What are three areas that security plan should address? Describe each?

The three areas that security planning has to address include the assets needing protection risks facing the assets as well as resources needed for protection. Good are property possessed by an organization, group or individual and must be vulnerable to insecurity. Risks are the potential dangers facing the assets while efforts and resources are the material as well as none material input an organization or an individual allocates to protect the assets of electronic surveillance systems.

What are the difference between a fully functional 13 step systems development life cycle (SDLC) and a fully functional 3 step SDLC?

The main outstanding difference between the two is that a 13 SDLC takes and goes through all steps in system development while reducing the risks in system development. On the other hand, the three steps SDLC suppresses part of stages only to concentrate on main steps. 3step model, therefore, never aim at managing the risks.

Discuss the three critical resources that are linked to business success when focused on business driven technology.

The main IT resources for business success are namely the people, information, and business information technology. Business people referrers to all key players in a business environment like customers, contractors as well as the supplier. Therefore, people explain both the external as well as internal business persons who are owners. The business information refers the useful business data after going through the process of conversion for proposed of making business decisions. On the other hand, information technology includes all tools, techniques as well as applications critical for the business to have smooth operations.

Describe the systems theory model and give one example how it works.

Systems theory model gives a clear total organization analytical background of all its operations. For instance, decision-making system theory model puts emphasis on organization interactions with external stakeholders. It, therefore, provides comprehensiveness of threats and opportunities to the organization giving response strategy to solve the issue.

Discuss some common it metrics for strategic initiatives and how they get measured.

The IT metrics critical to strategic initiatives encompass, supply chain metrics, website metrics, customer relationship metrics, enterprise resource planning metrics as well as business process re-engineering metrics. Website metrics gets measured by abandoned registrations, conversion rates; unique visitors as well as shopping cards. Supply chain management metrics, on the other hand, get measured by back orders, inventory practices, and customer order real cycle. Customer relationship management metrics takes sales metrics, marketing metrics, and service delivery metrics.

How do Ethics apply to Information Technology? Provide two specific examples of information ethics.

Ethics applies to the information technology through utilization of use of informatics while ensuring no harm to others. In information technology, privacy, as well as intellectual property rights, remain key information technology ethics.

Introduction
The incidents relating to security are on the rise at an alarming rate each year. Additional there is an increase of these threats complexity so do measures for security that are needed to protect the networks. Network administrators, data center operator’s m, and other professionals in the data center have to comprehend the security basics so as to manage safely and deploy the networks of today.

The internet has transformed the way people connect in the present era. The use of the internet presents whole new options for organizations and users are it in social networking, e-commerce, and enterprises among others. Since many people are now using and enjoying the benefits of the internet, the main question is how well protected are the networks from intruders. For a long time the question has been the use of the firewall, but how long will it take for the firewall become extinct (Singer, and Friedman 2014).

This paper presents the current practice of securing the networks systems by use of firewalls to determine if they are becoming extinct. I the paper also outline the aspects that the network engineers should expect internet security to be in the next two years. I finally I will give a picture of how networks will be like in the next two years in light with the mobile devices proliferation (Kaplan, Chinn, and Marcus, 2015).

With the proliferation of devices with wireless productivity, such as tablets and smartphones, the number of devices having access and connections with the data centers are exploding. The proliferation increases the perimeter security burden since these devices enhance additional services accessibility from any location with a greater volume of traffic. The distributed denial of service (DDoS) attacks is taking toll of online businesses. Though some cases of DDoS attacks may occur from non-economic reasons as they were the case of the past, they are now being taken advantage of by attackers who are monetary driven including corporate revenue, competitive advantage, and extortion. About DDoS protection, many Internet data Centers operators and enterprises tend to have a false sense of security. They think their services security from the DDoS attacks by simply deploying firewalls and intrusion prevention systems in front of their services. However, these deployments do expose companies to irate customers and service outages. The IDC and enterprises lose money when there are on critical services of the business, and this damages their customer relationship. Additional when there are no services as a result of external attacks, it can be unwelcome and sensational front pages news damaging the reputation of the company yet it is a damage that can be prevented (Gehem, Usanov and Frinking 2015).

There is also a new type of DDos attack that threatens the viability of a business service provider. Thus, the attacks have the potential of harming the e-commerce. The firewalls, IPS devices and other products for security are vital aspects in a layered -defense strategy. However, they are only meant to solve security problems that are different from DDoS mitigation and detection products. The firewall only acts a policy were enforcing the prevention of access to unauthorized data. Additionally, the IPS devices are for blocking the in attempts that lead to theft of data. Moreover, the firewalls and IPS devices are in line, state solutions and they are vulnerable to the DDoS attacks since they become the targets.

Therefore in this moving, and the highly open world the walled -garden of the old approach to securing the computers as the intranets and firewalls are getting out of step (Abouzakhar, 2015).

What should network engineers expect to happen with security in 2 years?

Security professionals in the next two years are expected to update their skills in new technologies. They will adapt, update and identify skills of dealing with the state-backed espionage in democratic states since it will no longer be only for North Korea and China. Businesses will also face complications in Balkanized Internet which will no longer work. Thus, it is essential for the internet engineers to maintain and coordinate partnership regarding information sharing across the servers. It will provide stronger support to cyber resilience and engage other multi-stakeholders in the process of governance in sharing intelligence (Lindstrom, 2008). The accessibility of web-based services from a broader internet will be the main target for activists, competitors, and others for political or negative agenda (Stevens, 2015).

Also, as data centers become more focused on the users, the customers and employee will increasingly depend on the internet services. Therefore, there is a need for enterprises to ensure that their main data center services maintain accessibility not just within the technical contingencies but also from the motivated opposition (Brenner, 2011).

The increasing connectivity as a result of the internet use and its ability to accessibility anywhere means that it is vital to segment properly the internal network by ensuring that the internal threats, as well as improper accesses, are not allowed to the data center. The core firewall segmentation should at the same time keep increasing its speed within the network core what will networks look like in 2 years, given the proliferation of mobile devices?

Traffic for mobile devices will need major emphasis on small packet performance with the gearing of data center applications towards smaller bites and screens of information. Other solutions for network security will also be for them to attain their performance specifications similar to the larger packet sizes. However, they can significantly degrade when traffic shifts to the smaller packet sizes and larger numbers of users. With the increase of the care network, there will be the need for high -speed 100 GbE and 40 GbE, as well as high port density, becomes vital. Also, there will be a need for network security appliances applicable throughout the data centers so as to connect efficiently within the high-speed fabric network (Lee 2015).

Conclusion
As the fight against cyber warfare and online crime continues to grow, and then there is the need for highly trained professionals on cyber security with relevant skills. Predicting the state of cyber security in the next few years gives an opportunity for every IT security engineers to perfect his or her skills.

Difference between Diversity and Multiculturalism
When it comes to multiculturalism and diversity, there is always that tendency by most people to use the terms interchangeably, when in fact there are major differences between the two. The difference between people is as diversity, and the differences range from gender, race, sexual orientation, background, socioeconomic status and much more. The human resource management perspective on diversity goes ahead to look at policies set so as to meet compliance standards where we see commissions such as the Equal Employment Opportunity Commission (EEOC) verse complaints in the area. On the other hand, multiculturalism is much deeper than diversity as it focuses on inclusiveness, understanding as well as respect and further looks at unequal power in society. In the workplace most human resource managers see multiculturalism as not being well defined, places emphasis on gender and ethnicity as well as focusing too much on compliance (Carr-Ruffino, 2008).

Diversity is about otherness between individuals and the purpose of diversity being ensuring that people are treated the same through policies. As much as making everyone get the same treatment it is the right thing to do multiculturalism comes in and looks at a system of advantages as per race, gender as well as sexual; orientation called power and privilege. It through this system that advantages of diversity get identified where a person’s race, a person’s gender as well as individual’s sexual orientation is used in setting societal rules as well as norms. Power and privilege are not something that is easily recognized and as such it is mostly regarded as invisible privilege (Fine, 2012). Some of the privileges include

Privileges that are gender based- This is privilege indicates the advantage that one gender has over the other for instance when there is that assumption that once a female gets married, she will automatically change her last name and take up her husband last name (Fine, 2012).
Privileges that are race oriented- When one race is treated as better than another or regarded greater as this may make the race seen as less get infuriating (Fine, 2012).
Privileges that are social class oriented- This are privileges that only those in a certain social class get for instance the upper class may have advantages in club membership than those in the lower social class (Fine, 2012).
Privileges that are sexually oriented- This privilege is seen mostly when a person of a certain social orientation easily does something that another person of a different social orientation cannot do. For instance, it is easier for heterosexual couples to display affection publicly yet a gay, lesbian and transgendered people couple May not being in a position to do the same without racing eyebrows (Fine, 2012).
The above privileges are indeed invisible as most people focus on what they can see only, and they focus on for instance the color of the skin to determine whether they treat people the same or not. The invisible privileges are often ignored or go unnoticed as most people do not recognize the privileges they receive due to the certain race, a certain gender or even sexual orientation (Fine, 2012).

It is though no recognition of the difference in the society as well as the difference between people that there is the failure to see that people have different needs, assets as well as perspectives. Further power and privilege enable people to know that as much as there has an advantage in one area there is always that other area that their difference may not get appreciated by the same society that accepts the other privileges that they have. For instance, a Caucasian female in America may have race privileges but not gender privileges. Power and privilege importance are as it enables individuals to understand their stereotype as well as systems of advantage thus allowing them to get inclusive with coworkers, employees, and managers (Fine, 2012).

In Human Resource Management it is crucial to combine the understanding of certain systems that enable as well as allow for power and privilege as it is such a system that will allow the understanding and thus eliminate or try to minimize the issues that emerge from our difference in the society (Fine, 2012).

Advantages of diversity in the workplace
One of the best things that an organization can get is a workforce that is diverse where individual have the difference in perspective as this may mean that t6hwe organization profitability levels may go up, and it may also lead to better service offer to its customers. However rather than looking at diversity as a way of attaining numerical goals or just complying with the law, it is best to combine the concept to create a workplace that is much better for everyone in the organization. The following are some of the advantages of diversity in the workplace

Allows better service to customers- It is through diversity that an organization can offer better services to its customers as it will give a broader range of services, such as variety in languages as well as the understanding of the difference in culture (Gilbert & Ivancevich, 2000)
Allows for better communication- Diversity allows better communication between individuals in the organization allowing saves in time as well as money (Gilbert & Ivancevich, 2000).
Allow compliance with the law- It is commonly a legal requirement for most governments in the world to treat everyone the same regardless of their race, gender or sexual orientation (Gilbert & Ivancevich, 2000).
Allow for better ideas and solutions- It from the perspective of diversity that an organization can create ideas and solutions that are better for the benefit of the organization (Gilbert & Ivancevich, 2000).
The following are some of the disadvantages of diversity in the workplace

Contributes to discomfort among employees- Many employees feel that some changes are not necessary and may prefer maintaining a status quo and thus resist diversity as it brings them discomfort (Gilbert & Ivancevich, 2000).
Integration Issues- As much as social integration influence in an organization in a minimal way it still has a negative impact. It is through diversity that formation of cliques, as well as exclusive social groups, takes place, and the problems come in when the organization can no longer control the groups. These uncontrolled cliques further contribute to informal division in the staff thus creating situations where culturally diverse employees avoid exposure to each other during break times as well after work. As much as the scenario seems harmless there is a high chance that it hinders the effectiveness of knowledge sharing, experience, and skills, thus preventing growth and brings ineffectiveness in teams (Gilbert & Ivancevich, 2000).
Freedom of speech impairment- In the workplace diversity existence creates a barrier in the speech where workers that previously could tell jokes happily are forced to quell their exercise of the First Amendment Rights that they hold riotously all in the name of diversity (Gilbert & Ivancevich, 2000).
Relationships in the Workplace- Employees tend to feel less important when an organization main focus becomes diversity creation especially if the employees do not represent a typical diverse population that focus on race, sex, age as well as disability. The feeling of undervaluation and unappreciated that is purely by no representation of certain diversity may hinder employee’s productivity (Gilbert & Ivancevich, 2000).
Strategic HRM in the Workplace
Recruitment and Selection
Sometimes organizations do not intend to portray exclusiveness or even discriminate, but it is their practices that are illegal and discriminatory. For instance organizations such as Equal Employment Opportunity Commission (EEOC) regards the publication of a job that description and shows the preference for a company of a person they wish to select and place in the organization as illegal. An organization can get an opportunity to get the person they want and still adhere to the law using methods such as four-fifths rule or 80% rule that are a qualitative method of evaluating discrimination in the practice of selection.

The rule states indicates that a rate of selection that has the race, sex or even ethnic group basis is less than four-fifths of the rate for them group with the highest rate could mean a diverse impact on the selection. Where adverse impact refers to a practice of employment that appears neutral but carries with its discriminatory effect on a group whose protection is hindered, for instance, the females, gays (Stone et al, 2007)

Testing
It is crucial for employees to get tested for the job, for instance an organization may undertake a personality test to hire, and this ensures that discrimination avoidance takes place, and the population is non-exclusion. Further, it is necessary to include a reasonable accommodation such as interpreter as long as it does not strain the organization financially it is needs granting.

It is also very crucial to determine the type of test offering and how it might leave out a certain group of people such as the non-English speakers (Stone et al, 2007).

Promotion and pay
In a multicultural and diverse situation, it is crucial for an organization to develop policies that are related to pay as well as promotions as such policies are key to fairness. Over the years, there has been a wide publication that women make 77 percent of what men earn for a similar position in an organization and the reasons for such difference in pay are

Some hours worked- There is a belief that women due to the family responsibility such as child-care as well as expectation housework work fewer hours than men (Stone et al, 2007).
Choice of occupation- Women tend to choose careers that pay much less as they are more concerned about balancing family and career (Stone et al, 2007).
Stereotypes- The concept of male bias is another possible contributor to the large difference in pay between men and women where most men are perceived more competent in certain types of jobs than women.
Maternity and family leave- In the workplace the women leaving the workplace for a period short or long affect the perception of promotion (Stone et al, 2007).
Salary and Negotiation- Previous research indicates that men are more likely to negotiate salary than women and a possible reason for the difference in pay between them (Stone et al, 2007).
Managers need awareness of the difference between the pay of men and women when hiring and promoting. At times, it requires a set of the payment schedule for all employees regardless of their gender and promoted employees. Further an organization can introduce mentor-mentee relationships where informal mentorship programs can take effect in the organization (Stone et al, 2007).

Affirmative Action
Affirmative action is government initiated, regulated as well as legislated and is distinctly different from multiculturalism and diversity as diversity is voluntary although government agencies may pressure organizations in certain circumstances to diversify their workforce. Affirmative action is driven legally, focused on the problems at hand, integrated and very proactive. It means using individual group’s identity as a standard for selection decisions (Stone et al, 2007).

Diversity training, as well as diversity programs, are crucial need not get basis from historical workplace where there were inequalities between men and women as well as with majority of the minority programs. Such focus mostly leads to a condescending atmosphere. However, it is crucial for affirmative action and diversity to take separate ways regardless of diversity having some antecedents in affirmative action (Stone et al, 2007).

Training
It is crucial for an organization to help employees buy-in and entails enabling staff as well as managers understand d the value of a diverse workforce and the management of diversity. Such training aims at bullying reduction, harassment cases and the increase in inclusion in activities for people with language, culture as well as disability needs. The training offered includes induction, but is also ongoing and very organic, adapting over time as new employees with different diversity join the organization (Stone et al, 2007).

Retention
It is crucial for the organization to realize that employees exiting a company have nothing to lose, and it is easy for them to give openly information regarding the organization’s activities. It was thus crucial to ensure diversity policies introduced in the organization create minimum resistance and thus ensure the reduction in the level of turnover (Stone et al, 2007).

Question
Ephron thinks it would be a good thing if more photographs of death and dying were published by newspapers (paras. 11-13). In a 2-3 page essay, summarize her reasons and evaluate them. Do you agree with Ephron? If so why? Do you disagree? If so, why not? Use specific examples to support your opinion.

There are many reasons that make newspaper editors publish photos of death and to die. Some people advocate for it, and others do not. According to the proponents, the pictures of people dying ought to be published in newspapers because death forms a major part of human life. On the contrary, the opponents argue that death should remain private and not published in newspapers (Anderson & Runciman, 2005). I agree that death and dying photographs should be published in newspapers since they are informative, cautionary, and a modern way of describing an incident.

Ephron thinks that showing photographs of death and dying in a published newspaper is good and gives various reasons as discussed. She explained that she never thought that printing corpses would raise the myriad of problems and the fact that people die her not understand why people avoid it. She thought that all kinds of pictures portrayed would be a good way of informing people of the incident and offer the needed help (Ephron, 171-172). She argued that the pictures deserved to be taken and printed since they are great pictures showing an incident that happened. It was not purposed to disturb readers, but to inform them of what happened in the failed attempt to rescue the two.

I agree with Ephron that pictures of death and dying ought to be published in newspapers and have valid reasons for it. In consideration to the incident that led to the death of the two subjects, the rescuers tried their best and demonstrated bravery in attempting to save the lives of the victims. As such, no blame would be laid on them since they acted promptly, but to no avail. The depiction of such photos provides evidence that action was taken. Additionally, it is possible that if more photographs of death and dying are published in newspapers, millions of people would learn critical lessons from the incidents. For instance, in a case of a car accident, readers of a published newspaper would learn the major causes of accidents and the need to avoid them. The readers would have second thoughts on the roads and drive with caution when they remember of some of the pictures of death and dying they saw in the newspaper from road accidents. According to Ephron, she did not recognize that the pictures would raise all sorts of problems about taste and sensationalism, but the fact is that people die. (Ephron, 113). Death is part of life and should be regarded in dignity, but it does not imply the failure to show it in newspapers.

I believe that photographs of death and dying are appropriate depending on the context and perspective of an issue. In most instances, readers are shown an aftermath of a death process and are left with unanswered questions about what led to the death. Thus, it would be appropriate to show pictures of death in action despite its connection to emotions and feelings. The use of pictures is a good way of depicting some aspects of death that are difficult to explain by words. As the saying goes, ‘a picture is worth a thousand words,’ it would be appropriate to depict death and dying using some photos other than using long emotional texts.

Dismissal from program and request to continue the program
Due to insufficient academic performance (e.g. more resits than allowed)

Due to lack of academic progress (e.g. participant does not fulfill the degree requirements within the program duration or within five (5) academic years)

Due to failure of the performance segment (Master Thesis or Final Project)

Academic Misconduct (i.e. plagiarism, exam fraud, forgery and academic outsourcing)

Request for transfer of credits or exemptions (waivers)

Request to resume the (Master) study

Receiving a certificate or degree

Request for Extension / Deferral of:

(Master) study

Coursework

Master Thesis or Final Project

Other, please specify: ………………………………………………………………………….

Attachments
(Please submit all related supporting documents. Withholding information could have negative consequences for the final decision taken by the MSM Examination Board)

Examination Script Assignment Script

Examination Questions Assignment Description

Examination Model Answers Grade Objection Form

Case(s) used during Examination/Assignment Overall Grade Transcript

Master Thesis or Final Project Ephorus Report
Thesis or Project Evaluation Form BHAP

Reporting Academic Misconduct Form
Verification documents e.g. doctor’s certificate for personal distress

Other, namely: …………………………………………………………………………………

Motivation for personal distress (If applicable)

(Reasons beyond the control of the participant, such as health issues, deceased family etc.)

My purpose of completing my thesis is so that I can get a chance to advance my studies and also have an opportunity of moving to the next level in my career. At the moment, in the job I am working, I tend not to earn sufficient income that will help cater for my needs. I am looking forward to work in a higher position that will provide me with the chance of earning a good amount of money. In doing this, I will be able to help my husband as I am planning to go back to England. Since my husband lives in England, my plan is that when I decide to go back to England, I will have earned enough money from my job that I will use and assist my husband in buying a house as we are planning to start a life there. My husband’s salary is not enough to cater for all expenses, which includes buying a house. As we all know, life in England tend to be very expensive and to own a house; there is a lot of money that is needed so as to purchase a good house. In most places in England, houses tend to cost an awful lot, and the wages have not been able to keep pace with inflation or raised the same as house prices. I am 47 years old, and I do not have children yet because my salary and that of my husband is not enough to cater for the needs that come with having a family. Although I am planning on having babies very soon, I want them to be raised in England, and I want to ensure that we have our house before bringing any life to this world. Therefore, my plan is to complete my MBA and use it so as to get a better job that will help me earn a good salary and be able to live a decent life together with my husband and our children. I want to have my children because there is no more time to wait as I will be reaching 50 very soon and my husband is already at his 50s. I believe that completing my MBA will have a significant impact on my life and because of this; I have committed all my time and effort to ensuring that I perform well in my studies.

Motivated Reaction/ Request

(Please clearly motivate and be as precise as possible.

Information or supporting documents withheld could have negative consequences for the final decision taken by the MSM Examination Board)

When writing my thesis, I made sure that I observed all the instructions provided by my supervisor. At first, I wrote the project proposal describing the background of research, the aims, and the planned experiments. I made sure that I observed all the rules and regulations when writing a thesis. One important factor that I understood was the issue of plagiarism. Plagiarism tends to be a serious academic offense, and the school does have a strict rule regarding plagiarism. There are certain consequences for those who do not observe this rule as it can result in the immediate expulsion from the MBA program. So as to ensure that my thesis was up to standard, I considered submitting the thesis in two software so as to check for plagiarism. The software that I used was When I first checked for plagiarism, I realized that the paper had a high percentage of more than 25%. Therefore, I put effort to reduce the plagiarism rate to as low as 2% and finally got the result between 2% and 15%. When writing the thesis, my plan was to make sure that the work was original and no part of the thesis was copied from another source or students work except in areas where due acknowledgment was made. In addition to following the rules regarding plagiarism, I also made sure that I followed the requirements for working with human participants. Before doing the research, I made sure that I obtained ethical approval before starting my project. I ensured confidentiality of the participants, informed consent, and none of the participants were forced to participate in the study. By following all the guidelines and rules set when conducting a study involving human participants, I am confident that I did not violate any of the rules when doing my thesis. Before doing my thesis, I ensured that I understood all the policies and regulations involved and I believe that I did not violate any of the set rules.

Performativity is a concept that seeks to define and maintain identity. It reverses the idea that identity is the source of secondary actions like speech and gestures. As such, identity is caused by performative actions, behaviors, and gestures (Pfeifle, 2014). The article, ‘the fifth black woman,’ focuses on intersectionality and asserts that its future is promising. Intersectionality has laid a basis for the construction of new theories of discrimination such as identity performance. It argues that an individual’s experiences with discrimination are not only based on status identity, but also on the choices made on how to present the difference thereby forming the basis for performance identity. An analogy to the issue is how a person makes choices on the type of dress, accent, and hair style to present their gender, despite the constraints of the society and other pressures. They are all choices about performance.

Intersectionality advocates for the legal recognition of particular status identities. The general understanding is that specific social groups, like black people, have multiple status identities like black lesbians, black heterosexual women, and black heterosexual men (Gulati & Carbado, 2001). The various social identity holders in a social group are situated differently on the level of, and form of discrimination they face. According to intersectionality, the determination of whether an individual is a victim of discrimination should be an obligation of the courts to consider specific status identity occupied by the person. It is important for courts to pay attention to the specific status identity of a plaintiff for it to discover whether the plaintiff’s discrimination is rooted from an intra-group difference. Courts have a tendency of conceptualizing racial discrimination as an inter-group difference such as that of whites and Asian Americans. In such a case, an Asian American plaintiff will have to demonstrate that she received different treatment to a non-Asian American in a similar situation. It would be likely that the plaintiff is not subject to the type of discrimination displayed.

Discrimination is based on both inter-group and intra-group differences. Intra-group differences have a basis on identity performance as well as identity status. In a case where an organization prefers Asian American women to Asian American men, the preferences may be narrowed to quiet and passive Asian American women to those Asian American women who fail to show the characteristics.

Regarding performative conception of race, the discussion is based on a hypothetical case of Mary. She is a black woman who works in an elite corporate firm with eighty attorneys and twenty among them are partners. Among the partners, only two are black, and both are men. The organization has three female partners who are all white, and there are no Asian American, Native American, or Latino partners. As such, the firm is diverse at the associate level having fifteen female associates and among them is Mary. Three including Mary are black, two are Asian American, and one is Latina. The other three are white. Mary, alongside other five associates, is up for partnership, and her yearly reviews are strong. She has been praised for her contribution to the firm and told to be on track, but being track was not a guarantee for making partnership. The associate committee recommended that the organization promotes all the six associates, but the partners voted for only four; one black man, one Asian American man, one white man, and one white woman. Mary was not considered for a partnership that made her sue the firm for unfair treatment discrimination (Gulati & Carbado, 2001).

The main aspects pointed out by Mary in her case are racial discrimination, sex discrimination, and race and sex discrimination. Mary lacked evidence used against her by the employer and could not identify any specific information used against her. The court ruled for the firm and rejected all her claims. For race discrimination, there was no evidence of intentional discrimination against her or that the firm dislikes blacks since it considered one African-American. The organization has a history of promoting two African-Americans in the past and that both partners took part in the determination of partners and never cited any form of discriminatory approach to the issue. Thus, it would be challenging to associate the firm with discrimination considering that blacks have been promoted in the past. A similar argument was used on the gender-based discrimination claim where the court dismissed it.

The issue of cognizability was applied to explain that while Mary could argue that the organization discriminated against her by race and sex, she may not argue it based on the two aspects. The court explained that legislative history does not have any classification of ‘black women’ as having greater standing than black male. As such, the creation of new classes of protected minorities does not apply in the court case as fronted by Mary. Black male and white female create a problem for black women who desire to be treated fairly. From the court ruling, it is evident that gender can not modify black’s experiences. Hence, the fact that Mary is a female does not make her receive special treatment other than other blacks whether male or female.

The court ruling sought to clarify that racism affects men and women in a similar manner and it is about hostility against black people (Gulati & Carbado, 2001). In a case where firm practices intra-racial distinctions, like hiring some black people and not others, the practice is not racial differences. It appears that Mary’s argument was discriminatory in nature by promoting intra-racial differences. She argued that the firm showed differences between black women and black men by favoring men which are discriminatory in nature. The court intended to conceptualize race without gender specificity and did not view what Mary considered as racial discrimination. If the organization in question promoted one black male, then it was not racially discriminatory.

Regarding Mary’s sex discrimination claim, the court analysis was based on essentialism. Race does not modify women experiences in the context, and the court assumed that an organization that engages in sex discrimination has a negative impact on all women and in a similar way. Thus, issues of intra-gender distinction did not arise in the court. For such differences to arise, the firm may distinguish between black women and white women by favoring the latter in which it would be discriminatory. The court essentialized gender and did not view the preference identified by Mary as gender discrimination. The court could not identify that a sexist firm may promote some women like Whites and not others who are blacks. As such, the experiences of black women are regarded as discriminatory only if they are similar to what other black men or women go through which may be a general view to the issue and beyond redress by the law.

My topic is: States of matter
The learning goal for my students is that the 5th-grade students will learn about the topic regarding the matter and also the states of the matter in a perfect away. In this lesson, the students will understand the different states of the matter, the meaning of matter concept, and its states. During the lesson, students will also review some examples of matter and how matter relates to the environment. The students are going to demonstrate the importance of this scientific topic.
The final product for my learners will be each group of students will create a one pager illustration that includes detailed information about a specific state of matter. They are going to describe the matter, the three different states of matter, and how matter can change states.
To create the final product, my learners need the technical skills, and in doing this, they are going to use the rubric provided to complete the activity and include information about the states of matter identifying solids, liquids, and gasses.
I will create my learning environment in
My learning environment promotes learning by creating and using PowerPoint and Online videos in the classroom so as to help the student to learn about the different states of the matter. Through the use of video and presentation, it will help a student in understanding the topic and the different states of matter. The students are going to participate in online discussion, and they are going to provide feedback for each discussion. Creating activity sheet and online game are essential as they will help the students during this lesson. They will also complete an assignment and online quiz on what they learned about the states of the matter, and I will provide feedback for the right answer. In the final product, they will work as a group to create one-pager about a specific state, and they will present it in the classroom.
I need to find the following information for my learning environment
YouTube videos on the states of matter.
Online quiz on the lesson.
Online games.
Create a parent section.
Create a rubric for the final product.
I need to create the following for my learning environment ___________________.
I plan to follow the following schedule to build my learning environment __________________.
Date

Assignment Description
The requirement
March 10, 2017

Prepared a plan for the learning environment, and Research Online resources.

Searching and creating Professional PowerPoint, and videos.
Create Online games and quizzes.
March 20, 2017

Start working on the site and organize it.
See the site features and use it.
March 21, 2017

Upload the materials and the online resources on the learning environment.

Review the site sections.
April 17, 2017

Final Learning Environment.
Learning environments are due to April 21, 2017

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