Monthly Archives: November, 2016

Write my project on Ethics at Enron


Write my project on Ethics at Enron

Quiz #5

Ethics at Enron

Footer:  Type your name and ZID# into the footer.

Assignment:  Ethics at Enron.

Requirement:  Answer Questions 1 – 11 below.

Estimated Time To Complete the Assignment:  1hr. 50 min for movie time and 60 minutes for questions

Enron:  The Smartest Guys in the Room:

Watch the movie Enron:  The Smartest Guys in the Room (Magnolia Home Entertainment, 2005, Los Angeles, California).  1 hr. 50 min.  $2.99 at You Tube, Vudu, Amazon Video, or Google Pay Movies & TV.  It is also available on Netflix.

Here are some additional sites that may give free access to the above documentary (some may have subtitles though):

https://freedocumentaries.org/documentary/enron-the-smartest-guys-in-the-room#watch-film

 

http://documentaryheaven.com/enron-the-smartest-guys-in-the-room/

 

http://documentary-movie.com/enron-the-smartest-guys-in-the-room/

 

Each question below is worth 3 pts.  Total regular points are 22 plus 11 pts. extra credit possible, depending on how thorough your answer is.  If you answer just “Yes” or “No” or in simple short phrases, you will not receive full credit.  All answers are to be typed into this word document.  Use complete sentences and treat each question as a short essay.  Explain your answers.  Your completed assignment should be about 3 1/2 – 4 pages in length.

Answer the following questions below:

  1. Do you think such behavior is common at other companies or do you think this was a fairly isolated event?  Why?
  2. How important is the “tone at the top” (the tone set by company leadership? Why?

 

  1. Do you think you could be tempted to follow along if the leadership at your company had the same mentality as the leadership at Enron, or do you think you would have the courage to “just say no” or even be a whistle-blower”?
  2. Why do you think some people can so easily justify (at least to themselves) their unethical behavior?
  3. In general, do you think people stop to think about how their actions will affect other people, (e.g., the elderly in California who suffered due to electricity blackouts) or do they just “do their job”?
  4. What was your reaction to the psychology experiment shown in the DVD? Studies have shown that unlike the traders at Enron (who received large bonuses), most employees really have very little to gain from following a superior’s directive to act unethically.  Why then do some people do it?
  5. Do you think people weigh the potential costs of acting unethically with the potential benefits?
  6. The reporter from Fortune magazine asked the question, “How does Enron make its money?” Why should every employee and manager (at every company) know the answer to this question?
  7. In light of the “market-to-market” accounting that enabled Enron to basically record any profit it wished to record, can you understand why some of the cornerstones of financial accounting are “conservatism” and “recording transactions at historical cost”?
  8. How did employees of Enron (and employees of the utilities company in Oregon) end up losing billions in retirement funds?
  9. You are a business student and will someday work for a company or own a business. How did watching this movie impact the way you intend to conduct yourself as an employee or owner?

 

Need Help-Peer Evaluation


Need Help=Peer Evaluation

Peer Evaluator: T.  Alshehhi

Group #:

Topic: ___________________________________________ Date: November

Rate each of the following areas as excellent (ü+), good (ü), or needs work (ü-). Add Comments to explain your rating and answer the questions below.

 

Area

 

Rating Comments
Content (e.g. interest, appropriateness for assignment, clear focus, good support and details)

 

Organization (e.g. easy to follow, coherent)

 

Delivery and Overall Communication (e.g. eye contact, appropriate volume and rate of speech, clarity of speech, comprehensibility, posture and body language, use of media and visual aids, all members well-prepared)

 

 

  1. Why must engineers understand biological concepts for success of the project/concept?

 

  1. What is one thing the group did well?

 

  1. What is one suggestion to help them improve future presentations?

 

  1. Additional Comments

 

Help-General Chemistry


Help-General Chemistry II (CHE-112)

Section no.:

Semester and year:

 

 

Written Assignment 6: Reactions of Acids and Bases

 

Answer all assigned questions and problems, and show all work.

 

  1. Determine the pH of (a) a 0.40 M CH3CO2H solution, (b) a solution that is 0.40 M CH3CO2H and 0.20 M NaCH3CO2. (8 points)

 

(Reference: Chang 16.5)

 

 

 

 

 

  1. Which of the following solutions can act as a buffer? (a) KCl/HCl, (b) KHSO4/H2SO4, (c) KNO2/HNO2. (5 points)

 

(Reference: Chang 16.9)

 

 

 

 

  1. Calculate the pH of the buffer system made up of 0.15 M NH3/0.35 M NH4 (5 points)

 

(Reference: Chang 16.11)

 

 

 

 

  1. The pH of a bicarbonate-carbonic acid buffer is 8.00. Calculate the ratio of the concentration of carbonic acid (H2CO3) to that of the bicarbonate ion (HCO3). (5 points)

 

(Reference: Chang 16.13)

 

 

 

 

 

  1. The pH of a sodium acetate–acetic acid buffer is 4.50. Calculate the ratio [CH3COO]/[CH3COOH]. (5 points)

 

(Reference: Chang 16.15)

 

 

 

 

 

  1. Calculate the pH of the 0.20 M NH3/0.20 M NH4Cl buffer. What is the pH of the buffer after the addition of 10.0 mL of 0.10 M HCl to 65.0 mL of the buffer? (8 points)

(Reference: Chang 16.17)

 

 

 

 

 

 

  1. A 0.2688 g sample of a monoprotic acid neutralized 16.4 mL of 0.08133 M KOH solution. Calculate the molar mass of the acid. (5 points)

 

(Reference: Chang 16.27)

 

 

 

 

 

 

  1. In a titration experiment, 12.5 mL of 0.500 M H2SO4 neutralize 50.0 mL of NaOH. What is the concentration of the NaOH solution? (5 points)

 

(Reference: Chang 16.29)

 

 

 

 

 

 

  1. A 0.1276 g sample of an unknown monoprotic acid was dissolved in 25.0 mL of water and titrated with 0.0633 M NaOH solution. The volume of base required to bring the solution to the equivalence point was 18.4 mL. (a) Calculate the molar mass of the acid. (b) After 10.0 mL of base had been added during the titration, the pH was determined to be 5.87. What is the Ka of the unknown acid? (10 points)

 

(Reference: Chang 16.31)

           

 

 

 

  1. Calculate the pH at the equivalence point for the following titration: 0.20 M HCl versus 0.20 M methylamine (CH3NH3; Kb = 4.4 × 10–4) (5 points)

           

(Reference: Chang 16.33)

 

 

 

 

  1. A 25.0 mL solution of 0.100 M CH3COOH is titrated with a 0.200 M KOH solution. Calculate the pH after the following additions of the KOH solution: (a) 0.0 mL, (b) 5.0 mL, (c) 10.0 mL, (d) 12.5 mL, (e) 15.0 mL. (25 points)

 

(Reference: Chang 16.35)

 

 

 

 

  1. Referring to the following table:

 

Indicator Color in Acid Color in Base pH Range*
Thymol blue Red Yellow 1.2–2.8
Bromophenol blue Yellow Bluish purple 3.0–4.6
Methyl orange Orange Yellow 3.1–4.4
Methyl red Red Yellow 4.2–6.3
Chlorophenol blue Yellow Red 4.8–6.4
Bromothymol blue Yellow Blue 6.0–7.6
Cresol red Yellow Red 7.2–8.8
Phenolphthalein Colorless Reddish pink 8.3–10.0

*The pH range is defined as the range over which the indicator changes from the acid color to the base color.

 

Specify which indicator or indicators you would use for the following titrations:  (9 points)

  1. HCOOH versus NaOH
  2. HCl versus KOH
  3. HNO3 versus CH3NH2

 

(Reference: Chang 16.43)

 

 

 

 

 

  1. The pKa of butyric acid (HBut) is 4.7. Calculate Kb for the butyrate ion (But). (5 points)

 

(Reference: Chang 16.97)

 

 

 

 

 

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Complete Part I of Stories of Transformation Leadership in the Human
Services. Please include readings from weeks one and two. Make sure you are referencing the actual agency and not the Alliance Group. This would be the agency ran by Allison Smith.

Write a 1,050- to 1,400-word paper that addresses the following:
Are the staff in this agency self-aware? Why or why not? Provide examples.
How do the staff members perceive the work they do? How is this perception affecting their relationship with each other? How might it be harmful to clients? Provide examples.
Based on the readings, how would you define personal values? What values do the staff of this agency hold? Are these values a good match for quality human services work? Explain.What belief system or systems do the staff adhere to? What are some beliefs that can be improved on or changed to create a better work experience, while maintaining quality in services delivered?
Format your paper consistent with APA guidelines.

Click the Assignment Files tab to submit your assignment.

Transformation Leadership in the Human Services

Are the staffs in this agency self-aware? Why or why not? Provide examples.

Self-awareness is a very important virtue in any agency or organization. In fact, it enables a person to acknowledge and understand what he or she feels. Personnel in an agency should show self-awareness as they render services to clients. As a result, they can easily recognize their feelings and the impact those feelings have on others. The staff in Allison Smith agency is self-aware since they understand the problems that the agency faces (Burghardt & Tolliver, 2009). The agency operates based on the philosophy of ensuring the clients and staff learns the ethics of self-care. The philosophical techniques comprise of dialogue, contemplation and listening. The staff must portray good conduct at all times especially when serving clients. Regina, for instance, informs Nick that she understands the problems that the agency is undergoing. She is aware that Allison has failed to plan about the future of the agency.

The agency is a non-profit organization thus the need to plan the use of funds in a proper manner. Despite the self-awareness portrayed by the staff, the management considers itself unable to make good decisions. This causes arguments to arise in a meeting that was intended to determine the effective use of the funds (Aarons, 2006).  Ritchie, a client overheard Alfred and Shondelle arguing and decides to knock the door in order to remind them of the rules. He tells them the essence of politeness as an inexpensive virtue. The agency philosophy makes people to realize that caring for oneself is necessary in the entire lifetime. The inability of the staff in the agency to follow self care may cause bad results in most areas of the organization (Burghardt et al., 2009). As a result, misunderstandings will ensue between clients and staff.

How do the staff members perceive the work they do? How is this perception affecting their relationship with each other? How might it be harmful to clients? Provide examples.

The short story “Salt and Pepper in the Pot” demonstrates the level of individualism in terms of staff perceptions towards work. For example, the meeting involves impolite words such as “you people” and “I can handle my department without any assistance.” These statements show the unhealthy relationships between the staff at the workplace.  In fact, most of them feel content in their own capacity and consider the contribution of others as unnecessary. Most of the professionals in the meeting have a perception that their work is strenuous and difficult. Burn out is a contributing factor towards the arguments that arise in the meeting including the comments related to budget cuts (Burghardt et al., 2009).  Allison Smith has failed to exude confidence among the staff members due to her inability to make decisions that will steer the agency in the right direction. This shows the poor relationship she has with the staff thus the frequent conflicts during meetings. Allison did not express her commitment towards the agency. As a result, she publicly declares her inability to make good decisions about the future of the agency thus making staff members develop feelings of uncertainty. Staff members could be arguing over the negative perception they have towards each other rather than the funding of the agency.

The meeting was about applying professionalism to establish how the agency and the departments would continue to function. Regina, the supervisor has odd perceptions towards the team especially Nick. She considers economic status and race as the contributing aspects to conflicts at work. Unhealthy perceptions and separation among colleagues are the cause of Regina’s negative reaction or attitude towards them (Burghardt et al., 2009). Poor perceptions among colleagues affect productivity especially in handling clients since they do not get all the attention they require. The team in the agency is not working towards a greater cause. In fact, the burn out shows the detrimental effect of the professionals towards the care that should be offered to the clientele. The inability to work collaboratively and offer proper treatment to clients is, therefore, associated with a lack of self-awareness and perception (Garman, Davis‐Lenane & Corrigan, 2003).

Top of Form

Based on the readings, how would you define personal values? What values do the staff of this agency hold? Are these values a good match for quality human services work? Explain.

Personal values dictate the behavior and perception of someone towards others. According to the readings, personal values resonate with the manner in which the operations at the agency are undertaken. Personal value is the ability to handle client’s requirements to their satisfaction while considering the views of others as necessary (Burghardt et al., 2009). The agency can be successful when the staff works collaboratively through idea-sharing in an effort to achieve the objectives.  The staff is always arguing about concerns that should be treated with the prudence it requires. The funding of the agency depends on proper decision making that will ensure its success in the future. The lack of perception and good attitudes among staff members is affecting the personal values of the agency. In fact, they are derailing the progress of the agency since everyone wants to be independent-minded.

Regina, for instance, considers collaboration difficult since the team members want to work on their own. Nick is already accusing Allison for the poor management of funds instead of helping to find a lasting solution to the woes in the agency. The clients are also involved in the wrangles as they are caught between the resolution of the management and that of the staff. The staff of the agency holds negative values such as impoliteness, insults and false accusations since they do not believe in each other’s work. Rather than working towards a common goal, they keep arguing in meetings as everyone strives to pursue individualism (Manning, 2003). These values have a negative impact on the quality of human services work. Clients believe that the staff should act as their role model by behaving morally and addressing their concerns with integrity. However, this is not the case since they keep arguing and faulting each other over funds that should care for the wellbeing of the clients.

What belief system or systems do the staff adhere to? What are some beliefs that can be improved on or changed to create a better work experience, while maintaining quality in services delivered?

The staff believes in the spirit of individualism in attending to clients. The conflicts in the meetings they attend are attributed to the lack of harmony among the staff members. They do not engage each other in agency activities and have instead chosen to criticize their colleagues in one way or another.  The staff believes that working at an individual level yields more results and prevents contradiction. Decision making is done on individual grounds rather than a group. The perceptions they have towards each other is not conducive for the agency (Burghardt et al., 2009). The agency should be attuned to the spirit of service to clients without arguments with regards to funding and other agency concerns. Although the staff comprises of different personality traits and attitudes, it is necessary that collaborative effort is acknowledged for the success of the agency. The lack of open-mindedness is also evident in the agency since Allison fails to involve the staff on matters of funding. The chaos in meetings is attributed to the inability to account for funds and the need for adequate planning for the future of the agency. The arguments among the staff demonstrate the belief that issues cannot be resolved in a polite manner without quarrelling.  The management under the leadership of Allison Smith is unable to make good decisions about the future of the agency. The belief in this case, is the lack of necessary mechanics to help with the budgeting for future of the agency.

The agency should improve on the individualistic aspect at the workplace so that the staff can work collaboratively towards a common goal. Regina will not be able to supervise the team unless there is collaboration or collective effort among the teammates. Allison should also engage the staff in the decisions regarding the funding of the agency. The involvement will reduce the conflicts and arguments during meetings. As a result, everyone will be working towards a consensus that seeks to create a better working environment for the staff (Mary, 2005). It is necessary for preparedness to prevail in the agency for the purpose of ensuring there is awareness about what goes on. Besides, the staff should realize that without the ethical guidelines that relate to dealing with clients, the agency will not operate as expected. Client interest should be safeguarded since they showcase the essence of the agency’s existence. The staff should acknowledge that clients are looking up to them as role models. As a result, they should portray themselves as worthy at all times. The clients need to be encouraged that the staff comprises of a strong team that can easily handle their grievances to satisfaction.

 References

Aarons, G. A. (2006). Transformational and transactional leadership: Association with attitudes toward evidence-based practice. Psychiatric services57(8), 1162-1169.

Burghardt, S., & Tolliver, W. (2009). Stories of transformative leadership in the human services: why the glass is always full. Sage.

Garman, A. N., Davis‐Lenane, D., & Corrigan, P. W. (2003). Factor structure of the transformational leadership model in human service teams. Journal of Organizational Behavior24(6), 803-812.

Manning, S. S. (2003). Ethical leadership in human services: A multi-dimensional approach. Pearson College Division.

Mary, N. L. (2005). Transformational leadership in human service organizations. Administration in Social Work29(2), 105-118.

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Discussion: Endpoint Platform Protection


Discussion Questions

Write a short “newsletter” article (3 to 5 paragraphs) for non-technical managers to tell them about the planned replacement for the company’s anti-virus application.

Use your research and findings from your Case Study #1 essay as the basis for this article.

Since this article is for a newsletter, you may use an informal but professional tone (address the reader as “you,” use “we” and “our” to refer to the organization’s perspective).

Provide in-text citations and references for 3 or more authoritative sources. Put the reference list at the end of your article.

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Discussion: Endpoint Platform Protection

Data insecurity is a common phenomenon among companies. Intruders attack the information systems and illegally access important and private information pertaining to the company. In bid to provide total security to our corporate database, we have taken measures to install a new anti-virus application. It will replace the previous system that is less secure (Aziz, 2013). The step will ensure that data is protected from possible intrusion using other devices, such as phones and servers that result to system lock down, leading to the damage of crucial information by Malwares and viruses (Firstbrook et al., 2009).

Upon purchase of the new system with antivirus application, we will be considering fast check and verification, to ensure that we install a system with absolute protection against our intruders.

Important factors when we install the antivirus

Multilayered endpoint defense: We agreed that before purchasing an EPP, we will test its antivirus security level; it should be able to protect data from both unknown and known users. According to Tokuyoshi (2013), one layer is not able to protect the data from threat-in fact it should be able to destroy all the possible end-to-end technique that is applied by malware developers.

Cost effective Operational impact: We agreed to adopt a system that is easy and cheap to maintain.  By all means, we shall reduce management costs that would be incurred by the IT team and the end users of the antivirus. Notably, change from traditional method of corporate database protection to the current one reduces cost impact.

Dynamic Intelligence: A well-coordinated intelligence emanating from most of our system end points and research centers is crucial to deal a blow to possible threats (Wang et al., 2008). We shall ensure that the antivirus application will remain dynamic to maintain high levels of intelligence among our users. A regular update will be possible, coming from all the endpoints.

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 References

Aziz, A. (2013). The evolution of cyber attacks and next generation threat protection. In RSA Conference 2013.

Firstbrook, P., Hallawell, A., Girard, J., & MacDonald, N. (2009). Magic Quadrant for Endpoint Protection Platforms.

Tokuyoshi, B. (2013). The security implications of BYOD. Network Security2013(4), 12-13.

Wang, Z., Feng, Q., Xu, R., Liu, X., Li, X., & Qi, N. (2008, October). Design and Implementation of Wireless Trusted Access Protocol for Embedded Trusted Endpoints. In 2008 4th International Conference on Wireless Communications, Networking and Mobile Computing (pp. 1-5). IEEE.

 

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