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#4. Determine the total time it takes to transmit an uncompressed grayscale image (with 8 bits/pixel) from a screen with a resolution of 1,280 × 840 pixels using each of the following media:

a. A 56 Kbps modem

b. A 1.5 Mbps DSL line

c. A 100 Mbps Ethernet link

#5. Assume that we need to transmit a 1,440 × 900 uncompressed color image (using 16 bits per color pixel) over a computer network in less than 0.01 second. What is the minimal necessary line speed to meet this goal?

#20. What are the advantages of breaking up a single logical message into a number of fixed-sized packets and then sending each one of those packets independently through the network?

#1. The following are three possible logon scenarios. Explain why answer (c) below is preferable in terms of system security.

a. Welcome to XYZ computing / Enter username: jones / Invalid username / Enter username:

b. Welcome to XYZ computing / Enter username: smith / Enter password: password / Invalid access / Enter username:

c. Enter username: smith / Enter password: password / Invalid access / Enter username: smith / Enter password: FpQr56 / Welcome to XYZ computing 

#16. If a message is encrypted using AES with a key length of 256 bits, the brute force approach to decryption involves generating each of the 2256 possible keys in turn until one is found that decodes the encrypted message. Quantum computing was discussed in Chapter 5. Using a quantum computer, how many qubits are required to represent all 2256 possible keys simultaneously?

The post CIS105 Questions Need In A Couple Hours (8) appeared first on Coursework Geeks.

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Module 4 – Background

Required Reading

To start off, take a look at this very short introduction to the basic concept of Appreciative Inquiry:

Hayes, J. (2009). Appreciative inquiry. Aarhus School of Business https://www.youtube.com/watch?v=BqHeujLHPkw

Now take a look at this slightly more detailed video. Pay close attention to the discussion of the “4D Model” towards the end of the video:

Kelm, J. (2011). What is Appreciative Inquiry? Appreciative Engagement. https://www.youtube.com/watch?v=ZwGNZ63hj5k

Now take a close look at these two short but important articles which provide direct comparisons between Appreciative Inquiry and traditional Organizational Development techniques as well as some of the main advantages and disadvantages of Appreciative Inquiry:

Venter, J. (2010). Appreciative inquiry. Accountancy SA, , 42-44. [ProQuest]

Zemke, R. (1999). Don’t fix that company! Training, 36(6), 26-33. [ProQuest]

Finally, read up in more detail with these more comprehensive chapters on Appreciative Inquiry. For the first of these readings, pay special attention to Table 1 and the comparison between Appreciative Inquiry and traditional Action Research (Deficit-Based) problem solving methods. For the second reading, pay special attention to the discussion of what is involved in each of the “4 D” steps:

Whitney, D. K., & Trosten-Bloom, A. (2010). Chapter 1: What is Appreciative Inquiry? The Power of Appreciative Inquiry: A Practical Guide to Positive Change. San Francisco: Berrett-Koehler Publishers. [EBSCO eBook Collection]

Lewis, S., Passmore, J., & Cantore, S. (2016). Chapter 4: Appreciative inquiry: How do you do it? In Appreciative inquiry for change management: Using AI to facilitate organizational development. London: Kogan Page. [EBSCO eBook Collection]

Some of the other chapters in the books are optional to read but are worth looking at if you want to read up on Appreciative Inquiry in more detail. In addition, the optional readings below include an article about a real life practical use of this method and another book that includes some introductory chapters that may help you gain a better understanding of the concepts.

Optional Reading

Cooperrider, D. L., Whitney, D. K., & Stavros, J. M. (2008). Appreciative Inquiry Handbook: For Leaders of Change. Brunswick, OH: Berrett-Koehler Publishers. [EBSCO eBook Collection]

For a detailed case study of a real-life use of Appreciative Inquiry, see the following article:

Berrisford, S. (2005). Using Appreciative Inquiry to drive change at the BBC. Strategic Communication Management, 9(3), 22-25. [ProQuest]

Module 4 – Case

Case Assignment

 For this assignment, first carefully review the required background materials. Make sure you remember the standard organizational development approaches covered in Module 1. Then make sure you understand the main principles of Appreciative Inquiry and how they compare to traditional organizational development approaches (action research, problem solving). It is also important to understand what is involved in each of the “4 Ds” – Discovery, Dream, Design, and Destiny.

When you are finished reviewing the background materials, go through each of the scenarios below and apply what you’ve read to these scenarios. For each scenario, cite at least one of the required readings to support your answer. You should cite at least three of the four required readings in your paper. Your paper should be 4–5  pages in length:

1. A corporation notices that suddenly turnover in the human resource department has been extremely high. This corporations prides itself on having a dedicated and committed workforce, so this high turnover in one department is highly troubling for this company. Normally the human resource department investigates when there is a high turnover rate in a department. But since the human resource department is now the department with the high turnover rate, the CEO decides that an outside consultant should be hired to investigate the high turnover rate and propose solutions. Should this team use an Appreciative Inquiry consultant, or hire a more traditional Organizational Development consultant? Explain your reasoning with references to the required readings.

2. An organization hires an Appreciative Inquiry consultant to help the company get back on track and improve the performance of its product design team. The consultant starts by asking members of the team how they would like the team to perform and what their ideal vision of the team would be. The consultant collects all of this input and designs a detailed plan regarding how to achieve this ideal future that the team dreams about. However, once this detailed plan is presented to the team they are all shocked that the consultant came up with such an unrealistic plan. Team members say that the expenses involved in this plan are far beyond their budget, and they would also need to hire many new team members in order to achieve this plan in a realistic time frame. They all agree it would be great if they had the time and money to implement this plan, but they also are in consensus that this plan presented by the consultant is highly unrealistic. What do you think went wrong? What steps do you think the Appreciative Inquiry consultant could have taken to make the consulting process go better? Refer to the specific “4 Ds” of Appreciative Inquiry in your answer.

3. A group of ten friends decide to start a new social networking company and put their savings together to start this new business. The company grows rapidly for the first five years and morale is very high in the company during this time. Everyone gets along very well and they work together cooperatively in order to continuously improve the company and its services. However, after five years the company stops growing and seems to reach a plateau. Morale seems to drop and there is now noticeable tension between employees including the top leadership team. They are not sure what to do revive the company, so they decide to hire a consultant. Should this team use an Appreciative Inquiry approach or a more traditional organizational development approach? Explain your reasoning with references to the required readings.

4. A large supermarket chain decides they would like to expand to have an online division where consumers can order online and have their groceries delivered directly to their homes. The supermarket decides to create a special taskforce to come up with a detailed plan on how they should develop and manage the new online division. This taskforce includes a diverse variety of employees including those from the marketing department, accounting department, inventory department, and most of the main departments. These employees do not have much experience working with each other since they are from different departments. After meeting regularly for a few months, the taskforce makes almost no progress and are constantly bickering. Management is concerned that the online division will never get off the ground. To get back on track and find a way to function more smoothly, should this taskforce use an Appreciative Inquiry approach or a more traditional organizational development approach? Explain your reasoning with references to the required readings.

Assignment Expectations

· Answer the assignment questions directly.

· Stay focused on the precise assignment questions; don’t go off on tangents or devote a lot of space to summarizing general background materials.

· Make sure to use reliable and credible sources as your references. Articles published in established newspapers or business journals/magazines are preferred. If you use articles from the Internet, make sure they are from credible sources.

· Reference your sources of information with both a bibliography and in-text citations. See the Student Guide to Writing a High-Quality Academic Paper, including pages 13 and 14 on in-text citations. Another resource is the “Writing Style Guide,” which is found under My Resources in the TLC portal.

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200 WORDS

Watch the following video (from 16:14 to 24:12): 

Trost, A. (2015, November 4). The future is agile [Video file]. Retrieved from https://youtu.be/BD2vXsMspGQ?t=16m14s 

To view a transcript of the video above, click here. 

After watching the video, answer the following question: Do you agree with Dr. Trost’s statement that agile human resources (HR) only works if performance management is “killed”? Explain why you agree or disagree.

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12 PP slide- Not including title or refences

Continuing to use the SHRM case study (Attached), present a second power point presentation that builds on the information from the first presentation (Attached) and applies some of the additional material. Conduct a SWOT Analysis of the current situation provided in the case study, propose at least three recommends for changing the existing HR Domains, describe if the recommendations add value to the areas of people, performance, information and/or workflow, and describe ways to institutionalize best practices in the recommended areas. Since HR departments communicate their Who, What and Why for their initiatives through a So That Statement, design an effective So That Statement for the HR function.  The presentation ends with a summary or the conclusions for the paper and a Reference Page including at least two scholarly references. (in text citations are to be provided in the content of the presentation).

1.      Title Slide

2.      Introduction and Purpose for the Presentation

3.      Summary of SWOT Analysis

4.      Proposed Recommendations (at least three)

5.      Identify if the recommendations add value to the areas of people, performance, information, and workflow, and description of  how to identify ways to institutionalize best practices in these areas

6.      Recommended HR So That Statement

7.      Justification for the Recommendations

8.      Summary or Conclusions

9.      Reference Page

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Chapter 5 discusses decision making using system modeling. The author briefly mentions an open source software tool, EMA Workbench, that can perform EMA and ESDMA modeling. Find EMA Workbench online and go to their main website (not the GitHub download site). Then do the following:

1) Under documentation, go to the Tutorials page.

2) Read through the Simple Model (in your chosen environment), and the Mexican Flu example. 

3) Decide how you could use this software to create a model to help in developing a policy for a Smart City. 

1) Create a new thread. As indicated above, As indicated above, explain how you could use the EMA Workbench software to develop a model to help create a policy for a Smart City. Explain what policy you are trying to create (i.e. traffic light placement, surveillance camera coverage, taxi licenses issued, etc.), and what key features you would use in your model. Then, explain how EMA Workbench would help you. NOTE: keep your models and features simple. You don’t really need more than 2 or 3 features to make your point here. Then ask three questions for other students to answer. The questions should be taken from material you read in Chapter 5. You’re not trying to test each other, but you are trying to start a discussion.

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