For this assignment, you will need to interview an individual a member of the culture you are studying for this semester

Discussion Post 2: Our Sky No unread replies.No replies. Have you ever wondered why the sky is blue, why the sun and sky appear reddish at sunrise or sunset, or why clouds usually appear white? Use internet to learn the principles of light scattering in the atmosphere and the reasons behind these colors we observe daily, but often take for granted. For this discussion, post any interesting photos of the clouds you have personally taken during a day time, during a sunset time or during a sun rise. In your post apply the concepts you learned from your research in explaining why the sky looked the way it did in the photo you posted. Your post must have a description on Rayleigh scattering and Mie scattering and the atmospheric conditions favorable for these process to occur. Respond to at least two of your class mates posts. Your response should add substantively to the discussion with additional information that addresses the discussion points provided for the topic, or experiences related to the topic. Max points for your initial post: 70 Max Points for response one : 15 Max Points for response two : 15 https://www.weather.gov/jetstream/colorLinks to an external site. https://spaceplace.nasa.gov/blue-sky/en/Links to an external site.

 write a 1,000-1,250-word paper that connects specific cultural communication patterns or practices to the history, values, and beliefs of that culture. You should focus on a culture of which you are not a member (e.g., you would not research GCU cultural communication patterns because you are a member of the GCU community). Your paper should integrate five reputable and authoritative sources. The following journal article titles illustrate the variety of patterns or practices that your paper could address: The Gift and the Common Good: A Chinese and Business Ethics Perspective Acculturative Family Distancing and Depressive Symptoms Among Latinas: The Role of Intergenerational Cultural Conflict. Engaging Malaysia: A Grassroots Approach to Inter/Intra-Religious Communication Impact of Romantic Facebook “Crush Pages” on the Egyptian Youth The Impact of Covid-19 to Indonesian Education and Its Relation to the Philosophy of “Merdeka Belajar” This is not an all-inclusive list and you are free to pick any pattern or practice in collaboration with your instructor. Notice that each of these articles addresses a communication issue and links it to cultural distinctiveness. The focus of your paper is to present research on the history, beliefs, and values of a cultural group and give examples of communication patterns or practices that are influenced by these histories, beliefs, and/or values. Prepare this assignment according to the guidelines found in the APA Style Guide.

There is much criticism that modernization theory is Eurocentric. Do you think dependency theory and globalization theory are also biased? Why or why not? Compare and contrast modernization theory, dependency theory, and globalization theory. Which do you think is more useful for explaining global inequality? Explain, using examples. Submit a paper that is well constructed using APA format. The paper should be a minimum of one typewritten page (approximately 300 to 400 words) with an introduction and conclusion. This paper shall demonstrate use of standard written English with respect to: organization, grammar, spelling, composition, sentence structure, punctuation, and construction. Book Link: https://opentextbc.ca/introductiontosociology/chapter/chapter10-global-inequality/

Appreciative Inquiry Case Study
Experian Command Center
Overview:
Experian is a leading global information services company, providing data and analytical tools to clients around the world. They help organizations to manage credit risk, prevent fraud, target marketing offers and automate decision-making.
At the time this work began many areas of Experian were experiencing significant change expectations as the result of new executive leadership charged with raising the overall
organizational performance. An area of the organization that manages the data center and Experian’s enormous database was called the Command Center. The organization had approximately 90 people. Just prior to this intervention the organization had completed the building of a state of the art computer center that would withstand a stage 4 tornado. The building project was managed by a long term IT leader
from California. At the completion of the project the project manager was named to lead the new Command Center. The current leader who had held this position for many years was given another assignment. The organization was fiercely loyal to him and the move was not popular. In addition, the Command Center had moved to a 24 x 7 time frame. In response to this need, the new leader reorganized the center creating 5 shifts. The former vertical specialized structure was
dissolved and the leaders of the new shifts came from the vertical specialties. This redesign was also not popular. Five managers were running their shifts in five different ways. The leader and ne of his staff members had created a “strategy” to bring about the required level of performance. Some of the managers never saw or spoke to the other Command Center managers. This caused a lack of consistency across the shifts. Managers were presented with significant challenges and
were paralyzed, unable to make any changes because of the overwhelming demands they faced. Not understanding how they would be affected by the impending changes, fear amongst employees was high. As internal consultants we were working with the new leadership to achieve their objective. During a competency modeling initiative we had undertaken to profile the skills of future employees
needed to achieve the new business strategy, we discovered that resistance to change was apparent when all managers did not show up for a competency validation meeting. When asked why some of the leaders failed to join in the meeting, one of the leaders remarked “we are just not on the same page”. It was clear that the managers and employees were struggling to move ahead with this significant reorganization and performance improvement mandate. Coincidentally we were scheduled to attend Appreciative Inquiry (AI) training the following month. After our initial AI training, we met with the Command Center business leader and suggested that an approach for change using Appreciative Inquiry would help him move his organization forward. He agreed saying “nothing
else that I am doing seems to be working