Category: Anthropolgy

Developing a Desktop-as-a-Service solution for the Virtual Desktop Infrastructure (VDI) model

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When should the company consider moving to a cloud-based VDI solution?

What are the factors that influence the decision to move to a cloud-based VDI solution, such as cost, performance, security, and scalability?

What are the potential benefits and drawbacks of a cloud-based VDI solution compared to an on-premises solution, and how do they vary based on the company’s specific needs and requirements?

Which DaaS provider is currently the best on the market and why?

What are the key features and capabilities of different DaaS providers, and how do they compare to each other?

What are the pricing models and service-level agreements (SLAs) offered by different DaaS providers, and how do they vary based on the company’s specific needs and requirements?

How would the company go around adopting DaaS, given its VDI architecture?
What are the architectural changes that need to be made to the company’s VDI infrastructure to adopt DaaS, and how can they be implemented efficiently and effectively?

What are the best practices for migrating from an on-premises VDI solution to a cloud-based DaaS solution, and how can potential risks and challenges be mitigated?

How much would it cost the company to make the transition and how would it affect the performance of the system? What are the cost factors associated with the adoption of DaaS, such as licensing, infrastructure, and operational costs?

What are the potential performance implications of moving to a cloud-based DaaS solution, such as latency, bandwidth, and data transfer speeds, and how can they be addressed?

 

Developing a Desktop-as-a-Service solution for the Virtual Desktop Infrastructure (VDI) model

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When should the company consider moving to a cloud-based VDI solution?

What are the factors that influence the decision to move to a cloud-based VDI solution, such as cost, performance, security, and scalability?

What are the potential benefits and drawbacks of a cloud-based VDI solution compared to an on-premises solution, and how do they vary based on the company’s specific needs and requirements?

Which DaaS provider is currently the best on the market and why?

What are the key features and capabilities of different DaaS providers, and how do they compare to each other?

What are the pricing models and service-level agreements (SLAs) offered by different DaaS providers, and how do they vary based on the company’s specific needs and requirements?

How would the company go around adopting DaaS, given its VDI architecture?
What are the architectural changes that need to be made to the company’s VDI infrastructure to adopt DaaS, and how can they be implemented efficiently and effectively?

What are the best practices for migrating from an on-premises VDI solution to a cloud-based DaaS solution, and how can potential risks and challenges be mitigated?

How much would it cost the company to make the transition and how would it affect the performance of the system? What are the cost factors associated with the adoption of DaaS, such as licensing, infrastructure, and operational costs?

What are the potential performance implications of moving to a cloud-based DaaS solution, such as latency, bandwidth, and data transfer speeds, and how can they be addressed?

 

The idea of implementation of CSR

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In your reading this week, Chandler introduces you to the idea of implementation of CSR particularly the concept of the triple bottom line or the idea of looking at more than just financial returns when implementing a CSR strategy. To me, implementation means the day-to-day decisions, processes, practices and actions that ensure that a company carries out its CSR initiatives, thereby delivering on its CSR strategy. It is through the process of implementation that a company should realize the value of its CSR strategy and initiatives—delivering on efficiencies, generating value, realizing new business opportunities and minimizing risks. You saw what good implementation could do when you studied Unilever.

There are a number of major obstacles that hinder the implementation of good CSR polices and practices in firms. Major obstacles include:

Lack of awareness of CSR.
Reward structures for senior executives.
Lack of human resources that can be assigned to CSR practices.
Diverse requirements from stakeholders.
Costs and the time lag between implementing a CSR idea and seeing it turn a profit for the firm.
Management’s perceptions that they cannot do business and make profits while adhering to CSR concepts.
Which, if any, of these is most influential in preventing CSR from being implemented in the place where you work or have worked and why? Or is there one that you can think of that is not on the list? Or are there no obstacles where you work or have worked and why?

 

 

Relationship between patient advocacy and controlling costs

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Post a total of 3 substantive responses over 2 separate days for full participation. This includes your initial post and 2 replies to classmates or your faculty member. All responses must be at least 175 words to be considered substantive.

Respond to the following in at least 175 words:

What is the relationship between patient advocacy and controlling costs? Can you do both? Support your position by citing at least 2 references.

Relationship between patient advocacy and controlling costs

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Post a total of 3 substantive responses over 2 separate days for full participation. This includes your initial post and 2 replies to classmates or your faculty member. All responses must be at least 175 words to be considered substantive.

Respond to the following in at least 175 words:

What is the relationship between patient advocacy and controlling costs? Can you do both? Support your position by citing at least 2 references.

Cultural activities related to food, clothing, and language

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All too often, school administrators and teachers focus on cultural activities related to food, clothing, and language, and uphold a surface-level view of culture. This is like focusing on the visible part of an iceberg. What are some ways a deeper connection to culture can be addressed within schools?

During your time as a teacher, you will encounter students, families, and colleagues, with backgrounds, experiences, perspectives, abilities, talents, and interests that are different from your own. Knowing the susceptibility to bias, what can a teacher do to improve relationships, interactions, and views of others when differences present a challenge to impartiality and fairness?

 

Personal development plan that outlines a change

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Construct a 3-4 page personal development plan that outlines a change you want to achieve at work.

INTRODUCTION
This portfolio work project will help you construct a development plan for successfully managing a personal change in the workplace. What are the barriers present in the organization that inhibit you from making the change, and what are the competing priorities?

Preparation
Complete the Immunity to Change Map [DOC]. In this worksheet, indicate an improvement goal for an aspect of your work routine that you would like to change, list what you do or do not do that works against your improvement goal, and identify competing commitments. Also, use the Capella University Library to find one other resource that addresses how to commit to and implement a personal change in the workplace.

Read and view the following:

Kegan, R., & Lahey, L. (2001). The real reason people won’t change. Harvard Business Review, 79(10), 84–92.
BCODN. (2012). An evening with Robert Kegan and immunity to change [Video] | Transcript. https://www.youtube.com/watch?v=FFYnVmGu9ZI
Scenario
Imagine that you work in any organization you choose in any position you like. For the sake of simplicity, you may choose to imagine your present position at a company where you already work.

Your supervisor in this organization has requested that you head up a staff development initiative. As your first step, your supervisor has requested that you generate a personal development plan that will identify a clear opportunity for improvement as well as any obstacles that may hinder its achievement. She hopes that your development plan will become a model for ongoing development within the workplace.

Your Role
You occupy your present position at work or another position in any organization that you can clearly imagine. Whatever your other responsibilities, you are now also tasked with helping support productive change within the workplace. For the sake of this assessment, this role begins by imagining a potential change in how you approach your own role and identifying potential obstacles that might prevent your improvement.

Imagine a change in how you think about or approach your work that may yield greater productivity or some other benefit. For example, you may be thinking about planning ahead more or reserving some time each week specifically for focused reflection. Consider what is keeping you from implementing this change.

Requirements
Using the questions and steps outlined in Kegan and Lahey’s “The Real Reason People Won’t Change,” the principles discussed in the An Evening with Robert Kegan and Immunity to Change video, and the Immunity to Change Map you completed, construct a personal development plan that outlines a change you want to achieve at work. In addition to a narrative that includes the background and assumptions on the need and drivers for this change, include the following:

Describe the personal change as well as competing commitments and big assumptions.
Develop a plan for successfully managing the selected change. Be as specific as you can in how you might work on meeting the goals of your plan.
Analyze the drivers for change and anticipated outcomes of successfully implementing the development plan.
Your development plan should be written coherently to support a central idea. Use appropriate APA format, with correct grammar, usage, and mechanics as expected of a business professional.

 

Competency 1: Assess the complex and dynamic nature of organizational change.
Describe the personal change to target, competing commitments, and big assumptions.
Analyze the drivers for change and anticipated outcomes of successfully implementing the development plan.
Competency 2: Analyze ways in which leaders and managers can effectively initiate, shape, and support organizational change.
Develop a plan for successfully managing the selected change.
Competency 5: Communicate effectively in a professional manner.
Communicate in a manner that is scholarly, professional, and consistent with expectations for business professionals.