sample frequencies etc. Whether or not you’re working in a group, every student must submit an assignment to Canvas. (If working in a group, please list each group member’s name and SID# on the assignment.) It is also required to turn in a copy of the article(s) you base your report on. It’s not permitted to use one of the reports discussed in class, or in the book. Your grade will be based on the quality of your report and the correctness of your six-step analysis. You should aim for at least one page in length. Grammar, spelling, and style will count. Use the reports in the book as models. One last word of advice: success on this project requires that you pick an episode that you’re able to provide a good analysis of. As many episodes in science use sophisticated procedures that we have not learned how to evaluate, it may be in your interest to choose a simple episode. Best of luck!

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