A题The world medical association has announced that their new medication could stop Ebola and cure patients whose disease is not advanced. Build a realistic, sensible, and useful model that considers not only the spread of the disease, the quantity of the medicine needed, possible feasible delivery systems, locations of delivery, speed of manufacturing of the vaccine or drug, but also any other critical factors your team considers necessary as part of the model to optimize the eradication of Ebola, or at least its current strain. In addition to your modeling approach for the contest, prepare a 1-2 page non-technical letter for the world medical association to use in their announcement.世界医学协会日前宣布，其新的药物可以阻止埃博拉病毒和治愈患者的疾病，谁的病没有进入晚期。
因此，建立一个现实的、合理的，并且有用的模型是认为制造的疫苗或药物的不仅是这种疾病的传播、所述药物的所需要的数量、可能的可行交付系统、交付地点、制造的疫苗或药物的速度，但也可以是任何你的团队认为有必要为模型做贡献的其他关键因素，以便优化消灭埃博拉病毒或者至少抑制其目前的压力。
除了为大赛的建模方法，你的队伍还需要准备为世界医学协会发表公告的一份1-2页非技术性的信。
Recall the lost Malaysian flight MH370. Build a generic mathematical model that could assist "searchers" in planning a useful search for a lost plane feared to have crashed in open water such as the Atlantic, Pacific, Indian, Southern, or Arctic Ocean while flying from Point A to Point B. Assume that there are no signals from the downed plane. Your model should recognize that there are many different types of planes for which we might be searching and that there are many different types of search planes, often using different electronics or sensors. Additionally, prepare a 1-2 page non-technical paper for the airlines to use in their press conferences concerning their plan for future searches.回想一下失去了马来西亚航班MH370。
建立一个通用的数学模型，可以在规划一个失去了平面有用的搜索辅助“搜索者”恐已坠毁在开阔水域，如大西洋，太平洋，印度洋，南，或北冰洋，而从A点飞行到B 点。
假定没有从被击落的飞机信号。
模型应认识到，有许多不同的机种的量，我们可能会在搜索，而且有许多不同类型的搜索飞机，经常使用不同的电子器件或传感器。
另外，准备一个1-2页的非技术论文，为航空公司在其新闻发布会提出自己未来的搜寻计划。
Managing Human Capital in Organizations管理组织中的人力资本Building an organization filled with good, talented, well-trained people is one of the keys to success. But to do this, an organization needs to do more than recruit and hire the best candidates –they also need to retain good people, keep them properly trained and placed in proper positions, and eventually target new hires to replace those leaving the organization. Individuals play unique roles within their organizations, both formally and informally. Thus, the departure of individuals from an organization leaves important informational and functional components missing that need to be replaced. This is true for sports teams, commercial companies, schools and universities, governments, and almost any formal group or organization of people.建设充满了良好的，有才华的，训练有素的人的组织是成功的关键之一。
但要做到这一点，组织需要比招做多，并聘请最佳人选- 他们还需要保留优秀的人才，让他们适当培训，并放置在适当的位置，并最终瞄准新员工来替换那些离开组织。
个人与组织内发挥独特的作用，无论是正式的和非正式。
因此，个体从一个组织出发离开重要信息和功能组件缺少需要更换。
这是真正的体育团队，商业公司，学校和大学，政府，以及几乎任何正式的团体或组织的人。
Human resource (HR) specialists help senior leadership manage personnel by improving retention and motivation, coordinating training, and building good teams. In particular, leaders seek to create an effective organizational structure, where people are assigned to positions appropriate to their talents and experience, and where efficient communication systems are in place to facilitate development of innovative ideas and quality products (commodities or services). These talent management and team building aspects of HR management are remaking many modern organizations.通过提高保留和激励，协调培训，并建立良好的团队的人力资源（HR）专家帮助高层领导管理人员。
特别是领导寻求建立一个有效的组织结构，那里的人都分配到适合自己的人才和经验职位，并在高效的通信系统到位，以促进创新的理念，优质的产品（商品或服务）的开发。
人力资源管理的这些人才管理和团队建设等方面的改造许多现代组织。
Managing the fluid network of human capital within an organization requires understanding personnel loyalties to the company and to subgroups; building trust in the workplace; and managing the formation, dissolution and retention of formal and informal ties between people. When people leaving for other jobs or retiring are replaced, the resulting turbulence is collectively termed organizational “churn”. Your team has been asked by your HR manager to develop a framework and model for understanding churn within the Information Cooperative Manufacturing (ICM)organization of 370 people. ICM is in a highly competitive market place, leading to challenging issues related to effectively managing its human capital.在一个组织内管理人力资本的流体网络需要了解的人员忠诚于公司，并分组;建立信任在工作场所;和管理的人之间的正式和非正式关系的形成，解散和保留。
当人们前往其他工作或退休所取代，所产生的紊流统称为组织的“流失”。
你的团队已经问过你的人力资源经理制定信息协同制造（ICM）组织的370人之内了解客户流失的框架和模型。