How to Earn an Online Degree by Examination

Several websites have popped up recently claiming that students can earn a degree by taking tests or get their bachelors  degree in less than a year. Is the information theyre selling a scam? Not necessarily.It is true that experienced students and good test-takers may be able to earn legitimate online degrees quickly and primarily through test-taking. However, it isnt easy and its not always the most fulfilling way to experience college. This information isnt a secret and you shouldnt feel obliged to take out your credit card for details that are publicly available from the colleges themselves. Heres what you need to know: How Can I Earn a Degree by Examination? In order to test your way to a degree, you cant just sign up for any program. When planning your next steps, you will need to be particularly cautious to avoid diploma mills with unethical practices - even listing a diploma mill degree on your resume is a crime in some states. There are several regionally accredited online colleges that are competency-based and offer flexible ways for students to earn credit. By enrolling in one of these legitimate online colleges, you may be able to earn the majority of your credits by proving your knowledge through taking tests rather than completing coursework. Why Should I Earn a Degree by Examination? Testing out of college is probably a better choice for experienced adult learners rather than incoming freshmen. It might be right for you if you have a lot of knowledge but are being held back in your career due to the lack of a degree. If you are coming right out of high school, this course may be particularly challenging as the tests tend to be difficult and do require a substantial amount of studying for students that are new to a topic. What Are the Drawbacks? Earning an online degree by taking tests has some major drawbacks. In particular, students miss out on what some consider are the most important aspects of the college experience. When you take a test instead of a class, you miss out on interacting with a professor, networking with your peers, and learning as a part of a community. Additionally, the required tests are challenging and the unstructured nature of studying alone can lead many students to simply give up. In order to be successful with this approach, students need to be particularly driven and disciplined. What Kinds of Tests Can I Take? The tests that you take will depend on your colleges requirements. You may end up taking university tests monitored online, university tests monitored at a designated testing location (such as a local library), or external tests. External tests such as the College-Level Exam Program (CLEP) can help you bypass courses in specialized subjects such as U.S. History, Marketing, or College Algebra. These tests can be taken with proctored supervision at a variety of locations. What Kinds of Colleges Accept Test Scores? Keep in mind that many earn a degree fast and test out of college advertisements are scams. When choosing to earn a degree primarily through examination, it is essential that you enroll in a legitimate, accredited online college. The widest form of accreditation is regional accreditation. Accreditation from the Distance Education Training Council (DETC) is also gaining traction. Regionally accredited programs that are well-known for awarding credit by exam include: Thomas Edison State College, Excelsior College, Charter Oak State College, and Western Governors University. Are Degrees-By-Examination Considered Legitimate? If you choose an accredited online college, your degree should be considered legitimate by employers and other educational institutions. There should be no difference between the degree you earn through proving your knowledge through test taking and the degree another online student earns through coursework.

The Possibilities of Technological Influences on Evolution

Introduction In humanity, as in all of life, the most successful traits in producing offspring will also become the most prevalent. There is a belief that because we no longer fight for our survival, we will no longer evolve. Evolution, however, has no goal or foresight. Though we have seized the need to fight, and have triumphed to the top of the animal food chain, we continue to change and develop by whatever is most successful for production. This could be beneficial, but could also have detrimental effects. This paper will discuss these positive and negative possibilities, as well as how technology could greatly alter our evolutionary path. The Ideal of the Body The initial future envisioned by the author was admittedly an ideal one. It’s easy to imagine that without limit to food and shelter that would otherwise inhibit our potential, we may become taller. History shows that this has long been the trend and humanity could perhaps come to a 6’5† average, or even higher, but at this point much taller mates would likely cease to be attractive as we would be reaching our peak of structural stability. Humans much taller than this would be over encumbered by their own density, and have inhibited walking capabilities (Fowler, 2006). Because of this, the author predicted the possibility of an increasingly uniform height, as both very tall and shorter members of society are selected against. Large amounts of body hair also tend to be chosen against and humans would likelyShow MoreRelatedAnalysis Of The Article Digibabble, Fairy Dust And The Human Anthill 994 Words   |  4 Pageschange needed to adapt to one s environment. He manages to connect each aspect of his essay with every idea that he presents, making his argument not only sound but valid as well. Wolfe uses evolution as a visual example of the continuous changes occurring in the world. 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Although, the effectiveness of academic writing is a discussion among scholars its relevance should not be neglected. For some educators, academic writing does not add practicality to the students future career communication; for others, college-level writing is an essential learning tool. Moreover, students are struggled in understandRead MoreSocietal Factors Of Scientific Research Essay1207 Words   |  5 Pagesinfluenced the larger society from both a social and technological standpoint. Climate change is a hotly debated issue in the current political arena due to the conclusions that climate scientists have drawn from data, and the modern ease of communication between people around different parts of the globe was made possible by applying scientific principles of electromagnetism and quantum mechanics. While science has undoubtedly changed society, the influence has gone in the other direction as well. 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The internet comprises of the considered technological developments, which is the latest outlet that a considerable number of people in the world can access and use to communicate (Maras 3). Just as other technologies before itRead MoreHuman Intelligence And The Biomedical Engineering Field1384 Words   |  6 Pagesinevitable consequence of the humans natural competitiveness and the possibilities inherent in technology.† Technological singularity is on the verge of having a massive breakthrough but are we ready for what it brings? Raymond Kurzweil, an American author, believes that singularity will emerge in 2045. Technological singularity is an event in which artificial intelligent machines go beyond human intelligence and have the possibility to redesign themselves. Scienti fic development and enhancement is

Elie Change Free Essays

Ms. GrimeseyLaftsis, Helena Ostrander9/6 English15. 11. We will write a custom essay sample on Elie Change or any similar topic only for you Order Now 12 How do Elie`s life experiences during WWII change him physically, mentally and emotionally? In Elie Wiesel `s book Night the author shows how he himself changed during WWII. In camps such as Birkenau, Buna and Auschwitz people change. They lose faith, hope, families and their physicality. Every day, we go through situations that affect us in some way. The more difficult situation is, the more of an effect it has on us. A few days it`s enough to change the personality of a Human and to start acting like hungry animals. Elie`s experiences during WWII change him change him a lot physically, mentally and emotionally. In Hitler`s concentration camps the Jews were abused, starved and freezing. People who had power in the camps were the strongest. They could beat whoever and whenever they wanted to. Once Elie cross the path of Idek while he was nervous and he started hitting him so hard, â€Å"He threw himself on me like a wild beast, beating me in the chest, on my head, throwing me to the ground and picking me up again, crushing me with ever more violent bows, until I was covered in blood† (Wiesel, 53). This quote shows us how unfair was life in those camps to the people that didn`t have power. The powerful ones were hitting the people so hard and they did not care about them. During the winter the Jews were freezing because they didn’t have such things as blankets, gloves and hats. While Elie was going to Buchenwald camp he said â€Å"We were nothing but frozen bodies† (Wiesel, 100). In this quote Elie Wiesel literally describes himself and his others fellows as nothing more but â€Å"frozen bodies†. They didn`t receive any food and ate only snow. During the night they were lying on top of each other just so they don`t freeze so fast. Another cause of a physical change is malnutrition. Their food was insufficient and all of the people lost a lot of weight. A few days after the liberation of Buchenwald Elie finally saw himself in the mirror, â€Å"From the depths of the mirror, a corpse was contemplating me† (Wiesel, 115). Ellie describes his body as if he has the body of a dead person. He lost so much weight in the camp that he couldn`t even recognize himself. He last saw himself when he was still in the ghetto, now when he finally sees himself in the mirror he is shocked because of the change in his body. Elie has a physical change because life there was very hard. Unfortunately â€Å"physical change† wasn’t the only change that he experienced during the period when he was in the camps. Elie change emotionally soon after entering the camps. He becomes very close to his father in the camp, they are always helping and supporting each other during hard times. But during the years when he was in the camp he stopped caring about his family, friends and everything that he cared before. When they split his family he stayed with his father and only a few days was enough to change Elie`s personality, â€Å"My father had just been struck, in front of me, and I had not even blinked† (Wiesel, 39). This quotes shows us from its own words â€Å"I had not even blinked† how much has Elie change throughout the WWII. It also shows us how cruel and selfish he has become. He doesn’t even care for his father anymore. Another good example for an emotionally change is when Elie`s dad died, â€Å"I did not weep, and it pained me that I could not weep†¦at last† (Wiesel, 112). Even at his dad funeral he did not even cried. He tried to cry but he couldn`t. This shows us how much the camp changed him. The camp teaches them to live only for themselves and to not help anyone even their own fathers, â€Å"I knew he was running out of strength, close to death, and yet I had abandoned him (Wiesel, 10). This quote shows us that even though his dad was very sick and was close to death, Elie left him alone. Which mean that he doesn`t care for his dad anymore because if he cared he would do anything possible to help his dad. Elie changed from being a nice caring person to a heart-colded, selfish monster. In such camps people change a lot in their religious beliefs and learn that they only live for themselves. You shouldn`t help your fellows because in there your life is more important. In those camps there aren’t such things as brothers, sisters, fathers you should care only about yourself, â€Å"I gave him what was left of my soup. But my heart was heavy. † (Wiesel, 107). He gives his soup to his father but not willingly. He change a lot in the concentration camps. Elie also change his religious beliefs during this period when he was in the camps. At the beginning of the novel he was very religious but after the WWII he stopped believing in God,† Blessed be God`s name? Why, but why would I bless Him? † (Wiesel, 67). He doesn`t understand why he should bless God name if he permits to the Germans to manipulate them like this. He lost hope and faith in him, â€Å"Never shall I forget those moments that murdered my God and my soul and turned my dreams to ashes. † (Wiesel, 34) This quote shows us with its own word â€Å"murdered† that for him God is dead. Because of the camps he lost faith in God and turned his dreams into ashes. In those camps people stop having faith in God and understand that they should live for themselves; they should not care about the others. Before the war Elie was considered as a deeply religious young boy Elie but everything change since he arrived in the camps. He lost faith in god. In those camps Ellie and his fellows were like slaves; they were only working and almost didn`t had nothing to eat. The SS policemen were beating them whenever they wanted to without having pity for them. Only a few days were enough to change Elie mentally, emotionally and physically. How to cite Elie Change, Essay examples

Concept of Organizational Change Management Free Essay Solution

Question: Why is resistance to change frequently demonised as a problem that must be managed.What are the ethical implications of this and how else can resistance be understood.You may use examples from your own organisation to illustrate your essay. Answer: Concept of Organizational Change Management (OCM) Organizational change management (OCM) concept refers to a vivid framework to manage the impact of business processes, various organizational changes like that in structure or culture internally. So, this concept deals with the addressing of human resource about change management. Often, organizational higher authority or corporate employers take up the decision of incorporating changes within the organization aiming at positive outcomes(Park, 2013). A systematic method of implementing organizational change management benefits the entire organization when it requires members to learn new skills as well as behaviors. With formal set up of expectations, employment of effective tools for improving communication along with proactively reducing any sort of misinformation internally may enable implementation of organizational change management (Saksvik Hetland, 2009). This systematic approach would also require stakeholders to coordinate in a mutual basis so as to lead to a successful imp lementation of desirable change without causing any sort of discomfort to the organizational members. A successful organizational change management strategy involves agreement of all organizational members towards any common goals or visions without any competing initiatives, strong leadership style for communicating those visions with selling of business case to lead to change, changing strategy for educating employees regarding regular work, and a definite plan for measuring whether a desired change is beneficial or not, and also follow up plans to measure their success or failure (Simha Cullen, 2012). Organizational change management also includes changes in the structure of social or monetary rewards which encourage members to adopt ownership of innovative roles and responsibilities. Forces in Organizational Change As per Lewins force-field analysis model, every organization is considered to be an open system. Changes can include basically two forces, one that pushes the organization towards a new direction, namely driving force, and another that prevents the organization from changes to occur, namely restraining force. When driving force is greater than restraining force, change is likely to occur. This leads to the organization to move towards a new direction. On the other hand, when restraining force is greater than the driving force, the organization is likely to stay at the location where it was initially. When the two forces are equal in strength, the organization will stay stable temporarily. When any organization is about to change, various forces prevent such change like that of restraining forces. These restraining forces may be categorized into three levels, organizational level, secondary level, and individual level. Some of the factors within the organizational level include struct ure of organization, system pressure, pressure from earlier reputation, and organizational culture. Factors from secondary level include interest conflict amidst departments or standpoint differences. Individual level factors include misunderstanding, personal benefit feeling, custom, lack of trust, uncertainty, etc. The ways to manage all the factors which may prevent successful changes of organization are to be introduced by the organizational management. The most efficient way is to gain support and trust or organizational members by means of training, participation, encouragement, effective communication, and active involvement. Other ways may be eliminating resistance of members by means of negotiation control, assistance, or coercion. These factors would vary depending upon the situation(ODonnell, 2007). It is an important aspect for management of almost all organizations of the current scenario to address and manage resistance towards organizational management. It is mainly because organizational changes are brought about for organizational gains and benefits in the long run. Management aims at introducing effective changes within organizational environment such as structure, culture, functions, behaviors, or the ways of business transactions. For this it is extremely important for the emp loyees of the organization to understand this. Management can make the employees aware of its mission and goals by means of effective communication with the members(Simha Cullen, 2012). Since it is a natural tendency of human beings to resist any sort of change, it is inevitable that such plans for organizational change would be resisted either by the employees. So, it is the responsibility of the higher authority of the organization to deal with such aspects in a cautious manner because it is often related to the sentiments of employees. Resistance to Organizational Change With respect to the given question as to why resistance to organizational change is deemed to be a problem and that must be managed, it is to be understood that organizational change is always for the betterment and improvement. Organizational heads or higher authority take up the decision of leading change within the organization when all situations and environment are feasible and that of favorable to lead to positive outcome(Oreg, 2006). Since management is always on the track to lead to something better and increasingly effective, this concept of organizational change is inevitable. On the other hand, organizational members who tend to resume their usual form of performing towards organizational production and stability are quite habituated and comfortable with the usual norm. Now, any sudden change or even the idea of organizational change leads to their mental commotion and gives them a feeling of insecurity. This feeling of insecurity results in the rise of resistance to organ izational change(Mushtaq, n.d.). This resistance from organizational members towards any organizational change can prove to be a major problem or hindrance in the path of organizational success. Hence, resistance to organizational change is considered to be a problem or threat and that it needs to be effectively managed or counteracted (Lines *, 2004). It is not that easy for organizations to avoid changes, since innovative ideas encourage growth and progress for them as well as their members. Changers are brought about due to several reasons like new roles of staff members, increment or decline in funding, new visions, missions and goals, new target groups, or even technological advancements. Changes often create opportunities, but these are often associated with strong criticism by the organizational members, individuals or groups. Managing Resistance to Change In the present business situations like that of today, it has become a normal matter to experience resistance every time an organization engages into change. In having a proper understanding of the existence or probable chances of resistance to any change would enable anticipating resistance, identifying the main sources and causes, and modifying individual and group efforts for managing the issues related to change for ensuring success of efforts (Downs, 2012). Resistance, if viewed effectively, is healthy to a great extent. Since the concept of organizational change is something that makes employees insecure about their current positions, they tend to resist the idea of organizational change(Downs, 2012). Thus, this resistance to organizational must be well-managed and controlled by the managerial heads or higher authority of an organization so that it does not affect the organization or the desired change to occur. Here, it demands a proper and effective management of such organiz ational changes. Resistance in the organizational context is quite a common phenomenon. This resistance needs proper management in effective manner so that organizational effectiveness is not hampered. The higher authority of management must be alert as well as careful towards introduction of change within the organization, since it involves a matter of lifetime, and that success of organizations depend greatly on the involvement of higher authority ('Special issue on Resistance to change: redefining and resituating its role in change management', 2010). It needs to introduce a strategic plan and once implemented successfully, it needs o be properly monitored so that change can be beneficial to organization. Resistance to organizational change occur due to various reasons like loss of job security, non-reinforcing reward system, fear of unknown, peer pressure, an organizational politics (Danman, 2010). These resistances act as driving forces for the organizational members. Also, employees are require d to be provided of adequate learning and training about the henceforth changes. This would keep them well-informed and aware of the overall organizational change process. Ethical Implications of Managing Change Innovation as well as change is quite inevitable process within the business world. Organizations are at constant strive to continue evolving as well as changing in response to the market trends. Ethical implications suggest that within an organizational dimension, employees, disruption, communication, and teamwork all are intricately related to the organizational change management (ODonnell, 2007). One of the most significant roles of incorporating change is to keep the employees in consideration while implementing changes. It is important to assess the relative impacts organizational change upon the employees every time a change is planned. Organizational change as well as innovation is quite disruptive in nature, not only for employees but every individual related to the business. The disruption needs that all business owners consider every individual engaged into the change process(Bergstrm, Styhre Thilander, 2014). Any disruption caused by innovation as well as change will have results which require adequate planning, and so the corporate owners must do every bit possible for preserving the rights as well s interests of members, instead of trampling to attain goals. Ethics play crucial role within the change and innovation process in context to the need for an effective communication system amidst employees and employers, and that amidst company and society (Szabla, 2007). The process of communication needs to be transparent in nature especially during the change process so as to continue the trust factor in the organization. Firms that are not inspired about change may lose trust of employees, and thus the entire community as well. Ethical behavior towards employees as well as the entire community enables the business to strengthen more. The sense of pride which employees take away from getting engaged into the change process imparts increased sense of ownership to the employees. The business owners have responsibilities to bring about innovation as well as change to benefit every individual and the entire organization (Battilana Casciaro, 2013). So, it is inferred that ethics play a crucial role in bringing about organizational change. When the stakeholders are bound together in an ethical manner, it becomes easier to achieve the desired goals of the organizations. When organizational authorities strive to bring about and attain significant positive changes within the organization, it is their responsibilities to consider the ethical aspects as well (van Dijk van Dick, 2009). Ethical behavior and practice within organizations enable successful change in the organizational environment as employees feel highly motivated to participate in the change process. Conclusion Employee resistance towards organizational change is quite a complex issue that management of present organization faces. The change process is ubiquitous, and so employee resistance has been identified as quite a critically significant contributor towards the failure of several well-planned efforts for initiating change in organizational environment. Often, huge amount of resources are being expended by organizations for adjusting employees to improved way of attaining desired goals (Battilana Casciaro, 2013). The very natural tendency of individuals to maintain the status quo imparts a set of challenges which management should overcome for bringing about a desired change. It is the responsibility of the management to take serious account as well as consideration of the problems which may occur if employees are not adequately responsive towards issues of resistance within the workplace. For enabling a smooth transition from old to newer approaches, firms should be competent enough in leading to effective management of change. This process of leading to change management includes involvement of all those individuals and their acceptance of relevant changes in a positive manner without much resistance (van Dijk van Dick, 2009). The process of communication needs to be transparent in nature especially during the change process so as to continue the trust factor in the organization. Firms that are not inspired about change may lose trust of employees, and thus the entire community as well. Ethical behavior towards employees as well as the entire community enables the business to strengthen more. The sense of pride which employees take away from getting engaged into the change process imparts increased sense of ownership to the employees. References Battilana, J., Casciaro, T. (2013). Overcoming Resistance to Organizational Change: Strong Ties and Affective Cooptation.Management Science,59(4), 819-836. doi:10.1287/mnsc.1120.1583 Bergstrm, O., Styhre, A., Thilander, P. (2014). Paradoxifying Organizational Change: Cynicism and Resistance in the Swedish Armed Forces.Journal Of Change Management,14(3), 384-404. doi:10.1080/14697017.2014.938096 Danman, A. (2010). Good intentions and failed implementations: Understanding culture-based resistance to organizational change.European Journal Of Work And Organizational Psychology,19(2), 200-220. doi:10.1080/13594320902850541 Downs, A. (2012). Resistance to change as a positive influencer: an introduction.Journal Of Orgchange Mgmt,25(6). doi:10.1108/jocm.2012.02325faa.001 Lines *, R. (2004). Influence of participation in strategic change: resistance, organizational commitment and change goal achievement.Journal Of Change Management,4(3), 193-215. doi:10.1080/1469701042000221696 Mushtaq, S. Resistance to Organizational Change: Successful Implementation of Change through Effective Communication.SSRN Journal. doi:10.2139/ssrn.1759034 ODonnell, L. (2007). Ethical Dilemmas Among Nurses as They Transition to Hospital Case Management.Professional Case Management,12(4), 219-231. doi:10.1097/01.pcama.0000282909.36285.ba Oreg, S. (2006). Personality, context, and resistance to organizational change.European Journal Of Work And Organizational Psychology,15(1), 73-101. doi:10.1080/13594320500451247 Park, S. (2013). The Role of Change Information in Organizational Change : Interaction Effects Between Change Information and Procedural Justice on the Resistance to Organizational Change.Jss,24(4). doi:10.16881/jss.2013.10.24.4.427 Saksvik, I., Hetland, H. (2009). Exploring Dispositional Resistance to Change.Journal Of Leadership Organizational Studies,16(2), 175-183. doi:10.1177/1548051809335357 Simha, A., Cullen, J. (2012). Ethical Climates and Their Effects on Organizational Outcomes: Implications From the Past and Prophecies for the Future.Academy Of Management Perspectives,26(4), 20-34. doi:10.5465/amp.2011.0156 Special issue on Resistance to change: redefining and resituating its role in change management. (2010).Journal Of Orgchange Mgmt,23(6). doi:10.1108/jocm.2010.02323faa.001 Szabla, D. (2007). A multidimensional view of resistance to organizational change: Exploring cognitive, emotional, and intentional responses to planned change across perceived change leadership strategies.Human Resource Development Quarterly,18(4), 525-558. doi:10.1002/hrdq.1218 van Dijk, R., van Dick, R. (2009). Navigating Organizational Change: Change Leaders, Employee Resistance and Work-based Identities.Journal Of Change Management,9(2), 143-163. doi:10.1080/14697010902879087