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Mathematics in the Modern World - Mathematical language and symbols discussion

Mathematics in the Modern World - Mathematical language and symbols discussion

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Chapter 2 MATHEMATICAL LANGUAGE AND SYMBOLS THE LANGUAGE OF MATHEMATICS ENGLISH versus MATHEMATICS ENGLISH NOUN name given to object of interest) SENTENCE (must state a complete thought) PERSON TRUE (T) PLACE FALSE (F) THING SOMETIMES TRUE/ SOMETIMES FALSE (ST/SF) ENGLISH versus MATHEMATICS MATHEMATICS EXPRESSION (name given to mathematical object of interest) SENTENCE (must state a complete thought) NUMBER TRUE (T) SET FALSE (F) FUNCTION SOMETIMES TRUE/ SOMETIMES FALSE (ST/SF) MATRIX ORDERED PAIR Characteristics of Mathematical Language • Mathematical language is PRECISE which means it is able to make very fine distinctions or definitions among a set of mathematical symbols. • It is CONCISE because a mathematician can express otherwise long expositions or sentences briefly. Characteristics of Mathematical Language • Mathematical language is POWERFUL, that is, one can express complex thoughts with relative ease. • Mathematics is a SYMBOLIC language. Some Mathematical Symbols Some Mathematical Symbols Real Number System Properties of Real Numbers • Mathematics is the language of the sciences, business, economics, music, architecture, arts and even politics. • There is an intimate connection between the language of mathematics and the English language. The Brain • The language of mathematics can be considered a common language of the world. Expressions vs. Sentences • Mathematical Expression – is a finite combinatio ...
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CTU Issues Associated With Having a Transnational Team Essay

Remaining competitive in a global economy frequently means moving from a national to a transnational organization. Develop ...

CTU Issues Associated With Having a Transnational Team Essay

Remaining competitive in a global economy frequently means moving from a national to a transnational organization. Developing teams that cross national boundaries is becoming a strategic business need.Address the issues associated with having a transnational team with members who reside in multiple countries.Respond to the following questions:How would you determine team composition in a multinational team?How will you address the diversity of cultures within the team?Because the team will operate in a virtual existence, what structure and support will this team need to foster productivity?How will you measure the success of the team?What are the characteristics you will look for in a leader of this team?

Evaluating Job Analysis Approaches

Evaluating Job Analysis ApproachesThere are many approaches, often referred to as methods, to conducting a job analysis. O ...

Evaluating Job Analysis Approaches

Evaluating Job Analysis ApproachesThere are many approaches, often referred to as methods, to conducting a job analysis. One traditional form of job analysis is the deductive approach, which relies upon existing knowledge and taxonomies of job information during job analyses (Peterson & Jeanneret, 2007). On the other hand, one commonly used inductive approach is creating a task survey. Job analysts create a task survey by constructing a list of task statements. An accurate task statement includes the actions and people involved. For example, a task statement may be: Advise the president in the selection of personnel for the company. Many times, task statements also explain where the action is done, why it is done, and how it is done. Once the task survey is complete, subject matter experts (SMEs) rate the tasks by the frequency of performance and/or by the level of importance to the overall job. SMEs are generally people who are incumbent workers and supervisors. In contrast to task surveys tailored to a specific job or small set of jobs, organizations may prefer to use a widely distributed instrument such as the Position Analysis Questionnaire (PAQ), which is a survey based on a set of standardized questions. The PAQ asks incumbent workers to rate the level of importance of general tasks they may encounter in their job. The PAQ can provide a standardized system to compare the similarities and differences in job skills and requirements among a variety of jobs (Harvey, Anderson, Baranowski, & Morath, 2007).How organizations determine which type of job analysis to use is dependent upon different organizational or situational factors. For example, an organizational factor may be the number of locations and job titles a company uses to accomplish a certain kind of work. A situational factor may be the specific job task the consultant is assigned to do. As a potential personnel consultant, it is important to consider how these factors influence the type of approach to use. In addition, it is important to consider what type of job analysis is most effective in court proceedings. As you discovered last week in the case of Griggs v Duke Power Co., you can lose a case if you do not select an approach to predict job performance accurately.Consider how an organization might utilize task surveys and how they might determine what type of job analysis to use.References:Harvey, J. L., Anderson, L. E., Baranowski, L. E., & Morath, R. A. (2007). Job analysis: Gathering job specific information. In D. L. Whetzel & G. R. Wheaton (Eds.), Applied measurement: Industrial psychology in human resources management (pp. 57–95). Mahwah, NJ: Lawrence Erlbaum Associates.Peterson, N. G., & Jeanneret, P. R. (2007). Job analysis: Overview and description of deductive methods. In D. L. Whetzel & G. R. Wheaton (Eds.), Applied measurement: Industrial psychology in human resources management (pp. 13–56). Mahwah, NJ: Lawrence Erlbaum Associates.With these thoughts in mind:Post by Day 3 a comparison of the results an organization can derive from the Position Analysis Questionnaire (PAQ) and task surveys. Then, explain three organizational or situational factors that might cause you to select one approach over another. Finally, explain which approach would be more effective to use in court proceedings. Justify your response.Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the Learning Resources in APA format.

HLS 325 200 3 A 01 CTU Police Brutality & Community Policing Paper

Officer Lightly has a colleague—Officer Brightly—who also has a background and experience with social science resear ...

HLS 325 200 3 A 01 CTU Police Brutality & Community Policing Paper

Officer Lightly has a colleague—Officer Brightly—who also has a background and experience with social science research. She joins the effort to develop a plan to involve citizens in protecting their own communities. She believes, however, that beginning the study by focusing on what motivates citizens to participate actively in providing for their own safe community is the wrong place to start. Officer Brightly proposes another direction; she is interested in examining what prevents or de-motivates people from taking action so clearly in their own best interest. She believes learning about these phenomena will aid the team in overcoming challenges through designing a comprehensive and thoughtful plan. Officer Brightly has a few guesses about the “why” here, but wants to examine the reality—systematically, thoroughly, and accurately.Assignment GuidelinesAddress the following in 1,000–1,250 words: Develop two (2) research questions drawn from the above scenario.For each research question, develop two (2) hypotheses. Operationalize completely each variable for each hypothesis. Name and fully describe what types of data or observations will be collected and how they will be handled. Describe the specific methods employed for collecting and processing all of the various sets of data. Now you will take the role of another officer with Social Research experience. You are assigned to the team and told to look at the work the other two officers have accomplished so far. In a memorandum to the team chief, consider Officers Lightly’s and Brightly’s research questions and hypotheses. How will Brightly and Lightly’s studies complement (or conflict with) each other as currently constructed? Explain.What gaps and seams exist in their research even after their methods and data are pooled? Explain.What recommendations can you offer to the team chief that explain and support the methods you would add to their approaches? Explain.What could you do to create a more comprehensive and coherent study? Explain.What tactics and tools would you use to gather the data and observations? Why? Compile your research questions, hypotheses, and responses into your final paper, and submit the file to your instructor.All sources must be referenced using APA style.

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CTU Issues Associated With Having a Transnational Team Essay

Remaining competitive in a global economy frequently means moving from a national to a transnational organization. Develop ...

CTU Issues Associated With Having a Transnational Team Essay

Remaining competitive in a global economy frequently means moving from a national to a transnational organization. Developing teams that cross national boundaries is becoming a strategic business need.Address the issues associated with having a transnational team with members who reside in multiple countries.Respond to the following questions:How would you determine team composition in a multinational team?How will you address the diversity of cultures within the team?Because the team will operate in a virtual existence, what structure and support will this team need to foster productivity?How will you measure the success of the team?What are the characteristics you will look for in a leader of this team?

Evaluating Job Analysis Approaches

Evaluating Job Analysis ApproachesThere are many approaches, often referred to as methods, to conducting a job analysis. O ...

Evaluating Job Analysis Approaches

Evaluating Job Analysis ApproachesThere are many approaches, often referred to as methods, to conducting a job analysis. One traditional form of job analysis is the deductive approach, which relies upon existing knowledge and taxonomies of job information during job analyses (Peterson & Jeanneret, 2007). On the other hand, one commonly used inductive approach is creating a task survey. Job analysts create a task survey by constructing a list of task statements. An accurate task statement includes the actions and people involved. For example, a task statement may be: Advise the president in the selection of personnel for the company. Many times, task statements also explain where the action is done, why it is done, and how it is done. Once the task survey is complete, subject matter experts (SMEs) rate the tasks by the frequency of performance and/or by the level of importance to the overall job. SMEs are generally people who are incumbent workers and supervisors. In contrast to task surveys tailored to a specific job or small set of jobs, organizations may prefer to use a widely distributed instrument such as the Position Analysis Questionnaire (PAQ), which is a survey based on a set of standardized questions. The PAQ asks incumbent workers to rate the level of importance of general tasks they may encounter in their job. The PAQ can provide a standardized system to compare the similarities and differences in job skills and requirements among a variety of jobs (Harvey, Anderson, Baranowski, & Morath, 2007).How organizations determine which type of job analysis to use is dependent upon different organizational or situational factors. For example, an organizational factor may be the number of locations and job titles a company uses to accomplish a certain kind of work. A situational factor may be the specific job task the consultant is assigned to do. As a potential personnel consultant, it is important to consider how these factors influence the type of approach to use. In addition, it is important to consider what type of job analysis is most effective in court proceedings. As you discovered last week in the case of Griggs v Duke Power Co., you can lose a case if you do not select an approach to predict job performance accurately.Consider how an organization might utilize task surveys and how they might determine what type of job analysis to use.References:Harvey, J. L., Anderson, L. E., Baranowski, L. E., & Morath, R. A. (2007). Job analysis: Gathering job specific information. In D. L. Whetzel & G. R. Wheaton (Eds.), Applied measurement: Industrial psychology in human resources management (pp. 57–95). Mahwah, NJ: Lawrence Erlbaum Associates.Peterson, N. G., & Jeanneret, P. R. (2007). Job analysis: Overview and description of deductive methods. In D. L. Whetzel & G. R. Wheaton (Eds.), Applied measurement: Industrial psychology in human resources management (pp. 13–56). Mahwah, NJ: Lawrence Erlbaum Associates.With these thoughts in mind:Post by Day 3 a comparison of the results an organization can derive from the Position Analysis Questionnaire (PAQ) and task surveys. Then, explain three organizational or situational factors that might cause you to select one approach over another. Finally, explain which approach would be more effective to use in court proceedings. Justify your response.Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the Learning Resources in APA format.

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Despite the fact that Kindergarten projects are basic in establishing the frameworks for accomplishments in learning, the Kindergarten years are ...

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6th Month, much of the interface will be redesigned There will be no design in the first month as there

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Journal reflection week 4 1 copy docx

Inferences are used every day in life. The inference is like a perception that a person makes. For instance, if someone gr ...

Journal reflection week 4 1 copy docx

Inferences are used every day in life. The inference is like a perception that a person makes. For instance, if someone grimaces or walks by, we ...