Touchstone 5 public speaking

QUESTION

Touchstones are projects that illustrate your comprehension of the course material, help you refine skills, and demonstrate application of knowledge. You can work on a Touchstone anytime, but you must complete this unit’s assessments before you submit it. Once you’ve submitted a Touchstone, it will be graded and counted toward your final course score.

Touchstone 5: Persuasive Speech Revision

ASSIGNMENT: For this Touchstone, you will utilize the outline you submitted for Touchstone 4 and deliver a 5–7 minute persuasive speech that incorporates feedback and other tips and strategies you’ve learned throughout the course.

In order to foster learning and growth, all work you submit must be newly written specifically for this course. Any plagiarized or recycled work will result in a Plagiarism Detected alert. Review Touchstones: Academic Integrity Guidelines for more about plagiarism and the Plagiarism Detected alert. For guidance on the use of generative AI technology, review Ethical Standards and Appropriate Use of AI.

Touchstone Support Videos

Choosing the Right Language
Overcoming Public Speaking Anxiety
Using Your Voice
Communicating Nonverbally
Filming Your Speech

A. Directions

Step 1: Review Outline

Review the outline of the persuasive speech that you delivered in Unit 4 as well as the feedback that you have received. Your speech should include an introduction, body, conclusion, and transitions. 

The introduction should contain your key message. 

The body should cover your main topics and support to back up your main points. Make sure that all information, evidence, and persuasive strategies (ethos, pathos, and/or logos) are relevant and from credible sources. 

The conclusion should summarize your main points and repeat your thesis.

The transition should help you shift from one topic to another.

Refer to the following lessons for support:

Components of a Speech

Choosing the Main Points

Highlighting the Main Points

Ordering the Main Points

The Preparation Outline

The Speaking and Rough Draft Outlines

The Role of the Introduction

Establishing Credibility: Topic, Thesis, and Main Points

Introducing the Topic, Thesis, and Main Points

The Role and Use of Transitions

The Role of the Conclusion

Step 2: Incorporate Visual Aid

Think of an effective way to incorporate at least one visual aid that will be relevant to your purpose and message and will enhance your speech.

Refer to the following lessons for support:

Using Visual Aids

The Dos and Don’ts of Using Visual Aids

Using PowerPoint and Other Presentation Software

  • PowerPoint Formatting and Delivery Tips
  • Step 3: Create New Notes
  • Create notes or bullet points that you can refer to while presenting your speech. You should not read your speech word-for-word from your notes. Make sure to cite any sources you have used as you deliver your speech.
  • Refer to the following lessons for support:

Preparing to Deliver Your Speech

Step 4: Use Clear Language

  • Ensure that the language you use is consistently clear and appropriate to the audience, which helps the audience connect with you and your topic. Explain any technical jargon you use where necessary.

Refer back to the following lesson for support:

Mind Your Audience

Make It Memorable and Enhance Audience Understanding

  • Step 5: Practice Speech

Practice presenting your speech, focusing on your voice, your nonverbal communication, and your use of one or more visual aids. Aim for a speech 5–7 minutes in length.

  • Refer to the following lessons for support:

Best Practices in Public Speaking

Using Your Voice: Volume and Rate

Using Your Voice: Articulation, Pronunciation, Dialect, and Vocal Variety

Eye Contact, Facial Expression, Movement, and Gesture

Step 6: Review Rubric

  • Before filming, review the rubric to ensure that you understand how you will be evaluated.

Step 7: Film Speech

  • Film yourself presenting the speech. Be sure that you can be easily seen and heard—at minimum, your head and shoulders should be visible in your video, and you should make eye contact with your audience by directing your speech toward the camera.

Important: Be sure that your speech’s purpose, audience, and thesis are clear. If you choose, you can state this information at the beginning of your video before you begin your speech.

Refer back to the following lessons for support:

Audience

The Purpose and Thesis Statement

Step 8: Review Video

Review your video, be sure that you can be easily seen and heard, and that you have directed your speech to the camera. Refilm as needed. Your speech should be delivered in one video with no cuts or editing.

Step 9: Review Checklist and Requirements

  • Review the checklist and requirements to ensure that your Touchstone is complete.

Step 10: Submit

  • Upload your video using the blue button at the top of this page.

Refer to the checklist below throughout the recording process. Do not submit your Touchstone until it meets these guidelines.

  • ? I have reviewed my Touchstone 4 outline.
    ? I have read all of the feedback that I received on my Touchstone 4 outline.
    ? I have incorporated the feedback to improve my speech.
    ? My speech includes the following components: introduction, body (main points), conclusion, and transitions.
    ? I incorporated at least one visual aid in my speech.
    ? I have selected sources that are credible and support that is relevant.
    ? I have used language that is appropriate to my audience.
    ? I have filmed a video of myself presenting my speech.
    ? The video of my speech is 5–7 minutes in length.
    ? I have reviewed the video and I can be easily heard and seen.
    ? In my speech, I am focused on connecting with the audience, only looking at my notes occasionally.
    ? I have adhered to all the requirements.
    ? I have read through the rubric and I understand how my Touchstone will be evaluated.

B. Rubric

  • Advanced (100%)Proficient (85%)Acceptable (75%)Needs Improvement (50%)Nonperformance (0%)

Organization (25 points)

Follows the structure of a speech: body (main points), introduction, conclusion, transitions.Speech structure meets all requirements (includes an introduction, body, conclusion, and transitions).Speech structure meets all requirements, however some support is missing.Speech structure meets most requirements, however some support is missing.Speech structure is missing one requirement.Speech structure is missing two or more requirements, or the requirements are misinterpreted/met inadequately.

Persuasion (25 points)

Present a clear and persuasive stance on an issue.

Speech takes a clear stance on an issue and the arguments and approach are consistently persuasive in nature. Credible and relevant sources are used to support the thesis and main points as needed.Speech takes a stance on an issue and the arguments and approach are primarily persuasive in nature. Credible and relevant sources are often used to support the thesis and main points as needed.Speech takes a stance on an issue and the arguments and approach are minimally persuasive in nature. Credible and relevant sources are occasionally used to support the thesis and main points as needed.Speech does not take a clear stance on an issue and/or the speaker’s arguments and approach are not primarily persuasive in nature. Credible and relevant sources are rarely used to support the thesis and main points as needed.Speech does not take a stance on an issue.. Credible and relevant sources are not used to support the thesis and main points.

Use of Appeals (25 points)

Make effective use of logos, pathos, and ethos to persuade your audience.

  • Uses appeals (ethos, pathos, and/or logos) that are appropriate for the audience, topic, and argument effectively.Uses appeals (ethos, pathos, and/or logos) minimally, though their use is mostly appropriate to the topic, purpose, and audience.Uses appeals (ethos, pathos, and/or logos) minimally as appropriate to the topic, purpose, and audience; however, one or more uses of appeals may be ineffective.Uses appeals (ethos, pathos, and/or logos), although some appeals may be underused or used ineffectively.Does not use appeals or appeals are used ineffectively.

Verbal (25 points)

Choose the right language to convey the message. Speak naturally and conversationally, with effective use of pauses.

Language is consistently clear and appropriate to the audience, helping the audience connect with the speaker and the topic. Where necessary, technical jargon is explained. Speech flows naturally, conversationally throughout with minimal or no use of vocal fillers, and pauses are consistently used effectively to deliver the message.Language is predominantly clear and appropriate to the audience, generally helping the audience connect with the speaker and the topic. Speech primarily flows smoothly and use of filler words is infrequent with pauses that are generally used effectively to deliver the message.Language is clear and mostly appropriate to the audience. There may be minor inconsistencies with helping the audience connect with the speaker and the topic. Speech flow is mostly smooth but may include some filler words and/or pauses that are somewhat ineffective in delivering the message to the audience. Language is frequently unclear or inconsistent with the audience and often fails to help the audience connect with the speaker or the topic. Speech flow is frequently interrupted by filler words and/or ineffective pauses that are inconsistent with the message for the audience.Language does not help the audience connect with the speaker or the topic. Speech flow is consistently interrupted by filler words and ineffective pauses that distracts from the message and decrease audience engagement.

Nonverbal (25 points)

Demonstrate effective awareness and use of nonverbal communication.

Consistently uses non-verbal cues to effectively connect with the audience: dress is appropriate to the topic, posture is open, eye contact is consistent, and gestures/movement are natural.Primarily uses non-verbal cues to effectively connect with the audience, although some cues occasionally interfere with audience connection and do not appear entirely naturalUses some non-verbal cues to somewhat effectively connect with the audience, although some cues frequently interfere with audience connection and may or may not appear entirely natural. Sometimes uses non-verbal cues to connect with the audience, although other cues frequently interfere with audience connection and do not appear natural.Use of non-verbal cues consistently interferes with audience connection.

Visual Aid (15 points)

  • Use a visual aid to enhance the speech.

Visual aid relates to and enhances the message of the speech and is incorporated naturally and smoothly in the flow of the speech at a logical point.Visual aid relates to the message of the speech and is incorporated at a logical point in the speech, though the incorporation is not entirely smooth.Visual aid is relevant to the message of the speech but may be inappropriately incorporated or introduced at an illogical point in the speech. Visual aid is not fully relevant to the message of the speech or it is not incorporated at a logical point in the speech.Visual aid is not relevant or not included in the speech.

  • Time Management (10 points)

Make effective use of the required time frame.

  • Makes effective use of the 5–7 minutes without either finishing early or going over by more than a few seconds.Runs a little short or a little long of the 5–7 minutes by no more than 30 seconds.Runs a little short or a little long of the 5–7 minutes by no more than a minute.Runs short or long of the 5–7 minutes by well over a minute.Speech is so brief or so long that it is not an appropriate response to the assignment.

CAU Emotional Intelligence Discussion

Question

Theme: Emotional Intelligence

Instructions: 

Peer responses should be constructive and meaningful, roughly 100 words in length.

Maintain a respectful and supportive tone throughout.

Adhere to proper grammar and punctuation standards.

First Post:

Leadership effectiveness is greatly influenced by self-awareness. It includes awareness of emotions, strengths and weaknesses, values and motivations. It allows us to see our thoughts and actions, find out what causes them, and so on purpose, and make better choices concerning ourselves (Bru-Luna et al., 2021). My self-awareness has helped me to become a better team player by understanding how my actions and speech can impact those around me.For example, I was a team leader in a project group with conflicts and tension among members. As a leader, I realized that my low self-awareness and poor emotional regulation were part of the issue. However, I was not reacting to other people’s opinions and impulsively responding to their recommendations. After I reconsidered my behavior, it was evident to me that I needed to take a pause and reflect on the nature of my emotions and triggers. I also took some time to seek feedback from team members and hear their grievances. By developing my self-awareness, I could regulate my feelings and engage with the team accordingly. It also facilitated the development of team dynamics and meeting our project goals.The understanding of personal emotional drivers has assisted to motivate myself. In determining what drives me and what I am passionate about, I can establish goals that are meaningful to me and strive to attain them. This understanding has also helped me to inspire others with my passion and vision. When I am empathetic towards others’ emotions, it is easier for me to approach them and understand their intentions so that I can motivate people to achieve a common purpose.

Second Post:

As a clinical analyst and leader in my company, I must keep my feelings in check, especially when things get stressful. Self-regulation was essential when our team had to deal with a significant patient data breach.When the break was first found, people were outraged. People were scared about how many patients had been affected, mad at the IT company that caused the problem, and afraid of what would happen to our organization’s image. At first, I felt scared because I thought this event might make patients less trusting of us. But I knew letting my feelings get the best of me would worsen things.Instead, I took a deep breath, got my ideas together, and thought about how to fix the problem. I and my team must remember that what was done is done and that we must settle what we can. First, I carefully worked with our head of IT security and public relations to determine what was going on and plan what to do. We worked with the seller to figure out what happened and stop it from happening again instead of pointing the finger. We wrote an open letter to the affected patients, including an explanation and a plan for what to do next.I kept my emotions in check throughout it all and set the tone for my team to work through this problem healthily. We were responsible for what we could do, one step at a time. We ultimately limited the damage by being accountable and efficient during the breach. The patients knew that we were trying to fix things.It taught me that as a leader, I must control myself even when things are tough. To lead my team through problems, I must hold my feelings, show them how to stay calm and focus on finding answers. Maintaining my emotions can be challenging, but I want to improve. It helps me concentrate so even when I’m stressed, I can choose the best things.

Theme: Financial Statement

Instructions: Responses to classmates’ posts comprising at least 150 words supporting, challenging, clarifying, or adding to the existing information.

First Post:

Financial statements are essential for reflecting an organization’s financial health or position. They are presented in a financial metrics language that requires accounting and finance managers to utilize to influence the strategic planning and decision-making of the organization (Zutter & Smart, 2021). The information contained within the financial statements is essential to users of financial statements, like investors, lenders, and analysts, because it clarifies the interpretation and comparison of financial statements (Zutter & Smart, 2021). As a clinical analyst, my job entails managing the computer systems within the clinical settings. Part of the process involves installing ratio analysis software and training the employees who will use them. At a personal level, financial statements are very crucial in managing my financial well-being and informing my investment decisions. For instance, financial ratios are created using numerical values taken from financial statements to gain meaningful information about a company. The analysis of financial ratios serves two primary purposes (Zutter & Smart, 2021). The first one is to track a company’s performance over time. Their analysis provides a picture of the trend in the firm’s financial progress. For instance, an increasing debt-to-asset ratio may indicate that the organization faces default risk. Based on these analyses, I can decide on whether or not to invest in a company or not. The second purpose is to make comparative judgments regarding company performance relative to competitors (Palepu et al., 2020). As a clinical analyst, financial statements and ratio analysis are less directly linked to my professional role. However, these aspects will significantly affect my financial management journey.

Second Post:

As a Clinical Analyst, understanding financial statements and ratio analysis is crucial for several reasons. To begin with, it helps in understanding healthcare businesses’ finances, which is essential while assessing healthcare partners. To ensure these companies can fund collaboration, I review their financial statements. I can now use financial statements and ratio analysis to determine healthcare organization’s strategic planning and decision-making trends. I evaluate resource consumption and improve using profitability and liquidity. Data-driven operations, cost, and patient care improve(Markonah et al., 2020). With financial and clinical skills, I can make more complete healthcare service improvement recommendations as a Clinical Analyst, enhancing financial sustainability and clinical quality.Moreover, ratio analysis evaluates healthcare organizations’ liquidity and efficiency. Current and inventory turnover rates may indicate hospital resource management. This information helps me understand healthcare companies’ financial practices affecting Clinical Analyst resource allocation and process improvement. Financial risk and stability of healthcare companies can be analyzed using ratio analysis (Markonah et al., 2020). Company leverage and financial capacity are shown by interest coverage and debt-to-equity ratios. I need this information as a Clinical Analyst to evaluate healthcare firms’ financial viability during economic or industry shifts. Understanding the debt-equity balance helps me predict financial constraints affecting clinical operations or patient care. This broad financial expertise improves my analysis and allows me to make clinically and financially sustainable healthcare decisions.Additionally, financial documents reflect debt and leverage, affecting my job. Understand a healthcare organization’s debt structure for financial risk and sustainability because healthcare requires significant capital spending. Knowing this helps me predict clinical care delivery issues. Healthcare firms’ financials include profitability ratios and market value estimates (B?trâncea, 2021). My Clinical Analyst job requires this data to evaluate healthcare companies’ long-term viability and growth. Healthcare companies can invest in innovative technologies, clinical processes, and patient care with financial security.Finally, financial statements and ratio analysis inform my clinical analyst opinions. They help me collaborate and improve clinical services by showing healthcare organization’s financial health, efficiency, and sustainability.

Third Post:

In this week’s topic we are discussing financial statements and ratio analysis. Financial statements and ratio analysis are essential tools for understanding a company’s financial health. According to Bloomenthal (2023) “Ratio analysis is a quantitative method of gaining insight into a company’s liquidity, operational efficiency, and profitability by studying its financial statements such as the balance sheet and income statement.” Financial statements and ratio analyses provide valuable insights into a company’s performance, financial position, and ability to generate profits. These tools can help you make informed decisions when investing, working for a company, or even starting your own business.Personally, understanding financial statements and ratio analysis has allowed me to better evaluate potential investments and make more informed decisions. According to Kenton (2022) “Financial statement analysis is the process of analyzing a company’s financial statements for decision-making purposes.” By analyzing financial statements, I can assess a company’s financial performance, growth potential, and overall risk. Ratio analysis helps me to compare a company’s financial performance to industry benchmarks, which can be crucial when making investment decisions. Additionally, having knowledge of financial statements and ratio analysis can be beneficial in various aspects of life, such as managing personal finances, understanding credit scores, and even negotiating salaries. By understanding these concepts, you can make more informed decisions that can positively impact your financial well-being.In summary, financial statements and ratio analysis can significantly impact your personal life by providing valuable insights into various aspects of finance. They can help you make better decisions when investing, working, or managing your personal finances.

Fourth Post: (I am repeating this post, because I Need to do 2 different answer/response)

In this week’s topic we are discussing financial statements and ratio analysis. Financial statements and ratio analysis are essential tools for understanding a company’s financial health. According to Bloomenthal (2023) “Ratio analysis is a quantitative method of gaining insight into a company’s liquidity, operational efficiency, and profitability by studying its financial statements such as the balance sheet and income statement.” Financial statements and ratio analyses provide valuable insights into a company’s performance, financial position, and ability to generate profits. These tools can help you make informed decisions when investing, working for a company, or even starting your own business.Personally, understanding financial statements and ratio analysis has allowed me to better evaluate potential investments and make more informed decisions. According to Kenton (2022) “Financial statement analysis is the process of analyzing a company’s financial statements for decision-making purposes.” By analyzing financial statements, I can assess a company’s financial performance, growth potential, and overall risk. Ratio analysis helps me to compare a company’s financial performance to industry benchmarks, which can be crucial when making investment decisions. Additionally, having knowledge of financial statements and ratio analysis can be beneficial in various aspects of life, such as managing personal finances, understanding credit scores, and even negotiating salaries. By understanding these concepts, you can make more informed decisions that can positively impact your financial well-being.In summary, financial statements and ratio analysis can significantly impact your personal life by providing valuable insights into various aspects of finance. They can help you make better decisions when investing, working, or managing your personal finances.

Data Analytics Question

QUESTION

The Introductory Section:

Brain tumours provide an obstacle in every aspect of medical care, demanding exact and swift detection enabling successful therapy with optimal results for patients. Although developments in health imaging technology, finding and categorizing cancers of the brain, especially using Magnetic Resonance Imaging (MRI), continues an involved work. This study intends to fill an understanding hole by employing machine learning methods to improve healthcare practitioners’ diagnosis powers. The pressing concern discussed here is consistent mitigating the essential intent for medical providers and vendors to offer timely and accurate conclusions, consequently enhancing choices for therapy and, eventually, improve overall outlook for those with brain cancer.

  • 1.1-First Sentence/Hook:

We are going to describe the goals of our study, processes, and projected outcomes within this proposal. Our objective is to establish and test a model using machine learning for MRI-based brain tumour identification as well as classification. The possible effects of our study on doctors, patients, and the wider healthcare sector will also be covered, along with the moral and societal ramifications of using machine learning to make medical diagnoses.

1.2-What is known:

There is a known need for effective and precise Magnetic Resonance Imaging (MRI) techniques for the detection and classification of brain tumours in the context of healthcare imaging and diagnostics studies. Existing systems need radiologists to do manual interpretation, which may be laborious and biased. Machine learning techniques are rapidly being investigated as a potential way to automate and improve the diagnostic process. While some solutions exist, they frequently suffer problems such as restricted scalability, reliance on substantial feature engineering, and inadequate generalisation to varied sets.

The study at hand will make a contribution for this field of study by creating a complex artificial intelligence model utilizing deep learning structures to streamline the recognition and categorization of cancers of the brain in MRI scans. The objective is to overcome the limits of current methods by utilizing deep neural networks in order to extract complicated characteristics and trends in images. This strategy is projected to increase accuracy, minimize reliance on human intervention, and strengthen the ability of the model to manage information fluctuations, making it an even more durable and useful resource for healthcare professionals.

1.3- Gap in Knowledge:

The present knowledge deficit in the area of brain tumour recognition and classification by MRI is the creation of a highly precise yet computerized technique which is flexible among differed sets. While current technologies, such as machine learning techniques, have made great progress, here is still an urgent need of an answer that solves the issues of scaling, generalizing, and comprehension. The lack of a unified and generally acknowledged deep learning model designed exclusively for brain tumour detection and classification constitutes a significant gap in current understanding. This study intends to overcome this gap by introducing an improved deep learning design which not just delivers greater accuracy but also displays adaptability across diverse radiological data sets, eventually leading to the progress of autonomous brain tumour detection.

1.4-The critical need:

The major requirement addressed by this study is the creation of a powerful deep learning algorithm particularly built for automatically recognizing and categorization of brain cancers in MRI data. This is especially important in the realm of medical imaging and diagnostics, where precise and prompt diagnosis of brain tumours is critical for effective therapy management and outcomes for patients. The present absence of a uniform and widely recognized deep learning model designed for this reason impedes progress toward consistently high precision over heterogeneous data. This study intends to close this essential gap by presenting an improved deep learning architecture, which not only improves the accuracy of diagnostics but also make it easier to apply machines into medical procedures. This attempt is significant because it has the potential to change the area of brain tumour diagnosis, giving doctors a strong and dependable tool for improving patient care.

2-The second section:

2.1. Long-Term Goal:

The ultimate goal is to construct an enhanced deep learning algorithm for recognizing and categorizing cancers of the brain in MRI data. This tool will represent an important breakthrough for health care imaging, improving the accuracy of diagnosis and allowing easy incorporation into clinical processes.

2.2. Hypothesis and Proposal Objectives:

This work proposes developing a specific deep learning architecture for brain tumour identification in MRI images with increase efficiency and cost relative to current methods. To accomplish this, our proposal’s goals involve creating the deep learning model (Aim 1), evaluating its efficacy over varied datasets (Aim 2), doing comparisons with current algorithms (Aim 3), and integrating it into clinical processes (Aim 4). We believe that the suggested system is going to beat present ones, offering a reliable and practical alternative for improving brain tumour diagnosis.

2.3. Rationale: 

Our assumption is based on that restricts of existing methods with the swear of deeper training to retrieve complicated characteristics of clinical neuroimaging data. Previous research has emphasized the issues of scale and generalizing, that our suggested method immediately addresses. The successful completion of this project will open the road for enhanced brain tumour diagnoses, which is consistent with health stakeholder objective of enhancing the lives of patients using modern technologies.

2.4. Qualifications.

Our experimental setup and staff have the ability to meet the study objectives. Having an international group composed of workers in medical imaging, machine learning, and medical care, we offer a varied skills set to tackle the problems of tumour detection. Our cutting-edge laboratory facilities and significant expertise creating models using machine learning for healthcare applications highlight our capacity to provide new solutions.

3-The Aims(goals) section:

Aim 1: 

Aim: Create a complex deep learning system.

Objective: Create an innovative deep neural network framework for brain tumour recognition and categorization in MRI data.

Approach: Use innovative neural networks designs, including convolutional neural networks (CNNs) and recurrent neural networks (RNNs), to derive nuanced characteristics in MRI data.

Anticipated Outcomes: The creation of a robust and scalable neural network system intended for imaging purposes that can recognize and categorize cancers of the brain with excellent precision. This approach can serve as the basis for following goals.

Aim 2:

Aim: Evaluate the effectiveness of models and generalisation

Objective: Analyse the accuracy and generalisation abilities of the built deep learning model on a variety of samples.

Approach: Test the model’s predictive efficiency using comparable data sets like the BraTS (Brain Tumour Segmentation) database. Employ thorough the cross-validation processes and evaluate adaptation in order to ensure adaptability.

Anticipated Outcomes: An in-depth evaluation regarding the algorithm’s reliability, specificity, and sensitivity over many datasets, proving that it is fit for wider use in practical problems medical applications.

Aim 3: 

Aim: Comparing to Current Systems and Identifying advantages and disadvantages

Objective: To contrast the generated deep learning algorithm to current algorithms used for tumour proof of identity, which include support vector machines (SVMs) and choice trees.

Approach: Use consistent information to conduct an empirical study, focusing on every model’s advantages. Highlight the unique benefits provided by the suggested deep learning architecture.

Anticipated Outcomes: The constructed deep learning framework will be identified as functioning better than current ones. A comprehensive understanding of the characteristics which back up the selection, as well as the shortcomings of different options.

Aim 4: 

  • Aim: Integration with Medical Process

Objective: Showcase the tangible applicability and incorporation possibilities of the generated system within medical facilities.

  • Approach: Work alongside medical centres to incorporate the procedure into their current diagnosis procedures. Examine the hypothesis’s effect on accuracy of diagnostics, effectiveness, and total decision-making in medicine.

Anticipated Outcomes: Verification of the algorithm’s medical practicality, having a focus on improving the accuracy and swiftness of brain tumour diagnosis. This goal lays the framework for future real-world implementation and acceptance.

  • 4- final summary section:

The study project tackles a crucial need in healthcare imaging and diagnosis by concentrating on the creation of an effective deep learning model for automatic detection and classifying of brain tumours in MRI data. The current knowledge gap, defined by the lack of a unified and generally acknowledged deep learning architecture designed specifically for this purpose, emphasizes the importance of this undertaking. The proposed study intends to bridge this gap by providing a solution that not only improves diagnostic accuracy but also tackles scalability and generalisation issues among varied datasets. This investigation has a chance to change the brain tumour diagnosis by giving doctors with a powerful tool, thus enhancing the lives of patients and expanding the field of health care imagery. The implementation of such an approach in medical care is consistent with the changing health environment, stressing the use of cutting-edge technology to improve accuracy and effectiveness in illness evaluation and planning of therapy.

  • 4.1. Innovation: 

This study developed a deep learning model for brain tumour identification and categorization utilizing MRI data. Unlike previous attempts, the suggested model would use innovative methods, such as neural networks with deep layers, to extract complex information from image data. This invention bridges the present knowledge gap by delivering an integrated and extremely precise approach which is adaptable, universal, and comprehensible. The ability of the model to handle varied datasets, as well as its potential assimilation into clinical processes, are unique developments to the discipline of health-related imaging and medical diagnosis.

4.2. Expected Outcomes:

This initiative is projected to yield considerable results. To begin, the deep learning algorithm is expected to outperform other models in both precision and effectiveness when recognizing and categorizing brain cancers over a variety of MRI datasets. Each goal correlates to particular milestones, such as a model’s effective development and validation, implementation in real-life situations, and creation of complete insights into the recognized brain tumour instances. The anticipated results are consistent with the main objective of offering a dependable and autonomous device for brain therapists.

4.3. Impact: 

  • This initiative benefits patients, healthcare practitioners, and the academic society outside only scholarship. The suggested deep learning approach has a chance to improve brain tumour diagnosis by allowing for quicker and more precise tumour detection. This, in turn, can lead to more prompt and tailored treatment strategies, eventually improving patient outcomes. The creation of an unified and advanced framework which can be readily customized and adjusted for a variety of clinical imaging-related uses will help scientists as a whole. Overall, this initiative has the capacity to drastically enhance the fields of clinical and scientific inquiry.

Using the above information, write programs in python to compare the three models(follow the below):

  • Machine Learning Models: Compare at least three machine learning models, including a statistical-based model, a neural network-based model, a probabilistic-based model, and a baseline model, or opt for a single Generative AI Model or Large Language Model (LLM).

Employment Relationship

QUESTION

Report Section One.

AC Number

Assessment Criteria

Mark

1-4

Report Section Two

AC Number

Assessment Criteria

Mark

1-4

2.1

Distinguish between organisational conflict and misbehaviour, and between informal and formal conflict. Word count: Approximately 250 words

Assessor feedback

Insufficient demonstration of knowledge, understanding or skills for this AC. You must be clear in your response and answer the question fully

Resubmission feedback

Some of your content is correct, please consider the following for research for your resubmission, your answer needs to be clearer for the examples.

Organisational conflict and misbehaviour:

forms of employee-organised conflict such as strikes, work-to-rule, go-slow, overtime bans, protests and deliberate negative or disruptive behaviour;

forms of unorganised conflict, also known as misbehaviour, such as sabotage, fraud, absenteeism, walking out.

Informal and formal conflict:

informal conflict: spontaneous arguments, disagreements, cultural issues of differing opinions, models of conflict style.

1

REFER

Fay, there is insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC.

Insufficient examples included, where required, to support answers.

Insufficient or no evidence of the use of references to wider reading to help inform answer.

For your resubmission, we need to see the reference to CIPD and ACAS / UK legislation guidelines when discussing organisational conflict, organisational misbehaviour, formal and informal conflict.

1

2.2

Distinguish between official and unofficial employee action. Word count: Approximately 200 words

Assessor feedback

Insufficient demonstration of knowledge, understanding or skills for this AC. You must be clear in your response and answer the question fully

Resubmission feedback

There are no legal references within your answer, I would advise that you quote some UK legalisation for your resubmission.

You may also want to reconsider the inclusion of some of the following, this should help you find appropriate reference sources to support your answer.

Official action: criteria for action to be classified as official such as, in furtherance of a trade dispute, balloting requirements; supported/authorised/sanctioned by trade union; relevant legislation and legal protection.

Unofficial action: any conflict or disruptive action that does not fall within the definition of formal action, for example lack of trade union or official authorisation, may be spontaneous, lack of legal protection for those involved

1

REFER

Fay, your answer demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.

Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.

Sufficient evidence of the use of references to wider reading to help inform answer.

2

2.3

Assess emerging trends in the types of conflict and industrial sanctions. Word count: Approximately 200 words

Assessor feedback

Insufficient demonstration of knowledge, understanding or skills for this AC. You must be clear in your response and answer the question fully

Resubmission feedback

For your resubmission research the following, this a good opportunity to quote some UK legislation.

Shift from long strikes to shorter strategically planned strikes; trends in number of strikes,

working days lost, number of workers involved;

increasing use of injunctions by organisations; individualisation of workplace conflict.

Nature of sanctions possible and currently being applied, for example internal/external policies and principles, legislation and how applied.

1

REFER

Fay, your answer demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.

Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.

Sufficient evidence of the use of references to wider reading to help inform answer.

2

2.4

Distinguish between third-party conciliation, mediation and arbitration. Approximately 250 words

Assessor feedback

Insufficient demonstration of knowledge, understanding or skills for this AC. You must be clear in your response and answer the question fully

Resubmission feedback

A more professional, clear answer is required.

The following areas may help for your resubmission

Consider wider research on the following

Definitions of third party;

conciliation, mediation, and arbitration;

uses in individual and collective disputes;

role of conciliation in settlement of employment tribunal claims, role of mediation in restoring and maintaining employment relationship, role of conciliator and mediator in helping parties resolve their dispute; role of arbitrator in making a binding decision in a dispute; managing potential conflict situations to achieve consensus legally and ethically.

1

REFER

Fay, your answer demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.

Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.

Sufficient evidence of the use of references to wider reading to help inform answer.

2

3.1

Explain the principles of legislation relating to unfair dismissal in respect of capability and misconduct issues.

Word count: Approximately 225 words

Assessor feedback

Insufficient demonstration of knowledge, understanding or skills for this AC. You must be clear in your response and answer the question fully

I would advise you to research both capability and misconduct on the CIPD for a complete understanding of what they mean.

Resubmission feedback

The answer requires further depth of explanation please see below to help you with your resubmission.

There are no citations to evidence where you have got any of your information relating to the legal aspects. (which have to be from a UK perspective)

Unfair dismissal law:

the principles of unfair dismissal law;

relevant legislation;

relevant codes of practice.

Capability and misconduct issues:

definitions of capability and misconduct;

fair and unfair reasons for dismissal,

importance of acting fairly and reasonably;

formal hearings and warnings;

differences between ordinary and gross misconduct;

record keeping;

right to be accompanied to disciplinary hearings

1

REFER

Fay, there is insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC.

Insufficient examples included, where required, to support answers.

Insufficient or no evidence of the use of references to wider reading to help inform answer.

For your resubmission, we need to see you:

  • Explain the term capability, according to the above act. When would it be unfair to dismiss someone for it?
  • Explain the terms gross and ordinary misconduct, according to the above act.When would it be unfair to dismiss someone for it?

Provide examples of both, ideally from the case study organisation GOQUEST.

1

Please enter your Assessor feedback here for resubmission 2 (if applicable)

Enter mark here

3.4

Advise on the importance of handling grievances effectively. Word count: Approximately 200 words

Assessor feedback

Insufficient demonstration of knowledge, understanding or skills for this AC. You must be clear in your response and answer the question fully

Resubmission feedback

Further depth of advice required

Consider the following for your resubmission

To avoid legal claims;

reputation of organisation and individual;

impact on individual and team;

addresses issues that may cause employee frustration, poor morale, absence, withdrawal of goodwill, resistance to change, resignation, psychological impact.

A case study may help you here to add some context, this would also give you another reference to draw your information from.

1

REFER

Fay, your answer demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.

Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.

Sufficient evidence of the use of references to wider reading to help inform answer.

2

Please enter your Assessor feedback here for resubmission 2 (if applicable)

Enter mark here

4.1

Explain the main provisions of collective employment law. Word count: Approximately 200 words

Assessor feedback

Insufficient demonstration of knowledge, understanding or skills for this AC. You must be clear in your response and answer the question fully

Resubmission feedback

There are no in text citations/reference sources to UK legalisation.

Please consider this for your resubmission

Statutory recognition procedures, official and unofficial action; disclosure of information for collective bargaining; picketing; legal enforceability of collective agreements.

1

REFER

Fay, your answer demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.

Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.

Sufficient evidence of the use of references to wider reading to help inform answer.

2

4.2

Compare the types of employee bodies, union and non-union forms of employee representation. Word count: Approximately 250 words

Assessor feedback

Insufficient demonstration of knowledge, understanding or skills for this AC. You must be clear in your response and answer the question fully

Resubmission feedback

I would expect to see some reference to UK legalisation here, to enable you to be more direct please consider the following for you make your comparisons about

Joint negotiation committees,

employee forums,

staff councils,

works councils,

and include the differences in the power of employee bodies

1

REFER

Fay, your answer demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.

Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.

Sufficient evidence of the use of references to wider reading to help inform answer.

2

4.3

Evaluate the purpose of collective bargaining and how it works. Word count: Approximately 200 words

Assessor feedback

Insufficient demonstration of knowledge, understanding or skills for this AC. You must be clear in your response and answer the question fully

Resubmission feedback

You do have the concept correct but you answer needs further depth of evaluation.

Further evaluation needed with some of the following taken into consideration

Joint determination of rules;

industrial governance;

negotiation,

constructive compromise, and purposeful persuasion;

substantive and procedural agreements;

use of industrial action to achieve bargaining aims

Please provide appropriate reference sources to support your narrative.

1

REFER

Fay, there is insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC.

Insufficient examples included, where required, to support answers.

Insufficient or no evidence of the use of references to wider reading to help inform answer.

For your resubmission, we need to see you:

  • The explanation of advantages and disadvantages of collective bargaining – how effective is it? What is the impact for the employees? The organisation? Is this the best approach?

1

Unit 5 Discussion responses

QUESTION

UNIT 5 – DISCUSSION BOARD

Unit 5 Discussion Post

           In order to better understand Carl’s termination, it is best to ascertain the balance between the employer’s interest in maintaining its reputation and workplace policies and an employee’s right to privacy. The at-will dictation asserts that employers have a wide latitude to terminate the employment contract of their staff members for any conduct that violates company policy, even if the conduct occurs online and off-duty (Grantham & Pearson, 2021). However, it is important to note that the expectation of privacy on social media is still a grey area that still triggers controversial discussions.

           Carl’s expectations of privacy depend on the privacy settings of his Facebook account, which, in this context, were set to only allow his 20 friends or followers to view his posts. Legally, this can be a reason for a reasonable expectation of privacy, largely because Carl took steps to limit the number of people who can see or interact with his social media content. Seemingly, the Restatement of Torts asserts that there is a liability for intrusion upon seclusion only if the intrusion is deemed to be offensive by any reasonable individual (Bienstock, 2017). This is confirmed by Carl’s attempt to limit the number of people who can interact with his posts, an effort to maintain a private conversation within a small group.

           On the contrary, employment law also considers the nature of such content as posted by Carl and its impact on the employer. Guided by the National Labor Relations Board (NLRB) doctrines, it is suggested that certain online activity and posts by employees might not be protected if they do not relate to group activity among employees with regard to work conditions (Bienstock, 2017). Since Carl’s post was more of an expression of frustration and venting than a concerted effort to address his working conditions, it might fall outside the protections intended for collective bargaining issues or labor disputes.

           With reference to all this, Carl’s mentioning the name of the restaurant and disparaging customers puts him in a legal battle with the employer. The restaurant can argue that his actions have the potential to harm customer relationships and business reputation, thus justifying termination under company policy (Grantham & Pearson, 2021). An important factor to consider is whether Carl’s privacy settings and the nature of the post provide him with a shield against termination for his online rage. Indeed, Carl has a reasonable expectation of privacy, but the content and nature of his post and the likely impact it might have on the employer make it hard to go against a termination decision.

References

Bienstock, J. (2017). Managing employee speech on social media to protect reputation and brand: Overcoming the legal constraints established by the NLRB. International Journal of Business Strategy, 17(2), 23-32. https://doi.org/10.18374/ijbs-17-2.3

Grantham, S., & Pearson, M. (2021). Employment law private versus professional social media risk. Social Media Risk and the Law, 119-129. https://doi.org/10.4324/9781003180111-15

Emma Colquitt

Reply

UNIT 5 – DISCUSSION BOARD

Wed 3/13/2024 10:44 PMLikeUnit 5 – Discussion Board Like PostFlagUnit 5 – Discussion Board Flag Post

Hello class,

Several factors must be considered in analyzing whether the restaurant’s termination of Carl violated his legal expectation of privacy. These factors include the content of Carl’s Facebook posts, his privacy settings, and company policies.

Firstly, Carl’s Facebook post contained negative remarks about the patrons he served and mentioned the restaurant by name. Although Carl may have expected privacy in his Facebook posts due to his privacy settings, which limited visibility to friends only, the content of his post becomes relevant in determining whether this expectation was reasonable.

Secondly, the fact that Carl mentioned the restaurant by name in his post could impact the reasonableness of his expectation of privacy. Even though his privacy settings restricted the audience to his friends, mentioning the restaurant’s name could reasonably lead to the post being seen by individuals beyond his friend list, such as coworkers or individuals with mutual friends who may work at the restaurant.

Thirdly, the restaurant’s policies prohibiting speaking disparagingly about customers and casting the restaurant negatively on social media networks are also relevant. These policies establish clear expectations regarding employee conduct and specify consequences for violations.

Considering these factors, while Carl may have had a reasonable expectation of privacy in his Facebook post due to his privacy settings, the content of his post and the mention of the restaurant’s name could reasonably lead to the post being brought to the attention of the restaurant manager. Additionally, the company policies regarding employee conduct on social media likely provide grounds for termination if violated.

Therefore, based on the circumstances described, it is reasonable to conclude that the restaurant’s termination of Carl did not violate his legal expectation of privacy. Given its content and potential impact on its reputation, the restaurant had legitimate reasons to become aware of and take action regarding Carl’s Facebook post.

Berry Law. (2024, January 30). When do you have a reasonable expectation of privacy from police searches? https://jsberrylaw.com/blog/when-do-you-have-reasonable-expectation-of-privacy-from-police-searches/

Sableman, M. (2016, July 12). Do you have privacy rights on social media?. Lexology. https://www.lexology.com/library/detail.aspx?g=e8b…

Unit 5 – Discussion Board

Accounting for Managers(ACG510-2401B-02)

Eduardo Deulofeu

Reply

UNIT 5 – DISCUSSION BOARD

Wed 3/13/2024 8:46 PMLikeUnit 5 – Discussion Board Like PostFlagUnit 5 – Discussion Board Flag Post

Hello Class,

I personally think that the statement of cash flow is a critical component of a company’s financial statements, it provides essential insights into the financial health and operational efficiency of a company. It is segmented into three primary activities: operating, investing, and financing. Among these, the operating activities section is arguably the most pertinent for the external evaluation of a company’s financial health.

1. Indicates Core Business Viability: The cash flow from operating activities is a direct reflection of the company’s core business operations’ profitability and sustainability. It shows how much cash is generated from the company’s primary business activities, excluding the effects of financing and investment activities. This measure is crucial for investors and creditors as it indicates whether the company can generate sufficient cash to sustain and grow its operations without relying on external funding. A positive and growing operating cash flow suggests a viable, potentially expanding business, whereas a negative cash flow might signal operational troubles or challenges in maintaining profitability.

2. Informs About Liquidity and Solvency: Operating cash flow is a key indicator of a company’s ability to meet its short-term liabilities and commitments. Consistent positive cash flow from operations ensures that the company has enough liquidity to cover its operating expenses, which is vital for maintaining solvency. This is crucial for creditors and investors who are concerned with the company’s ability to continue as a going concern and meet its short-term obligations.

3. Enhances Comparability and Reduces Manipulation: Compared to other sections of the cash flow statement, operating cash flow is less susceptible to distortion or manipulation because it is closely tied to the day-to-day activities that are central to the business. Unlike earnings, which can be affected by various accounting policies and non-cash transactions, cash flow from operating activities provides a more straightforward and comparable measure of financial performance across different companies and industries.

In conclusion, while the investing and financing sections of the cash flow statement also provide valuable insights, the operating section offers the most direct and unaltered view of the company’s financial health and core business strength, making it particularly relevant for external evaluation.

Jacquelyn Evans

Reply

UNIT 5 – DISCUSSION BOARD

Fri 3/15/2024 8:46 PMLikeUnit 5 – Discussion Board Like PostFlagUnit 5 – Discussion Board Flag Post

Greetings class 

When assessing a company’s financial health and performance, certain activities on the cash flow statement hold relevance for external evaluation. Here’s an argument for why Operating Cash Flow (OCF) is the most pertinent section for such evaluation, supported by three key points:

True Measure of Cash Generation

OCF provides a clear picture of the cash generated or consumed by a company’s core operating activities, excluding non-operating items and accounting adjustments. As Warren Buffett famously stated, “Operating earnings are what count most… You’re looking for a business with a high return on capital employed and not a high return on stock price” (Buffett, 1995). OCF aligns with Buffett’s emphasis on the fundamental profitability of a business, making it a crucial metric for external evaluation.

Indicator of Financial Health and Sustainability

A consistently positive OCF indicates that a company’s operations are generating sufficient cash to cover operating expenses, capital expenditures, and debt obligations. As Joel Greenblatt, a renowned investor, noted, “Cash flow tells the truth” (Greenblatt, 2005). Positive cash flow from operations demonstrates the company’s ability to sustain its business operations, invest in growth opportunities, and withstand economic downturns.

Basis for Valve Creation and Shareholder Return

OCF serves as the foundation for creating shareholder value and delivering returns to investors. As stated by Philip Fisher, a prominent investor and author, “The best time to sell a stock is almost never. The best time to buy is… when the company’s long-term prospects are clearly superior to the current valuation” (Fisher, 2003). Positive operating cash flow enables companies to reinvest in the business, pay dividends, or repurchase shares, thereby enhancing shareholder wealth over the long term.

In conclusion, operating cash flow is the most pertinent section of the cash flow statement for external evaluation due to its reflection of a company’s cash generation from core operations, indication of financial health and sustainability, and role in value creation for shareholders. By focusing on OCF, external stakeholders can gain valuable insights into the underlying performance and potential of a company.

MGT 3210 DB 9

QUESTION

Case 9: Dan Price, CEO of Gravity Payments, Established a Minimum Salary of $70,000 for All Employees

Dan Price grew up in a family of seven, whose evangelical Christian parents homeschooled him and his siblings until they were 12. The family had strong roots in reading and studying the Bible, which was a daily activity. Price was very interested in learning the scriptures and reached the finals of a Bible-memorization contest in the fifth and sixth grades.

In 2004 Price, then 19, started Gravity Payments with his brother Lucas. The brothers initially had a 50-50 stake in the company, but about 18 months later Lucas Price ended his direct involvement in the company and Dan Price became the majority owner.

Gravity Payments is a credit card processing company. According to an article about the company in Bloomberg Businessweek, “The day-to-day work at Gravity Payments is pretty unglamorous. Gravity is a middleman between merchants and payment networks, namely Visa and MasterCard, which in turn connect to banks that issue credit cards.” The office is a conglomerate of “desks and computers in bland cubicles—but the space is reorganized every six months so people can sit near different colleagues.” Price does this because he doesn’t want people to get too comfortable.

The corporate home page describes the company as follows: “‘Take care of your team, and they’ll take care of your clients.’ Gravity Payments recognizes the value in establishing an entrepreneurial, goal-oriented, rewarding, honest, and innovative culture, which is what makes our company such a remarkable place to work. We believe in a holistic and balanced lifestyle, supporting our team members with:

  • $70,000 minimum wage
  • Unlimited paid time off
  • Medical, dental, and vision insurance
  • Bonus opportunities
  • Flannel Fridays
  • Company-sponsored outings
  • Volunteer opportunities
  • Catered breakfasts and lunches

A survey of comments on Glassdoor reveals a combination of pros and cons about working at Gravity. A sampling of comments includes the following:

Pros:

“I have never worked for a company that cares for their customers more than Gravity. Company culture is the best I have worked with.”

“The company is built on a foundation of community and teamwork. I have built some long-lasting friendships. We are a community of people who are competitive, love to learn, and want to grow.”

“I love the team of people I work with! They value the unique skills and experience that I have, support me in accomplishing my goals, challenge me to bring my best, and inspire me to push to new heights.”

“Gravity Payments offers an incredible opportunity for employees to seize responsibility and grow personally and professionally.… You really do get out what you put in as far as effort being rewarded with additional responsibilities and trust.”

“Management genuinely cares about your success and professional growth. Even though people work hard … the environment is fun and social.”

Cons:

“It can be intimidating to work with such high quality and capable people. Personal sacrifice is often necessary to provide a high level of service and support for our customers and teammates.”

“It’s no secret that this industry is tough. As a rep you have to be very driven and handle plenty of rejection.”

“Be prepared to work long hours …”

“Many days are filled with rejection and apathy.”

“This is not easy work. Anyone who is just looking to do the minimum and collect their paycheck will not be happy nor successful here. Be prepared to operate at 100 percent at all times, as there is rarely down time.”

Price made international headlines in 2015 when he announced his plan to raise the minimum salary of his 120 employees to $70,000. At the time, the average employee salary was $48,000.

He decided to phase in the salary increase over three years. The minimum starting salary became $50,000 in 2015 and $60,000 by December 2016 and $70,000 by December 2017. Price plans to pay for this increase without raising prices to customers by reducing his own salary from about $1 million to $70,000, and by diverting about 80 percent of company profits for 2015. This strategy is critically important because profit margins are slim in this industry, and any price increases are likely to result in a loss of customers.

Many employees were ecstatic at the news of the salary rise. One hundred received an immediate pay increase, and 30 saw their pay double. Others were not so happy and perceived the decision as inequitable. Maisey McMaster, a 26-year-old financial manager, said, “He gave raises to people who have the least skills and are the least equipped to do the job, and the ones who were taking on the most didn’t get much of a bump.” She felt it would have been fairer to give smaller increases with the opportunity to earn a future raise with more experience.

McMaster told Price about her feelings, and according to an interview in The New York Times, he suggested she was being selfish. She quit.

Grant Morgan had a similar reaction in his Times interview. “I had a lot of mixed emotions,” he said. His salary was raised to $50,000 from $41,000. “Now the people who were just clocking in and out were making the same as me. It shackles high performers to less motivated team members.” He also quit.

Some customers left the company because they viewed the pay increase as a political statement or a prelude to higher fees.

A few key events seem to have prompted Price’s decision to raise wages. One was a 2011 conversation with Jason Haley, a phone technician making about $35,000 a year. Haley told Price, “You’re ripping me off.” A surprised Price said, “Your pay is based on market rates.” Haley shot back that “the data doesn’t matter. I know your intentions are bad. You brag about how financially disciplined you are, but that just translates into me not making enough money to lead a decent life.” Price was shocked and upset.

Price also came to feel that pay inequality between himself and his employees was simply wrong. He told a reporter from The New York Times that income inequality “just eats at me inside.”

According to Bloomberg Businessweek, Price’s original pay was “atypical for a company of Gravity’s size” and profitability. The company’s profit was $2.2 million in 2014. Bloomberg Businessweek reported that “at private companies with sales like Gravity’s total revenue, salary and bonus for the top quartile of CEOs is $710,000.… At companies with sales like Gravity’s net revenue, the top quartile pay falls to about $373,000. At those with a similar number of employees as Gravity, the top quartile of CEOs makes $470,000 in salary and bonus.”

Price told a CNBC anchor in 2011 that he was making “probably $50,000” in 2011, which he noted was the “most I’d ever made in my life.” This statement contrasts with data reported in a lawsuit filed by Lucas Price, who retains a 30 percent stake in the company. According to a reporter for Geekwire.com, “The filing discloses Price’s compensation as CEO dating back five years. It says Price received $957,811 in compensation in 2010, $908,950 in 2011, and more than $2 million in 2012, which represented more than 20 percent of Gravity Payment’s $9.9 million in sales that year.”

Price’s compensation is at the heart of his brother’s lawsuit, filed about a month before the wage increase was announced. Lucas Price claims Dan Price was taking millions out of the company, detracting from the financial benefits of being a minority owner.

Bloomberg Businessweek reviewed court papers and stated that the lawsuit claims Price “‘improperly used his majority control of the company’ to overpay himself, in the process reducing what Lucas was due. ‘Daniel’s actions have been burdensome, harsh and wrongful, and have shown a lack of fair dealing toward Lucas,’ the suit alleges.” Lucas Price wants his brother to pay for damages and buy him out.

A judge ruled in July 2016 that Lucas Price had failed to “prove his claims that Dan had overpaid himself and inappropriately used a corporate credit card for personal expenses. The judge also ordered Lucas to pay Dan’s legal fees,” according to a reporter for The New York Times.

  1. What is the problem?
  2. What are the causes?
  3. What solutions will you propose to address the problem? (How do you, as an HR manager address this issue? Think of practical solutions – explain why you think they are appropriate)

CU Delta Air Lines A Legacy of Aviation Excellence Data Analytics Question

Question

Introduction:

Business analytics techniques are used to facilitate decision making by transforming large amounts of raw data into meaningful information. Many businesses rely on analysis of relevant historical data to make key strategic and operational decisions. Therefore, understanding how to use techniques such as graphical representation and descriptive statistics to translate raw data into useful information can be a valuable skill in an organization.

In this assessment and the next, you will have the opportunity to sharpen your analytics skills by locating and interpreting real-life stock data.

You have been learning about how to explore data. In this assessment, you will apply those skills by downloading a practical dataset and creating graphical representations of that data. The work you do in this assessment will lay the foundation for future assessments in which you analyze and interpret those graphical representations. Since the purpose of business analytics is to make sense of large quantities of raw data, this assessment helps you develop skills in applying analytics to business contexts by practicing the exploration and display of data.

In addition to graphical and tabular summary methods, numeric or quantitative variables and data can be summarized numerically using various techniques of Question and display.

Descriptive methods, which describe existing data, are also methods for using a subset of the available data to estimate or test a theory about a measurement on a larger group. This larger group is called the population, and the measurement being studied is the parameter. The smaller group, or subset, of the population that is taken in order to make an inference (to make an estimate or test a theory) is referred to as the sample. The measurement taken on that sample is then referred to as the statistic, which is usually the best single-number estimate for the population parameter of interest. Most often, however, the estimate should not be restricted to a single number that would be exactly correct or incorrect. Instead, it is preferable to calculate some range of possible values between which there can be a certain percent confidence that the true population parameter falls. These are referred to as confidence intervals.

Scenerio

Business analytics techniques are used to facilitate decision making by transforming large amounts of raw data into meaningful information. Many businesses rely on analysis of relevant historical data to make key strategic and operational decisions with the goal of gaining or maintaining competitive advantage. Therefore, understanding how to use techniques such as graphical representation and descriptive statistics to translate raw data into useful information can be a valuable skill in an organization.

In this assessment and the next, you will have the opportunity to sharpen your analytics skills by locating and interpreting real-life stock data, creating a business report, and presenting the information from the business report with your supervisor and colleagues as part of a decision-making effort.

Your Role:

You are a member of a business analyst group interested in a publicly traded company. Your supervisor has asked you to create a presentation, including graphical representations from raw stock data. From that raw stock data, you are to create a business report for a company-wide meeting at the end of the quarter. Your work and the work of others will result in a Business Report, which will be utilized to help company leadership make decisions.

Your first task is to pick a publicly held company with only one business platform. So do not pick Apple, Amazon, Disney, et cetera. You want a company that plays in only one industry. Then you are to provide an overview of the company, including business context. Remember that business context includes many aspects of the company, industry, competition, et cetera.

The second task is prepping stock history data from the business or company and creating scatter plots and a histograms.

The third task is to calculate mean, median, mode, and standard deviation of the adjusted daily closing stock price and the stock volume.

The fourth task is to provide a summary of the information you provide (including data analysis) without bias and with factual information including citations.

It is your responsibility to present visually and to interpret the data into meaningful information using analysis and descriptive statistics

Instructions:

Select a publicly traded business or stock that plays in only one industry in which you have interest. Download the raw data on the company’s stock history.

Follow these steps to locate and download stock history from Yahoo! Finance:

  • Go to Yahoo Finance.
  • Search for and find the stock information of your chosen company. Remember do not use a company that plays in multiple industries.
  • Once you pull up the general data on the company, review the screen links throughout until you find the link for Historical Data. Click on the Historical Data link. Then select the following settings above the table:
    • Select Time Period of one year.
    • Select “Historical Prices.”
    • Select Frequency as “Daily.”
    • Click Apply.
    • Click Download Data. Go to the bottom of your screen or your Downloads folder to open the Excel file you just downloaded. Open the Excel file. Check to be sure that you have enough lines to show the whole year. If not, reset the settings at the top of the Historical Data chart and try again.
    • Once you are sure that you have a year’s worth of data, save the Excel file.

Using the Excel file with the year’s stock data, conduct descriptive analysis as follows:

  1. Create a scatter plot of the highest stock price (in the column labeled “High”) against time. Write several sentences explaining the process/steps by which you created this graph.
  2. Create a scatter plot of the lowest stock price (in the column labeled “Low”) against time. Write several sentences explaining the process/steps by which you created this graph.
  3. Create a histogram of the adjusted daily closing stock price (in the column labeled “Adj Close”). Make sure the histogram is meaningful by adjusting the bin size so you can see the shape of the histogram. Write several sentences explaining the process/steps by which you created this graph.
  4. Create a histogram of the stock trading volume (in the column labeled “Volume”). Make sure the histogram is meaningful by adjusting the bin size so you can see the shape of the histogram. Write several sentences explaining the process/steps by which you created each graph.
  5. Complete the following for each of the four graphs:
    • Make sure the x and y axis have appropriate labels—“Stock Price in USD” or “Date D/M/Y” for example.
    • Change the title of the graph to communicated what the graph is communicating.
    • Add options—color, trendlines, legend, other?
  6. Calculate the mean, median, mode, and standard deviation of the adjusted daily closing stock price.
  7. Put answers of calculations in table format for easy review.
  8. Write several sentences explaining the process by which you calculated these statistics.
  9. Calculate the mean, median, mode, and standard deviation of the stock volume. Put in table format for easy review. Write a sentence explaining the process by which you calculated these statistics.
  10. Prepare a 5-8 page report that you would present to your supervisor, including the following:
    • An APA-formatted title page.
    • A 1-2 page introduction describing the background of your chosen company and its practical extensive business context. You should use at least four sources of information on the company, industries the company participates in, history, mission, platforms, products, competitive advantage, and competitors by industry.
    • A section labeled Graphical Representations of Data, in which you include the four graphs you created above and short Questions of the process you used to create each graph.
    • A section labeled Descriptive Statistics, in which you include the statistics you calculated above and explanation of the procedures you followed to calculate the statistics.
    • A summary of what the data suggests. No opinion please. See textbook information on how to interpret data. Please remain unbiased in your summary. You may use additional resources (and cite) to help you interpret the data. For example: What does Standard Deviation say about stock volatility?

Your paper should be APA-formatted with in-text citations and a corresponding references page. Remember to cite the sources of your financial data. Include at least four sources of information for your page and reflect on reference page.

Walkthrough: You may view the following media piece to help you understand concepts addressed in this assessment:

Work part 2 EFAS

QUESTION

Objective: Develop an External Factors Analysis Summary (EFAS)

What are external factors?

External factors are those the firm has NO control over. I will be doing reality checks when reading your work, asking, “Does the firm control this activity or not?” For instance, a firm has control over the price it chooses to charge, but they don’t have control over whether or not that price is acceptable to the ultimate consumer.

What do you have to do?

Fill in the table in TemplateSA-EXH 1-EFAS.docx available in this location and Course Resources. The table has five columns: External Factors, Weight, Rating, Weighted Score, and Comments.

Use short names for the factors, but flesh them out in the comments so they make sense when you approach them later on.

The textbook is clear enough to work on all columns but the Comments. Your comments make all the difference in the quality of the EFAS.

Use the template for Exhibit 1 – EFAS

Use the Template EFAS as the template for your work. Ensure that your format displays correctly and is readable.  Do NOT copy from the text or from the Template EFAS text!  Use your own critical analysis and critical thinking.  The template is provided to assist you with the layout–i.e., make it easy for you to construct the chart.  The template also gives you a good idea of the appropriate explanations required in the Comments blocks about the why an SF, potential quantified impact, how weighted, and how rated.

Comments Column

Comments are expected to be 4-5 sentences in length and depth and offer a clear explanation of the strategic factor (SF) in 4 aspects:

Why it is a strategic factor (SF); (1-2 sentences only)

A quantified estimate of the potential impact (QPI) of the SF; (1 sentence only)

How you assign the weight; (1 sentence only) and

How you assign the rating. (1 sentence only)

Keep the 4-5 sentences of your Comments in order for clarity and ease of understanding.  The recommended order is:  Why SF comments; QPI comments; Weight comments; and finally Rating comments.

How to write the Why SF and QPI comments: For the Why SF, explain WHY you selected this SF, WHY it is important to your firm, and WHAT is the potential impact on the firm in the future.

For the QPI comments, estimate the potential impact on the firm in the future in a quantitative manner using some metric:  sales, revenues, costs, market share, profits, logistics pipeline, CSI, etc.  Express the quantitative potential impact (QPI) in Dollars $$.  If you express the potential impact in $$, that makes each strategic factor comparable against the other strategic factors. And expressing the impact in sales makes them even more easily comparable.   Make sure you are making significant estimates based on the size of your company based on annual revenue values in your 5-Y financials. You develop this estimate.

The monetary value of the QPI is useful to compare the strategic factors and rank them in relevance.  Ranking them will help you to assign the Weights (2nd column in the table) to each strategic factor. Use a positive analysis (quantitative) rather than a normative analysis (feelings, desires).  Focus on what is the potential gain for your SF opportunities or the potential loss from an SF threat in the future.  History lessons are not needed nor applicable.  You should estimate and predict the impact in the future. Be creative. 

Don’t develop future actions or alternatives here in the EFAS about how a firm may, or should take action on a particular SF.  The brainstorming development of those alternative actions comes with the TOWS Analysis that we will start presenting in Module 4.

  • HINT:  To focus your thinking on addressing “why” you selected each SF and “why it is important,” start your “why select/important” sentence with words like this:  “I selected this SF because…..” or “This SF is important because…”  By using this lead-in phrase you should be able to concisely state why that particular SF is important.
  • HINT:  To focus your thinking on addressing the quantitative potential impact (QPI) in the future of each SF, be sure your QPI sentence contains words like this:  “potential impact of $____” or “potential increases to ____ are $____ per year” or “reduction in sales by $____ per year.”  Be sure to state the potential impact in dollars so you can compare the potential impacts of your various SF.
  • How to write the Weight and Rank comments: To assign weights, explain the importance of the SF to the firm’s future survival.  Is the SF of vital importance or low importance on a scale of 1 to 0?  What is the impact of the SF on the future survival of the firm?  What SF has the biggest impact?  Which one(s) are the Big Dogs?  Make a logical explanation of why the weight you have assigned is what it is.  Comparison and ranking between SF is a useful technique to assign the weight.  See your potential $$$ impacts from your “Why” analysis above. The bigger the $$$ impact is, the bigger the weight should be.  Remember the weight column adds to 1.0.
  • HINT:  To focus your thinking on addressing the importance of the SF to the firm’s future survival, be sure to include the keyword “survival” in your weight sentence.

To assign ratings, provide an explanation of how well, or how badly, the firm is handling each specific external SF RIGHT NOW not in the future or not in the distant past but right now. Use the scale of 1 5, poor to outstanding; comparing the firm’s performance against the industry standard rating of 3.  Give a logical explanation of why the rating you have assigned is what it is.  Do they handle it well or are they lost?  Are they performing in average way as other competitors are? Remember the industry average performance is rated at 3.

HINT:  To focus your thinking on addressing how well your firm is handling each SF, understand what the 1-5 scale means and then use your rating number from the rating column with matching words (low, average, above average, high, etc) in your rating sentence.

Example of a good comments block:

SF – International Growth Opportunities in SE Asia, Japan, and Korea

This SF was selected because of its very significant potential impact on profit growth.  Successful expansion into overseas markets could potentially result in doubling the size of OPC to a firm with $800M in sales per year and an increase in profits from $50M to $100M per year.  This SF is weighted highest at .25 since expanding internationally is vital to the future survival of OPC in light of worldwide competitors and markets.  I rated this low at 2.5 since OPC does not have any international experience or markets at this time.

Point of View

Remember to keep your decision-making at the strategic level –the Big Picture level. You are acting at the CEO/SVP level. But you are also acting at the lower levels to brainstorm, generate alternatives, perform critical analysis, and make recommendations to the CEO/SVP levels. The decision-maker CEO/SVP decides on the most important strategic factors.

Develop an External Factors Analysis Summary (EFAS) for your selected

QUESTION

There should be 5 strategic factors for Opportunities and 5 strategic factors for Threats.

What are external factors?

External factors are those the firm has NO control over. I will be doing reality checks when reading your work, asking, “Does the firm control this activity or not?” For instance, a firm has control over the price it chooses to charge, but they don’t have control over whether or not that price is acceptable to the ultimate consumer.

What do you have to do?

Fill in the table in TemplateSA-EXH 1-EFAS.docx available in this location and Course Resources. The table has five columns: External Factors, Weight, Rating, Weighted Score, and Comments.

Use short names for the factors, but flesh them out in the comments so they make sense when you approach them later on.

The textbook is clear enough to work on all columns but the Comments. Your comments make all the difference in the quality of the EFAS.

Use the template for Exhibit 1 – EFAS

Use the Template EFAS as the template for your work. Ensure that your format displays correctly and is readable.  Do NOT copy from the text or from the Template EFAS text!  Use your own critical analysis and critical thinking.  The template is provided to assist you with the layout–i.e., make it easy for you to construct the chart.  The template also gives you a good idea of the appropriate explanations required in the Comments blocks about the why an SF, potential quantified impact, how weighted, and how rated.

Comments Column

Comments are expected to be 4-5 sentences in length and depth and offer a clear explanation of the strategic factor (SF) in 4 aspects:

  • Why it is a strategic factor (SF); (1-2 sentences only)
  • A quantified estimate of the potential impact (QPI) of the SF; (1 sentence only)
  • How you assign the weight; (1 sentence only) and
  • How you assign the rating. (1 sentence only)

Keep the 4-5 sentences of your Comments in order for clarity and ease of understanding.  The recommended order is:  Why SF comments; QPI comments; Weight comments; and finally Rating comments.

How to write the Why SF and QPI comments: For the Why SF, explain WHY you selected this SF, WHY it is important to your firm, and WHAT is the potential impact on the firm in the future.

For the QPI comments, estimate the potential impact on the firm in the future in a quantitative manner using some metric:  sales, revenues, costs, market share, profits, logistics pipeline, CSI, etc.  Express the quantitative potential impact (QPI) in Dollars $$.  If you express the potential impact in $$, that makes each strategic factor comparable against the other strategic factors. And expressing the impact in sales makes them even more easily comparable.   Make sure you are making significant estimates based on the size of your company based on annual revenue values in your 5-Y financials. You develop this estimate.

The monetary value of the QPI is useful to compare the strategic factors and rank them in relevance.  Ranking them will help you to assign the Weights (2nd column in the table) to each strategic factor. Use a positive analysis (quantitative) rather than a normative analysis (feelings, desires).  Focus on what is the potential gain for your SF opportunities or the potential loss from an SF threat in the future.  History lessons are not needed nor applicable.  You should estimate and predict the impact in the future. Be creative. 

Don’t develop future actions or alternatives here in the EFAS about how a firm may, or should take action on a particular SF.  The brainstorming development of those alternative actions comes with the TOWS Analysis that we will start presenting in Module 4.

HINT:  To focus your thinking on addressing “why” you selected each SF and “why it is important,” start your “why select/important” sentence with words like this:  “I selected this SF because…..” or “This SF is important because…”  By using this lead-in phrase you should be able to concisely state why that particular SF is important.

HINT:  To focus your thinking on addressing the quantitative potential impact (QPI) in the future of each SF, be sure your QPI sentence contains words like this:  “potential impact of $____” or “potential increases to ____ are $____ per year” or “reduction in sales by $____ per year.”  Be sure to state the potential impact in dollars so you can compare the potential impacts of your various SF.

How to write the Weight and Rank comments: To assign weights, explain the importance of the SF to the firm’s future survival.  Is the SF of vital importance or low importance on a scale of 1 to 0?  What is the impact of the SF on the future survival of the firm?  What SF has the biggest impact?  Which one(s) are the Big Dogs?  Make a logical explanation of why the weight you have assigned is what it is.  Comparison and ranking between SF is a useful technique to assign the weight.  See your potential $$$ impacts from your “Why” analysis above. The bigger the $$$ impact is, the bigger the weight should be.  Remember the weight column adds to 1.0.

HINT:  To focus your thinking on addressing the importance of the SF to the firm’s future survival, be sure to include the keyword “survival” in your weight sentence.

To assign ratings, provide an explanation of how well, or how badly, the firm is handling each specific external SF RIGHT NOW not in the future or not in the distant past but right now. Use the scale of 1 5, poor to outstanding; comparing the firm’s performance against the industry standard rating of 3.  Give a logical explanation of why the rating you have assigned is what it is.  Do they handle it well or are they lost?  Are they performing in average way as other competitors are? Remember the industry average performance is rated at 3.

HINT:  To focus your thinking on addressing how well your firm is handling each SF, understand what the 1-5 scale means and then use your rating number from the rating column with matching words (low, average, above average, high, etc) in your rating sentence.

Example of a good comments block:

SF – International Growth Opportunities in SE Asia, Japan, and Korea

This SF was selected because of its very significant potential impact on profit growth.  Successful expansion into overseas markets could potentially result in doubling the size of OPC to a firm with $800M in sales per year and an increase in profits from $50M to $100M per year.  This SF is weighted highest at .25 since expanding internationally is vital to the future survival of OPC in light of worldwide competitors and markets.  I rated this low at 2.5 since OPC does not have any international experience or markets at this time.

Unit 2 Responses

QUESTION – QUESTION

Unit 2 – Discussion Board

Accounting for Managers(ACG510-2401B-02)

TM

Tammie Merkel

INSTRUCTOR

Jami, thanks for posting. You are correct in that one person having all the controls would be considered weak internal controls and an auditor will definitely bring this issue up. 

Response: Arneisia Mccutcheon

Hello Jami,

Your post was very informative & provided a lot of information about this week’s topic. I actually was able to view the topic from a whole different perspective due to the specifications that you have provided. I totally agree when you stated, one person having control over the duties of accepting cash payments, making deposits and bank reconciliation makes for a very weak internal control system. Often times there has been a better success rate when you are able to provide an actual paper trail of events, this will help identify protection.

Response: Jacquelyn Evans

Greetings everyone – 

An internal control review is a critical process within organizations. This is process is designed to assess the effectiveness and efficiency of internal controls to help safeguard assets, ensure accuracy of financial reporting and compliance with regulations.

In the context of the cashier’s office, where cash transactions are frequent and significant, a robust internal control structure is imperative to mitigate risks, potential errors, fraud and misappropriation of funds.

One approach is to incorporate checks and balances with the segregation of duties to prevent a individual from having total control over all aspects of a transaction. For instance each employee would have distinct roles, such as cashier, cash reconciler, supervisor and auditor.

The cashier is responsible for processing cash transactions, receiving payments and issuing receipts. 

The cash reconciler would verify the accuracy of daily cash receipts against transactions recoded in the system, reconcile discrepancies and prepare the bank deposit.

The supervisor’s function is to oversees the activities of the cashier and reconciler, ensure adherence to policies and procedures and provide approvals for exceptions and or adjustments.

The auditor would conduct periodic reviews of the internal controls, perform spot checks on transactions and investigate any anomalies or irregularities. 

By segregating the duties, the organization can reduce the risk of errors and fraud, enhance accountability and strengthen the overall control environment (Smith & Jones, 2020)

Reference:

Smith, A., & Jones, B. (2020). Strengthening Internal Controls: The Role of Segregation of Duties. Journal of Accounting and Finance, 15(2), 45-62.

Response: Sahanna Stubblefield

Hello class, 

Internal control is a process. It is intended to prevent errors, irregularities and identity problems. When dealing with internal control, it is vital to ensure that corrective action is taken. Internal control is expected to provide only reasonable, not absolute, assurance to and entity’s management and board. 

One way to handle internal control in a work place is to assign different duties and tasks to employees, but to also ensure that everyone can preform each and every task needed. For instance, if two employees are on the clock as a cashier and cook, one should be able to work the register, take orders, payments and make sure the customers get exactly what they ordered. As the cook, it is both the cashier and cooks responsibly to make sure orders are done in a timely manner at the customers request.  Team work is necessary, but it is a requirement to perform or have internal control in every work place. If both employees are signed in on a register, it is important to be signed in under your name with your correct information to avoid any problems or issues. If the register is short and both employees were signed in, both employees could be held accountable. 

 Unit 2 – Discussion Board

Employment Law(MGT555-2401B-02)

Response: Ernest Jackson

Interpret the Legality of the Questions That the Office Manager Asked Marsha

According to Marsha’s case, the questions asked by the manager were illegal. For instance, the manager inquired about how many kids she had and how old they were. The manager asked whether she was planning to have more children and what her husband did for a living. All the above questions asked by the manager were inappropriate and personal, and they did not determine whether Marsha would qualify to be a receptionist. Interviewers must ask legal questions about applicants’ qualifications for a specific job. Henceforth, asking personal questions is illegal, and applicants such as Marsha are not obliged to answer them.
Provide Examples and Discuss the Types of Questions That Are Legal to Ask During Interviews
Interviewers can ask various legal questions during interviews. For example, what skills do you have to be the best candidate for this position? Why would you want to work for this company? Are you a team player? What are your educational qualifications? Tell me about yourself.  Where do you see yourself in five years? Why did you leave your previous position? What are your expectations in terms of allowances and salary? Are you ready to travel if you are required to? Are you prepared to work overtime?
 These are some of the legal questions that can be asked during an interview and mainly focus on an applicant’s qualifications. Consequently, such questions will let the interviewer know the best applicant to offer the position. In addition, according to Roulin et al. (2019), offering interviewers training is essential. It would enable them to ask appropriate, vital interview questions, eliminating bias and promoting organizational diversity. Altogether, questions asked during job interviews are crucial because they allow companies to acquire top-notch employees, leading to a company’s growth and success.

Reference
Roulin, N., Bourdage, J. S., & Wingate, T. G. (2019). Who is conducting “better” employment interviews? Antecedents of structured interview components use. Personnel Assessment and Decisions, 5(1), 2.

Response: Andrea Graham

The questions the officer manager asked Marsha about children, age of the children, and if she planned on having more children was not only unethical, but illegal. The question violates the Title VII Civil Rights of 1964, which created the Equal Employment Opportunity Commission, (EEOC).  According to the EEOC, it is illegal to ask the number of children you have, the age of your children of if ou have future child bearing plan or employment of a spouse(“Pre-employment”, n.d., para. 4).

It was also illegal to ask what her husband did for a living. Asking this question has nothing to do with Marsha’s ability to perform the job at hand. This question could possibly lead to a discrimination lawsuit.

In my opinion, here are some legal questions that the office manager could or should of asked:

Questions about work:

“Can you work overtime?”

“Is there any reason you can’t start work at 8?”

Questions about attendance/availability

“Are there any activities or commitments that may prevent you from meeting the attendance requirements?”

Reference:

U.S. Equal Employment Opportunity Commission (EEOC).(n.d.). Pre-employment injuries and marital status or number of children