Harlem Renaissance The Cultural And Artistic Explosion

Natalyn Rico Mr.Flores February 7, 2016 History IB Harlem Renaissance The Harlem Renaissance was the name given to the social, cultural and artistic explosion that took place in Harlem during the end of World War 1. The time of the 1920’s was a time of change for everyone. During the 1920’s, the Harlem Renaissance was the most influential movement where African Americans came together and created multiple things that was unique to their race such as; music, literature, poetry, and much more which really impacted the way African Americans stood up together in a country controlled by whites. After the end of slavery, many African Americans from the south migrated to industrial northern cities. This event was also known as The Great Migration. The urbanization of african americans was an important contributor to the Harlem Renaissance. African Americans came to Harlem in search for a better employment opportunities, and to build a new place for themselves in public life. Confronting economic, political, and social challe nges, also creating a new African American culture, that has to do with the blossoming of blues, and the beginning of the jazz age.The migration to the North, more specifically Harlem led African Americans to find group expression, self determination, and also achieving equality and civil rights. As a result millionsShow MoreRelatedHarlem Renaissance : A Cultural, Social, And Artistic Explosion840 Words   |  4 PagesA cultural, social, and artistic explosion that took place in Harlem between 1919-1929 became known as the Harlem Renaissance. The Harlem Renaissance was a great time period in history for blacks. The Harlem Renaissance included great artists such as Langston Hughes, James Weldon Johnson, James Baldwin, and more. The Harlem Renaissance was a movement in which blacks asserted themselves by embracing their racial identity and appreciating their African heritage. In my opinion the Harlem RenaissanceRead MoreThe Harlem Renaissance Movement By Zora Neale Hurston, Langston Hughes, And Ralph Waldo Ellison931 Words   |  4 Pagesmovements on African American arts, the Harlem Renaissance Movement represented a period of artistic and intellectual change that initiated a new identity on black culture. Often called the â€Å"New Negro† Era, the Harlem Renaissance opened doors for African American to express themselves in the form of visual arts, musical elements, and even performing arts during the 1920s. Due to this movement, Harlem became the city that â€Å"gave African Americans a physical cultural center.† [1] Renowned black artistsRead MoreExploring African American History : The Harlem Renaissance1521 Words   |  7 PagesTi’Anna Smith Period 1 AP World History 12-14-15 Exploring African American History: The Harlem Renaissance The Harlem Renaissance originally known as the New Negro Movement was an important part of African American culture and history, which helped African Americans express themselves and celebrate their heritage. Between the years of 1890-1920 close to two million African Americans traveled from the rural southern states to the northern cities. They traveled to these northern cities in hopesRead MoreTravel Back To New York City During The 1920S, A Melting1182 Words   |  5 Pagesmingle into a metropolitan jungle, where dreams are made and stars are born. During this era, in a small neighborhood on the island of Manhattan, an explosion occurs that would forever change the course of history. The explosion would liberate an entire race that had been ignored for centuries into a new era! The explosion was known as the Harlem Renaissance. It was during this time black culture was freely expressed and openly excepted by the mainstream white culture. Today, the culture is still openlyRead Mo reAnalysis Of Langston Hughes s Poem Essay707 Words   |  3 PagesBoth poems were written around the Harlem Renaissance Era. Both of the poem Hughes shares learning new things and using a creative language. His poems are empowering, it speaks from a creative mind. We should study my texts because of the cultural center for Africa-American: writers, artists, musicians, photographers, poets, scholars. The poem reflects the Harlem Renaissance era. The Harlem Renaissance was a name given to the cultural, social, and artistic explosion of African Americans. It took placeRead MoreA New Beginning For African Americans Essay1291 Words   |  6 Pagesmid 1930’s a literary, intellectual, and artistic movement occurred that kindled the African Americans a new cultural identity. This movement became known as the Harlem Renaissance, which is also known as the â€Å"New Negro Movement†. With this movement, African Americans sought out to challenge the â€Å"Negro† stereotype that they had received from others while developing innovation and great cultural activity. The Harlem Renaissance became an artistic explosion in the creative arts. Thus, many AfricanRead MoreOverview Of The Harlem Renaissance827 Words   |  4 Pagesâ€Å"The Harlem Renaissance was the development of the Harlem neighborhood in New York City as a black cultural mecca in the early 20th Century and the subsequent social and artistic explosion that resulted.† (Historycom, 2017). The movement allowed African Americans to receive exposure for their art, Moreover, it lasted for over 20 years. The African American Art provided a distinct perspective of creativity from the artists. The Harlem Renaissance was the focal point of African American Music, as aRead MoreNarrative Of The Life Of Frederick Douglass Essay1792 Words   |  8 Pagesdescribes the pitiful rations of food received by the enslaved. 3. Explain the following regarding the Harlem Renaissance (1919-1940) Definition- Harlem Renaissance, a cultural, social, and artistic explosion that took place in Harlem, New York, spanned the 1920s. During the time, it was known as the New Negro Movement, named after the 1925 anthology by Alain Locke. ... The Harlem Renaissance was considered to be a rebirth of African-American arts. Black artist’s common goal- The black artist’sRead MoreThe Harlem Renaissance : A Important Period Of History958 Words   |  4 PagesThe Harlem Renaissance is a very important period in history for many reasons. The Harlem Renaissance was a cultural, social, and artistic explosion that happened in Harlem. Harlem was a cultural center during this time. It drew black artists, musicians, writers, poets, and scholars. It was also very important because it affected black culture for the rest of time. It also advanced them greatly during that time. Black lives during the Harlem Renaissance were definitely not great still. ButRead MoreA Comparative Analysis of Harlem Renaissance Poetry Essay596 Words   |  3 Pages (A Comparative Analysis of Harlem Renaissance Poetry) The great philosopher Plato once orated: â€Å"Every heart sings a song, incomplete, until another heart whispers back. PBS defines the the Harlem Renaissance a â€Å"Cultural, social, and artistic explosion that took place in Harlem between the end of World War I and the middle of the 1930s. During this period Harlem was a cultural center, drawing black writers, artists, musicians, photographers, poets, and scholars.† Those who wish to sing always

Ratios case Example

Essays on Ratios case Assignment Case on Ratio Analysis Question one The of the company under review is the Texas Instruments Inc known as TXN on the market. The company’s financial year-end is at December 31 of each year. 17141000 dollars as at the end of the financial year marked December 31, 2013 were the outstanding shares at the end of the financial year under consideration. Price per share for the company is calculated using common stockholder’s equity divided by common shares outstanding. This is equivalent to 10807000/1714000 =6.3 per share. Market capitalization is outstanding shares multiplied by share value. Question two Read about your company using the information in the 10-K. You need to understand the nature of the company, its products/services, and its customers. Using FactSet, generate a list of 5 competitors that compete most directly with your firm and list them. Be certain your list of competitors is logical given what you know about the company. Do not include companies as competitors just because they are listed on FACTSET as having the same NAICS or SIC code. Do some research on each company before you include them as a competitor. Choose and label the major competitor from this list. The major competitor should be selected based on competing for the same customers, not just their size in sales or market capitalization. Justify your selection of this company as the major competitor. Be prepared to invest significant effort in this analysis. Company description The company Texas Instruments Inc was developed and started in 1930. TXN is a company that designs, sells and deals in the manufactures of electronics and semiconductors. The company has grown its business through its segmented operations that include the analog developments, Embedded processing and last comes others. The analog segment of the business deals with the development of high volume analog products also automotive safety products. The company also produces touch screen controllers integrated motor controllers among other of its products that have designed their own niche in the market. The analog segment also provides the market with quality high performance products that include high-speed converters for data, sensors, and amplifiers among others. The second segment the embedded processing segment deals with processor products that include digital signals, processes microcontrollers memory aspects, peripherals and many more products. Based on these, the company produces t hese products to capture the market and control activities of their competition. The other segment deals with the production of projector products, integrated circuits and the production of calculators. Baseband products and connectivity product all fall under this category of products. The marketing aspects that the company employs in dealing with the market and handling their competition include direct sales and the use of distributors as a channel of business. RATIO FORMULA FOR RATIO CALCULATION RATIO FOR YOUR FIRM BASED ON 10-K Calculated—show work RATIO FOR YOUR FIRM FROM FACTSET RATIO OF TOP COMPETITOR QUALCOMM Incorporated RATIO OF PEER GROUP LIQUIDITY RATIOS Current Ratio Current assets /current liabilities Current assets/current liabilities 8019000/2747000= 2.9 19555000/5213000 = 3.75 Acid Test Ratio (cash+accounts receivable+short term investments)/current liabilities (1627000+1596000+2202000)/2747000 = 2.0 (6142000+2715000+8824000)/5213000 = 3.4 Average Collection Period (Days*Average amount of accounts receivable)/credit sales (365*133000)/1596000= 30.4 (365*226250)/2715000= 30.4 AP Deferral Period Total supplier purchases/average accounts payable 9820000/(23293000/12)=40.12 9820000/1941083= 5.1 Inventory Conversion Period Inventory/cost of sales/365 1731000/(5841000/365) = 108.2 1302000/(9820000/365)= 48.4 Cash Conversion Cycle DIO+DSO-DPO CAPITAL STRUCTURE RATIOS Times Interest Earned EBIT/totals interest payable on bonds and other contractual debts 27820000/7000 = 397.43 8194000/31000 = 246.32 Debt Ratio Total debt/total assets 4158000/18938000= 0.22 0/207000000= 0 Equity Multiplier Assets/stock holder equity 18938000/10807000 = 1.75 45516000/36088000 = 1.26 ASSET MANAGEMENT EFFICIENCY RATIOS Total Asset Turnover Sales or revenues/total assets 12205000/18938000= 0.64 24866000/45516000= 0.55 Fixed Asset Turnover Net sales/total fixed assets 12205000/10919000 = 1.12 24866000/259619000 = 0.96 PROFITABILITY RATIOS Gross Profit Margin (Revenue-COGS)/revenue (12205000-5841000)/12205000 = 0.52 (24866000-9820000)/24866000 = 0.6 Operating Profit Margin Operating income/ net sales 2832000/12205000 = 0.23 7230000/24866000 = 0.3 Net Profit Margin (FactSet labels this Net Margin) Net profit/revenue 2162000/12205000 = 0.18 6853000/24866000 = 0.28 Operating Return on Assets (OROA) Net income/total assets 12205000/18938000 = 0.64 24866000/45516000 = 0.55 ROE Net income/shareholders equity 2162000/10807000 = 0.20 6853000/36088000 = 0.19 MARKET VALUE RATIO Price-Earnings Ratio (Use LTM- Last Twelve Months) Market value per share/earnings per share 48.75/1.10 = 44.32 75.53/1.20 = 62.94 EPS (Net income-dividends on preferred stock)/average outstanding shares (2162000-1175000)/(10807000/12) = 1.10 $2.69 (6853000-2055000)/(36088000/12) = 1.20 Market-to-Book Ratio Book value of firm/market value of firm 1.10/48.75 = 0.023 1.20/75.53 = 0.016 Question three: Using the following table, explain the information provided by each of the following ratios, explain how this information would impact your decision of whether or not to invest in this company, and compare the ratio for your company to the top competitor and the peer group. Use bullet points and limit your comments to the space provided. Describe the information provided by this group of ratios Which users of financial information would be most interested in these ratios and for what decision? As a result of comparing the ratios for your company to the top competitor and the peer group, state a conclusion: stronger, comparable weaker. Support your conclusion by references specific ratios as needed. Liquidation ratios Liquidation ratios aim at defining the possibility of a company easily to convert the possessions into cash. Creditors need this information to decide if the company is in position to pay their dues in time and have security in case of liquidation. According to the information provided, the liquidation levels for QUALCOOL seem stronger compared to those of NXT. Capital structure ratios Capital structure ratios aim at describing the capital security of the business and its growth and potential. Shareholders and investors. These need this information to know how secure the company is for the future aspects. In capital comparison, NXT remains strong with a high capital nature though with high debt to asset ratio. Asset management efficiency ratios Asset management ratios aim at controlling the asset ability of the business. The ability of the business to develop and grow their assets. Shareholders and managers. These need the information to ensure that the company is advancing and protected in their value. According to return on assets, the returns on assets for NXT seemed more encouraging compared to those of QUALCOMM. This shows a better asset management structure for NXT compared to that of QUALCOMM. Profitability ratios Profitability ratios provide the profit ability of the business. The ability of the business to remain profitable for more years ahead giving investors more confidence. Shareholders and prospective investors. These need the information to evaluate their future in the business. The fact that the business is in position to remain profitable for longer period. According to the profitability ratios, the NXT company is doing better compared to apple and the peers. Market value ratios Market value shows the value of the company in relation to market dynamics. The ability of the company to hold good market values gives shareholders confidence. Stakeholders and shareholders need this information to determine the effect of their actions to the business and if it is in position to remain capturing to the market hence remain profitable. According to the market value ratios, NXT is stronger in the market compared to the competitors. Question Four: When firms enter into loan agreements with their bank it is very common for the agreement to have a restriction on the minimum current ratio the firm has to maintain. So, it is important that the firm be aware of the effects of their decisions on the current ratio. Â  If the company needed to make its current ratio higher to conform to a debt covenant, what are their potential strategies? The current ratio of a company explains the current assets over current liabilities that the company holds. A high current ratio shows that the company has assets that remain in position to take care of their liabilities in case of a liquidation threat. The current ratio provides the company with a position that the bank feels is secure to provide funding to the company. It makes the bank comfortable and sure that the company is in position to payback the amount being advanced. For the company to increase its current ratio there is need for it to concentrate in building their assets and making them more secure and in position to sustain the financial liabilities that the company may have. One way the company can increase their current assets is through the increasing of their production capacity and stock levels. The impact this will have in the company especially with borrowed more is that the money is in position to grow faster and hence making them in position to pay back the loan facility. Question Five: Using bullets, list three pieces of additional information you would want to have if you were making an investment decision regarding the company. (Hint: refer back to the GB112 course project.) The percentage of shares held by each individual shareholders. The growth plan that the company has for the next five years. Their plan to handle the current growth of liabilities in the company.

Strategic Human Resource Management Distributed Learning

Question: Describe about the Strategic Human Resource Management for Distributed Learning. Answer: Background Summary The New Zealand Courier Company is the leading courier companies who ensure smooth deliveries of packages all around the world. The logistics company has a good range of infrastructure facilities, which includes cargo planes, trucks and courier services. The HR personnel of the company has undertaken PEST analysis for gaining a broad picture of the organization's external environment from four different perspectives namely- Political, Economical, Sociological and Technological. The political factors concern with the regional wars, terrorisms and other crisis scenarios that lead to international uncertainties. The courier company is concerned with the risks of the customs department such as drugs and illegal weapons entering the country. The economical factors deal with the taxation process of different countries, as the courier services should include traceable services. The social factors included the rapid growth of the courier industry across the world, and the Asian countries bec ame the main sources of promotion. The technological factors included the role of the internet in sending the courier products, which included an innovative visual presentation. The industry analysis was done which included the analysis of Porters Five Forces. The threat of new entrants to any industry can increase the level of competition. The courier company is an established company in the market and may feel threatened by the entry of new entrants in the same industry. The threat of substitute comes into the picture when a particular products demand is challenged by the change in the price of one of the substitute products. The courier company in New Zealand faced challenges due to growth in the online reservation systems such as Fedex, Royal Mail, and others. The bargaining power of the suppliers comes into existence when there are multiple suppliers. The company would base its procurement decision on those prices, which lowers the cost of the company. The bargaining power of the buyers becomes high when the buyers are few and a number of sellers. The courier company also faces competition from similar companies, and the company strives to gain competit ive analysis. The SWOT analysis underlined the strengths, weakness, opportunities and threats of the company. The New Zealand Courier company faces stiff competition from its rivals (Wang, Jie Abareshi, 2014). It is the responsibility of the New Zealand courier to upgrade their products and develop new service lines, which fulfills the changing preferences of the customers. The development of new service lines would be possible through qualified and talented human resources. It is very important to enhance the learning skills of the employees periodically so that they can strive to give optimum performance (Wang, Jie Abareshi, 2014). The learning initiatives would result in the excellent quality of the human resources, which would result in the creation of premium services of the company. Design Consideration The above summary indicated that there is a dire need of implementing a suitable learning and development schedule so that the skills and expertise of the employees are enhanced (Looi et al., 2014). The employees are considered as a competitive weapon as they are the only reasons which can tackle the competitors by providing premium services. The company also faces a threat from new entrants; hence, the services of the company should be premium level. This can be achieved only by the competent workforce. The learning and development initiative should include a content plan, mobile usability, device orientation and innovative approaches like Bring Your Device (BYOD) (French, Guo Shim, 2014). There should be a blended approach in the implementation of learning initiatives. Development of learning initiative A suitable learning initiative should be developed, which caters to the needs and requirements of the New Zealand courier company (Hamburg, Brien Engert, 2014). The learning initiative should include components like training, mentoring, coaching and suitable learning content. The learning and development initiative should treat people as individuals and not as a group. The learning requirements of each person should be assessed, and the learning content should be modified accordingly. The strategy of enhancing the workforce capabilities, competencies, and skills to ensure a successful organization forms the basis of learning and development (LD) (Pandey Guha, 2014). The successful organizations chalk out the means of development of the human capabilities, which are required for organizational effectiveness. The Learning and Development strategy should be aligned with the other strategies of the organization, and it should be formulated in such a way that it meets the organizational goals as a whole. For this purpose, extensive research should be done, and secondary sources of information should be collected. The learning and development needs should be identified, and the learning initiative should meet these needs (Batalla-Busquets Pacheco-Bernal, 2013). The external factors should be considered in the formulation of the strategy. The external factors include government policy, current economic development, social factors and others. The external factors can be identified by PESTEL analysis. The internal factors should also be identified, which includes the HR Strategy and Organizational goals. The development of LD initiative should coincide with the business needs and the organizational goals (Anvari et al., 2013). The LD strategy helps better management of the budgets and the resources. It also provides the efficient integration among the various organizational units. The audience of the learning initiative should include senior managers, line managers, strategic planners, personnel officer, team leaders, new recruitment, technical staff and operational managers. The training needs analysis should be done after the determination of departmental capability levels. The training needs analysis should be able to identify the existing gap between the proposed standards and the current standards (Basu Ray, 2015). This would involve a skills audit so that the current skills of the workforce can be analyzed. The performance management and development system are used to detect the needs of the individual job holder through a detailed discussion between the line manager and the e mployee (McIntosh, 2014). Learning Strategies The set of integrated plans and intended actions that are aimed at developing the job-related skills, expertise, and knowledge of human resources, are known as Learning Strategy (Segal, Chipman Glaser, 2014). The LD strategies are those mechanisms, which help to increase the capability of the human resource and improve their performance level. The assessment of the existing approaches should be done along with consideration of the available alternatives, before designing suitable learning strategies (Segal, Chipman Glaser, 2014). The effective techniques deal with brainstorming various ideas within a group. STRATEGY COMPONENTS REMARKS On the Job Learning Observation, Coaching, Mentoring Capacity building method Self-managed to learn Reading, eLearning Job learning and relevant Deployment Mobility, temporary Proper plan and management Group learning Cross-functional teams, networking Group management is vital Tutor led interventions Seminars, Training Courses Current work situation Table name: Learning strategies and its components Source: Created by author The on the job learning is the most effective as well as efficient measure for the development of the capability (Cleveland, 2013). It can be done through observation, demonstration, coaching, delegation, mentoring and others. The coaching and mentoring components should focus on the competency of the individual employees so that maximum benefits can be obtained. The self-managed learning should be relevant and should support the on the job learning. It can be induced by eLearning, reading, further education and others. The deployment of a suitable learning strategy becomes effective when it is properly managed and planned. It facilitates the on the job learning. It is another name of mobility, and it is temporary in nature. The "Group learning is the key to success if there is effective management of the group (Ziegler, Paulus Woodside, 2014). The group learning initiatives are appropriate when there is a paucity of time. It involves the training of a large audience simultaneously, which leads to low training costs and less time. The group learning is effective when there are cross-functional teams, where the attributes of networking, as well as action learning, are important. The tutor led interventions must be relevant to the current work situation. The employees who have returned after a break should be given the opportunity of training immediately they return to work (Salmon, 2013). The tutor led interventions should include seminars, training courses and various development programs. The employees of New Zealand couriers should be exposed to learning initiatives like coaching, mentoring, delegation, temporary assignments and mobility. The coaching includes the creation of opportunities, providing information, demonstration; encouraging and observing the employees take up new challenges (Joo, Sushko McLean, 2012). The mentoring process includes the support of a less experienced person by a more experienced and knowledge supervisor (Joo, Sushko McLean, 2012). It comprises of informal face to face communication over a period. The delegation process is used by the manager to assign a work responsibility to another team member (Joo, Sushko McLean, 2012). The task provides an opportunity to grow and develop their skills so that they can reach their full potential. The temporary assignments consist of short-term and flexible skill development initiatives (Joo, Sushko McLean, 2012). These are designed to improve the employees skills so that they can gain a broad know ledge base. The mobility function involves the movement of staffs from one department to another department or movement from one job role to the other within the same department (Joo, Sushko McLean, 2012). This is a cost effective method, which is helpful in workplaces where different management areas are involved (Joo, Sushko McLean, 2012). The specific strategies should be formulated for the diverse target groups in an organization. The LD strategies should be based on the following principles (Kolb, 2014)- L D should be based on the identified requirements, which are determined by a training needs analysis (Kolb, 2014). The L D process should be fully integrated with the performance management and development process (Kolb, 2014). The L D process should take account of the departments as well as organizations business objectives. The L D should comprise of components like on-the-job training; self-managed learning and coaching initiatives (Kolb, 2014). The learning initiative should be designed in such a way that it satisfies value for money. The learning strategy should make sure that the shared resources like finance, software, human and physical are utilized to their maximum potential. The learning strategy should be implemented on a timely basis. The best practice of the learning strategy should include the evaluation of the training program. The evaluation method should be focused, selective and should possess a practical approach, which would measure the impact of the learning (Kolb, 2014). The learning strategy should focus on the development of the required competencies so that the employees can deliver their best performances. Relevance of learning (Theoretical perspective) The learning initiative is highly beneficial for the employees as well as organizations. There are several reasons for conducting training programs among the employees. There is an increased job satisfaction among the employees and learning initiatives boosts the morale of the employees (Armstrong Taylor, 2014). The employees imbibe a sense of pride as they can perform their jobs better. The organizations also benefit from the learning programs. There is an increased efficiency in the organizational processes, which results in a financial gain of the organization. The organization enjoys better capacity so that they can adopt new methods and technologies. The employee turnover rate is reduced as a result of satisfied employees who are unwilling to leave the organization (Armstrong Taylor, 2014). The company image is improved as the organization is known to be caring towards the employees. Relevance of micro skills to proposed learning initiative There are certain micro skills required for the implementation of the learning initiatives. The specialists of training and development should be active listeners and should possess critical thinking skills (Armstrong Taylor, 2014). The specialists should possess excellent communication skills and should possess good monitoring skills (Armstrong Taylor, 2014). The specialists who are imparting the training should have judgmental abilities and should be able to take crucial decisions. The learners should also cooperate with the management so that the objectives of the training and development program are achieved. Role of HR in proposed learning initiative The role of human resource (HR) personnel is immense in the promotion of a suitable learning and development program. The HR is responsible for the talent development process, which involves the transformation of the organization regarding stakeholders, employees and various groups of people included in the organization (Armstrong Taylor, 2014). The HR is responsible for supervisory management, new employee induction, technical training, and skills training (Armstrong Taylor, 2014). The HR is the key person involved in professional skills training, which shapes and improves the quality of the human resources in an organization. The HR is the backbone of a learning program (Armstrong Taylor, 2014). Conclusion The conventional training is essential for covering important work-related knowledge, skills and techniques. There should be a positive progressive approach towards the learning of the employees. The learning and development activities should form an authoritative framework in the organization. There is an increased motivation among the employees as a result of learning initiatives. The learning initiatives would enable the New Zealand couriers to be successful. References Anvari, R., Huzaid, N. S. B. J., Miri, S. A., Chermahini, S. H. (2013). Mediating effect of psychological contract in the relationship between learning and development initiatives and engineers' intention to stay.Review of European Studies,5(5), 233. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Basu, R., Ray, N. (2015). ISO 9000A TOOL FOR ACHIEVING SUCCESS OF THE TRAINING FUNCTION.International Journal of Research in Management Social Science,3(1), 43. Batalla-Busquets, J. M., Pacheco-Bernal, C. (2013). On-the-job e-learning: Workers' attitudes and perceptions.The International Review of Research in Open and Distributed Learning,14(1), 40-64. Cleveland, S. (2013). On-the-job informal learning practices for IS students. InProceedings of Southern Association for Information Systems Conference. French, A. M., Guo, C., Shim, J. P. (2014). Current status, issues, and future of bring your own device (BYOD).Communications of the Association for Information Systems,35(10), 191-197. Hamburg, I., Brien, E. O., Engert, S. (2014). Engaging SMEs in cooperation and new forms of learning.Computer and information science,7(1), 1. Joo, B. K. B., Sushko, J. S., McLean, G. N. (2012). Multiple faces of coaching: Manager-as-coach, executive coaching, and formal mentoring.Organization Development Journal,30(1), 19. Kolb, D. A. (2014).Experiential learning: Experience as the source of learning and development. FT press. Looi, C. K., Sun, D., Wu, L., Seow, P., Chia, G., Wong, L. H., ... Norris, C. (2014). Implementing mobile learning curricula in a grade level: Empirical study of learning effectiveness at scale.Computers Education,77, 101-115. McIntosh, D. (2014). Vendors of learning management and e-learning products.Learning Management Vendors, 88-96. Pandey, J. P., Guha, S. (2014). Enhancement of Competence: An Effective Tool for Change Management.International Journal,2(2). Salmon, G. (2013).E-tivities: The key to active online learning. Routledge. Segal, J. W., Chipman, S. F., Glaser, R. (2014).Thinking and Learning Skills: Volume 1: Relating Instruction To Research. Routledge. Wang, M., Jie, F., Abareshi, A. (2014). The measurement model of supply chain uncertainty and risk in the Australian courier industry.Operations and Supply Chain Management: An International Journal,7(3), 89-96. Ziegler, M. F., Paulus, T., Woodside, M. (2014). Understanding informal group learning in online communities through discourse analysis.Adult Education Quarterly,64(1), 60-78.