HR 582 Research Project
21 Pages

HR 582 Research Project

Course Number: STATS GM533, Spring 2011

College/University: Keller Graduate School...

Word Count: 4422

Rating:

Document Preview

1 HR 582 Research Project, Diversity Analysis and Comparison Eric Price, Ifraz Meya, Ryan Lee Keller Graduate School Managing Diversity 2 Executive Summary: Diversity is a major part of America's identity in terms of its demographics and workplace makeup. As diversity grows in the workforce companies who understand how to utilize diversity as a source of competitive advantage are emerging as the frontrunners in...

Unformatted Document Excerpt
Coursehero >> Illinois >> Keller Graduate School of Management >> STATS GM533

Course Hero has millions of student submitted documents similar to the one
below including study guides, practice problems, reference materials, practice exams, textbook help and tutor support.

Course Hero has millions of student submitted documents similar to the one below including study guides, practice problems, reference materials, practice exams, textbook help and tutor support.

582 1 HR Research Project, Diversity Analysis and Comparison Eric Price, Ifraz Meya, Ryan Lee Keller Graduate School Managing Diversity 2 Executive Summary: Diversity is a major part of America's identity in terms of its demographics and workplace makeup. As diversity grows in the workforce companies who understand how to utilize diversity as a source of competitive advantage are emerging as the frontrunners in the new workforce culture. This paper is designed to gain a better understand of how closely local demographic trends are carried over to the workplace. It is intended to provide realistic data by pulling actual diversity trends from three companies with significant operations in Utah and comparing their numbers to those of the local population. Additionally, employees from the three sample companies will be questioned on their understanding of workplace diversity and the role that they feel it plays in day to day operations. The American workforce continues to drastically change. "In the 1950's more than 60% of the workforce consisted of white men," (Stoltz-Loike, 2009). Today, the American workforce is built much differently and more closely reflects the population with a significant mix of genders, races, religions, ages and many other background factors. Along with the significant influx of diversity in the workforce comes the need to understand the complexities, challenges and potential that it brings to the workforce. Diversity is a fluid concept that is unique in both definition and application for each company. At its core diversity is about learning from others who are not the same. It is the process of creating workplace environments that encourage and utilize the advantages of diverse perspectives. According to an article published by Cornell University "diversity should complement non-discrimination compliance programs by enabling the creation of workplace 3 environments and organizational cultures that focus on diversity as a strategic advantage," (Susan Woods, 2010). In today's business world the long-term success of any business will depend on its ability to embrace and frequently access the power of its diverse culture. A company's diversity represents a unique body of talent that can bring fresh ideas, perspectives and views to their work and decision making processes. If utilized a company's diversity can be a source of tremendous competitive advantage. The challenge that diversity poses, therefore, is to enable managers to capitalize on the mixture of genders, cultural backgrounds, ages and lifestyles to respond to business opportunities more rapidly and creatively. "The reality is a company's competition can obtain capital and technology -- and they can match even the most creative pricing strategies. However, it's more difficult to recreate a culture, value system, operating principles, leadership style and management philosophy -- in sum people are the foundation of your organizational capability," (Konczal, 2008). Utah Diversity Trends For years the overall workplace diversity in Utah has differed from many of the national averages simply because of its lack of diversity in the demographics of the state. However, today the demographics of Utah are changing at a very rapid pace. Despite the differences Utah is quickly changing and the national diversity trends are becoming ever more apparent in neighborhoods, schools and in the workforce. According to census data released in 2000, Utah's population was 95% White, (Bureau, 2000). Today this figure has dropped to 86%, (Bureau, 2009 American Community Survey 1-Year Estimates, 2009). The evidence suggests that despite Utah's conservative beginnings it is beginning to follow national diversity trends in the makeup of its population. 4 According to an article published by the Deseret News Utah is quickly becoming a "melting pot of diversity," (Bulkeley, 2008). The majority of the population and diversity growth is happening in the states capitol of Salt Lake City. The 2005 American Community Survey states that, minorities are estimated to now make up 22% of Salt Lake County's population and just under one-in-three residents of Salt Lake City is a minority, (Bureau, 2009 American Community Survey 1-Year Estimates, 2009). In each of Utah's 13 cities and counties with a population of 65,000 or more, the estimates suggest growth in the Hispanic population has outpaced the overall growth, (Bulkeley, 2008). With such a rapid increase in Utah's diversity this paper attempts to compare the increase in diversity found in the general population with the diversity trends of Utah's workforce. The national workforce average is 79.6% of companies are comprised of white workers with the remaining population consisting of a combination of employees with diverse backgrounds. The remainder of this paper will analyze the findings from three globally operated companies with large operations based in either Salt Lake City or Provo/Orem. The diversity content of these companies will be compared and contrasted to each other as well as to the diversity trends found in Utah. Since diversity is such a broad topic the primary focus of this paper will be to compare ethnic differences found in the workforce. Company comparison criteria The criteria established that was used to produce comparable data consisted primarily of questions and demographic research. Due to the varying amount of detail the individual 5 corporations were willing to release, the decision was made to focus on easily identifiable and measurable criteria. Under that direction, the first set of data to obtain was the demographic information as it related to race and ethnic origin. Additional information which was available was the break-down of male and female employees, but not a break-down of managerial race and/or gender. Based on the above mentioned criteria, every effort was made to develop comparable data that could show a correlation between the individual companies, the individual company's statements of compliance with EEOC laws, and the correlation between that collective data and the demographic information available on Salt Lake County from the U.S. Census Bureau. Correlations were drawn based upon the information at hand, and will be discussed in each individual company break-down, as well as a correlation between the individual companies and Salt Lake County. Two of the companies evaluated allowed for more in depth research on their diversity trends and culture by allowing interview questions to be asked to select employees and HR personnel. The data presented should be considered confidential, and is not authorized for distribution outside of this case study. Company A: Adobe Systems Adobe Systems Incorporated operates as a diversified software company in the Americas, Europe, the Middle East, Africa, and Asia. It offers a line of creative, business, 6 Web, and mobile software and services used by creative professionals, knowledge workers, consumers, original equipment manufacturers, developers, and enterprises. The company's Omniture segment provides Web analytics and online business optimization products and services to manage online, offline, and multi-channel business initiatives, (Yahoo! Finance, 2010). As a global company with a global customer reach, diversity is embedded in its culture. The diversity of ideas, backgrounds, and perspectives embodied by our employees is one of Adobe's most valuable assets, greatest strengths, and key competitive advantages. Adobe's goal is to treat all employees with respect and integrity while valuing the differences and mirroring the diversity of the locations where we do business. The company believes that innovation is fostered when you have people with a variety of backgrounds and experiences. By embracing diversity Adobe is able to create more innovative products as well as understand the needs of a broader customer base. Because Adobe has embraced diversity as a competitive advantage it infuses diversity training and recognition in all levels of its organization. All managers are required to participate in frequent trainings, including managing within the law, harassment, and code of business conducts. Diversity related topics are part of these trainings. Paid holidays are country or region specific and personal time off is managed between the employee and their direct manager to allow flexibility. Appendix B contains some of Adobe's unique diversity awareness programs as well as its specific vision on diversity. Adobe has a significant operational base located in Provo Utah with 614 employees included in this survey. In comparison Adobe is more diverse then the average Utah company 7 with 82% of the workforce comprised of whites compared to Utah's average of nearly 93%. Adobe has a significant population of Asian persons which contributes to its overall diversity structure. Compared to the diversity trends of Utah it has a very small Hispanic population. Overall Adobe has an ethnic diversity factor of 18%. Appendix A includes a detailed sample of the feedback received through the diversity focused interviews. Some of the key findings in the interviews were that Utah based Adobe employees felt like age discrimination was more of a determining factor than race. Additionally the HR team is not consistent with their approach on diversity based policies and procedures. 8 Company B: England Logistics Among the largest and most diverse third-party logistics (3PL) companies in the world, England Logistics has set itself apart. A wholly owned subsidiary of global transportation leader C.R. England, Inc., England Logistics offers a vast portfolio of non-asset based transportation solutions ranging from full truckload sourcing, dry and temperature-controlled LTL and parcel, special projects engineering, global sourcing, complete supply chain engineering, and warehousing. England's reputation as an innovative, solutions-oriented company has evolved from years of service to a diverse set of customers. Backed by the financial strength and deeply rooted values of our parent company, C.R. England, Inc., England Logistics is well positioned to provide the strategic partnership our customers need to gain competitive advantage in today's global economy through flexible, cost-effective transportation analysis and solutions. The company has the advantage of size and market recognition which it then leverages to negotiate with suppliers and vendors of the logistics industry to assist not only the direct customers, but the carriers who work with and for England Logistics. The prevailing ethos of the company is for the employees to be accountable not only for the work they do, but for their lives as well. The slogan "Drive Life" best identifies that ethos. The three core values of England Logistics are: Service, Safety, and Performance. The company is also dedicated to adhering to the Equal Employment Opportunity laws and promotes the professional development of all employees, regardless of race, religion, national origin, ancestry, gender, sexual orientation, marital status, age, physical or mental disability, or medical condition, except where physical fitness is a valid occupational qualification of any other consideration made unlawful by federal, 9 state, or local laws. It is the intent of England Logistics to ensure that the company continues as a leader in the logistics environment by hiring the best qualified candidates and affording them the opportunity to excel by providing career challenges and opportunities for growth. Comparing the company's demographics to those of the local Utah market, it is apparent that in many cases England Logistics takes its commitments to equal opportunity seriously. The demographic makeup of the company is in line with the demographic makeup of Utah and Salt Lake County, and in some cases exceeds the baseline demographic that would be expected in Salt Lake County. England Logistics is comprised of 221 locally based employees who were included in this survey. Consistent with Adobe England is more diverse then the average Utah company with 81% of the workforce comprised of whites compared to Utah's average of nearly 93%. However, England differs from Adobe in the fact that it employees a much larger population of Hispanics. Overall England has an ethnic diversity factor of 18%. Company C: Hill-Rom Hill-Rom is a global MedTech company specializing in hospital beds. For more than 75 years, Hill-Rom has helped make a "positive difference in the lives of patients and caregivers through dedicated and innovative product and service offerings focused on achieving results for the healthcare community," (Grastwich, 2010). The company is headquartered in Indiana but HillRom employees over 7000 people that are strategically located throughout the globe. 10 Hill-Rom has a strong focus on diversity globally stating in its hiring guidelines that "we strive to create a work place environment that embraces and leverages the differences each individual has to offer," (Hill-Rom, 2010). However, despite the company's position on diversity in the above statement the majority of the recruiting and hiring is done under the discretion of the local manager who is not held accountable for diverse hiring practices. More detailed information on the interview findings can be found in Appendix A. Hill-Rom supports field based operations in Utah and the surrounding data comprised of 57 employees ranging in positions from Technicians to Clinical Account Executives. HillRom's diversity statistics mirror more closely those of the Utah population, with the majority of the workforce comprised of Whites but a significant representation of Hispanics. . Compared to a 92% Utah average of white males in the work force the local operations of Hill-Rom are only at 80% beating the average by nearly 12%. However, as referenced in appendix A there is no diverse representation in local management and only one employee of Hispanic descent in a sales based position. Hill-Rom has a diversity factor of nearly 20% The major findings from the private interviews regarding diversity were that most employees expected that there was a diversity policy in the company but only 6 knew how it was utilized and applied in day-to-day operations. Furthermore, only 2 of the people who were aware of the diversity policy knew where they could readily access the policy. Overall the front-line employees did not feel like was there discrimination in the hiring practices but did express a limited ability to grow within the company. Tri-Company Comparison: 11 Overall the data found in the analysis of these companies was very insightful and informative in analyzing the difference between the growing diversity in Utah and its direct correlation with diversity in the workforce. Despite the significant growth in diversity in Utah's population it has not fully translated to the workforce. As can be found in Appendix C 92.7% of Utah companies are comprised of Whites compared to a national average of 79.6%. The three companies that were analyzed in this research were more proactively embracing diversity with a combined diversity factor of 82% which exceeds the Utah average by nearly 11%. All three of the companies analyzed in this research are considered industry leaders in their respective field of operation. It is no surprise that all three companies are leading the way in terms of their application and integration of diversity in the workforce. There is a direct correlation between companies who embrace diversity and their comparative long term success vs. those who don't. According to the Washington Business Journal, "diversity translates into a competitive advantage that will improve not only the company's morale but its bottom line," (bizjournals, 2006). Conclusion: In today's globalized world, it is important for companies to stay competitive and in order to do this they must continue to embrace cultural diversity in the workplace. Awareness of cultural diversity makes others within an organization work together more effectively. Helping people within the workplace gain a broader perspective of diversity helps facilitate greater innovation within the company. In today's business world companies are competing globally and the only way to successfully be able to do this is to embrace diversity from within. Having 12 cultural intelligence will help build relationships of trust, facilitate discussion leading to innovation and ultimately benefit many aspects of the company, especially productivity. In Utah where the population of minorities is continuing to increase on a daily basis, it is important for companies in this state to educate their employees on the need to embrace this ever changing workplace landscape. Bibliography: bizjournals. (2006). Diversity translates into a competitive advantage. Washington Business Journal , 4. Bulkeley, D. (2008, August 15). Diversity booming -- Minorities gaining in Utah. Deseret News , p. 2. Bureau, U. C. (2009). 2009 American Community Survey 1-Year Estimates. Washington: United States Government. Bureau, U. C. (2000). Population Estimates Program. Washington, DC: Statistical Information Staff. Grastwich, J. (2010). HRC . Retrieved December 5, 2010, from CEO Corner: http://hrchome/Vision_Strategy.htm Hill-Rom. (2010). Hill-Rom Careers. Retrieved December 2010, from Diversity @ Hill-Rom: http://www.hill-rom.com/usa/Careers_Diversity.htm Konczal, E. (2008, June 19). Corporate Eye. Retrieved December 2010, from http://www.corporateeye.com/blog/2008/06/your-people-are-your-competitive-advantage/ Stoltz-Loike, J. L. (2009). Zero Million. Retrieved December 2010, from Diversity in the Workplace: http://www.zeromillion.com/econ/workplace-diversity.html Susan Woods, T. B. (2010). Cornell Univesity ILR School. Retrieved December 2010, from Workplace Diversity: http://www.ilr.cornell.edu/library/research/subjectguides/workplacediversity.html Yahoo! Finance. (2010, November 22). Retrieved December 2010, from ADBE Profile: http://finance.yahoo.com/q/pr?s=ADBE_profile 13 Appendix A Adobe Questionnaire: 1. What makes Adobe so rich and diverse? 2. How has diversity helped the company emerge as a leader in today's global market? 3. How is Adobe managing its diverse culture? 4. What are some capital programs that aid in the recruitment, support and retention of Adobe's diverse workforce? 5. Is upper Management very supportive of having a very diverse and rich background? 6. How does diversity feed into the mission of the organization? 7. How well does the organization manage its work force within the affirmative action law? Hill-Rom Questionnaire: 1. To your knowledge what is Hill-Rom's diverse workplace initiative? 2. What is Hill-Rom doing to promote a diverse workplace in your area? a. Do you feel like it is working? 3. As a manager what responsibility do you have in promoting and ensuring a 4. 5. 6. 7. diverse workplace What training have you been provided to help you in your efforts of building a diverse workplace culture? How well does Hill-Rom promote and encourage diversity from all employees and vendor partners? Do you view Hill-Rom as a thought and action leader in diversity? Do you feel that an emphasis on diversity is part of the culture of Hill-Rom? Adobe Questionnaire findings: 14 Overview of interview findings from employees who wish to remain anonymous 1. Some departments seem to have discrimination in regards to whom they hire, but the discrimination seems to be more against those that are older and not necessarily based on race. 2. The head of the Operations department feels it is her duty to hire minorities and women, thus creating a discrepancy within the operations department where there is at least a ratio of 2:1 women over men. 3. Marketing is filled with a lot overpaid middle-aged women who do not know how to keep up with the times, and its hurting our image. 4. There are some managers who like to micromanage their people up to the point where one cannot answer their phones without checking with their managers first. 5. Some managers have a very laissez-faire attitude, you come in at 10 and work until 6 o'clock and do your 8 hours even without a lunch is at your personal discretion as long as your work is done and complete. Some managers care about the welfare of their workers and try their best to incorporate sound business practices that their worker like but also helps them develop within the company. 6. HR isn't really that well organized, two different people have two different interpretations of the rules, and it causes frustration because now I have to wait a few more days while they iron out what the rules are supposed to mean. 7. Corporate bureaucracy is a hurdle to get things done within the Accounting Department since each request or changes to a particular function has to be approved by at least 20 different people in different departments and the wait can be excruciating. 8. This job is a dead end job, and there is no upward mobility. It is very hard to get my manager to notice me and the work that I am doing. Sometimes I do not feel like coming to work because of the stress I get just thinking about it and the monumental challenges we face within our department. 9. I feel that there has to be some sort of processes that streamlines our work function, there are too many old fashion and outdated processes. We also need to get rid of redundant workers. 10. Too much emphasis is placed on hiring talent from outside, what about inside the company where there are many talented and skilled people around. 15 Hill-Rom Questionnaire findings: Overview of interview findings from employees who wish to remain anonymous 1. General consensus that there is a diversity policy but very little knowledge on what the policy is and how it is used in the hiring/promotion process. 2. Agreement that diversity is important in the business world but very little consent that it is actively being used to help shape and mold the infrastructure of the company 3. Consistent complaint by front line workers that there is not enough opportunity to move up to higher levels of responsibility within the company 4. Very little understanding of how the diversity policies are used and applied to day to day work 5. Not a clear understanding of where the diversity policies are located and what they consist of 6. Somewhat of a common theme, especially among employees with diverse backgrounds, that diversity is not valued enough within the company. 7. Not willing to or do not want additional training on diversity 8. Women do not feel like they have an opportunity outside of Account Clinical Directors. Do not feel comfortable in the service organization which is heavily dominated by males. 9. Feel like diversity is not apparent in the composition of upper level management and senior executives 10. Agreed that diversity would help the company become more of a global leader if fully utilized 16 Appendix B Adobe's vision of diversity and its unique application Adobe's mission is to "Change the world through digital experiences". As a global company with a global customer reach, diversity is embedded in our culture. The diversity of ideas, backgrounds, and perspectives embodied by our employees is one of our most valuable assets, greatest strengths, and key competitive advantages. As an organization, we are committed to expanding, strengthening, and leveraging the diversity of our workforce. 17 Our goal is to treat all employees with respect and integrity while valuing the differences and mirroring the diversity of the locations where we do business, we encourage our managers to have an open door policy to allow communication to be passed along very quickly since there is no question or suggestion that is inappropriate at Adobe. We are also very committed to and proud of our diversity at Adobe it aligns with our values of Genuine, Exceptional, Innovative, and Involved. Innovation: It is crucial to not only our success, but our survival that we continue to be innovative, not only with our products but with our business practices, marketing strategies, etc. Your chances of creative and innovative ideas come when you have people with a variety of backgrounds and experiences. By having a diverse workforce, we will be able to create more innovative products as well as understand the needs of a broader customer base. Adobe is strongly committed to fostering a diverse workplace. Treating employees, customers, and partners with integrity & respect is not only the right thing to do, but it also makes good business sense. All managers are required to participate in frequent trainings, including managing within the law, harassment, and code of business conducts. Diversity related topics are part of these trainings. Paid holidays are country or region specific and personal time off is managed between the employee and their direct manager to allow flexibility. Diversity Awareness Programs: 1. TGIF: The company organizes and encourages different departments to meet together every Friday after work and have a drink on the outside patio where people can learn about each other's departments and create networks within the company. The Human Resources person also mentioned that this was aimed for people with different backgrounds and ethnicities to come together to know each other and to develop friendships and relationships of trust. 2. Collaboration Tables: Each department is encouraged to use their collaboration tables as much as possible so that people can get to know each other. 3. Game Rooms: The Adobe Orem Campus has a huge game room called a Castle. The game room was created so that people can go and blow steam by playing many games. This room is 18 frequented more by male employees; however, it is a good bonding time for all who use it. 4. Female Recognition: i. Mothers Room in each building owned or leased by the company. taken out to lunch by the company. ii. Female recognition day, once a year, the females at work are honored and are 5. Cafeteria: i. Our main office offers a unique meal in the cafeteria every month; usually the company will invite a famous chef from China, India or from some other part of the work to prepare a dish to serve a total of 3200 workers in our main San Jose office. Cuisine. ii. Each Adobe building has their own cafeteria that offers employees a healthy Hill-Rom's vision of diversity and its unique application Scope: This policy applies to all HB Enterprise associates. The Company is committed to encouraging diversity in its workforce. The Company recognizes that its associates come from a variety of backgrounds and actively looks for ways to understand and appreciate those differences. In doing so, the Company intends to work toward the goal of eliminating barriers and friction among associates and to take advantage of the diversity of its workforce by utilizing the unique perspectives presented by associates with different backgrounds, cultures and talents. The Company believes that a diverse workforce will lead to benefits for associates and the company alike. These benefits include: enhanced communications, strengthened problem-solving and decisionmaking skills, ability to adapt and respond to new situations, a better understanding of the various markets served by the Company and improved organizational productivity and performance. Each of the Company's OpCos who also serves as a federal contractor will also develop and implement appropriate Affirmative Action Plans (AAPs) to help achieve this goal. Diversity @ Hill-Rom At Hill-Rom, we strive to create a work place environment that embraces and leverages the differences each individual has to offer. The understanding that we gain from this diversity allows us to improve our competitive position by enriching our product and service offerings and our business processes to sustain growth in a global marketplace. 19 Diversity means inclusiveness - Hill-Rom is an organization that welcomes people from all backgrounds and values what they bring to the table. Discrimination and harassment are not tolerated. An organization viewed as open to all ideas and thoughts is better able to recruit the most talented employees, improving the capabilities of the company. An organization made up of diverse individuals has a better chance of connecting with a diverse customer base, thereby improving sales. A diverse organization is better prepared to compete on a global scale. At Hill-Rom, we strive to create a work place environment that embraces and leverages the differences each individual has to offer. The understanding that we gain from this diversity allows us to improve our competitive position by enriching our product and service offerings and our business processes to sustain growth in a global marketplace. 20 Appendix C Graphical findings and comparisons 21 Male vs. female company comparison data

Find millions of documents on Course Hero - Study Guides, Lecture Notes, Reference Materials, Practice Exams and more. Course Hero has millions of course specific materials providing students with the best way to expand their education.

Below is a small sample set of documents:

Keller Graduate School of Management - STATS - GM533
1. Where can TP litigate a tax dispute? District court, tax court, court of federal claims 1a. Which court do you have to pay to play? A district court 2. Accrual method tax deductions taken when? when incurred 2b. income declared when When revenue is inv
Keller Graduate School of Management - STATS - GM533
Tax MemorandumQuestion 1Issue: Was the compensation package paid to Mr. Kim for the 2007 tax year reasonable? Rule: IRC section 162(a) governs the deductibility of trade or business expenses. In general there shall be allowed as a deduction all the ordi
Keller Graduate School of Management - STATS - GM533
1. Dr. Green is a practicing physician in Chicago who, as an avid blackjack and slot machine player, travels to Las Vegas every other weekend to gamble. He would like to know what criteria are used to determine whether his gambling activities constitute a
Keller Graduate School of Management - STATS - GM533
Quiz 11.Question:(TCO A) There is an increase in the cost of materials for producing bicycles. (4 pts.) What happens to bicycle supply? (6 pts.) What happens to bicycle demand?Your Answer: What happens to bicycle supply? When prices of materials requi
Keller Graduate School of Management - STATS - GM533
1.Question:(TCO F) The size of the labor force in a community is 800, and 720 of these folks are gainfully employed. In this community, 200 people over the age of 16 do not have a job, and are not looking for work. In addition, 100 people in the communi
Keller Graduate School of Management - STATS - GM533
Course Project Part 1Business EconomicsRyan D. Lee 9/12/2010I will be discussing Everyone's Gasoline Problem. I am glad to be answering the question of fluctuating gas prices because I have always wondered why prices are always changing, and seem to be
Keller Graduate School of Management - STATS - GM533
Course Project Part 2Business EconomicsRyan D. Lee10/1/2010Question 16-5As long as we have a free economy and the invisible hand is allowed to work our economy and the workers will benefit from frictional unemployment. Adam Smith is largely associate
Keller Graduate School of Management - STATS - GM533
ependent variables (X) used in the equationMultiple Regression Analysis 1odel is a good fit to predict the correlation between independent variable(s) and the dependent variable have some evidence that H is false.have very strong evidence thatis false.
Keller Graduate School of Management - STATS - GM533
Q1MedianValuesOften used to measure the central tendency when the data is significantly skewed. For exam 1 CEO would be described using the median. If the arithmetic mean were used, the CEO's s be To do this arrange the values in numerical order then l
Keller Graduate School of Management - STATS - GM533
omeJ.P. Morgan Chase Analysis 1on Equity (ttm)m)year expected)m)Securities analysis for J.P. Morgan Chase (JPM)Keller Graduate School of Management FI560 Ryan D. Lees market leaderJ.P. Morgan Chase Analysis 2Abstract In light of all the recent f
University of Phoenix - AXIA COLLE - 125eth
CheckPoint: Legislation LegacyOne of the issues between the Native Americans and the federal government that I found on the NCAI policy research center web site was the American India Probate Reform Act which replaced state law with universal federal pro
University of Illinois, Urbana Champaign - RHET - 105
Kim1 Jugyeong Kim Mr. Karns RHET 105, TR 9:30 AM dateBoth Rich's "An Atlas of the Difficult World" and Bishop's "Questions of Travel" represent a series of images that center on a new profound sense of beauty. For Rich and Bishop, beauty is inextricably
University of Illinois, Urbana Champaign - RHET - 105
Kim1 Intersection among cultural gazes through photographs Jugyeong Kim RHET 105 Mr. Karns Photographs are an attractive medium which implies internal values by showing external factors such as the place where the subject is photographed, subject's gaze a
University of Illinois, Urbana Champaign - RHET - 105
[ [[] ] [[ [ [[ . [[ [ x n [ [ i 8[ [ .[ [[ [|[[ [NiBx n , [j . x [ n [ [ x[ n ]W d W[ [ [ [ [ [ [ [[] ] [[ . . .[ [ [[ [ i [ [ n8 n [ j [|[ [ [[ [NiB[ [[ [ [[ [ [[ [ [ [[ [ [ [ [ [[ [ [[]W d WIt was fifteen min
University of Illinois, Urbana Champaign - RHET - 105
Essay 3 Due 04/05 This essay prompt will ask you to explore how the rhetorical elements of author and audience intersect with identification and difference in Jamaica Kincaid's "A Small Place." You want to identify two or three ways in which the author es
University of Illinois, Urbana Champaign - RHET - 105
Kim1 Kincaid's Ethos In Two Different Perspective Jugyeong Kim Mr. Karns RHET 105Jamaica Kincaid who was born and lived on the British protectorate of Antigua in her childhood, and studied in New York wrote A Small Place. In the essay, she takes advantag
University of Illinois, Urbana Champaign - PSYC - 238
Narcissistic Personality Disorder Jugyeong Kim The Narcissists have a tendency to be overly absorbed about their own adequacy, power, appearance, vanity and so on. In the case study of Nick who is a 25-year-old African American single man, he has been emo
University of Illinois, Urbana Champaign - PSYC - 238
Douglas B. Samuel, Thomas A. Widiger (2010). A Comparison of Obsessive-Compulsive Personality Disorder Scale. Journal of Personality Assessment, 92(3), 232240.In this peer-reviewed journal, a large undergraduate sample (N = 536) is used to compare 8 self
Texas Tech - ECO - 2301
Texas Tech - ECO - 2301
g gg g
Texas Tech - ECO - 2301
g
Texas Tech - ECO - 2301
g
Texas Tech - ECO - 2301
Texas Tech - ECO - 2301
g g g g g
Texas Tech - ECO - 2301
g
Texas Tech - ECO - 2301
Texas Tech - ECO - 2301
g g gg g
Texas Tech - ECO - 2301
Microeconomics Final Exam ReviewChapter 1: Economics: Foundations and ModelsDefinitions Scarcity The situation in which unlimited wants exceed the limited resources available to fulfill those wants. Economics The study of the choices people make to att
Texas Tech - ECO - 2301
Chapter 10 1. A 2. A 3. C 4. C 5. D 6. B* 7. B 8. A 9. A 10. B* 11. B* 12. A 13. A 14. A 15. A 16. B* 17. * 18. A 19. B 20. C* 21. A 22. C 23. A 24. D 25. A26. * 27. * 28. * 29. * 30. C 31. B 32. C 33. B 34. B 35. D 36. D 37. C 38. C 39. C 40. C 41. C 42
Texas Tech - ECO - 2301
Chapter 11 1. D 2. B 3. C 4. D 5. D 6. B 7. D 8. D 9. B 10. A 11. D 12. D 13. A 14. * 15. * 16. B 17. C 18. A 19. D 20. C 21. B 22. A23. B 24. A 25. D 26. A 27. D 28. D 29. B 30. B 31. C 32. B 33. A 34. B 35. A 36. C 37. A 38. B 39. C 40. A 41. C 42. B 4
Texas Tech - ANTH - 1301
12/8/2010Round 1:1. How much of Mexico's territory was lost to Texas after the Texas War for Independence?EXAM 4 REVIEWRound 1:2. Which state accepted Spanish as a second state language?Round 1:3. What is meant by "Mestizo"?Round 1:4. What is the
Texas Tech - ANTH - 1301
HispanicIn 1848 After the Mexican War that led to Texas independence, Mexico lost 50% of their land. New Mexico was the states Spanish language. Natives mixed with Spanish were called Mestizo. The Bracero Program allowed Mexicans to come to America. The
Texas Tech - ANTH - 1301
EXAM 2 Review 1. Ethnicity 2. Enculturation 3. Norms 4. Mores 5. Ideal Culture vs. Real Culture 6. Primordial Model 7. Circumstantialist Model 8. Assimilation (Cultural, Structural, Biological) 9. Pluralism (Cultural, Institutional, Consociational, Radica
Texas Tech - ANTH - 1301
POLS 1301 Study Guide #1 You should be able to identify the significance (definition, application, example, etc.) of each of the following. Please utilize all the materials including classroom discussions when answering the questions. 1. Pluralism: How pl
Texas Tech - POLS - 2302
Members of U.S. House by State, 2012-2020Based upon 2010 Apportionment Population (including overseas population) Dec. 21, 2010 Release from Bureau of the Census10 1 5 2 1 4 53 4 1 3 7 4 5 4 18 8 9 4 4 36 2 1 6Members over 20 (4) 16 to 20 (3) 6 to 15 (
Texas Tech - POLS - 2302
Economic Policy: Translating Theory into PracticeCharles L. Cochran Click to edit Master subtitle style and Eloise F. Malone 4/21/11Evolution of PoliticalEconomic Thinking Great Depression 4/21/11Keynesian Approach: New Deal by Franklin Roosevelt
Texas Tech - POLS - 2302
Economic and Budgetary PolicyClick to edit Master subtitle style11223344Goals of economic policy economic growth, stable prices, low unemployment, positive balance of payments, management of deficits and debt Instruments of economic policy fiscal po
Texas Tech - POLS - 2302
Health Care PolicyClick to edit Master subtitle style11OutlineBackground Public health programs Cost issues Quality issues Focused discussion: Preventative Health Care22BackgroundNumbers in a nutshell q US health care spending (2007): $2.2 trillion
Texas Tech - POLS - 2302
POLS 1301 Study Guide #2 You should be able to identify the significance of each of the following. Please utilize all the materials including classroom discussions when answering the questions. 1. Affirmative action 2. 14th Amendment's right to due proces
Texas Tech - POLS - 2302
Environmental and Energy PolicyClick to edit Master subtitle style11BackgroundEnvironmental policy is broad in scope Human relationship w/nature Set of natural systems that interact "sustainable development" Environmental policy:22Evolution of Envir
Texas Tech - POLS - 2302
Health Care PolicyCarter A. Wilson Click to edit Master subtitle style 4/21/11Two Major Health Care Policy 4/21/11Solo Doctor Policy RegimeMedicaid/Medicare RegimeReasons for Policy Regime Change 4/21/11Technology and Medical SpecializationInfl
Texas Tech - POLS - 2302
R\cfw_MSx)|v;@+#xS#? #I# # #\# gBU#-wR#+ +B#L#a#%N#%N#%N# %N# # # # # # # # #zV# #l#$Y#C#H#Fx#q#
Texas Tech - POLS - 1301
Civil LibertiesI. No Bill of Attainder: Art. 1, Sec. 9 -legislative acts that declare persons guilty of crimes. *No Ex Post Facto law: laws make an action a crime after it occurs & cannot be passed by the state. II. Bill of Rights A. Incorporation Doctri
Texas Tech - POLS - 1301
Different Views of U.S. PoliticsCentral Question of Politics: Politics shapes relationship between the governors and the governed. How to explain? A Theoretical Polarity: Elitism vs. Egalitarianism (Equalitarianism) I. Elitism A. - Distinguishes people a
Texas Tech - POLS - 1301
Introduction to American Government and PoliticsPolitical Science 34-10321 & 8 State University Fall 2009 Robert L. RiceTEST 3 ANSWER KEY 1) Which of the following would be considered agents of political socialization? A) schools B) peers C) families D)
Texas Tech - POLS - 1301
15.A _ _ is similar to a ballot initiative and asks citizens on election day to reaffirm or reject an existing law. @) referendum b. questionnaire c. mandate d. primary e. recall The form of government used in the United States today can best be describe
Texas Tech - POLS - 1301
The Evolution of FederalismI. Dual Federalism (1787-1937) A. Strict Division of Power between Federal Authority and State Authority; argues that nat'l govt & states each have separate grants of power, with each supreme in its own sphere II. Cooperative F
Texas Tech - POLS - 1301
Texas Tech - POLS - 1301
Public OpinionI. Definition A. Collective Opinion of General Public: Aggregation of individual attitudes or beliefs about public issues B. Examples? II. Importance A. "Controlling force" in Decision Making (usually dominates public policymaking) III. For
Texas Tech - THA - 2304
1. The Sovietmontage movement is one of the two high points of silent film experimentation along with what other movement? Student Response Value Correct Answer Feedback A. animation B. French avantgarde C. Kodak color D. German expressionism 100% E. fil
Texas Tech - THA - 2304
1.Who pioneered ensemble acting in movies? Student Response A. B. C. D. E. The Actors Studio D. W. Griffi th Orson Welles 100% Monty Python Buster Keaton Value Correct Answer FeedbackScore: 1/1 Comments:2.Black-and-white film remained the industry sta
Texas Tech - THA - 2304
The Usual Suspects is a film regarding five criminals involved in a boat massacre. There were only two survivors; a burnt victim and one of the criminals, Verbal. Throughout the movie, Verbal went into detail about how the team ended up doing a job for, a
Texas Tech - THA - 2304
Assignment 3"When We Were Kings", is a documentary film based on the untold story of "Rumble in the jungle" among interviews with famous boxers; Muhammad Ali and George Forman, and the people who knew them. This is a recording of a live event that happen
Texas Tech - THA - 2304
Assignment 3 Three examples in the film "Silence of Lambs" from what we heard but wasn't a part of the plot was; one of the prisoners caused Dr. Lector to execute him because he threw an bodily fluid at Clarice, Lectors story about Benjamin Raspail, and C
Texas Tech - THA - 2304
Mise-en-scene in the film Clue describes a setting where it is dark and stormy, tress all around and a big hunted looking house, the type that is the only house within 10 mile radius. All the characters are dressed if they just came from a 50's party, wea
Texas Tech - THA - 2304
Assignment 7 The film "Cutting Edge" is about a hockey player getting blind-sided by opponents from his college r ival team. Force off the team, and never to play again he finds his way skating as a figure skater. Trying to prove to his future partner and
Texas Tech - THA - 2304
Assignment 9 Films from 1915-1935 has since progressed through-out the t ime such as "The Bir th of a Nation", "The Jazz Singer", and "Day of Freedom". The film "The bir th of a nation" made its first debut in 1915. I t is a film about the K lu Klux Klan
Texas Tech - THA - 2304
Candace MilesAssignment 9/3/10The one movie that I thought of after watching Office Space was Wanted! Many differences came up as I was thinking about the two cubical workers in both movies; one was that Wanted had more of an action packed girlfriend wh
Texas Tech - THA - 2304
Starring in the film Chinatown made in 1974; Jack Nicholson, Faye Dunaway, and John Huston played a key role in reenacting the dispute over land and water rights that lead to a historical frenzy in California for the duration of the 1920s. Jack Nicholson
Texas Tech - THA - 2304
Q: What is chiaroscuro lighting? A: deep gradations of light and shadow used within an image Q: Movies frequently rearrange time by organizing story events in _. A: nonchronological order Q: What is one camera position and everything associated with it ca
Texas Tech - THA - 2304
Q: What is chiaroscuro lighting? A: deep gradations of light and shadow used within an image Q: Movies frequently rearrange time by organizing story events in _. A: nonchronological order Q: What is one camera position and everything associated with it ca