communication digital signals.part of prevoius question.?
Task.
Describe this system with respect to the concepts of, information theory, source coding, channel parameters .Your description should contain numerical values of relevant information measures, noise parameters, signal parameters and, relevant symbol rates and bit rates. Use diagrams where appropriate.
Make any recommendations as to how you could improve the performance of the system with respect to your findings. Indicate any disadvantages that may accompany your recommendation. Justify your recommendation with appropriate analysis and/or any reference(s) you may have used.
Have fun doing your homework. You ask for too much that you should be learning in school and not having another do for you. If you do this for all your courses, you will definitely fail when you get a job.
While the concept of violence in the workplace is not new by any means, any more than workplace violence is an “American-thing,” the medical sector is waking up to the reality that it is in a, so-called, league of its own.
For years, the medical sector, at least that part of it that took action, has been treating the issue of workplace violence as though hospitals, clinics, and doctor’s offices were no different than factories. Those who did take measures to prevent violence in the workplace – who did create workplace violence plans, polices, and procedures for handling this important issue – did so as though they were “just like everybody else.” And, they have come to find out that…it just wasn’t so.
The Reality of Workplace Violence In The Health Sector
The truth when it comes to WPV in the health care field is that:
* The health care sector has one of the lowest – if not THE lowest rate of employee-initiated incidents in the corporate world. Good for them. But…
* The health care sector has THE HIGHEST number of incidents of violence perpetrated against health workers on the job!
We’ll talk about why this is true in another post. But what’s important now is the fact that the health care community made a serious error in judgment. They operated under the premis, and hired workplace violence consultants to assist them based on the premise, that they had the same problem that every other company did, and they could use the same measures.
In fact, when it comes to violence in the workplace, the health sector is in such a unique position that the United States’ Federal Bureau of Investigation – the FBI – has created a separate listing for health care professionals in the world of workplace violence.
Why? A few reasons.
1. The typical attack on a health care worker is perpetrated by an assailant who “does not” fit the profile established using standard workplace violence data and statistics.
2. The typical assailant in an attack on a medical professional lashes out for very different reasons than in the rest of the corporate world. And…
3. Health care workers are in a very unique position when it comes to dealing with an attack, in that he or she must defend themselves while “simultaneously” providing aid to their assailant!
Its Time Has Come
In the past year or so, the medical community has been waking up to the realities of workplace violence as it relates to them. They are re-examining their beliefs, policies, and procedures and seeing the lack of real protection.
In fact, many facilities, just like many standard companies in the corporate world at-large, are realizing that the workplace violence plans, policies, and procedures they have in place… just might be creating the very “same” liability issues they were meant to handle in the first place!
About the Author:
Jeffrey Miller is the founder and CEO of Warrior Concepts International, Inc., a self-protection training company focusing on workplace violence defensive tactics training and policy development. He may be reached (in the US and Canada) at (570) 988-2228, or through his web site at www.wcinternational.com
Almost everyone wants to lead and manage their lives according to their own choices. Usually, most people do not discover their latent qualities and abilities until quite late in life. However, when the time comes to choose a career, people often lean towards opting for one that suits their personality. This is why some people find a career in project management ideal for their talents and capabilities. Project management is an art entailing planning, organizing, and administering set goals. It requires the orchestration of the various aspects of deadline-based discrete projects.
The Profession
A profession in project management requires working with a team of people; therefore, a successful project manager needs to understand the importance of teamwork, and how to achieve more together. Usually, a project is temporary in nature and requires a one-time effort, in order to create a distinct product or service. This demands various technical skills that can be handled efficiently by a project manager
Encountering and overcoming challenges is a part of this profession. The basic requirement is to ensure the delivery of a project within defined time limits. The optimized allotment and combination of various inputs to meet the objective of the project is another challenge in this profession. Project managers generally work in various areas, such as computer and information systems management, engineering and management of finance. Initially, they help in the development of the range of the project, and then monitor its progress all the way. Ultimately, they gain vast experience in their field and become consultants, partners or shareholders in project management companies.
Activities Related To Project Management
Project management deals with various kinds of activities that need to be carried out effectively in order to accomplish the work within client specifications. Some of the related activities are as follows:
-Planning regarding the set objectives
-Analyzing and designing of the objectives
-Evaluating risk factors involved.
-Estimation of resources
-Allocating resources
-Organization of work
-Acquiring material and human resources
-Task distribution
-Directing activities
-Controlling execution of the project
-Tracking and reporting about the progress of the project
-Defining products of different projects
-Predicting future trends in the project
Skills Required
Efficiency has become key in almost every profession, and cost overruns and delaying of deadlines are not tolerated. Therefore, the requirement for project managers has increased rapidly. They lead and guide the team to coordinate complex projects, and accomplish their targets on time, as well as within the budget. Hence, they need certain skills that help them excel in their field of work. They are:
-Motivation
-Excellent communication skills
-Leadership quality
-Diplomacy
-Awareness
-Analytical skills
-Decision making ability
-Managerial skills
-Being methodical
Project Development Stages And The Job Of A Project Manager
In order to complete a project, the project manager needs to process it according to its various stages, such as initiation, development, production or execution, closing, and maintenance.
a) Initiation: This stage helps in determining the nature and possible scope of the development. The job of a project manager includes reviewing of the current operations, conceptualizing the design of the operation, and arranging for the equipment required.
b) Development: This stage deals with the planning and designing of the product that should satisfy the end user, the sponsor of the project, and other business requirements. A project manager needs to supervise all of this.
c) Execution: It includes the implementation of the design, or concept of plan. Most of the work related to the project is realized at this stage and requires complete attention on the part of a project manager.
d) Closing And Maintenance: This is an ongoing process, which includes continuation of support of end users, correction of errors, and updating of the software. It incorporates the acceptance of the final project and it’s ending, which requires the involvement of a project manager.
A career in project management requires people skills, and the competence to handle projects efficiently. Many large corporations such as banks and insurance companies have also started hiring project managers in order to accomplish their work more effectively. You could have a bright career in project management if you have the ability to initiate work on your own, or delegate it to others.
About the Author:
Tony Jacowski is a quality analyst for The MBA Journal. Aveta Solution’s Six Sigma Online offers online six sigma training and certification classes for lean six sigma, black belts, green belts, and yellow belts.
Executive leadership development programs which empower managers to generate entrepreneurial ideas and construct innovative systems are destined to enhance organizational performance. As studies conducted by field researchers reveal, business acumen and creative leadership rank highly as the most desirable executive qualities.
Providing managers with the wherewithal to develop, implement and follow-through on their entrepreneurial ideas as well as their innovative systems should be the “prime directive” of any executive educational program.
To accomplish that lofty mission, today’s executive leadership development programs must address every facet of leading projects, programs and progressive initiatives by taking “deep-dives” into the strategies, principles, techniques and processes needed to perform these critical tasks:
planning and organizing;
visioning and questing;
setting goals and agendas;
delegating and coaching;
executing and assessing;
managing and consulting;
innovating and entrepreneurship.
What Are Entrepreneurial Ideas?
The generation of entrepreneurial ideas requires more than performing mere research or being creative – this task combines sourcing and processing your innovative systems for new opportunities along with executing a series of strategic “coup de grace”. Traditional executive leadership development programs simply fail to prepare managers for meeting those daunting challenges.
As Peter Drucker defined it: entrepreneurship is “both drastically (upgrading) the yield from resources, and (creating) a new market and a new customer. Entrepreneurship, then, is behavior rather than personality trait. And its foundation lies in (the rigorous applications of its) concept and (in the uncompromising practice of its) theory rather than in (a feeling, a tendency to take risks, a ‘kiss-from-the-muse’ or a single bright idea or in your) intuition.”
(all words in parenthesis are this Author’s)
Therefore, entrepreneurial ideas are those patterns of thought, conceptuality and envisioning which give management the ability to describe the whats and whys along with defining the hows and who which satisfy Drucker’s version of entrepreneurship.
What Are Innovative Systems?
Our research has indicated a new trend in the realm of competitive advantages – we now believe that Imagination or innovative systems, not Knowledge, is the key driver of competitive advantage. All of our executive leadership development programs and skills training courses to help clients meet those challenges.
Innovative systems must possess all the attributes of a structure. It needs to behave, operate and achieve results synergetically (enabling us to “measure our experiences geometrically and topologically and … employ geometry and topology to coordinate all information regarding our experiences, both metaphysical and physical”
– R. Buckminster Fuller, Synergetics.)
Following Bucky Fuller’s guidance, we suggest your innovative systems would contain these core ingredients:
1) Entities – a person, place or thing – seen as realities, dynamics, leadership, communications, ecological niches and relationships
2) Processes – a series of steps, procedures or techniques being applied or implemented in an orderly fashion – such as, exploring, creating, implementing and supervising
3) Linkages – any connection, real or imagined, between entities, processes or the system with some portion of itself or with the world outside the system – to facilitate energy importations, exportations and transformations
Executive leadership development programs which push the envelope of subject matter beyond the normal by helping managers generate entrepreneurial ideas and executive leadership training courses which feature these concepts of the Imagination Age (by developing innovative systems and not mere Knowledge) are sure to bring success and prosperity to their students.
Bill Thomas conducts innovative leadership training programs for Awesome Leaders and Innovative Leaders – he helps professionals, managers, supervisors, executives, entrepreneurs and directors by providing focused leadership subjects, coaching and consulting support, practical exercises, tons of powerful tools and energetic interactions with his clients.
His cost-effective innovative training workshops, programs and innovative learning solutions are guaranteed to maximize the returns on your investment. Awesome Leadership Programs and Innovative Leadership Training Programs
Lacking an up-to-date, legally-compliant Employee Handbook dramatically increases employer liability, puts business assets at significant risk, and increases the likelihood of a business disruption.
Consider these common Employee Handbook mistakes:
1) Creating Contractual Rights to Employment. When an employee agrees to provide services to an employer for pay – employment is “at-will.” Under the “at-will” doctrine, an employee or employer may terminate the employment relationship at any time, for any lawful reason (or for no reason) without notice. Courts, in most states, however, have found that under certain circumstances, poorly worded employee handbook policies can inadvertently create an implied contract that alters the “at-will” employment relationship.
For instance, companies remissly give employees contractual rights to employment when an Employee Handbook policy states that employment may be terminated for “just cause” or when a policy guarantees certain disciplinary procedures prior to termination.
2) Inaccurately Classifying Employees. Under the Fair Labor Standards Act (FLSA) and other federal rules, employers are not required to pay exempt employees overtime pay while nonexempt employees are required by law to receive overtime compensation.
Incorrectly assigned exempt and nonexempt job classifications can open the door to employee claims and be used against companies as evidence of a violation of the FLSA. Failure to properly pay overtime can result in back pay awards of up to two years, and up to three years if deemed a willful violation.
Businesses should regularly evaluate exempt and non-exempt jobs to ensure proper classification and compliance with Federal rules and existing Company policy.
3) Lacking Procedures to Report & Address Harassment. Employers generally recognize the need to have a policy statement protecting against illegal discrimination and harassment. However, very often fail to include procedures in their Employee Handbook’s for reporting discrimination and harassment. At a minimum these procedures should include:
• Requiring employees who witness or experience discrimination or harassment to report claims to responsible management authorities for investigation,
• Giving employees the option to report discrimination and harassment to a management authority outsider of their chain of command, and
• Stating that all reports of harassment will be investigated and disclosures made only when necessary to investigate an incident or as required by law.
Employee Handbooks are living documents that communicate Federal and State regulations and help to keep employers out of court. According to a survey conducted by a leading insurance company – one in four private small businesses has been sued by a current or former employee.
Employment discrimination cases are filling court dockets nationwide, and appear more more often than any other type of litigation except criminal cases. Civil and criminal lawsuits aren’t cheap. Studies by the U.S. Department of Labor show that businesses often spend as much as $125,000 defending themselves against disgruntled employees. Excepting legal fees, if a plaintiff wins at trial, the average judgment exceeds $500,000 in fines, sanctions, penalties and awards.
YES, you need a custom-built, legally-compliant Employee Handbook!
Thoughtfully prepared, legally-compliant Employee Handbooks are a cornerstone of most successful businesses, and not born from off-the-shelf templates. They are custom-built to address Federal and State regulatory compliance issues, and include policies about Absences/Attendance and Workers’ Compensation, and everything in-between.
Does your business have an Employee Handbook that is – 1) written in easy-to-understand language, 2) describes your corporate culture, 3) provides a history of the Company, 4) states the Company’s goals, ethical standards, compliance with Federal and State laws, etc., 5) reduces turnover, 6) increases productivity, 7) reduces misunderstandings with and between employees, reduces lawsuits, 9) sets Company expectations, 10) legally-compliant, 11) reviewed and up-dated annually, 12) etc?
Small and mid-sized business owners are urged to communicate with employees, protect their business operations and assets, and mitigate risks. A wealth of information is available on the Internet, and by referral from payroll services providers, CPAs, attorneys, human resources compliance experts, etc. about where and how to secure a custom-built, legally-compliant Employee Handbook.
YES, you most certainly do need a custom-built, legally-compliant Employee Handbook!
If not NOW – then, WHEN?
About the Author:
Jeff Tokarz is Managing Partner, HumanResourcesCafe.com (a human resources compliance and performance solutions firm in Rochester, NY and Atlanta, GA)
reduces lawsuits, 9) sets Company expectations, 10) legally-compliant, 11) reviewed and up-dated annually, 12) etc?