It is essential for professional counselors to be sensitive to culture in which of the following areas ? a) Knowledge of the worldviews of culturally different clients b) Skills necessary for work with culturally different clients c) Awareness of one’s own personal worldview and how one is a product of culture conditioning d) Develop the concept of over culturalizing

It is essential for professional counselors to be sensitive to culture in which of the following areas ? a) Knowledge of the worldviews of culturally different clients b) Skills necessary for work with culturally different clients c) Awareness of one’s own personal worldview and how one is a product of culture conditioning d) Develop the concept of over culturalizing

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Select Case 1, 2, or 8 in the back of the textbook. After you have read the case, select at least one of the questions presented at the end.-If you select only one question, then you will need to elaborate with more examples and perspectives than if you select more than one, but the choice is yours. Fair warning: It is possible to fall into the trap of repeating oneself. To avoid that threat, think in advance of the different perspectives that you wish to explore. If you select more than one question, each answer will naturally be shorter. This may be a good approach if you discern that the questions lack strong potential to elicit in-depth answers. Remember to reply to the contributions of two other students in this exercise. This is a rule that we are only observing in the case analyses, given the relative complexity of the cases, compared to the chapter discussion questions. Always add value, from the textbook, news, personal experience, or all three. Indicate the case and question at the beginning, but avoid restating the question in your answer. In this respect, use the same method as in the chapter discussion questions, described in the Week 2 forum. Write at least 500 words (no minimum for replies, but do add value). Quoted passages do not contribute to the word count (so you will need to write more if you insert any quoted material). Post-edit your work carefully to catch errors. Avoid plagiarism at all cost. ——— Note on anomalous questions. Some questions will require you to work around selected details to fit the requisite discussion format. For example, Question 2 in Case 1 asks how your proposal will solve certain problems noted in answer to the previous question. If you have not actually answered Question 1, then you will have to assert one or more problems from the case, a proposed solution, and then an explanation of how your proposal may help. Question 3 is similar, in that you will need to identify a problem and a solution, followed by an argument about the budget. Although Alistair was expecting to hire a Project Engineer rather than a Quality Compliance Manager, the methods used to make the decision should be similar. The main difference in the Quality Compliance Manager position is that it is in a joint venture with a Hungarian government backed firm. International Joint Ventures (IJV) makes HRM practices more complicated because HRM practices and strategies are required for each IJV entity (Dowling, Festing, & Engle, 2013). HRM must address IJV in four stages, in which, each stage has an impact on the next. It is important for HRM to very thorough with each stage and communication through each stage is vital. To be successful, HRM must combine the IJV strategy along with the recruitment, selection, training, and development processes (Dowling et al., 2013). In light of the needs of the company and the new Quality Compliance Manager position, Alistair should choose the first candidate, Marie Erten-Loiseau. The fact that the job requires travel to France and Germany is a positive for Marie because she was born in France and was educated in France and Germany. The familiarity of these locations will help her as she meets with new business partners because she will have a good understanding of the policy and procedures required for companies in these two countries. Dowling et al., (2013), points out that the manager needs to be able to assess the desires of the stakeholders and be able to implement strategies based on their desires. Another reason for choosing Marie is that she has the most experience and has worked with Trianon for 13 years. The experience she has with the company is invaluable because she knows the goals of the company and strategies for implementing those goals. The last reason for choosing Marie is that she has been successful in her previous positions. She has lead two projects in two different countries and both were successful. This shows that she is able to adapt to the different practices of each country. There are many factors that Alistair should take into consideration to determine the correct choice for the Quality Compliance Manager position. The major factors that require consideration are the specificities of the entire situation, the reason for the assignment, and type of assignment. The four main specificities include context specificities, firm specific variables, local unit specificities, and IHRM practices (Dowling et al., 2013). The context specificities would include the differences in cultures between the assignment in Hungary and the base location for the Trianon, Marseilles. The firm specific variable includes any changes in the way operations in Hungary are conducted, whether it is strategy or HRM policies. The local unit specificities include the role of the joint venture in relation to Trianon and how this joint venture will fit into the long-term plan of the company. The company hopes that it will provide a good working relationship with the state supported airline, which will lead to more business in the future. The IHRM practices determine the employees that are hired and the training that is available to the employees. The reason for the assignment also is a major factor in determining the correct candidate. In the situation of Trianon, a joint venture with a Hungarian government back firm created a position that needed filling. The Quality Compliance Manager position allows Trianon to manage the joint venture operation, make sure it is successful, and build a strong relationship with Malev. The last major factor is the type of assignment. The Quality Compliance Manager assignment is long-term assignment because it is 3 years in duration. The joint venture is the first that the company has been involved in outside the UK so there is less familiarity on the administrative/compliance side. The candidate must act as an agent of direct control (Dowling et al., 2013) by assuring that compliance policies are followed and company strategy is implemented. Assessing whether a male or female would be the best fit for the position is also a factor that deserves consideration. The low number of female expatriates led Jessens, Cappellen, &Zanoni (2006) to research the following three myths: women have no desire to be in positions of authority in a foreign country, companies do not desire to place females in positions of authority while a foreign country, and women would be ineffective because of the views towards women in foreign countries. The research indicated that female expatriates do have conflict that arises related to their gender but the successful ones were able to turn the conflicts around based on the qualities that these women possess (Jessens et al., 2006). With all of these factors considered, I believe Marie Erten-Loiseau is the best candidate for the Quality Compliance Manager. References Dowling, P.J., Festing, M., & Engle, A.D. Sr. (2013). International Human Resource Management (6th ed.). Stamford, CT: Cengage Learning Janssens, M., Cappellen, T., &Zanoni, P. (2006). Successful female expatriates as agents: Positioning oneself through gender, hierarchy, and culture. Journal of World Business, 1-16. doi:10.1016/j.jwb.2006.01.001 2.) Case 8 – Questions 1 & 4 Multinational firms are often faced with recruiting and staffing decisions that could ultimately enhance or diminish the firm’s ability to be successful in a competitive global market. Perlmutter identified four staffing approaches for MNEs to consider based on the primary attitudes of international executives that would lay the foundation for MNEs during the recruitment and hiring process (Dowling, Festing, & Engle, 2013). At one point or another throughout the MacDougall family journey Lachlan and Lisa have served in one of the four capacities as an ethnocentric, polycentric, geocentric, and regiocentric employee. The ability to encompass all four attitudes that Perlmutter set forth is something that the MacDougall family has managed to do extremely well. The possibility for a multinational firm to recruit a family of this caliber that has been exposed and has an understanding of the positive and negative aspects of each attitude is phenomenal. This would be resourceful for any multinational firm. The MacDougal family’s exposure to cross-cultural management is also valuable. The diverse cultural background that the family has encountered on their international journey is a rarity. Cultural diversity and cross-cultural management play a critical role in MNEs because it produces a work environment that can transform the workplace into a place of learning and give the firm the availability to create new ideas for a more productive and competitive advantage over other firms (Sultana, Rashid, Mohiuddin, &Mazumder, 2013). This is something that is easy for the MacDougall family to bring to the table with the family’s given history. The expatriate lifestyle that has become second nature to the MacDougall family is beneficial for multinational firms for multifarious reasons Being raised around different cultures and then choosing to work internationally and learn different cultures has attributed to Lachlan’s successful career. The family’s ability to communicate and blend in socially among diverse cultures is an important aspect for international firms that want to stay competitive and be successful. The family has acclimated fairly easy to all of the places they have been and this is something that can be favorable when firms are recruiting employees. The MacDougall family has an upper-hand in the international marketplace naturally due to previous experiences with other countries and cultures. The exceptional way that the family has managed to conform to a multitude of other cultures and flourish is not an easy task. Marriage is not easy and many families experience a greater challenge avoiding divorcees when international mobility is involved. Lachlan and Lisa have been able to move together and this is an important aspect to the success of their marriage. Based on the case study they have a common desire to travel and both are successful in their careers. Lisa’s devotion to her husband’s successful career has put some strain on the marriage as she has had times where she felt she did not have her own identity. Military spouses experience this type of stress during long deployments and times that they have to hold the household together on their own. Another example is with employers who are transferred internationally for a short period of time or travel often. Separation of spouses can strain any marriage, but Lisa and Lachlan have been fortunate to avoid separation for any extended length of time. References Dowling, P.J., Festing, M., & Engle, A.D.Sr.(2013). International Human Resource Management. (6thed.). Stamford, CT: Cengage Sultana, M., Rashid, M., Mohiuddin, M. &Mazumder, M. (2013).Cross-cultural management and organizational performance.A Contnet analysis perspective.International Journal of Business and Management, 8(8), 133-146.

Select Case 1, 2, or 8 in the back of the textbook. After you have read the case, select at least one of the questions presented at the end.-If you select only one question, then you will need to elaborate with more examples and perspectives than if you select more than one, but the choice is yours. Fair warning: It is possible to fall into the trap of repeating oneself. To avoid that threat, think in advance of the different perspectives that you wish to explore. If you select more than one question, each answer will naturally be shorter. This may be a good approach if you discern that the questions lack strong potential to elicit in-depth answers. Remember to reply to the contributions of two other students in this exercise. This is a rule that we are only observing in the case analyses, given the relative complexity of the cases, compared to the chapter discussion questions. Always add value, from the textbook, news, personal experience, or all three. Indicate the case and question at the beginning, but avoid restating the question in your answer. In this respect, use the same method as in the chapter discussion questions, described in the Week 2 forum. Write at least 500 words (no minimum for replies, but do add value). Quoted passages do not contribute to the word count (so you will need to write more if you insert any quoted material). Post-edit your work carefully to catch errors. Avoid plagiarism at all cost. ——— Note on anomalous questions. Some questions will require you to work around selected details to fit the requisite discussion format. For example, Question 2 in Case 1 asks how your proposal will solve certain problems noted in answer to the previous question. If you have not actually answered Question 1, then you will have to assert one or more problems from the case, a proposed solution, and then an explanation of how your proposal may help. Question 3 is similar, in that you will need to identify a problem and a solution, followed by an argument about the budget. Although Alistair was expecting to hire a Project Engineer rather than a Quality Compliance Manager, the methods used to make the decision should be similar. The main difference in the Quality Compliance Manager position is that it is in a joint venture with a Hungarian government backed firm. International Joint Ventures (IJV) makes HRM practices more complicated because HRM practices and strategies are required for each IJV entity (Dowling, Festing, & Engle, 2013). HRM must address IJV in four stages, in which, each stage has an impact on the next. It is important for HRM to very thorough with each stage and communication through each stage is vital. To be successful, HRM must combine the IJV strategy along with the recruitment, selection, training, and development processes (Dowling et al., 2013). In light of the needs of the company and the new Quality Compliance Manager position, Alistair should choose the first candidate, Marie Erten-Loiseau. The fact that the job requires travel to France and Germany is a positive for Marie because she was born in France and was educated in France and Germany. The familiarity of these locations will help her as she meets with new business partners because she will have a good understanding of the policy and procedures required for companies in these two countries. Dowling et al., (2013), points out that the manager needs to be able to assess the desires of the stakeholders and be able to implement strategies based on their desires. Another reason for choosing Marie is that she has the most experience and has worked with Trianon for 13 years. The experience she has with the company is invaluable because she knows the goals of the company and strategies for implementing those goals. The last reason for choosing Marie is that she has been successful in her previous positions. She has lead two projects in two different countries and both were successful. This shows that she is able to adapt to the different practices of each country. There are many factors that Alistair should take into consideration to determine the correct choice for the Quality Compliance Manager position. The major factors that require consideration are the specificities of the entire situation, the reason for the assignment, and type of assignment. The four main specificities include context specificities, firm specific variables, local unit specificities, and IHRM practices (Dowling et al., 2013). The context specificities would include the differences in cultures between the assignment in Hungary and the base location for the Trianon, Marseilles. The firm specific variable includes any changes in the way operations in Hungary are conducted, whether it is strategy or HRM policies. The local unit specificities include the role of the joint venture in relation to Trianon and how this joint venture will fit into the long-term plan of the company. The company hopes that it will provide a good working relationship with the state supported airline, which will lead to more business in the future. The IHRM practices determine the employees that are hired and the training that is available to the employees. The reason for the assignment also is a major factor in determining the correct candidate. In the situation of Trianon, a joint venture with a Hungarian government back firm created a position that needed filling. The Quality Compliance Manager position allows Trianon to manage the joint venture operation, make sure it is successful, and build a strong relationship with Malev. The last major factor is the type of assignment. The Quality Compliance Manager assignment is long-term assignment because it is 3 years in duration. The joint venture is the first that the company has been involved in outside the UK so there is less familiarity on the administrative/compliance side. The candidate must act as an agent of direct control (Dowling et al., 2013) by assuring that compliance policies are followed and company strategy is implemented. Assessing whether a male or female would be the best fit for the position is also a factor that deserves consideration. The low number of female expatriates led Jessens, Cappellen, &Zanoni (2006) to research the following three myths: women have no desire to be in positions of authority in a foreign country, companies do not desire to place females in positions of authority while a foreign country, and women would be ineffective because of the views towards women in foreign countries. The research indicated that female expatriates do have conflict that arises related to their gender but the successful ones were able to turn the conflicts around based on the qualities that these women possess (Jessens et al., 2006). With all of these factors considered, I believe Marie Erten-Loiseau is the best candidate for the Quality Compliance Manager. References Dowling, P.J., Festing, M., & Engle, A.D. Sr. (2013). International Human Resource Management (6th ed.). Stamford, CT: Cengage Learning Janssens, M., Cappellen, T., &Zanoni, P. (2006). Successful female expatriates as agents: Positioning oneself through gender, hierarchy, and culture. Journal of World Business, 1-16. doi:10.1016/j.jwb.2006.01.001 2.) Case 8 – Questions 1 & 4 Multinational firms are often faced with recruiting and staffing decisions that could ultimately enhance or diminish the firm’s ability to be successful in a competitive global market. Perlmutter identified four staffing approaches for MNEs to consider based on the primary attitudes of international executives that would lay the foundation for MNEs during the recruitment and hiring process (Dowling, Festing, & Engle, 2013). At one point or another throughout the MacDougall family journey Lachlan and Lisa have served in one of the four capacities as an ethnocentric, polycentric, geocentric, and regiocentric employee. The ability to encompass all four attitudes that Perlmutter set forth is something that the MacDougall family has managed to do extremely well. The possibility for a multinational firm to recruit a family of this caliber that has been exposed and has an understanding of the positive and negative aspects of each attitude is phenomenal. This would be resourceful for any multinational firm. The MacDougal family’s exposure to cross-cultural management is also valuable. The diverse cultural background that the family has encountered on their international journey is a rarity. Cultural diversity and cross-cultural management play a critical role in MNEs because it produces a work environment that can transform the workplace into a place of learning and give the firm the availability to create new ideas for a more productive and competitive advantage over other firms (Sultana, Rashid, Mohiuddin, &Mazumder, 2013). This is something that is easy for the MacDougall family to bring to the table with the family’s given history. The expatriate lifestyle that has become second nature to the MacDougall family is beneficial for multinational firms for multifarious reasons Being raised around different cultures and then choosing to work internationally and learn different cultures has attributed to Lachlan’s successful career. The family’s ability to communicate and blend in socially among diverse cultures is an important aspect for international firms that want to stay competitive and be successful. The family has acclimated fairly easy to all of the places they have been and this is something that can be favorable when firms are recruiting employees. The MacDougall family has an upper-hand in the international marketplace naturally due to previous experiences with other countries and cultures. The exceptional way that the family has managed to conform to a multitude of other cultures and flourish is not an easy task. Marriage is not easy and many families experience a greater challenge avoiding divorcees when international mobility is involved. Lachlan and Lisa have been able to move together and this is an important aspect to the success of their marriage. Based on the case study they have a common desire to travel and both are successful in their careers. Lisa’s devotion to her husband’s successful career has put some strain on the marriage as she has had times where she felt she did not have her own identity. Military spouses experience this type of stress during long deployments and times that they have to hold the household together on their own. Another example is with employers who are transferred internationally for a short period of time or travel often. Separation of spouses can strain any marriage, but Lisa and Lachlan have been fortunate to avoid separation for any extended length of time. References Dowling, P.J., Festing, M., & Engle, A.D.Sr.(2013). International Human Resource Management. (6thed.). Stamford, CT: Cengage Sultana, M., Rashid, M., Mohiuddin, M. &Mazumder, M. (2013).Cross-cultural management and organizational performance.A Contnet analysis perspective.International Journal of Business and Management, 8(8), 133-146.

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3-4 pages typed, double spaced, 12 pt. font, and proper spelling/grammar. Plagiarism will immediately be reported and result in an E grade for the course. Hard copy to be turned in on the last day of class. Describe how Gastrodiplomacy might help countries like Thailand, Korea, India, China, the U.S. and others strategically help trade, foreign relations, and human rights advance globally. Explain how you are participating in Gastrodiplomacy through weekly food selection. Examples could include but aren’t limited to – types of foods you purchase and eat, restaurants you patronize, cookbooks you purchase, food blogs you subscribe to, and ingredients you select. Thoroughly describe at least 3 ways you participate in Gastrodiplomacy. Describe how this class (lecture or lab) has increased your understanding of at least 3 specific aspects of food culture. Describe the importance and significance of these things within their specific region or within your own day to day life. Explain how NUTR 3620 has increased your understanding of global issues as well as your understanding of individuals within those cultures.

3-4 pages typed, double spaced, 12 pt. font, and proper spelling/grammar. Plagiarism will immediately be reported and result in an E grade for the course. Hard copy to be turned in on the last day of class. Describe how Gastrodiplomacy might help countries like Thailand, Korea, India, China, the U.S. and others strategically help trade, foreign relations, and human rights advance globally. Explain how you are participating in Gastrodiplomacy through weekly food selection. Examples could include but aren’t limited to – types of foods you purchase and eat, restaurants you patronize, cookbooks you purchase, food blogs you subscribe to, and ingredients you select. Thoroughly describe at least 3 ways you participate in Gastrodiplomacy. Describe how this class (lecture or lab) has increased your understanding of at least 3 specific aspects of food culture. Describe the importance and significance of these things within their specific region or within your own day to day life. Explain how NUTR 3620 has increased your understanding of global issues as well as your understanding of individuals within those cultures.

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1 CE 321 PRINCIPLES ENVIRONMENTAL ENGINEERING LAB WORKSHEET No. 1 Due: One (1) Week After Each Lab Section, respectively MICROBIOLOGY Environmental engineers employ microbiology in a variety of applications. Testing for coliform bacteria is used to assess whether pathogens may be present in a water or wastewater sample. Coliforms are a type of bacteria that live in the intestines of warm blooded mammals, such as humans and cattle. They are not pathogens, but if they are present in a sample, it is taken as an indication that fecal material from humans or cattle has contacted the water. If fecal material is present, pathogens may be present, too. In water treatment, coliform counts must average less than one colony per 100 milliliters of sample tested. In wastewater treatment, typical acceptable levels might be 200-colonies/100 mL. There are two standard ways to test for coliforms, the Most Probable Number test, MPN (also called the multiple tube fermentation technique, MTF) and the membrane filter test, MF. Several companies market testing systems that are somewhat simpler, but these cannot be used by treatment plants until they receive EPA approval. Two recently accepted methods are the Minimal Media Test (Colilert system), and the Presence-Absence coliform test (P-A test). Wastewater treatment plant operators study the microorganism composition of the activated sludge units in order to assess and predict the performance of the biological floc. A sample of mixed liquor from the aeration basin is examined under the microscope, and based on the relative predominance of a variety of organisms that might be present; the operator can tell if the BOD application rates and wasting rates are as they should be. For your worksheet, please submit the items requested below (10 pts. each): 1. Examine a sample of activated sludge under the microscope (To be done together in class). Use the Atlas, Standard Methods, or other references to identify at least 5 different organisms you observed. List them and sketch them neatly on unlined paper. Describe their motility and any other distinctive characteristics as you observed it. 2. Explain what types of organisms you might expect to find in sludge with a high mean cell residence time (MCRT), and explain why these would predominate over the other types. 3. How can the predominance of a certain kind of microorganism in activated sludge affect the settling characteristics of the sludge? Give several examples. 2 4. Explain why coliforms are used as “indicator organisms” for water and wastewater testing. Name two pathogenic bacteria, two pathogenic viruses, and one pathogenic protozoan sometimes found in water supplies. 5. There is also a test for fecal coliforms. Use your class notes and outside references to explain the distinctions between the tests for total and fecal coliforms. Explain why one would use the fecal coliform test instead of the test for total coliforms. 6. Using outside references, indicate typical coliform limits for surface waters used for swimming and fishing; potable water; and wastewater treatment plant effluent. 7). In the recent past, EPA instituted regulations designed to insure that Giardia are removed from the water. Using your text or other references, explain what kind of organism this is, and explain the way in which EPA has set standards to insure they are removed during water treatment. 8. What is meant by “population dynamics”? What two factors usually control the population dynamics of a mixed culture? 9. Use the MPN test data from the samples prepared for class prior to determine the number of coliforms present in the wastewater samples. Please show your work and explain your reasoning. Total Coliforms Raw Intermediate Effluent Sample Volume No. Positive No. Positive No. Positive 10 5 5 4 1 5 5 2 0.1 5 3 1 0.01 5 1 0 0.001 2 1 —- 0.0001 1 —- —- FecalColiforms Raw Intermediate Effluent Sample Volume No. Positive No. Positive No. Positive 10 5 5 2 1 5 4 0 0.1 5 2 1 0.01 1 0 0 0.001 0 0 —– 0.0001 2 —– —– 3 10. Use the membrane filter test data given in class to determine the number of total coliforms and fecal coliforms present in the sample. Please show your work and explain your reasoning. Total Coliforms Fecal Coliforms Dilution Colonies Dilution Colonies Raw Influent 0.1 mL/100 mL 58 1 mL/100 mL 47 Intermediate 1 mL/100 mL 13 10 mL/100 mL 28 Wetland Effluent 10 mL/100 mL 10 100 mL/100 mL 15

1 CE 321 PRINCIPLES ENVIRONMENTAL ENGINEERING LAB WORKSHEET No. 1 Due: One (1) Week After Each Lab Section, respectively MICROBIOLOGY Environmental engineers employ microbiology in a variety of applications. Testing for coliform bacteria is used to assess whether pathogens may be present in a water or wastewater sample. Coliforms are a type of bacteria that live in the intestines of warm blooded mammals, such as humans and cattle. They are not pathogens, but if they are present in a sample, it is taken as an indication that fecal material from humans or cattle has contacted the water. If fecal material is present, pathogens may be present, too. In water treatment, coliform counts must average less than one colony per 100 milliliters of sample tested. In wastewater treatment, typical acceptable levels might be 200-colonies/100 mL. There are two standard ways to test for coliforms, the Most Probable Number test, MPN (also called the multiple tube fermentation technique, MTF) and the membrane filter test, MF. Several companies market testing systems that are somewhat simpler, but these cannot be used by treatment plants until they receive EPA approval. Two recently accepted methods are the Minimal Media Test (Colilert system), and the Presence-Absence coliform test (P-A test). Wastewater treatment plant operators study the microorganism composition of the activated sludge units in order to assess and predict the performance of the biological floc. A sample of mixed liquor from the aeration basin is examined under the microscope, and based on the relative predominance of a variety of organisms that might be present; the operator can tell if the BOD application rates and wasting rates are as they should be. For your worksheet, please submit the items requested below (10 pts. each): 1. Examine a sample of activated sludge under the microscope (To be done together in class). Use the Atlas, Standard Methods, or other references to identify at least 5 different organisms you observed. List them and sketch them neatly on unlined paper. Describe their motility and any other distinctive characteristics as you observed it. 2. Explain what types of organisms you might expect to find in sludge with a high mean cell residence time (MCRT), and explain why these would predominate over the other types. 3. How can the predominance of a certain kind of microorganism in activated sludge affect the settling characteristics of the sludge? Give several examples. 2 4. Explain why coliforms are used as “indicator organisms” for water and wastewater testing. Name two pathogenic bacteria, two pathogenic viruses, and one pathogenic protozoan sometimes found in water supplies. 5. There is also a test for fecal coliforms. Use your class notes and outside references to explain the distinctions between the tests for total and fecal coliforms. Explain why one would use the fecal coliform test instead of the test for total coliforms. 6. Using outside references, indicate typical coliform limits for surface waters used for swimming and fishing; potable water; and wastewater treatment plant effluent. 7). In the recent past, EPA instituted regulations designed to insure that Giardia are removed from the water. Using your text or other references, explain what kind of organism this is, and explain the way in which EPA has set standards to insure they are removed during water treatment. 8. What is meant by “population dynamics”? What two factors usually control the population dynamics of a mixed culture? 9. Use the MPN test data from the samples prepared for class prior to determine the number of coliforms present in the wastewater samples. Please show your work and explain your reasoning. Total Coliforms Raw Intermediate Effluent Sample Volume No. Positive No. Positive No. Positive 10 5 5 4 1 5 5 2 0.1 5 3 1 0.01 5 1 0 0.001 2 1 —- 0.0001 1 —- —- FecalColiforms Raw Intermediate Effluent Sample Volume No. Positive No. Positive No. Positive 10 5 5 2 1 5 4 0 0.1 5 2 1 0.01 1 0 0 0.001 0 0 —– 0.0001 2 —– —– 3 10. Use the membrane filter test data given in class to determine the number of total coliforms and fecal coliforms present in the sample. Please show your work and explain your reasoning. Total Coliforms Fecal Coliforms Dilution Colonies Dilution Colonies Raw Influent 0.1 mL/100 mL 58 1 mL/100 mL 47 Intermediate 1 mL/100 mL 13 10 mL/100 mL 28 Wetland Effluent 10 mL/100 mL 10 100 mL/100 mL 15

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Define: 41 Things Philosophy is: 1. Ignorant 2. Selfish 3. Ironic 4. Plain 5. Misunderstood 6. A failure 7. Poor 8. Unscientific 9. Unteachable 10. Foolish 11. Abnormal 12. Divine trickery 13. Egalitarian 14. A divine calling 15. Laborious 16. Countercultural 17. Uncomfortable 18. Virtuous 19. Dangerous 20. Simplistic<br />21. Polemical 22. Therapeutic 23. “conformist” 24. Embarrassi ng 25. Invulnerable 26. Annoying 27. Pneumatic 28. Apolitic al 29. Docile/teachable 30. Messianic 31. Pious 32. Impract ical 33. Happy 34. Necessary 35. Death-defying 36. Fallible 37. Immortal 38. Confident 39. Painful 40. agnostic</br

Define: 41 Things Philosophy is: 1. Ignorant 2. Selfish 3. Ironic 4. Plain 5. Misunderstood 6. A failure 7. Poor 8. Unscientific 9. Unteachable 10. Foolish 11. Abnormal 12. Divine trickery 13. Egalitarian 14. A divine calling 15. Laborious 16. Countercultural 17. Uncomfortable 18. Virtuous 19. Dangerous 20. Simplistic
21. Polemical 22. Therapeutic 23. “conformist” 24. Embarrassi ng 25. Invulnerable 26. Annoying 27. Pneumatic 28. Apolitic al 29. Docile/teachable 30. Messianic 31. Pious 32. Impract ical 33. Happy 34. Necessary 35. Death-defying 36. Fallible 37. Immortal 38. Confident 39. Painful 40. agnostic

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1 Hankerson Project Three: Culture and the African American Experience The Media Analysis This project will help you: ?develop your analytical skills. ?expand your understanding of media and how it operates. Background: For this project, we will examine select media representations of the African American culture. These media representations will further our understanding of how media portrayals–specifically African American media portrayals–operate. Ultimately, we will use this knowledge to engage with the overall task for this project which asks us to write a media analysis about a cultural media portrayal of interest. Task: As a frame for this project, we will draw from Afrobella’s DzAn Open Letter to Hip Hopdz which explores Afrobella’s perceptions of the state of hip hop. Your task for this project will be to compose a media analysis about Afrobella’s DzAn Open Letter to Hip Hop.dz Alternatively, you may wish to write a media analysis about another cultural media portrayal. In either case, you are asked to perform a thoughtful, close analysis of the media source. In specific, in either case, you are asked to: 1) interpret the underlying messages or implications that exist within themedia source, and 2) interpret the effectiveness of the media source.

1 Hankerson Project Three: Culture and the African American Experience The Media Analysis This project will help you: ?develop your analytical skills. ?expand your understanding of media and how it operates. Background: For this project, we will examine select media representations of the African American culture. These media representations will further our understanding of how media portrayals–specifically African American media portrayals–operate. Ultimately, we will use this knowledge to engage with the overall task for this project which asks us to write a media analysis about a cultural media portrayal of interest. Task: As a frame for this project, we will draw from Afrobella’s DzAn Open Letter to Hip Hopdz which explores Afrobella’s perceptions of the state of hip hop. Your task for this project will be to compose a media analysis about Afrobella’s DzAn Open Letter to Hip Hop.dz Alternatively, you may wish to write a media analysis about another cultural media portrayal. In either case, you are asked to perform a thoughtful, close analysis of the media source. In specific, in either case, you are asked to: 1) interpret the underlying messages or implications that exist within themedia source, and 2) interpret the effectiveness of the media source.

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