Beau Nelson posted Apr 6, 2020 1010 AM1. What positionpositi.docx
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Beau Nelson posted Apr 6, 2020 10:10 AM 1. What position/positions in your organization are accountable for workplace relations in your organization? What impact do they have? What programs are in place to impact relations at work? Provide specific examples. My organization is unique. As a member of the IG, I am tasked with inspecting other organizations for compliance, readiness, resource management, and training. Most military organizations have a commander who is responsible for workplace relations in the organizations. The commander ‘s responsibilities include executing the mission, leading people, managing resources, and improving the unit (Air Force Instruction 1-2, 2014). The commander is responsible for the organization but is not alone. The First Sergeant is responsible for ensuring the force understands the commander’s goals, objectives, and policies. The first Sergeant must communicate with other leaders in the unit and be familiar with personnel programs, professional military education, financial needs, family matters to include housing (Air Force Instruction 36-2113, 2014). There are many other personnel responsible for workplace relations in the organization. Supervisors at all levels, Equal Opportunity, the Sexual Assault Prevention and Response office, the Inspector General, and the legal office. All these key organizations play a role in the organizations under their span of control. 2. If you were an HR manager in a private-sector organization, what key programs would you implement to improve employee-employer relations? Why? The first program I would implement is streamlined communication. If assigned to a large organization I would look at developing a smart phone application to help with the follow of communication. Employees want to know where they fit in the organization and what they are working toward (Smith, 2017). Another program I would ensure was developed was a recognition program. Gallup recently completed a survey showing fifty-three percent of employees are not engaged, another survey showed workers who give their management a lower rating is more likely to apply or interview for other positions (Duran, 2020). Finally, a program I believe is essential today is a career development program. In a survey in 2018, forty-two percent of millennials said their current employer provide learning, development, and training opportunities (Witkin, 2018). Eighty six percent of millennials say they would stay at their current job if the company offered development training opportunities (Duran, 2020). 3. How would you determine the added value of your programs? As with most programs a Return on Investment (ROI) Benefit Cost Ratio (BCR) should be performed. A BCR greater than one shows the program has worth and is not losing the organization money (Kaminski, & Lopes, 2009). ROI was deemed impossible to calculate for human resources, but that is no longer the case (SHRM, 2016). R.
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Employee VoiceBeau Nelson posted Apr 19, 2020 752 PM1. Wha.docx
Employee Voice
Beau Nelson posted Apr 19, 2020 7:52 PM
1. What data would you gather about your organization (or large department or division) to accurately evaluate its organizational climate?
To accurately assess the climate of my organization, I would assess the corporate culture, the commitment of employees, evaluate communication, and asses the perception of ethics within the division (CHRM, n.d). I would also like to gauge if there is a potential turnover problem, find ways to improve the organization, and attempt to determine if employees are happy.
2. How would you collect that data?
Anonymously through an online survey. I have seen many surveys throughout my career and most of them are flooded with redundant, but mandatory questions. These questions must be answered to progress or submit the survey. I believe this lowers participation giving less data to analyze.
3. How often would you collect data and analyze it?
Frequency is another factor that could deter someone from taking a survey. If it offered too frequently, the employee could question if their input matters and become fatigued. Surveys should be conducted when a senior leader changes in the organization or a merger. According to Marritt (2017) employees may be asked the same question every quarter. I believe it depends on the number of questions in a survey and what data is trying to be obtained. If the survey is short, quarterly should be fine. If the survey takes forty minutes to complete, quarterly may be too frequently.
4. How would you analyze it?
I believe analyzing the commitment would be one of the best factors to understand the climate of an organization. According to Meyer, Stanley, & Parfyonova (2012), there are three types of commitment to an organization. The first is affective commitment or the emotional desire to remain attached to the company. The second is normative commitment or sense of obligation to stay. The last is continuance commitment; the cost of leaving. I believe pulling data in this manner could really shed light on how committed employees are.
5. What is an example of an HRM action that might result based on data gathered?
The first thing that comes to mind during a survey is the potential removal or change in leadership. However, there are other actions we can track through survey data. Surveys can ask employees how long they plan on remaining with the organization also allow employees to be heard and positively influenced. (Miller, 2018).
6. What are your experiences with evaluating organizational climate as an administrator or as part of a work group?
As a previous acting First Sergeant, I assisted the commander with administering the DEOMI Equal Opportunity Climate Survey (DEOCS). The objective of this survey is to enhance commander accountability, address issues of equal opportunity, improve effectiveness in the organization, and provide a uniform assessment across all Services & DoD compone ...
Employee VoiceBeau Nelson posted Apr 19, 2020 752 PM1. Wha.docx
Employee Voice
Beau Nelson posted Apr 19, 2020 7:52 PM
1. What data would you gather about your organization (or large department or division) to accurately evaluate its organizational climate?
To accurately assess the climate of my organization, I would assess the corporate culture, the commitment of employees, evaluate communication, and asses the perception of ethics within the division (CHRM, n.d). I would also like to gauge if there is a potential turnover problem, find ways to improve the organization, and attempt to determine if employees are happy.
2. How would you collect that data?
Anonymously through an online survey. I have seen many surveys throughout my career and most of them are flooded with redundant, but mandatory questions. These questions must be answered to progress or submit the survey. I believe this lowers participation giving less data to analyze.
3. How often would you collect data and analyze it?
Frequency is another factor that could deter someone from taking a survey. If it offered too frequently, the employee could question if their input matters and become fatigued. Surveys should be conducted when a senior leader changes in the organization or a merger. According to Marritt (2017) employees may be asked the same question every quarter. I believe it depends on the number of questions in a survey and what data is trying to be obtained. If the survey is short, quarterly should be fine. If the survey takes forty minutes to complete, quarterly may be too frequently.
4. How would you analyze it?
I believe analyzing the commitment would be one of the best factors to understand the climate of an organization. According to Meyer, Stanley, & Parfyonova (2012), there are three types of commitment to an organization. The first is affective commitment or the emotional desire to remain attached to the company. The second is normative commitment or sense of obligation to stay. The last is continuance commitment; the cost of leaving. I believe pulling data in this manner could really shed light on how committed employees are.
5. What is an example of an HRM action that might result based on data gathered?
The first thing that comes to mind during a survey is the potential removal or change in leadership. However, there are other actions we can track through survey data. Surveys can ask employees how long they plan on remaining with the organization also allow employees to be heard and positively influenced. (Miller, 2018).
6. What are your experiences with evaluating organizational climate as an administrator or as part of a work group?
As a previous acting First Sergeant, I assisted the commander with administering the DEOMI Equal Opportunity Climate Survey (DEOCS). The objective of this survey is to enhance commander accountability, address issues of equal opportunity, improve effectiveness in the organization, and provide a uniform assessment across all Services & DoD compone.
This is a structure of a typical research proposalContents pa
This is a structure of a typical research proposal:
Contents page
Introduction
Literature review
Methodology
Reflections and Resources
Bibliography
Appendices
There is no research question or aims and objectives. Critical evaluation.
Introduction
The success of an organization or corporation is contingent upon the level of employee motivation. Motivation is critical to the accomplishment of the organization's goals and objectives. It is critical for firms with varied cross-cultural teams to guarantee that their employees are highly engaged. The management is responsible for ensuring that workplace goals and objectives are consistent with the company culture (Vlaev et al., 2019). Setting workplace goals is critical for establishing and monitoring the organization's level of employee motivation (Pang & Lu, 2018). Employee commitment, engagement, and motivation are critical components of an organization's success. Financial remuneration practices play a significant role in motivating employees.
According to many surveys, if an organization does not try to motivate its employees through monetary incentives, the organization is likely to have low performance (Vlaev et al., 2019). Organizations in the United States work diligently to increase employee engagement through monetary and financial pay and awards. Financial and monetary incentives have a stronger effect on employee motivation, according to studies (Pang & Lu, 2018). The United States government has implemented policies aimed at increasing compensation and incentive programs throughout all sectors of the labor market (Vlaev et al., 2019). As with any other firm, the government is attempting to improve employee performance through a variety of financial incentives.
The Federal Reserve System is the United States of America's central bank. It is in responsible of issuing currency to all financial institutions and exercising influence over the economy via monetary policy (Coccia & Igor, 2018). The Federal Reserve System has a number of financial incentives in place to motivate its personnel. Several of these tools include the following:
· This assists in meeting rental obligations.
· Gratuities are paid to all contract employees. This is a component of their terminal benefits and a token of appreciation for their long-term contribution to the business.
· Employees are eligible for personal loans and medical insurance coverage if they have worked for the bank for an extended length of time.
Problem Statement
Numerous researchers have sought to determine the effect of motivation on working institutions. According to research, motivating employees increases their performance and morale by making them feel wanted in the workplace (Coccia & Igor, 2018). However, there is a dearth of research on the effect of financial incentives on employee motivation. The purpose of this study is to close this gap by determining the relationship between financial incentives and employee motivation. Th ...
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Employee VoiceBeau Nelson posted Apr 19, 2020 752 PM1. Wha.docx
Employee Voice
Beau Nelson posted Apr 19, 2020 7:52 PM
1. What data would you gather about your organization (or large department or division) to accurately evaluate its organizational climate?
To accurately assess the climate of my organization, I would assess the corporate culture, the commitment of employees, evaluate communication, and asses the perception of ethics within the division (CHRM, n.d). I would also like to gauge if there is a potential turnover problem, find ways to improve the organization, and attempt to determine if employees are happy.
2. How would you collect that data?
Anonymously through an online survey. I have seen many surveys throughout my career and most of them are flooded with redundant, but mandatory questions. These questions must be answered to progress or submit the survey. I believe this lowers participation giving less data to analyze.
3. How often would you collect data and analyze it?
Frequency is another factor that could deter someone from taking a survey. If it offered too frequently, the employee could question if their input matters and become fatigued. Surveys should be conducted when a senior leader changes in the organization or a merger. According to Marritt (2017) employees may be asked the same question every quarter. I believe it depends on the number of questions in a survey and what data is trying to be obtained. If the survey is short, quarterly should be fine. If the survey takes forty minutes to complete, quarterly may be too frequently.
4. How would you analyze it?
I believe analyzing the commitment would be one of the best factors to understand the climate of an organization. According to Meyer, Stanley, & Parfyonova (2012), there are three types of commitment to an organization. The first is affective commitment or the emotional desire to remain attached to the company. The second is normative commitment or sense of obligation to stay. The last is continuance commitment; the cost of leaving. I believe pulling data in this manner could really shed light on how committed employees are.
5. What is an example of an HRM action that might result based on data gathered?
The first thing that comes to mind during a survey is the potential removal or change in leadership. However, there are other actions we can track through survey data. Surveys can ask employees how long they plan on remaining with the organization also allow employees to be heard and positively influenced. (Miller, 2018).
6. What are your experiences with evaluating organizational climate as an administrator or as part of a work group?
As a previous acting First Sergeant, I assisted the commander with administering the DEOMI Equal Opportunity Climate Survey (DEOCS). The objective of this survey is to enhance commander accountability, address issues of equal opportunity, improve effectiveness in the organization, and provide a uniform assessment across all Services & DoD compone ...
Employee VoiceBeau Nelson posted Apr 19, 2020 752 PM1. Wha.docx
Employee Voice
Beau Nelson posted Apr 19, 2020 7:52 PM
1. What data would you gather about your organization (or large department or division) to accurately evaluate its organizational climate?
To accurately assess the climate of my organization, I would assess the corporate culture, the commitment of employees, evaluate communication, and asses the perception of ethics within the division (CHRM, n.d). I would also like to gauge if there is a potential turnover problem, find ways to improve the organization, and attempt to determine if employees are happy.
2. How would you collect that data?
Anonymously through an online survey. I have seen many surveys throughout my career and most of them are flooded with redundant, but mandatory questions. These questions must be answered to progress or submit the survey. I believe this lowers participation giving less data to analyze.
3. How often would you collect data and analyze it?
Frequency is another factor that could deter someone from taking a survey. If it offered too frequently, the employee could question if their input matters and become fatigued. Surveys should be conducted when a senior leader changes in the organization or a merger. According to Marritt (2017) employees may be asked the same question every quarter. I believe it depends on the number of questions in a survey and what data is trying to be obtained. If the survey is short, quarterly should be fine. If the survey takes forty minutes to complete, quarterly may be too frequently.
4. How would you analyze it?
I believe analyzing the commitment would be one of the best factors to understand the climate of an organization. According to Meyer, Stanley, & Parfyonova (2012), there are three types of commitment to an organization. The first is affective commitment or the emotional desire to remain attached to the company. The second is normative commitment or sense of obligation to stay. The last is continuance commitment; the cost of leaving. I believe pulling data in this manner could really shed light on how committed employees are.
5. What is an example of an HRM action that might result based on data gathered?
The first thing that comes to mind during a survey is the potential removal or change in leadership. However, there are other actions we can track through survey data. Surveys can ask employees how long they plan on remaining with the organization also allow employees to be heard and positively influenced. (Miller, 2018).
6. What are your experiences with evaluating organizational climate as an administrator or as part of a work group?
As a previous acting First Sergeant, I assisted the commander with administering the DEOMI Equal Opportunity Climate Survey (DEOCS). The objective of this survey is to enhance commander accountability, address issues of equal opportunity, improve effectiveness in the organization, and provide a uniform assessment across all Services & DoD compone.
This is a structure of a typical research proposalContents pa
This is a structure of a typical research proposal:
Contents page
Introduction
Literature review
Methodology
Reflections and Resources
Bibliography
Appendices
There is no research question or aims and objectives. Critical evaluation.
Introduction
The success of an organization or corporation is contingent upon the level of employee motivation. Motivation is critical to the accomplishment of the organization's goals and objectives. It is critical for firms with varied cross-cultural teams to guarantee that their employees are highly engaged. The management is responsible for ensuring that workplace goals and objectives are consistent with the company culture (Vlaev et al., 2019). Setting workplace goals is critical for establishing and monitoring the organization's level of employee motivation (Pang & Lu, 2018). Employee commitment, engagement, and motivation are critical components of an organization's success. Financial remuneration practices play a significant role in motivating employees.
According to many surveys, if an organization does not try to motivate its employees through monetary incentives, the organization is likely to have low performance (Vlaev et al., 2019). Organizations in the United States work diligently to increase employee engagement through monetary and financial pay and awards. Financial and monetary incentives have a stronger effect on employee motivation, according to studies (Pang & Lu, 2018). The United States government has implemented policies aimed at increasing compensation and incentive programs throughout all sectors of the labor market (Vlaev et al., 2019). As with any other firm, the government is attempting to improve employee performance through a variety of financial incentives.
The Federal Reserve System is the United States of America's central bank. It is in responsible of issuing currency to all financial institutions and exercising influence over the economy via monetary policy (Coccia & Igor, 2018). The Federal Reserve System has a number of financial incentives in place to motivate its personnel. Several of these tools include the following:
· This assists in meeting rental obligations.
· Gratuities are paid to all contract employees. This is a component of their terminal benefits and a token of appreciation for their long-term contribution to the business.
· Employees are eligible for personal loans and medical insurance coverage if they have worked for the bank for an extended length of time.
Problem Statement
Numerous researchers have sought to determine the effect of motivation on working institutions. According to research, motivating employees increases their performance and morale by making them feel wanted in the workplace (Coccia & Igor, 2018). However, there is a dearth of research on the effect of financial incentives on employee motivation. The purpose of this study is to close this gap by determining the relationship between financial incentives and employee motivation. Th ...
Running Head Discussion Board #11Discussion Board.docx
Running Head: Discussion Board #1 1
Discussion Board #1
Sarah Swift
Discussion Board #1 2
1. Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.
The primary function of an organization is said to be “the coordination of people and resources to collectively accomplish desired goals” (Daft, 2016, p 13). As an organization requires the collaboration amongst the people that formulate the entity, there develops a need for shared information. This concept of shared information is however more accepted within a learning organization rather than a performance organization (Daft, 2016). Shared information reflects a dynamic that encourages the interaction with one another to solve problems and innovate new ideas which can be seen as the characteristic that drives the mentality of a learning organization (Daft, 2016). In contrast to this, a performance organization places their focus more so in the efficiency of their business (Daft, 2016).
The elements of these types of organizations are reflected within their design as well. Learning organizations tend to use a decentralized structure approach where the authority of decision making, implementation, and innovation is shared amongst many employees in the organization even those considered in a lower level position (Tata & Prasad, 2004). This creates a flow of shared information. Those however in an efficient performance environment are impacted by a centralized structure. This type of structure allows for the authority to remain with fewer individuals which tend to be those that are in the top levels of the organization (Tata
Discussion Board #1 3
& Prasad, 2004). A centralized structure brings with it a hierarchical system where those at the higher levels engage in problem resolution and create policies while instructing those that are below them to implement these policies (Tata & Prasad, 2004). This set up discourages the collaboration amongst all employees.
The type of organization, also plays into the type of tasks given and the culture of the business. A learning organization develops more of a role oriented demeanor where employees are encouraged to bring their own thoughts for a better resolution and the roles in place are adjusted when needed (Daft, 2016). This creates a culture of collaboration and allows all employees to feel that they are needed. Meanwhile in a performance dominated organization, the tasks are more specialized and there are more sets of rules or regulations to follow (Daft, 2016).
2. What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to s ...
Where Does Human Resources Sit at the Strategy Table?
Where Does Human Resources Sit at the Strategy Table?Stanford GSB Corporate Governance Research Initiative
By Courtney Hamilton, David F. Larcker, Stephen A. Miles, and Brian Tayan, Stanford Closer Look Series, February 15, 2019
Two decades ago, McKinsey advanced the idea that large U.S. companies are engaged in a “war for talent” and that to remain competitive they need to make a strategic effort to attract, retain, and develop the highest-performing executives. To understand the contribution of the human resources department to company strategy, we surveyed 85 CEOs and chief human resources officers at Fortune 1000 companies. In this Closer Look, we examine what these senior executives say about the contribution of HR to the strategic efforts and financial performance of their companies.
We ask:
• What role does HR play in the development of corporate strategy?
• Does HR have an equal voice or is it junior to other members of the senior management team?
• Do boards see HR and human capital as critical to corporate performance?
• How do boards ascertain whether management has the right HR strategy?
• How adept are companies at using data from HR systems to learn what programs work and why?
FedEx and their Competitors
The Human Resource practices of FedEx and the comparisons with their competitors in business
Emotional Intelligence and MotivationProgram Proposal.docx
Emotional Intelligence and Motivation
Program Proposal
Gregory G. Finney
BUS520
Dr. Wanda Tillman
August 11. 2018
Emotional Intelligence and Proposal
1) Emotional Intelligence (EI) and Motivations
a) EI building blocks and its impact on management’s ability to enhance employee performance and job satisfaction
The building blocks of Self-Management and Relationship Management will provide an effect on middle and upper management’s ability to improve employee performance and job satisfaction within American Airlines. Setting the role and practice of Emotional Intelligence within American Airlines will foster teamwork and strengthen the interpersonal relationships among management and employee. At American Airlines, enhancement of communication is key to increasing employee performance and motivation. Communication must flow uninterrupted from top to bottom for employee transparency. If a sound mode of communication exists between employee and manager; self-management is plausible (David Strut & Todd Norstorm, 2015). Each employee must understand the importance of teamwork to make the “cog” of American Airlines run smoothly. The benefit of collaboration will not only be relational to management but foundational for employees to understand the motivating factor behind self-management. Emotional intelligence building blocks stimulate employee motivation thereby allowing management to evaluate job performance and satisfaction.
In American Airlines, job satisfaction will become possible when the interpersonal relationship between the management and the employees are strengthened; which occurs through relationship management. This will include several areas where employee performance for the Airlines company will be related with the emotional intelligence.
b) Positive or negative reinforcement to influence the members of the organization
Maslow’s motivation theory focuses on people needing to be motivated to meet the desired outcomes. The main issue in American Airlines is the lack of importance regarding employee needs. There is a communication gap present and the interpersonal skills are lagging for the Airlines company. There is a concern with the present application of teamwork within American Airlines. If positive reinforcement is made to influence the employees of the American Airlines then it would help in resolving the issues (Investment News, 2013). For example, the annual reward and recognition system is based on employee motivation will assist in portraying employee worth and provide a solution to eliminated or curtail the negativisms within the company. When every individual basic need is met by American Airlines then it would not only increase the performance but also strengthen the determination for the future aspects of the company.
The reinforcement will bring a much-needed change to the corporate structure. This managerial style will be implemented where policies and work culture will be linked with the concepts of tea.
Running Head WEEK 1 DB QUESTIONS .docx
Running Head: WEEK 1 DB QUESTIONS 1
WEEK 1 DB QUESTIONS 5
Week 1 DB Questions
Tyrell S Grant
Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.
Shared information is more important to a learning organization as compared to an efficiently performing organization because a learning organization needs transformation. Through the shared information, different stakeholders of the organization can learn different concepts that will enable them to be more effective on their contribution towards the success of the organization. On the contrary, the shared information is not so important to an efficient organization because it believes that it has achieved the best results. Therefore, there is no need or room for improvement. Learning organizations find such information so important because they can implement it in different departments to make sure that processes and activities are improved for the interest of boosting the efficiency of the organization (Michael, 2011).
An organization’s approach to sharing information is related to other elements of the organization because they need to work together to achieve a common goal. For instance, an organization needs relevant information that will enable it to develop the right structure that will assist it in achieving its goals. Additionally, the kind of information that an organization possesses as well as how it is shared affects the nature of the structure that is developed. Taking into consideration other elements such as strategy, the information shared in an organization affects this. For instance, the approach that an organization chooses to share information depends on the strategy in use. Keeping this in mind, it is noted that sharing of information is related to strategy.
What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers?
Stakeholders in nonprofit and for-profit organizations have different expectations. The two kinds of organizations are based on completely different principles, and these affect the expectations of the stakeholders. A stakeholder in a nonprofit organization expects the organization to deliver the purpose for which it was established (Wolf, 2012). For instance, if an organization was established to help the needy, it should accomplish this objective. On the contrary, stakeholders of a for-profit organization have different expectations. For instance, a shareholder expects the organization to be effective regarding business so that he can realize increased returns f ...
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENT
Human resource management is the effective and strategic management of an organization's people that helps in completing the required tasks in a timely manner to gain a competitive advantage. It helps in improving the efficiency of employees based on the quality of strategic choices made by the employer to achieve organizational goals. The following article discusses the role of human resources management in organizational development based on the implementation of tasks and processes required for effective workforce management. It can help an organization retain its employees for long-term business by completing its mission and vision objectives in a timely manner.
The impact of strategic human resource management on achievement of organi...
The impact of strategic human resource management on achievement of organisational goals objectives study on attraction of public sector
The impact of strategic human resource management on achievement of organi...
The impact of strategic human resource management on achievement of organisational goals objectives study on attraction of public sector copy
15Reflection and Discussion Forum Week 3Sri Chaita
1
5
Reflection and Discussion Forum Week 3
Sri Chaitanya Patluri
University of the Cumberlands
Organizational Behavior
Dr. Johnny Chavez
Sep 07, 2021
Reflection
Motivation is defined as a set of motives or conditions that drive the behavior of individuals, organizational units, or projects. The purpose of motivation concepts is to help them focus on the primary purpose of the process and the related motives that underlie it. Once they understand motivation concepts, they can use them to motivate people and accomplish tasks. Motivation concepts help people understand why they do what they do and help them identify the steps that motivate motivation. The next step understands the steps needed to move from one problem domain to another. The theories that have been developed are generally confusing, contradictory, and contradictory to the originated objectives. The more theory that is used, the more contradictory it is to the objectives it supposedly was intended to achieve. However, it is essential to realize that more theories and theories will lead to a more consistent method of achieving objectives(Nasution, 2021).
Most organizations today know the objectives and are using organizational, motivational methods to achieve them. Organization-level factors such as human resources, compensation, and support systems influence whether an organization achieves its goals. These factors influence many factors, including the organization's performance as measured by objectives. Employee job engagement can affect managerial relationships and organizational behaviors, and the firm's overall success. It can improve compliance, employee satisfaction, better financial performance, increased employee motivation, and improved corporate image. The degree to which an organization considers its corporate environment a living environment is called corporate culture. The potential for employee empowerment and communication increases when there is corporate culture. The driving forces behind the decision-making process are the drive for performance, and both factors drive performance. The more drive for performance, the more drive for performance needs to be met. One of the significant factors that drive performance is the drive for return on investment. The second major factor that drives performance is the drive for achievement(Robbins & Judge, 2018).
Motivation plays a significant role in organizational functioning and decision-making. A good motivator's personality is a significant factor influencing their decision-making abilities. JCM utilizes opportunities to take risks in order to learn. It is essential because there is a risk associated with going beyond the requirements set for them in the job they are doing. Some employees find that adding pressure to achieve a JCM Goal of getting more done results in increased pressure to get things done and less commitment to the organization. To achieve this goal, employees must take on more responsibility and n ...
15Reflection and Discussion Forum Week 3Sri Chaita
1
5
Reflection and Discussion Forum Week 3
Sri Chaitanya Patluri
University of the Cumberlands
Organizational Behavior
Dr. Johnny Chavez
Sep 07, 2021
Reflection
Motivation is defined as a set of motives or conditions that drive the behavior of individuals, organizational units, or projects. The purpose of motivation concepts is to help them focus on the primary purpose of the process and the related motives that underlie it. Once they understand motivation concepts, they can use them to motivate people and accomplish tasks. Motivation concepts help people understand why they do what they do and help them identify the steps that motivate motivation. The next step understands the steps needed to move from one problem domain to another. The theories that have been developed are generally confusing, contradictory, and contradictory to the originated objectives. The more theory that is used, the more contradictory it is to the objectives it supposedly was intended to achieve. However, it is essential to realize that more theories and theories will lead to a more consistent method of achieving objectives(Nasution, 2021).
Most organizations today know the objectives and are using organizational, motivational methods to achieve them. Organization-level factors such as human resources, compensation, and support systems influence whether an organization achieves its goals. These factors influence many factors, including the organization's performance as measured by objectives. Employee job engagement can affect managerial relationships and organizational behaviors, and the firm's overall success. It can improve compliance, employee satisfaction, better financial performance, increased employee motivation, and improved corporate image. The degree to which an organization considers its corporate environment a living environment is called corporate culture. The potential for employee empowerment and communication increases when there is corporate culture. The driving forces behind the decision-making process are the drive for performance, and both factors drive performance. The more drive for performance, the more drive for performance needs to be met. One of the significant factors that drive performance is the drive for return on investment. The second major factor that drives performance is the drive for achievement(Robbins & Judge, 2018).
Motivation plays a significant role in organizational functioning and decision-making. A good motivator's personality is a significant factor influencing their decision-making abilities. JCM utilizes opportunities to take risks in order to learn. It is essential because there is a risk associated with going beyond the requirements set for them in the job they are doing. Some employees find that adding pressure to achieve a JCM Goal of getting more done results in increased pressure to get things done and less commitment to the organization. To achieve this goal, employees must take on more responsibility and n ...
Organizational Commitment in relation to Organizational Politics: A study on ...
The root objective behind this study is to explore the relation between organizational commitment
and organizational politics, of the government employees. This study also focuses on the gender difference
taking these factors under consideration. This study is conducted on 200 male and female employees in total, of
middle level belonging to urban domicile. A survey of government employees (aged 40-55) reveals that
organizational commitment has no significant positive correlation with organizational politics in total.
Additionally, this relation does not found to be correlated in case of both female and their male counterparts.
The Influence Of Job Stress, Organizational Commitment And Compensation Of Em...
The Influence Of Job Stress, Organizational Commitment And Compensation Of Em...International Journal of Business Marketing and Management (IJBMM)
The aim of this study is to develop a comprehensive model by measuring the influences of work
stress, organizational commitment and compensation on employee turnover intentions. This research applies a
descriptive research design using survey methods. To determine the sample size the Slovin formula is used.
Sampling uses a disproportionate randomized model as a sampling technique. This study uses the SPSS version
18.00 application to examine the significance of the significance of the overall predetermined model and
framework. Before 1918, approximately 60 of the wolves in the New Mexico a.docx
Before 1918, approximately
60%
of the wolves in the New Mexico and Arizona region were male, and
40%
were female. However, cattle ranchers in this area have made a determined effort to exterminate wolves. From 1918 to the present, approximately
70%
of wolves in the region are male, and
30%
are female. Biologists suspect that male wolves are more likely than females to return to an area where the population has been greatly reduced. (Round your answers to three decimal places.)
What is the probability that
8
or more were female?
.
Bed Bath & Beyond – The Raise and Struggle 1 .docx
Bed Bath & Beyond – The Raise and Struggle 1
Bed Bath & Beyond – The Raise and Struggle
By
John Doe
Mary Joe
Peter Jackson
Ray Jones
Victor Smith
Professor Dr. Harry Omoregie
University of the Cumberlands
Information Governance
10/05/2019
Bed Bath & Beyond – The Raise and Struggle 2
Table of Contents
Company Profiles .......................................................................................................................................... 4
Phoenix
Solution
s Inc ................................................................................................................................ 4
Leadership Profiles ........................................................................................................................................ 5
Chief Executive Officer (CEO) .................................................................................................................... 5
Chief Financial Officer (CFO): .................................................................................................................... 5
Chief Technology Officer (CTO) ................................................................................................................. 5
Chief Marketing Officer (CMO) ................................................................................................................. 5
Chief Risk Officer (CRO) ............................................................................................................................. 6
History of Bed Bath & Beyond ...................................................................................................................... 6
Challenges Faced by Bed Bath & Beyond in the Last Decade ....................................................................... 8
Major Competitors in Global E-Commerce ................................................................................................. 10
Discuss the Opportunities and Challenges of Big Data in Global E-Commerce .......................................... 11
Opportunities Provided by Big Data to the Global E-Commerce Organizations: ................................... 12
Customer analysis. .............................................................................................................................. 12
Personalization. ................................................................................................................................... 13
Customer service. ............................................................................................................................... 13
Flexible pricing policy. ......................................................................................................................... 13
Safer online payments. ........................................................................................................
Beethoven; Art and Protest in the 1800s Please respond to the foll.docx
"Beethoven; Art and Protest in the 1800s" Please respond to the following. You can use resources under the
Explore
heading to shape your response!
1) Listen to one (1) composition (i.e., for a symphony) by Beethoven. Identify the composition that you listened to, and determine whether you would characterize the chosen composition as either the Classical or Romantic style of music. Explain the features that lead you to your conclusion.
2) What were the Romantics all about? If you had only one example to use to explain Romanticism to someone who had never heard of it or read your book, which work of visual art or literary art from your text would you choose, why? What did the Romantics think about the technological and scientific innovations of their age? Do you think they would feel similarly today, why or why not?
3) Please give one example of how either black slaves or white abolitionists used literature or the visual arts as a form of protest against slavery. How do you think the work you selected impacted its audience? What about the work enabled it to change minds?
.
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Running Head Discussion Board #11Discussion Board.docx
Running Head: Discussion Board #1 1
Discussion Board #1
Sarah Swift
Discussion Board #1 2
1. Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.
The primary function of an organization is said to be “the coordination of people and resources to collectively accomplish desired goals” (Daft, 2016, p 13). As an organization requires the collaboration amongst the people that formulate the entity, there develops a need for shared information. This concept of shared information is however more accepted within a learning organization rather than a performance organization (Daft, 2016). Shared information reflects a dynamic that encourages the interaction with one another to solve problems and innovate new ideas which can be seen as the characteristic that drives the mentality of a learning organization (Daft, 2016). In contrast to this, a performance organization places their focus more so in the efficiency of their business (Daft, 2016).
The elements of these types of organizations are reflected within their design as well. Learning organizations tend to use a decentralized structure approach where the authority of decision making, implementation, and innovation is shared amongst many employees in the organization even those considered in a lower level position (Tata & Prasad, 2004). This creates a flow of shared information. Those however in an efficient performance environment are impacted by a centralized structure. This type of structure allows for the authority to remain with fewer individuals which tend to be those that are in the top levels of the organization (Tata
Discussion Board #1 3
& Prasad, 2004). A centralized structure brings with it a hierarchical system where those at the higher levels engage in problem resolution and create policies while instructing those that are below them to implement these policies (Tata & Prasad, 2004). This set up discourages the collaboration amongst all employees.
The type of organization, also plays into the type of tasks given and the culture of the business. A learning organization develops more of a role oriented demeanor where employees are encouraged to bring their own thoughts for a better resolution and the roles in place are adjusted when needed (Daft, 2016). This creates a culture of collaboration and allows all employees to feel that they are needed. Meanwhile in a performance dominated organization, the tasks are more specialized and there are more sets of rules or regulations to follow (Daft, 2016).
2. What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to s ...
Where Does Human Resources Sit at the Strategy Table?
Where Does Human Resources Sit at the Strategy Table?Stanford GSB Corporate Governance Research Initiative
By Courtney Hamilton, David F. Larcker, Stephen A. Miles, and Brian Tayan, Stanford Closer Look Series, February 15, 2019
Two decades ago, McKinsey advanced the idea that large U.S. companies are engaged in a “war for talent” and that to remain competitive they need to make a strategic effort to attract, retain, and develop the highest-performing executives. To understand the contribution of the human resources department to company strategy, we surveyed 85 CEOs and chief human resources officers at Fortune 1000 companies. In this Closer Look, we examine what these senior executives say about the contribution of HR to the strategic efforts and financial performance of their companies.
We ask:
• What role does HR play in the development of corporate strategy?
• Does HR have an equal voice or is it junior to other members of the senior management team?
• Do boards see HR and human capital as critical to corporate performance?
• How do boards ascertain whether management has the right HR strategy?
• How adept are companies at using data from HR systems to learn what programs work and why?
FedEx and their Competitors
The Human Resource practices of FedEx and the comparisons with their competitors in business
Emotional Intelligence and MotivationProgram Proposal.docx
Emotional Intelligence and Motivation
Program Proposal
Gregory G. Finney
BUS520
Dr. Wanda Tillman
August 11. 2018
Emotional Intelligence and Proposal
1) Emotional Intelligence (EI) and Motivations
a) EI building blocks and its impact on management’s ability to enhance employee performance and job satisfaction
The building blocks of Self-Management and Relationship Management will provide an effect on middle and upper management’s ability to improve employee performance and job satisfaction within American Airlines. Setting the role and practice of Emotional Intelligence within American Airlines will foster teamwork and strengthen the interpersonal relationships among management and employee. At American Airlines, enhancement of communication is key to increasing employee performance and motivation. Communication must flow uninterrupted from top to bottom for employee transparency. If a sound mode of communication exists between employee and manager; self-management is plausible (David Strut & Todd Norstorm, 2015). Each employee must understand the importance of teamwork to make the “cog” of American Airlines run smoothly. The benefit of collaboration will not only be relational to management but foundational for employees to understand the motivating factor behind self-management. Emotional intelligence building blocks stimulate employee motivation thereby allowing management to evaluate job performance and satisfaction.
In American Airlines, job satisfaction will become possible when the interpersonal relationship between the management and the employees are strengthened; which occurs through relationship management. This will include several areas where employee performance for the Airlines company will be related with the emotional intelligence.
b) Positive or negative reinforcement to influence the members of the organization
Maslow’s motivation theory focuses on people needing to be motivated to meet the desired outcomes. The main issue in American Airlines is the lack of importance regarding employee needs. There is a communication gap present and the interpersonal skills are lagging for the Airlines company. There is a concern with the present application of teamwork within American Airlines. If positive reinforcement is made to influence the employees of the American Airlines then it would help in resolving the issues (Investment News, 2013). For example, the annual reward and recognition system is based on employee motivation will assist in portraying employee worth and provide a solution to eliminated or curtail the negativisms within the company. When every individual basic need is met by American Airlines then it would not only increase the performance but also strengthen the determination for the future aspects of the company.
The reinforcement will bring a much-needed change to the corporate structure. This managerial style will be implemented where policies and work culture will be linked with the concepts of tea.
Running Head WEEK 1 DB QUESTIONS .docx
Running Head: WEEK 1 DB QUESTIONS 1
WEEK 1 DB QUESTIONS 5
Week 1 DB Questions
Tyrell S Grant
Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.
Shared information is more important to a learning organization as compared to an efficiently performing organization because a learning organization needs transformation. Through the shared information, different stakeholders of the organization can learn different concepts that will enable them to be more effective on their contribution towards the success of the organization. On the contrary, the shared information is not so important to an efficient organization because it believes that it has achieved the best results. Therefore, there is no need or room for improvement. Learning organizations find such information so important because they can implement it in different departments to make sure that processes and activities are improved for the interest of boosting the efficiency of the organization (Michael, 2011).
An organization’s approach to sharing information is related to other elements of the organization because they need to work together to achieve a common goal. For instance, an organization needs relevant information that will enable it to develop the right structure that will assist it in achieving its goals. Additionally, the kind of information that an organization possesses as well as how it is shared affects the nature of the structure that is developed. Taking into consideration other elements such as strategy, the information shared in an organization affects this. For instance, the approach that an organization chooses to share information depends on the strategy in use. Keeping this in mind, it is noted that sharing of information is related to strategy.
What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers?
Stakeholders in nonprofit and for-profit organizations have different expectations. The two kinds of organizations are based on completely different principles, and these affect the expectations of the stakeholders. A stakeholder in a nonprofit organization expects the organization to deliver the purpose for which it was established (Wolf, 2012). For instance, if an organization was established to help the needy, it should accomplish this objective. On the contrary, stakeholders of a for-profit organization have different expectations. For instance, a shareholder expects the organization to be effective regarding business so that he can realize increased returns f ...
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENT
Human resource management is the effective and strategic management of an organization's people that helps in completing the required tasks in a timely manner to gain a competitive advantage. It helps in improving the efficiency of employees based on the quality of strategic choices made by the employer to achieve organizational goals. The following article discusses the role of human resources management in organizational development based on the implementation of tasks and processes required for effective workforce management. It can help an organization retain its employees for long-term business by completing its mission and vision objectives in a timely manner.
The impact of strategic human resource management on achievement of organi...
The impact of strategic human resource management on achievement of organisational goals objectives study on attraction of public sector
The impact of strategic human resource management on achievement of organi...
The impact of strategic human resource management on achievement of organisational goals objectives study on attraction of public sector copy
15Reflection and Discussion Forum Week 3Sri Chaita
1
5
Reflection and Discussion Forum Week 3
Sri Chaitanya Patluri
University of the Cumberlands
Organizational Behavior
Dr. Johnny Chavez
Sep 07, 2021
Reflection
Motivation is defined as a set of motives or conditions that drive the behavior of individuals, organizational units, or projects. The purpose of motivation concepts is to help them focus on the primary purpose of the process and the related motives that underlie it. Once they understand motivation concepts, they can use them to motivate people and accomplish tasks. Motivation concepts help people understand why they do what they do and help them identify the steps that motivate motivation. The next step understands the steps needed to move from one problem domain to another. The theories that have been developed are generally confusing, contradictory, and contradictory to the originated objectives. The more theory that is used, the more contradictory it is to the objectives it supposedly was intended to achieve. However, it is essential to realize that more theories and theories will lead to a more consistent method of achieving objectives(Nasution, 2021).
Most organizations today know the objectives and are using organizational, motivational methods to achieve them. Organization-level factors such as human resources, compensation, and support systems influence whether an organization achieves its goals. These factors influence many factors, including the organization's performance as measured by objectives. Employee job engagement can affect managerial relationships and organizational behaviors, and the firm's overall success. It can improve compliance, employee satisfaction, better financial performance, increased employee motivation, and improved corporate image. The degree to which an organization considers its corporate environment a living environment is called corporate culture. The potential for employee empowerment and communication increases when there is corporate culture. The driving forces behind the decision-making process are the drive for performance, and both factors drive performance. The more drive for performance, the more drive for performance needs to be met. One of the significant factors that drive performance is the drive for return on investment. The second major factor that drives performance is the drive for achievement(Robbins & Judge, 2018).
Motivation plays a significant role in organizational functioning and decision-making. A good motivator's personality is a significant factor influencing their decision-making abilities. JCM utilizes opportunities to take risks in order to learn. It is essential because there is a risk associated with going beyond the requirements set for them in the job they are doing. Some employees find that adding pressure to achieve a JCM Goal of getting more done results in increased pressure to get things done and less commitment to the organization. To achieve this goal, employees must take on more responsibility and n ...
15Reflection and Discussion Forum Week 3Sri Chaita
1
5
Reflection and Discussion Forum Week 3
Sri Chaitanya Patluri
University of the Cumberlands
Organizational Behavior
Dr. Johnny Chavez
Sep 07, 2021
Reflection
Motivation is defined as a set of motives or conditions that drive the behavior of individuals, organizational units, or projects. The purpose of motivation concepts is to help them focus on the primary purpose of the process and the related motives that underlie it. Once they understand motivation concepts, they can use them to motivate people and accomplish tasks. Motivation concepts help people understand why they do what they do and help them identify the steps that motivate motivation. The next step understands the steps needed to move from one problem domain to another. The theories that have been developed are generally confusing, contradictory, and contradictory to the originated objectives. The more theory that is used, the more contradictory it is to the objectives it supposedly was intended to achieve. However, it is essential to realize that more theories and theories will lead to a more consistent method of achieving objectives(Nasution, 2021).
Most organizations today know the objectives and are using organizational, motivational methods to achieve them. Organization-level factors such as human resources, compensation, and support systems influence whether an organization achieves its goals. These factors influence many factors, including the organization's performance as measured by objectives. Employee job engagement can affect managerial relationships and organizational behaviors, and the firm's overall success. It can improve compliance, employee satisfaction, better financial performance, increased employee motivation, and improved corporate image. The degree to which an organization considers its corporate environment a living environment is called corporate culture. The potential for employee empowerment and communication increases when there is corporate culture. The driving forces behind the decision-making process are the drive for performance, and both factors drive performance. The more drive for performance, the more drive for performance needs to be met. One of the significant factors that drive performance is the drive for return on investment. The second major factor that drives performance is the drive for achievement(Robbins & Judge, 2018).
Motivation plays a significant role in organizational functioning and decision-making. A good motivator's personality is a significant factor influencing their decision-making abilities. JCM utilizes opportunities to take risks in order to learn. It is essential because there is a risk associated with going beyond the requirements set for them in the job they are doing. Some employees find that adding pressure to achieve a JCM Goal of getting more done results in increased pressure to get things done and less commitment to the organization. To achieve this goal, employees must take on more responsibility and n ...
Organizational Commitment in relation to Organizational Politics: A study on ...
The root objective behind this study is to explore the relation between organizational commitment
and organizational politics, of the government employees. This study also focuses on the gender difference
taking these factors under consideration. This study is conducted on 200 male and female employees in total, of
middle level belonging to urban domicile. A survey of government employees (aged 40-55) reveals that
organizational commitment has no significant positive correlation with organizational politics in total.
Additionally, this relation does not found to be correlated in case of both female and their male counterparts.
The Influence Of Job Stress, Organizational Commitment And Compensation Of Em...
The Influence Of Job Stress, Organizational Commitment And Compensation Of Em...International Journal of Business Marketing and Management (IJBMM)
The aim of this study is to develop a comprehensive model by measuring the influences of work
stress, organizational commitment and compensation on employee turnover intentions. This research applies a
descriptive research design using survey methods. To determine the sample size the Slovin formula is used.
Sampling uses a disproportionate randomized model as a sampling technique. This study uses the SPSS version
18.00 application to examine the significance of the significance of the overall predetermined model and
framework. Similar to Beau Nelson posted Apr 6, 2020 1010 AM1. What positionpositi.docx (19)
Running Head Discussion Board #11Discussion Board.docx
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Where Does Human Resources Sit at the Strategy Table?
Where Does Human Resources Sit at the Strategy Table?
Emotional Intelligence and MotivationProgram Proposal.docx
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THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENT
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENT
The impact of strategic human resource management on achievement of organi...
The impact of strategic human resource management on achievement of organi...
The impact of strategic human resource management on achievement of organi...
The impact of strategic human resource management on achievement of organi...
15Reflection and Discussion Forum Week 3Sri Chaita
15Reflection and Discussion Forum Week 3Sri Chaita
15Reflection and Discussion Forum Week 3Sri Chaita
15Reflection and Discussion Forum Week 3Sri Chaita
Organizational Commitment in relation to Organizational Politics: A study on ...
Organizational Commitment in relation to Organizational Politics: A study on ...
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Before 1918, approximately
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Bed Bath & Beyond – The Raise and Struggle 1
Bed Bath & Beyond – The Raise and Struggle
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Mary Joe
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Ray Jones
Victor Smith
Professor Dr. Harry Omoregie
University of the Cumberlands
Information Governance
10/05/2019
Bed Bath & Beyond – The Raise and Struggle 2
Table of Contents
Company Profiles .......................................................................................................................................... 4
Phoenix
Solution
s Inc ................................................................................................................................ 4
Leadership Profiles ........................................................................................................................................ 5
Chief Executive Officer (CEO) .................................................................................................................... 5
Chief Financial Officer (CFO): .................................................................................................................... 5
Chief Technology Officer (CTO) ................................................................................................................. 5
Chief Marketing Officer (CMO) ................................................................................................................. 5
Chief Risk Officer (CRO) ............................................................................................................................. 6
History of Bed Bath & Beyond ...................................................................................................................... 6
Challenges Faced by Bed Bath & Beyond in the Last Decade ....................................................................... 8
Major Competitors in Global E-Commerce ................................................................................................. 10
Discuss the Opportunities and Challenges of Big Data in Global E-Commerce .......................................... 11
Opportunities Provided by Big Data to the Global E-Commerce Organizations: ................................... 12
Customer analysis. .............................................................................................................................. 12
Personalization. ................................................................................................................................... 13
Customer service. ............................................................................................................................... 13
Flexible pricing policy. ......................................................................................................................... 13
Safer online payments. ........................................................................................................
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Explore
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1) Listen to one (1) composition (i.e., for a symphony) by Beethoven. Identify the composition that you listened to, and determine whether you would characterize the chosen composition as either the Classical or Romantic style of music. Explain the features that lead you to your conclusion.
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In your readings, you have explored the topics of social controls and the underlying causes of deviance. Examine the types of social controls and analyze one social control which you believe is more compelling in regard to the sanctioning of behaviors. Then explore the underlying cause of biology and inherited behavior and determine whether either of these underlying causes can be treated and corrected to allow an individual to align his or her thinking with the majority. Provide support for your response.
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BECG/017
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This case was written by A.Mukund, IBS Center for Management Research. It was compiled from published sources, and is
intended to be used as a basis for class discussion rather than to illustrate either effective or ineffective handling of a
management situation.
Claire Latham
14609 Uplands Drive
Lake Oswego, OR 97034
United States
Licensed to print 10 copies, 21 November, 2016.
License valid upto 20 February, 2017.
2002, IBS Center for Management Research. All rights reserved.
To order copies, call +91-9640901313 or write to IBS Center for Management Research (ICMR), IFHE Campus, Donthanapally,
Sankarapally Road, Hyderabad 501 203, Telangana, India or email: [email protected]
www.icmrindia.org
1
BECG/017
The McDonald’s ‘Beef Fries’ Controversy
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- Attorney Harish Bharti, on filing the lawsuit against McDonald’s, in May 2001.
“These are the ways the fries are made in the US, and we don’t have any plans to change.”
- Walt Riker, McDonald’s spokesperson, in May 2001.
A CONTROVERSY ERUPTS
In May 2001, a class action lawsuit
1
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2
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Because this is an interdisciplinary humanities course, so far this quarter we have analyzed literary texts intended for a child audience alongside historical documents, journalistic writing about current events, a documentary film, and even a music video. Choose one literary text that we have read so far (by Hesse, Muñoz Ryan, or Taylor) and explain how reading it in tandem with one of these other textual or audio-visual sources (the Winsor article, the 1959 Declaration,
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Import the legacy data file (
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Create a report that:
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Follow
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info can be of
Édouard Manet and Realist painting
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Early Romanticism
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any questions email me please
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Beauty, Effort, and Misrepresentation: How
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ADRIANA SAMPER
LINYUN W. YANG
MICHELLE E. DANIELS
Women engage in a variety of beauty practices, or “beauty work,” to enhance their
physical appearance, such as applying cosmetics, tanning, or exercising. Although
the rewards of physical attractiveness are well documented, perceptions of both the
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pearance) and transient (lasting a relatively short time), such that they emerge
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by the perception that putting high effort into one’s appearance signals a willingness
to misrepresent one’s true self, and translates into lower purchase intentions for
higher-effort cosmetics. We identify several boundary conditions, including the at-
tractiveness of the woman performing the beauty work and whether the effort is at-
tributed to external norms or causes. In examining how beauty work elicits moral
judgments, we also shed light on why effortful cosmetic use is viewed negatively,
yet effortful products continue to be commercially successful.
Keywords: aesthetics, beauty, beauty work, effort, cosmetics, moral judgments,
true self, innate self
T hroughout history, women have gone to great lengthsto enhance their physical appearance. Queen Elizabeth I inspired a generation of women to coat theirfaces with lead to achieve the perfect pale complexion, and
Victorian ladies removed their ribs to whittle down their
waists (Corson 1972/2003). While modern beauty rituals
may be less extreme, we continue to see consumers engage
in extensive “beauty work,” defined as the beauty practices
people perform on themselves to elicit certain benefits
within a social hierarchy (Kwan and Trautner 2009). These
practices are often effortful, such as popular multistep
Korean skincare regimens (Chang 2011) or trends in con-
touring and strobing, where layers of make-up are carefully
applied to highlight facial features (Cardellino 2015). Even
mundane routines such as styling hair or applying cosmet-
ics often require significant time and care. Interestingly,
while research acknowledges that physical attractiveness
can be enhanced through beauty work (Etcoff et al. 2011;
Kwan and Trautner 2009), it has not examined how the
Adriana Samper ([email protected]) is assistant professor of marketing
at the W. P. Carey School of Business, Arizona State University, Tempe,
AZ 85287. Linyun W. Yang ([email protected]) is assistant profes-
sor of marketing at the Darla Moore School of Business, Univ.
Beach Vacation WorksheetGLG220 v5Page 2 of 2Beach Vacatio.docx
Beach Vacation Worksheet
GLG/220 v5
Page 2 of 2
Beach Vacation WorksheetPart 1
Imagine you are on a beach vacation. The first morning, you head down to the beach to watch the sunrise. You visit the same spot along the shoreline each of the five mornings of your vacation.
· Describe in no more than 350 words the coastal landforms you might see.
· Summarize in no more than 350 words the changes you may notice along the shoreline from one visit to the next.
Part 2
The diagram below shows the beach and shore environment that was present on your vacation. Place arrows on the diagram by using Shapes on the Insert tab, showing the direction of longshore current and sand transport. Be sure to label each of the sets of arrows.
Part 3
Geological evidence indicates that the atmosphere of early Earth was free of oxygen. Explain in 350 to 525 words what constraints an oxygen-free atmosphere might have had on early life, both along the beach and throughout the rest of the world.
Copyright© 2019 by University of Phoenix. All rights reserved.
HLTH 698
(
RESOURCES
) (
OUTPUTS
) (
OUTCOMES-IMPACT
) (
PROBLEM
)Logic Model
(
Participation
) (
Long-Term
) (
Interim
) (
Short-Term
) (
Activities
)
(
The financial resources available include that available for establishing an infection control department, payment of the employees and purchasing of supplies.
The materials
are
antiseptics,
alcohol based hand rubs,
sterile gloves and caps for the employees and preventive masks. For catheter patients antimicrobial and antiseptic impregnated catheters.
The personnel required include a trained infection control
physician, infection control nurse, and clinical care staff
) (
Infections are common in the hospitals especially when the right sterilization is not used. Nosocomial infections are most common because they occur within 48 hours upon admission into a hospital. They can also occur in three days of discharge or 30 days of an operation. They affect one in every 10 patients admitted in a hospital.
)
(
Improved awareness on infection control
Improved safety measures to control infections
Reduced cases of infections per ward
Increased use of hand washing and antiseptics
) (
Adop
tion of policies on infection control in the hospital
Designing of an infection control model
Preparation of infection control training manual for the health facility
Improved record keeping in matters of infection.
) (
Reduction or elimination of infection cases in the health facility.
Reduced infection-related mortality
Improved handling of infections in the hospital as well as documentation
) (
This program intends to reach out to the patients to enhance their knowledge on proper hygiene. It will incorporate the hospital staff on matters such as
hand washing and sanitization.
The patient families will be included to educate them on how to avoid infecting the patients
) (
To increase awareness on infection control, activities such as workshops to train the staff on infection c.
BE6-5 In its first month of operation, Moraine Company purchased 100.docx
BE6-5 In its first month of operation, Moraine Company purchased 100 units of inventory
for $6, then 200 units for $7, and finally 140 units for $8. At the end of the month,
180 units remained. Compute the amount of phantom profit that would result if the company
used FIFO rather than LIFO. Explain why this amount is referred to as phantom
profit. The company uses the periodic method.
.
Bear in mind what you learned about Imagism as you answer one of.docx
Bear in mind what you learned about Imagism as you answer one of the following questions geared towards showcasing what you've learned about this aspect of the Modernist movement. NO OUTSIDE SOURCES may be used for this and other discussion posts.
1) Pound’s definition of the image was “that which presents an intellectual and emotional complex in an instant of time." How does "In a Station at the Metro" fall in line with this definition? What is the intellectual and emotional complex being presented here?
2) If Imagist poetry deals with fleeting associations, what role is Helen as a figure playing in this poem? What revisions are being made to the myth in terms of how Helen is represented?
3) William Carlos Williams is famous for turning ordinary objects into poetic subjects with meaning. How does he accomplish this in “The Red Wheelbarrow”? What overall tone or feeling are you left with at the end of this? How does “The Red Wheelbarrow” work within the scope of Imagism?
.
Be the Chair of the Federal Reserve BankGo to the following si.docx
Be the Chair of the Federal Reserve Bank
Go to the following site and play the Fed Chairman game.
http://sffed-education.org/chairman/
Then, answer the following questions
1. How did you do?
2. Did you get reappointed? Why, or why not? Explain.
3. Were you dismissed? Why, or why not? Explain.
4. What did you learn from this exercise? Explain
.
Be sure to support with reference to the week’s Learning Resources.docx
Be sure to support with reference to the week’s Learning Resources and other scholarly evidence in APA Style.
Continuous Variable
The continuous variable I selected is “Problems w/Public Health Clinics”. The means for this data is 7.43, the median is 7.4335 and the mode is 0. For the variable, the mean is the best measure it incorporates every value of this variable making it more representative of the variable (Frankfort-Nachmias, Leon-Guerrero, & Davis, 2020). The standard deviation is 5.11961, this number represents the difference of the data points from the mean. This number means that the scores regarding problems with health clinics differed from the mean by 5.11961. The variance is 26.210 describes the degree to which the data points are spread. I would describe this variable as having a lot of variability and extreme. Those that had no problems with public clinics more than double the amount of those that had a median amount of problems and triple those that had lots of problems.
Categorical Variable
Categorical variables are nominal or ordinal and cannot be described with mean or median. The best central tendency for these variables are mode, which is the score that shows up most frequently (Frankfort-Nachmias, Leon-Guerrero, & Davis, 2020). The categorical variable I selected is “country’s present economic condition compared to 12 months ago”, is mode is a tie for same and better all with the frequency of 2872 and a percent of 27.8%. This variable has low variability. Most of the participants believe there has been a small change or no change in economic conditions over the past 12 months.
References
Frankfort-Nachmias, C., Leon-Guerrero, A., & Davis, G. (2020). Social statistics for a diverse society (9th ed.). Thousand Oaks, CA: Sage Publications.
Wagner, III, W. E. (2020).
Using IBM® SPSS® statistics for research methods and social science statistics
(7th ed.). Thousand Oaks, CA: Sage Publications.
Chapter 4, “Organization and Presentation of Information”
Chapter 11, “Editing Output”
.
Be sure to read Making Arguments I before completing this discus.docx
Be sure to read Making Arguments I before completing this discussion and watch the documentary, The Age of Consequences, at the address below; do set of viewing questions. Click here (The Age of Consequences, Viewing Set) to download a set of those questions. Remember: Conclusions must be typed in blue font and appear at the very END of your argument all semester long (two sentence length or less only)!
Your discussion forum response is a reply to the question below. Do NOT post your responses to the viewing set questions here.
Documentary, The Age of Consequences (Links to an external site.)
The consensus of the American security experts interviewed for the documentary is that climate changes are occurring and that a certain amount of change is already built in and will continue to occur over the course of our lifetimes.
Many places in the documentary describe large-scale displacements of people due to changing climate factors where millions and tens of millions of people have been forced to re-locate to secure food and water. The experts unanimously point out the de-stabilizing effects of these mass migrations for the countries who receive them.
Do we have an ethical obligation to assist people caught up in these large-scale movements of people to help them secure the basic necessities of food, water, and a secure way of life. Why or why not?
Click on and read Making Arguments, Conclusions before completing this week's discussion assignment.
Your assignment will be graded according to the grading rubric.
Week 1 begins with 100:
Composition:
Do the postings show consistent attention to rules of grammar, spelling and proper citation?
Argument (reply to forum question):
Did the main argument give reasons that were connected to one another and then did these reasons have a connection to the conclusion? Did the main argument show good development?
Conclusion:
Was the conclusion written according to week 1 directions with font made blue and restricted to two sentences or less?
The Age of Consequences, Viewing Set
“We must contemplate some extremely unpleasant possibilities simply because we want to avoid them.”
Conflict
1. What climate factor and what crop created local support for the Taliban in Afghanistan?
2. What climate factor frames the civil war in Syria? When did the climate event begin? How
many people were displaced by it? How much did Syrian cities grow in that period? Was the
drought in the region due to climate change?
3. What did ISIS promise to those who were displaced in the Syrian region? What resource fear
drives ISIS strategy?
Instability
4. What climate factors caused the conflict in Somalia in the early 90s?
5. Around 2000 who began to recognize the connection between climate change and national
security? What was the name of the 2003 Pentagon study that announced the policy change?
6. What group composed of Generals from all five services has changed the go.
Be sure to mark your cale.docx
Be sure to mark your calendars with your day.
Points:
Outline: 20 points
Leading Prayer: 10 points
Overview
Theme:
In keeping with the topic of the class this semester and the year’s theme of love your neighbor, the theme of the prayer assignment this semester calls you to explore a world religion. Part of exploring world religions and loving your neighbor includes broadening your knowledge of spirituality, both of religious and humanist traditions. For your prayer/reflection assignment, you may choose from a world religion or a humanist tradition. For example, if the Church of Jesus Christ of Latter Day Saints (LDS) has interest to you, your prayer plan may include a traditional LDS prayer. If you are an atheist, then you may wish to research humanist traditions or share a piece of literature, music, or art that expresses your spirituality or foundational belief.
Format:
Similar to your freshman and sophomore year, your prayer outline is to be formatted as follows. (A sample prayer follows these instructions.)
1. Upper right corner of page one (1): Name, Block, Teacher’s name, Date of Prayer
2. Broken into the following sections: Opening; Brief explanation of the religion, group, or your world view; Prayer or Text; Reflection; Intentions; Closing.
3. Bold and underlined section headings.
Section Details:
Opening
Explain how you will open the prayer or reflection time. For example, will you ring the prayer bowl, invite everyone to do the sign of the cross, or invite them to a moment of silence?
Summary
In one or two paragraphs summarize the religion, group, or what has contributed to your world view. Either during or after your summary, be sure to cite the two resources you consulted or that have contributed to your world view.
Your summary or your personal story will include a visual or audio resource, such as a video clip, drawing, photograph, or song. You need only have one visual or audio resource during your prayer/reflection presentation, so decide if it will be in the summary or the reflection/prayer.
Prayer/Reflection
This can be a prayer from the religion, a text from the group, or text that has meaning for you. (A text can be a piece of art, video, song, piece of poetry or literature, or personal writing).
Your summary or your prayer will include a visual or audio resource, such as a video clip, drawing, photograph, or song. You need only have one visual or audio resource, choose if it will be in the summary or the prayer.
Intentions
Two intentions related to events occurring in the world that are in need of social justice (loving your neighbor). These events do not need to be related to your person or topic. With prior notification, these events may be changed due to current events at the time you lead prayer/reflection.
Intentions may be followed with “We pray to the Lord,” or a moment of silence. If you have an idea for another way to close them, please share it with the teacher.
Please note: .
Be sure to include insights on these three perspectives· Wh.docx
Be sure to include insights on these three perspectives:
· What did you learn from other presentations?
· How the business processes in those presentations compare with yours?
· What additional recommendations that are not included in the presentation would you provide to this other organization?
.
BBA100 Business and SocietyGood Evening, everyone.T.docx
BBA100: Business and Society
Good Evening, everyone.
Thank you so much for the opportunity to present our bid to jointly host the 17th PST conference in New York.
1
Dr. Hak J. Kim
Chairperson & Associate Professor
Department of Information Systems and Business Analytics
Phone: 516-463-4244
E-mail: [email protected]
Information Systems & Business Analytics
I am Hak Kim from Hofstra University.
My colleague, Dr. Hossein Sarrafzadeh from St. Bonaventure University.
We prepare this presentation, but unfortunately he cannot join today’s presentation.
2
Who am I
BBA from Korea University
MBA from Korea University
MIM (Int’l Mgt) from Thunderbird University
MS (Telecommunications) from Univ. of Colorado
Ph.D. in Information Science from Univ. of Pittsburgh
Research Engineer at SK Telecom (‘Korea Mobile Telecom)
Assistant/Associate Professor in University of Houston
Moved to Hofstra University in Fall 2010
Director of Computer and Network Lab from Fall 2010
Tenured at Hofstra University in 2014
Department Chairperson from Fall 2016
Office Hours
Hak J. Kim, Ph.D.
Office: 211A Weller Hall
Phone: 516.463.4244
E-mail: [email protected]
Office Hours:
M/W: 2:30pm - 4:30p
Anytime available by appointment
In general, I’m in my office a lot – feel free to stop by with questions if the door is open.
Information Systems and Business Analytics (IS/BAN)
Academic Scope of IS/BAN
Database
&
Enterprise Systems
Business Applications
&
Programming
(Coding)
Computer Networking
&
Cyber Security
Data
Analysis
Business
Problem
Solving
Data
Visualization
Data
Collection
Programs & Tracks
Undergraduate
Major
Information Systems
Business Analytics
Minor
Information Systems
IS & Business Analytics
Business & Design
Graduate
M.B.A.
Information Systems
Business Analytics
Quality Management
Master of Science (MS)
MS in Information Systems
MS in Business Analytics
IT/Analytics Skill Sets
Academic Alliance
BBA100 Sessions
(IS/BAN Area)
Session I: Data and Information Systems (SAP ERP)
Session II: Mobile App Design (MIT App Inventor)
Session III: Computer Networking/Cybersecurity
Session IV: Big Data, IoT, AI, Blockchain, etc.
Today’s Menu
Session I: Data and Information Systems
Data vs. Information
Information Systems
Database (DB) and DBMS
SAP ERP Hands-on Lab
Data vs. Information
Processing
Data
Information
Input
Output
Raw facts
Manipulated Data
Models
Tools
Example :
Thousands of
Transactions
Statistics
Excel
Average Sales
in Regions
Example: Data
What is the revenue in each country in 2007?
Example: Information
Pivot Table
Enterprise IT Infrastructure
Enterprise (Business) Information Systems
Information Systems
Function
Transactional
Processing
System
Executive
Information
System
Management
Information
System
Decision
Support
System
Artificial
Intelligence
System
ERP
i.e., 5-year forecasting
i.e., Quarterly Sales Report
i.e., Investment Decision
i.e., Ordering/Fulfilme.
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Beau Nelson posted Apr 6, 2020 1010 AM1. What positionpositi.docx
- 1. Beau Nelson posted Apr 6, 2020 10:10 AM 1. What position/positions in your organization are accountable for workplace relations in your organization? What impact do they have? What programs are in place to impact relations at work? Provide specific examples. My organization is unique. As a member of the IG, I am tasked with inspecting other organizations for compliance, readiness, resource management, and training. Most military organizations have a commander who is responsible for workplace relations in the organizations. The commander ‘s responsibilities include executing the mission, leading people, managing resources, and improving the unit (Air Force Instruction 1-2, 2014). The commander is responsible for the organization but is not alone. The First Sergeant is responsible for ensuring the force understands the commander’s goals, objectives, and policies. The first Sergeant must communicate with other leaders in the unit and be familiar with personnel programs, professional military education, financial needs, family matters to include housing (Air Force Instruction 36-2113, 2014). There are many other personnel responsible for workplace relations in the organization. Supervisors at all levels, Equal Opportunity, the Sexual Assault Prevention and Response office, the Inspector General, and the legal office. All these key organizations play a role in the organizations under their span of control. 2. If you were an HR manager in a private-sector organization, what key programs would you implement to improve employee- employer relations? Why?
- 2. The first program I would implement is streamlined communication. If assigned to a large organization I would look at developing a smart phone application to help with the follow of communication. Employees want to know where they fit in the organization and what they are working toward (Smith, 2017). Another program I would ensure was developed was a recognition program. Gallup recently completed a survey showing fifty-three percent of employees are not engaged, another survey showed workers who give their management a lower rating is more likely to apply or interview for other positions (Duran, 2020). Finally, a program I believe is essential today is a career development program. In a survey in 2018, forty-two percent of millennials said their current employer provide learning, development, and training opportunities (Witkin, 2018). Eighty six percent of millennials say they would stay at their current job if the company offered development training opportunities (Duran, 2020). 3. How would you determine the added value of your programs? As with most programs a Return on Investment (ROI) Benefit Cost Ratio (BCR) should be performed. A BCR greater than one shows the program has worth and is not losing the organization money (Kaminski, & Lopes, 2009). ROI was deemed impossible to calculate for human resources, but that is no longer the case (SHRM, 2016). References Air Force Instruction 1-2. (2014, May 08). Commander’s responsibilities. Retrieved from https://static.e-
- 3. publishing.af.mil/production/1/af_cc/publication/afi1-2/afi1- 2.pdf Air Force Instruction 36-2113. (2014, November 18). The first sergeant. Retrieved from https://static.e- publishing.af.mil/production/1/af_cv/publication/afi36- 2113/afi36-2113.pdf Duran, A. (2020, March 04). 7 strategies to improve employee relations [for a phenomenal workplace]. Retrieved from https://www3.swipeclock.com/blog/7-strategies-to-improve- employee-relations-for-a-phenomenal-workplace/ Kaminski, K., & Lopes, T. (2009). Return on investment: Training and development. Retrieved from https://www.shrm.org/certification/for-organizations/academic- alignment/faculty-resources/Documents/09- 0168%20Kaminski%20ROI%20TnD%20IM_FINAL.pdf Smith, F. (2017, June 20). 5 ways to improve employee relations. Retrieved from https://www.augmenthr.com/blog/5- ways-improve-employee-relations/ SHRM. (2016, February 23). Why ROI? Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/behavioral- competencies/business-acumen/pages/why-roi.aspx Witkin, P. (2018). 2018 millennials at work research report. Retrieved from https://about.udemy.com/ideas-and- opinions/2018-millennials-at-work-research-report/