Business Research Project Part 2 Literature ReviewArl.docx
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Business Research Project Part 2: Literature Review Arlene Romero-Cruz, David Coleman, Felicia Clemons, Nicole Dulimba, Marchelle Lee and Matthew O'Leary QNT 561 April 6, 2015 Kenneth Le Cour Running head: BUSINESS RESEARCH PROJECT PART 2: LITERATURE REVIEW 1 BUSINESS RESEARCH PROJECT PART 2: LITERATURE REVIEW 4 Business Research Project Part 2: Literature Review TTA is one of the leading telecommunications companies in the nation. The organization employs tens of thousands of employees and prides itself on recognition as one of the top 100 companies to work for in the United States. TTA wants all of its employees, from executive leaders to call center reps, to feel satisfied in their job and TTA takes an active role to ensure that this is the case. The human resource management team at TTA is concerned about the level of job satisfaction between day shift employees and back shift employees. In an effort to address this potential problem, the team will look at the relationship between the dependent variable of job satisfaction and if it correlates to the independent variable of the employee shift. Research Question - Revised Are second shift (IV) employees less satisfied (DV) than first shift employees? The human resource team conducted research relative to employee shift and job satisfaction. Peter Finn notes a couple of benefits to shift work which include flexibility in finding a job as well as increased income due to shift premiums. He also notes several drawbacks which include health concerns due to changes in sleep quality, less time spent with family, and a negative impact on social life (Finn, 1981). Additionally, according to Werling (2008), "compensation/pay, benefits, job security, flexibility to balance work/life issues and communication between employees and senior management were the top five contributors to job satisfaction, according to employees" (para 2). This detail will help guide the management team to determine overall job satisfaction for second shift employees at TTA. Hypothesis Statements 1. There is no relationship between worker satisfaction (DV) and certain shifts (IV). Employee dissatisfaction stems from a disconnection between ideals and work activities. Mundane and monotonous activities account for employee dissatisfaction. The dissatisfaction eventually affects an employee’s work ethic and production levels. 2. There is a relationship between worker satisfaction (DV) and certain shifts (IV). Content employees are necessary for business representation. Offering alternative work schedules is helpful. Creative shift-schedule options and management-employee scheduling consensus coincide to address business needs, worker preferences and efficiently productive employees with work and home-life balance. Conclusion The human resources team can conclude that by using the formula f(x) the independent variable are the shifts because that is what can be changed to affect the dependent variable. The dependent v ...
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Descriptive Statistics Name hereCourse hereDue dat.docx
Descriptive Statistics
Name here
Course here
Due date
Tutors name
Running head: DESCRIPTIVE STATISTICS
1
DESCRIPTIVE STATISTICS
2
Descriptive Statistics
Descriptive statistics is the analysis and summarization of data in such a way that it can show some pattern. This makes us to be able to make some conclusion regarding any hypothesis we have made (Evans, 1972). In descriptive statistics there are two main types which are analyzed .They include measures of central tendency and measure of spread.
Measure of central tendency
This describes the central position of a frequency distribution of data being analyzed .some techniques which can be used for this include; calculation of mode, medium and mean.
Measure of spread
This is used to describe the distribution of data. We can use; range, quartiles, absolute deviation, variance and standard deviation (Oja, 1983).
In our previous assignment we have been looking at how the hacking of Base Thrainssons’ Company system affected customers’ loyalty and we obtained the data below.
Response
Customer shops through out
Customer shops frequently
Customer shops
Occasionally
Customer does not shop at Base Thrainsson Company due to other reasons
Customer does not shop at all
Frequency
9
15
30
12
14
The analysis of this data is done on an excel document
The most applicable descriptive analysis is measure of central tendency. Measure of central tendency includes mean, mode and median (Evans, 1972). As seen in the analysis done on the spreadsheet and the table above, the class with the highest frequency is composed of customers who shop at Base Thrainsson Company occasionally. It has 30 customers.
As calculated in the excel document, the mean of the data collected is 16.
Mean =
Mean =
Mean= 16
Median is the separation between the higher half of data from the lower half. It is difficult to obtain the median in our data because our classes do not contain numerals.
Our data was normally distributed and not skewed.
Standard deviation is a measure of spread of data from its mean.
Where: is standard deviation
X is total number of interviewed customers
is the mean
n is the number of classes
Numeric Variable Name1
Distribution: State if not normally distributed
Central Tendency: mean =16, mode = 30
Dispersion: standard deviation = 32, range = 21
Number: 80
Min/Max: Min= 9 Max= 30
Confidence Interval: (if distribution is normal) 95%
Numeric Variable Name2 (if applicable)
Distribution: State if not normally distributed
Central Tendency: not applicable
Dispersion: not applicable
Number: not applicable
Min/Max: not applicable
Confidence Interval: (if distribution is normal) not applicable
Descriptive Statistics Interpretation
Numeric Variable Name1
Variable 1 is the number of customers who were interviewed. It represented the frequencies of different customers who shop at Base Thrainsson Company.
Numeric Variable Name2 (if applicable)
Variable 2 represents the different.
Descriptive Statistics and Interpretation Grading GuideQNT5.docx
Descriptive Statistics and Interpretation Grading Guide
QNT/561 Version 7
1
Individual Assignment: Descriptive Statistics and Interpretation
Purpose of Assignment
The purpose of this assignment is to guide students on how to describe large amounts of data in a way that is understandable, useful, and, if need be, convincing, using descriptive statistics summaries of central tendency and variability.
Resources Required
· Ch. 15, 16, & 19 of Business Research Methods
· Individual Methodology Findings Template
· Descriptive Statistics and Interpretation Example
Grading Guide
Content
70 Percent
Met
Partially
Met
Not Met
Comments:
Creation of a Microsoft® Excel® spreadsheet with the two variables from your learning team’s dataset.
Analysis of the data with MegaStat®, StatCrunch®, Microsoft® Excel® or other statistical tool(s), and includes the following:
(a) Descriptive stats for each numeric variable
(b) Histogram for each numeric variable
(c) Bar chart for each attribute (non numeric) variable
(d) Scatter plot if the data contains two numeric variables
Use of the Individual Methodology Findings Template to complete the descriptive statistics.
Determination of the appropriate descriptive statistics which included one of the following:
(a) For normally distributed data use the mean and standard deviation.
(b) For significantly skewed data use the median and interquartile range.
Use of the Descriptive Statistics and Interpretation Example to develop an interpretation of the descriptive statistics.
Both the spreadsheet and the completed Individual Methodology Findings Template were submitted.
Total
Available
Total
Earned
3.5
#/3.5
Writing Guidelines
30 Percent
Met
Partially
Met
Not Met
Comments:
The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements.
Intellectual property is recognized with in-text citations and a reference page.
Paragraph and sentence transitions are present, logical, and maintain the flow throughout the synopsis.
Sentences are complete, clear, and concise.
Rules of grammar and usage are followed including spelling and punctuation.
Total
Available
Total
Earned
1.5
#/1.5
Assignment Total
#
5
#/5
Additional comments:
Copyright © 2013, 2012, 2011, 2009, 2008 by University of Phoenix. All rights reserved.
Sampling and Data Collection Plan
SAMPLING AND DATA COLLECTION PLAN
1
SAMPLING AND DATA COLLECTION PLAN
11
QNT 561 Business Research & Statistics
Sampling and Data Collection Plan
Introduction
This paper outlines the sampling and data collection procedure. The sampling will be used to test the null hypothesis against the alternate hypothesis:
H0: Implementing Total Quality Management (TQM) will not increase product quality.
HA: Implementing Total Quality Management (TQM) will increase product quality.
A good qualitati.
Descriptive StatsDescriptive statistics# 1 count26 mean0.4131 samp.docx
Descriptive StatsDescriptive statistics# 1 count26 mean0.4131 sample standard deviation0.1292 sample variance0.0167 minimum0.17maximum0.63range0.45999999999999996population variance0.0160 population standard deviation0.1267 confidence interval 95.% lower0.3634 confidence interval 95.% upper0.4627 margin of error0.0497 z1.96 1st quartile0.3300 median0.3800 3rd quartile0.5300 interquartile range0.2000 mode0.5300 low extremes0 low outliers0 high outliers0 high extremes0 normal curve GOFp-value.3158 chi-square(df=3)3.538 E4.333 O(-0.97)5 O(-0.43)5 O(+0.00)4 O(+0.43)1 O(+0.97)6 O(inf.)5
95% ConfidenceConfidence interval - mean95%confidence level0.4130769231mean0.1291748963std. dev.26n1.960z0.0497 half-width0.4627 upper confidence limit0.3634 lower confidence limit
HistogramFrequency Distribution - QuantitativeDatacumulative loweruppermidpointwidth frequencypercent frequencypercent0.10 <0.20 0.15 0.10 1 3.8 1 3.8 0.20 <0.30 0.25 0.10 4 15.4 5 19.2 0.30 <0.40 0.35 0.10 9 34.6 14 53.8 0.40 <0.50 0.45 0.10 3 11.5 17 65.4 0.50 <0.60 0.55 0.10 7 26.9 24 92.3 0.60 <0.70 0.65 0.10 2 7.7 26 100.0 0.699926 100.0
Histogram
0.1 0.2 0.3 0.4 0.5 0.6 0.69989999999999997 3.8461538461538463 15.384615384615385 34.615384615384613 11.538461538461538 26. 923076923076923 7.6923076923076925
Data
Percent
Data SetAspects of Job Satisfaction% as DecimelOrganizational green workplace0.17Organizational diversity workforce0.22Paid training tuition reimbursement0.24Networking0.26Organizations social responsibility0.28Variety of Work0.32Job specific training0.33Contribution to business goals0.33Career development opportunities0.33Meaningfulness of job0.35Career Advancement Ops0.36Organizations commitment to development0.36Flexibility to balance work/life0.38Relationship with co-workers0.38Over corporate culture0.46Feeling Safe0.48Management Recognition0.49Autonomy/Independence0.52Communication between employees0.53Benefits0.53The work0.53Compensation0.54Organizations financial stability0.55Relationship with supervisor0.55Opportunities to use skills0.62Job Security0.63
BUSINESS RESEARCH PROJECT PART 3: SAMPLING AND DATA 2
BUSINESS RESEARCH PROJECT PART 3: SAMPLING AND DATA 7
Running head: 1
Business Research Project Part 3: Sampling and Data Collection Plan
Team C discussed the organization QuickMart Inc. and how employee satisfaction affects employee turnover rates specific to South Florida. Team C is narrowing the search to determine whether or not employee compensation is the most important component of job satisfaction. In order to determine the correlation that employee satisfaction has on employee turnover rates, Team C needs to collect and analyze data from current employees of QuickMart Inc.
For the past few decades, employee retention has been of interest to researchers and employers in various fields. Therefore, one may ask if there is a correlation in employee satisfaction based on turnover rate.
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN TEXTILE INDUSTRY
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
Keywords: Retention Strategies, Employee Retention, Retention Management, Regression Analysis.
Work-life balance as a tool for employee satisfaction and retention - Jose Fe...
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A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN TEXTILE INDUSTRY
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN A TEXTILE INDUSTRY
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
Influence of Labour Turnover on Business Growth: A Case Study of Petrol Stati...
IOSR Journal of Economics and Finance (IOSR-JEF) discourages theoretical articles that are limited to axiomatics or that discuss minor variations of familiar models. Similarly, IOSR-JEF has little interest in empirical papers that do not explain the model's theoretical foundations or that exhausts themselves in applying a new or established technique (such as cointegration) to another data set without providing very good reasons why this research is important.
Recommended
Descriptive Statistics Name hereCourse hereDue dat.docx
Descriptive Statistics
Name here
Course here
Due date
Tutors name
Running head: DESCRIPTIVE STATISTICS
1
DESCRIPTIVE STATISTICS
2
Descriptive Statistics
Descriptive statistics is the analysis and summarization of data in such a way that it can show some pattern. This makes us to be able to make some conclusion regarding any hypothesis we have made (Evans, 1972). In descriptive statistics there are two main types which are analyzed .They include measures of central tendency and measure of spread.
Measure of central tendency
This describes the central position of a frequency distribution of data being analyzed .some techniques which can be used for this include; calculation of mode, medium and mean.
Measure of spread
This is used to describe the distribution of data. We can use; range, quartiles, absolute deviation, variance and standard deviation (Oja, 1983).
In our previous assignment we have been looking at how the hacking of Base Thrainssons’ Company system affected customers’ loyalty and we obtained the data below.
Response
Customer shops through out
Customer shops frequently
Customer shops
Occasionally
Customer does not shop at Base Thrainsson Company due to other reasons
Customer does not shop at all
Frequency
9
15
30
12
14
The analysis of this data is done on an excel document
The most applicable descriptive analysis is measure of central tendency. Measure of central tendency includes mean, mode and median (Evans, 1972). As seen in the analysis done on the spreadsheet and the table above, the class with the highest frequency is composed of customers who shop at Base Thrainsson Company occasionally. It has 30 customers.
As calculated in the excel document, the mean of the data collected is 16.
Mean =
Mean =
Mean= 16
Median is the separation between the higher half of data from the lower half. It is difficult to obtain the median in our data because our classes do not contain numerals.
Our data was normally distributed and not skewed.
Standard deviation is a measure of spread of data from its mean.
Where: is standard deviation
X is total number of interviewed customers
is the mean
n is the number of classes
Numeric Variable Name1
Distribution: State if not normally distributed
Central Tendency: mean =16, mode = 30
Dispersion: standard deviation = 32, range = 21
Number: 80
Min/Max: Min= 9 Max= 30
Confidence Interval: (if distribution is normal) 95%
Numeric Variable Name2 (if applicable)
Distribution: State if not normally distributed
Central Tendency: not applicable
Dispersion: not applicable
Number: not applicable
Min/Max: not applicable
Confidence Interval: (if distribution is normal) not applicable
Descriptive Statistics Interpretation
Numeric Variable Name1
Variable 1 is the number of customers who were interviewed. It represented the frequencies of different customers who shop at Base Thrainsson Company.
Numeric Variable Name2 (if applicable)
Variable 2 represents the different.
Descriptive Statistics and Interpretation Grading GuideQNT5.docx
Descriptive Statistics and Interpretation Grading Guide
QNT/561 Version 7
1
Individual Assignment: Descriptive Statistics and Interpretation
Purpose of Assignment
The purpose of this assignment is to guide students on how to describe large amounts of data in a way that is understandable, useful, and, if need be, convincing, using descriptive statistics summaries of central tendency and variability.
Resources Required
· Ch. 15, 16, & 19 of Business Research Methods
· Individual Methodology Findings Template
· Descriptive Statistics and Interpretation Example
Grading Guide
Content
70 Percent
Met
Partially
Met
Not Met
Comments:
Creation of a Microsoft® Excel® spreadsheet with the two variables from your learning team’s dataset.
Analysis of the data with MegaStat®, StatCrunch®, Microsoft® Excel® or other statistical tool(s), and includes the following:
(a) Descriptive stats for each numeric variable
(b) Histogram for each numeric variable
(c) Bar chart for each attribute (non numeric) variable
(d) Scatter plot if the data contains two numeric variables
Use of the Individual Methodology Findings Template to complete the descriptive statistics.
Determination of the appropriate descriptive statistics which included one of the following:
(a) For normally distributed data use the mean and standard deviation.
(b) For significantly skewed data use the median and interquartile range.
Use of the Descriptive Statistics and Interpretation Example to develop an interpretation of the descriptive statistics.
Both the spreadsheet and the completed Individual Methodology Findings Template were submitted.
Total
Available
Total
Earned
3.5
#/3.5
Writing Guidelines
30 Percent
Met
Partially
Met
Not Met
Comments:
The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements.
Intellectual property is recognized with in-text citations and a reference page.
Paragraph and sentence transitions are present, logical, and maintain the flow throughout the synopsis.
Sentences are complete, clear, and concise.
Rules of grammar and usage are followed including spelling and punctuation.
Total
Available
Total
Earned
1.5
#/1.5
Assignment Total
#
5
#/5
Additional comments:
Copyright © 2013, 2012, 2011, 2009, 2008 by University of Phoenix. All rights reserved.
Sampling and Data Collection Plan
SAMPLING AND DATA COLLECTION PLAN
1
SAMPLING AND DATA COLLECTION PLAN
11
QNT 561 Business Research & Statistics
Sampling and Data Collection Plan
Introduction
This paper outlines the sampling and data collection procedure. The sampling will be used to test the null hypothesis against the alternate hypothesis:
H0: Implementing Total Quality Management (TQM) will not increase product quality.
HA: Implementing Total Quality Management (TQM) will increase product quality.
A good qualitati.
Descriptive StatsDescriptive statistics# 1 count26 mean0.4131 samp.docx
Descriptive StatsDescriptive statistics# 1 count26 mean0.4131 sample standard deviation0.1292 sample variance0.0167 minimum0.17maximum0.63range0.45999999999999996population variance0.0160 population standard deviation0.1267 confidence interval 95.% lower0.3634 confidence interval 95.% upper0.4627 margin of error0.0497 z1.96 1st quartile0.3300 median0.3800 3rd quartile0.5300 interquartile range0.2000 mode0.5300 low extremes0 low outliers0 high outliers0 high extremes0 normal curve GOFp-value.3158 chi-square(df=3)3.538 E4.333 O(-0.97)5 O(-0.43)5 O(+0.00)4 O(+0.43)1 O(+0.97)6 O(inf.)5
95% ConfidenceConfidence interval - mean95%confidence level0.4130769231mean0.1291748963std. dev.26n1.960z0.0497 half-width0.4627 upper confidence limit0.3634 lower confidence limit
HistogramFrequency Distribution - QuantitativeDatacumulative loweruppermidpointwidth frequencypercent frequencypercent0.10 <0.20 0.15 0.10 1 3.8 1 3.8 0.20 <0.30 0.25 0.10 4 15.4 5 19.2 0.30 <0.40 0.35 0.10 9 34.6 14 53.8 0.40 <0.50 0.45 0.10 3 11.5 17 65.4 0.50 <0.60 0.55 0.10 7 26.9 24 92.3 0.60 <0.70 0.65 0.10 2 7.7 26 100.0 0.699926 100.0
Histogram
0.1 0.2 0.3 0.4 0.5 0.6 0.69989999999999997 3.8461538461538463 15.384615384615385 34.615384615384613 11.538461538461538 26. 923076923076923 7.6923076923076925
Data
Percent
Data SetAspects of Job Satisfaction% as DecimelOrganizational green workplace0.17Organizational diversity workforce0.22Paid training tuition reimbursement0.24Networking0.26Organizations social responsibility0.28Variety of Work0.32Job specific training0.33Contribution to business goals0.33Career development opportunities0.33Meaningfulness of job0.35Career Advancement Ops0.36Organizations commitment to development0.36Flexibility to balance work/life0.38Relationship with co-workers0.38Over corporate culture0.46Feeling Safe0.48Management Recognition0.49Autonomy/Independence0.52Communication between employees0.53Benefits0.53The work0.53Compensation0.54Organizations financial stability0.55Relationship with supervisor0.55Opportunities to use skills0.62Job Security0.63
BUSINESS RESEARCH PROJECT PART 3: SAMPLING AND DATA 2
BUSINESS RESEARCH PROJECT PART 3: SAMPLING AND DATA 7
Running head: 1
Business Research Project Part 3: Sampling and Data Collection Plan
Team C discussed the organization QuickMart Inc. and how employee satisfaction affects employee turnover rates specific to South Florida. Team C is narrowing the search to determine whether or not employee compensation is the most important component of job satisfaction. In order to determine the correlation that employee satisfaction has on employee turnover rates, Team C needs to collect and analyze data from current employees of QuickMart Inc.
For the past few decades, employee retention has been of interest to researchers and employers in various fields. Therefore, one may ask if there is a correlation in employee satisfaction based on turnover rate.
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN TEXTILE INDUSTRY
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
Keywords: Retention Strategies, Employee Retention, Retention Management, Regression Analysis.
Work-life balance as a tool for employee satisfaction and retention - Jose Fe...
Work-life balance as a tool for employee satisfaction and retention - Jose Fe...EUR ING Jos Fernandes, M.Sc. ENG., MBA., MBA., GDBA.
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN TEXTILE INDUSTRY
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN A TEXTILE INDUSTRY
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
Influence of Labour Turnover on Business Growth: A Case Study of Petrol Stati...
IOSR Journal of Economics and Finance (IOSR-JEF) discourages theoretical articles that are limited to axiomatics or that discuss minor variations of familiar models. Similarly, IOSR-JEF has little interest in empirical papers that do not explain the model's theoretical foundations or that exhausts themselves in applying a new or established technique (such as cointegration) to another data set without providing very good reasons why this research is important.
FIRE ADMIN UNIT 1 .orct121320#ffffff#fa951a#FFFFFF#e7b3513VERSON.docx
FIRE ADMIN UNIT 1 .orct121320#ffffff#fa951a#FFFFFF#e7b3513VERSON2.2MAYOR/CITY COUNSELxNO#66b66cCITY MANAGER1zNO#CD6A80FIRE CHIEF2zNO#504DCDOPERATIONS ASSISTANT CHIEF3zNO#FF8C00ADMINISTRATIVE ASSISTANT CHIEF3zNO#8E388ECHIEF OF PREVENTION5zNO#00ae00CHIEF OF TRAINING5zNO#ff6e01CONFIDENTIAL AMINISTRSTIVE ASSISTANT3x8#935c24ADMINISTRATIVE ASSISTANT4x9#388E8EADMINISTRATIVE ASSISTANT5y10#5483a2BATTALION CHIEF (1 PER SHIFT4zNO#B0171FDISTRICT CHIEF (3 PER SHIFT)11zNO#912CEECAPTAIN (18 PER SHIFT)12zNO#0000EELIEUTANENT (18 PER SHIFT)13zNO#00868BDRIVER/OPERATOR (18 PER SHIFT)14zNO#698B22FIREFIGHTER-1 (18 PER SHIFT)15zNO#FFA500RESCUE SPECIALIST II (10 PER SHIFT)12zNO#7171C6RESCUE SPECIALIST I (10 PER SHIFT)17zNO#418cf0SENIOR FIRE INVESTIGATOR6zNO#00BFFFSENIOR FIRE SAFETY EDUCATOR6zNO#4682B4SENIOR FIRE INSPECTOR6zNO#FF8C00FIRE INVESTIGATOR II19zNO#0000EEFIRE INVESTIGATOR I22zNO#6E7B8BFIRE SAFETY EDUCATOR II20zNO#FF6103FIRE SAFETY EDUCATOR I24zNO#FFE4E1FIRE INSPECTOR II21zNO#808000FIRE INSPECTOR I (2)26zNO#9BCD9BSENIOR TRAINING OFFICER7zNO#87CEFATRAINING OFFICER II (2)28zNO#D02090TRAINING OFFICER I (3)29zNO#308014MAINTENANCE SUPERVISOR/MASTER MECHANIC5zNO#9ACD32ADMINISTRATIVE ASSISTANT31y32#418cf0MAINTENANCE TECHNICIAN II31zNO#CD6A80MAINTENANCE TECHNICIAN (2)33zNO#504DCDzNO#FF8C00yNO#8E388ExNO#00ae00zNO#ff6e01xNO#935c24yNO#388E8ExNO#5483a2zNO#B0171FxNO#912CEExNO#00ae00yNO#00868ByNO#698B22xNO#FFA500yNO#7171C6zNO#418cf0xNO#00BFFFyNO#4682B4xNO#FF8C00yNO#0000EExNO#6E7B8BxNO#FF6103zNO#FFE4E1xNO#808000yNO#9BCD9ByNO#87CEFAxNO#D02090xNO#308014yNO#9ACD32zNO#418cf0yNO#CD6A80xNO#504DCDyNO#FF8C00xNO#8E388ExNO#00ae00yNO#ff6e01zNO#935c24xNO#388E8EyNO#5483a2xNO#B0171FxNO#912CEEyNO#00ae00yNO#00868BxNO#698B22zNO#FFA500zNO#7171C6yNO#6E7B8BxNO#00BFFFyNO#FFE4E1zNO#FF8C00yNO#0000EEyNO#6E7B8BxNO#FF6103yNO#FFE4E1zNO#808000yNO#9BCD9BxNO#87CEFAyNO#D02090xNO#308014xNO#9ACD32yNO#418cf0xNO#CD6A80zNO#504DCDzNO#FF8C00yNO#8E388ExNO#00ae00yNO#ff6e01zNO#935c24yNO#388E8EyNO#5483a2xNO#B0171FyNO#912CEEzNO#00ae1eyNO#00868BxNO#698B22yNO#FFA500xNO#7171C6
Business Decision Making Project Part 2
Jared Linscombe
QNT/275
Dr. Davisson
September 12, 2016
Descriptive Statistics
Descriptive statistics are statistics that describe or summarize features of collected data. Descriptive statistics simply present quantitative information in a manner that can be easily managed. The large amount of data is reduced into a simple summary and therefore the whole process of describing the data is less laborious.
For example, finding the mean helps to summarize a lot of individual information into a way that is quickly understood. The samples are likely to produce different independent variables that affect the sales of Elite Technologies Limited. For this reason, we opt to use bivariate analysis in the describing the statistics. Bivariate analysis of the descriptive statistics that is derived from the data will help in drawing relationships between different variables.
For a more accurate representa ...
Executive Program Practical Connection Assignment - 100 poin
Executive Program Practical Connection
Assignment - 100 points
Executive Program Practical Connection Assignment - 100
points
At UC, it is a priority that students are provided with strong educational programs and
courses that allow them to be servant-leaders in their disciplines and communities,
linking research with practice and knowledge with ethical decision-making. This
assignment is a written assignment where students will demonstrate how this course
research has connected and put into practice within their own career.
Assignment:
Provide a reflection of at least 500 words (or 2 pages double spaced) of how the
knowledge, skills, or theories of this course have been applied, or could be applied, in a
practical manner to your current work environment. If you are not currently working,
share times when you have or could observe these theories and knowledge could be
applied to an employment opportunity in your field of study.
Requirements:
Provide a 500 word (or 2 pages double spaced) minimum reflection.
Use of proper APA formatting and citations. If supporting evidence from
outside resources is used those must be properly cited.
Share a personal connection that identifies specific knowledge and theories from
this course.
As this is a personal reflection, no citation from any reference will be accepted
(Turnit percentage will be reflected in your grade as no reference at all should be
included
Include three main parts:
o In your own words, summarize the course content in the first third
o In your own words, summarize how is this relevant to your pass and
current work/experience in the second third
o In the last third, summarize in your own words how will knowledge in this
course, help you in enhancing your skills and profile.
Demonstrate a connection to your current work environment. If you are not employed,
demonstrate a connection to your desired work environment.
You should NOT, provide an overview of the assignments assigned in the course. The assignment
asks that you reflect how the knowledge and skills obtained through meeting course objectives
were applied or could be applied in the workplace. You cannot submit a previous assignment
that was written for another class. This assignment will be checked by Safeassign for Plagiarism.
Executive Program Practical Connection Assignment - 100 points
Computing Descriptive Statistics
© 2014 Argosy University
Page 2 of 5
Research and Evaluation Design
©2014 Argosy University
2 Computing Descriptive Statistics
Computing Descriptive Statistics: “Ever Wonder What Secrets
They Hold?” The Mean, Mode, Median, Variability, and
Standard Deviation
Introduction
Before gaining an appreciation for the value of descriptive statistics in behavioral science
environments, one must first become familiar with the type of measurement data these statistical
processes use. Knowing the types of measurement data will aid the decis ...
Running head Organization behaviorOrganization behavior 2.docx
Running head: Organization behavior
Organization behavior 2
Organization behavior
Name:
Institution:
Course:
Date:
Organizational behavior analyzes the environment in different perspectives in order to come up with policies which make the organization convenient in its business operations. The organization must analyze various factors which affect it in order to frame the different policies. This means finding out the challenges or problems which an individual face in an organization and also the problems that groups faces in the organization. In this context, organization behavior is simply the way which an organization uses to solve the problems in its environment (Kreitner 2012). This discussion will involve Apple Inc.
One of the challenges facing Apple Inc. is managing human resources. Human resources in Apple Inc. are an invaluable asset and are always associated with the organization. Apple had experienced problems in managing its human resources. Some of the issues it experienced include failing to retain employees’ talents, not observing diverse recruitment to its fullest, non-performance among employees and employees not getting their benefits appropriately (O'Grady 2015). This went hand in hand with violation of rules governing employees, code of conduct and features which keep the value of team and organization high. The individuals’ and organization’s wellbeing depend highly on each other. This means that what people do while in the organization should reflect what is in their mind. The organizational value highly depends on social responsibility which the organization is portraying. They should put up policies for protecting the organizational environment. The issue has affected the behavior of Apple and the human resource management sorted them out (O'Grady 2015).
Managing human resources and employees ethics is a very important issue and a backbone of any organization. If managed well, the organization is likely to succeed easily. If not managed well, the issues will spoil the organization’s reputation completely and the organization may not undergo dissolution (Kreitner 2012).
References
Kreitner, Angelo Kinicki & Robert. 2012. Organization behavior. New York: Wiley.
O'Grady, Jason D. 2015. Apple Inc. Westport, Conn: Greenwood Press.
DataIDSalaryCompaMidpoint AgePerformance RatingServiceGenderRaiseDegreeGender1GrStudents: Copy the Student Data file data values into this sheet to assist in doing your weekly assignments.The ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)? Note: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.The column labels in the table mean:ID – Employee sample number Salary – Salary in thousands Age – Age in yearsPerformance Rating - Appraisal rating (employee evaluation score)Service – Years of service (rounded)Gender – 0 = male, 1 = female Midpoi ...
The following calendar-year information is taken from the December.docx
The following calendar-year information is taken from the December 31, 2011, adjusted trial balance and other records of Azalea Company.
1. Each team member is to be responsible for computing one of the following amounts. You are not to duplicate your teammates' work. Get any necessary amounts from teammates. Each member is to explain the computation to the team in preparation for reporting to class.
a. Materials used.
b. Factory overhead.
c. Total manufacturing costs.
d. Total cost of goods in process.
e. Cost of goods manufactured.
2. Check your cost of goods manufactured with the instructor. If it is correct, proceed to part (3).
3. Each team member is to be responsible for computing one of the following amounts. You are not to duplicate your teammates' work. Get any necessary amounts from teammates. Each member is to explain the computation to the team in preparation for reporting to class.
a. Net sales.
b. Cost of goods sold.
c. Gross profit.
d. Total operating expenses.
e. Net income or loss before taxes.
CALCULATE T TEST
Calculate the “t” value for independent groups for the following data using the formula provided in the attached word document. Using the raw measurement data presented, determine whether or not there exists a statistically significant difference between the salaries of female and male human resource managers using the appropriate t-test. Develop a testable hypothesis, confidence level, and degrees of freedom. Report the required “t” critical values based on the degrees of freedom. Show calculations.
Answer
The null hypothesis tested is
H0: There is no significant difference between the average salaries of female and male human resource managers. (µ1= µ2)
The alternative hypothesis is
H1: There is significant difference between the average salaries of female and male human resource managers. (µ1≠ µ2)
The test statistic used is
12
12
2
~
NN
DM
MM
tt
S
+-
-
=
Where
22
1122
1212
(1)(1)
11
2
DM
NsNs
S
NNNN
éùéù
-+-
=+
êúêú
+-
ëûëû
Here M1 = 62,200, M2 = 63,700
s1 = 9330.95, s2 = 6912.95
N1 = 10, N2 = 10 (See the excel sheet)
Then,
(
)
(
)
22
(101)9330.95(101)6912.95
11
101021010
DM
S
éù
-+-
éù
=+
êú
êú
+-
ëû
êú
ëû
= 3672.267768
Therefore test statistic,
62,20063,700
3672.267768
t
-
=
= -0.408466946
Degrees of freedom = N1 + N2 – 2 = 10 + 10 – 2 = 18
Let the significance level be 0.05.
Rejection criteria: Reject the null hypothesis, if the calculated value of t is greater than the critical value of t at 0.05 significance level.
The critical values can be obtained from the student’s t tables with 18 d.f. at 0.05 significance level.
Upper critical value = 2.1
Lower critical value = -2.1
0
.
4
0
.
3
0
.
2
0
.
1
0
.
0
X
D
e
n
s
i
t
y
-
2
.
1
0
0
.
0
2
5
2
.
1
0
0
.
0
2
5
0
D
i
s
t
r
i
b
u
t
i
o
n
P
l
o
t
T
,
d
f
=
1
8
Conclusion: Fails to reject the null hypothesis. The sample does not provide enough evidence to support the claim that there is significant difference ...
How to Calculate Attrition Rate in Excel
Step 1: Determine the Time Frame
Choose a period aligned with reporting cycles (e.g., month, quarter, year).
Step 2: Collect Employee Data
Gather information on employees who left during the defined period.
Step 3: Calculate Total Number of Employees
Track hires and departures using Excel to determine the beginning and ending employee count.
Step 4: Calculate Attrition Rate
Use the formula: Attrition Rate = (Number of employees who left / Average number of employees in the period) x 100
Step 5: Analyze the Data
High attrition may indicate issues with satisfaction, compensation, or company culture.
To read the full article, visit https://www.hirequotient.com/blog/how-to-calculate-attrition-rate-in-excel
Measurement and Comparison of Productivity Performance Under Fuzzy Imprecise ...
The creation of goods and services requires changing the expended resources into the output goods and services. How efficiently we transform these input resources into goods and services depends on the productivity of the transformation process. However, it has been observed there is always a vagueness or imprecision associated with the values of inputs and outputs. Therefore, it becomes hard for a productivity measurement expert to specify the amount of resources and the outputs as exact scalar numbers. The present paper, applies fuzzy set theory to measure and compare productivity performance of transformation processes when numerical data cannot be specified in exact terms. The approach makes it possible to measure and compare productivity of organizational units (including non-government and non-profit entities) when the expert inputs can not be specified as exact scalar quantities. The model has been applied to compare productivity of different branches of a company.
Assignment 1 Staffing Plan for a Growing Business -BUS 335-Du.docx
Assignment 1: Staffing Plan for a Growing Business -BUS 335-
Due Week 6 and worth 280 points
Please choose from one (1) of the scenarios below. Note: The scenario that you choose in this assignment will be the one you continue to use for Assignment 2.
Scenario 1
You are a Human Resources Manager of an expanding technology company consisting of 170 employees that develops and distributes small electronic devices. Over the past two (2) years, a research group formed, designed, and built prototypes of small remote surveillance cameras used for security. Recently, your company won a contract to build and provide these remote surveillance cameras to various government agencies. The contract will begin with your company supplying these cameras to agencies within your home state. If all orders are fulfilled sufficiently, the contract will be expanded to supplying agencies outside of your home state.
For the immediate future, you will need to secure a larger facility and hire more staff to sustain the first part of the contract. This staff will consist of ten (10) Assembly Technicians, one (1) Certified Quality Control Engineer, one (1) Contract Administrator, and one (1) Office Support Paraprofessional. Meanwhile, there is a contract clause requiring that you provide a staffing plan in order to ensure future product deliveries and sustain the possible future growth.
Scenario 2
You are a former certified education administrator who departed your former position to become the owner of a small, in-home day care consisting of you and a part-time assistant where you care for children from age three (3) to age ten (10). Over the course of time, your demographic population has increased due to significant business growth that has resulted in many families relocating to your area. With more businesses projected to move to the area and the building of new housing developments, it is projected that this growth could be long term.
You have decided that this is a good opportunity to expand your day care business as you have received many inquiries for childcare. In order to comply with your home state regulations, you will require a larger facility and will need to hire additional staff in order to sustain the larger demand for day care. This staff will consist of five (5) Certified Day Care Professionals, one (1) Registered Nurse Professional, five (5) After-School Assistants, and one (1) Office Support Paraprofessional. You have secured approval for a bank loan and qualify for future loans for future expansion if your current endeavor is successful. Meanwhile, the state in which you operate has requested that you provide a staffing plan before it will issue licensure for your expanded capacity.
Note: You may create and / or make all necessary assumptions needed for the completion of these assignments.
Select one (1) of the scenarios and write a four to five (4-5) page paper in which you:
1. Identify two (2) types of staffing models that could apply to your .
IntroductionThe TJF Company is an organization that is beginni.docx
Introduction
The TJF Company is an organization that is beginning to see a real need for Information Technology (IT) support. The unavailability of systems and delayed access to information has made it increasingly difficult for TJF employees to complete their work and support their valued customers. Because of decreased customer satisfaction levels, revenues are down.
Originally the company was able to perform with a small IT staff however due to company growth the IT department has outsourced its Tier 1 helpdesk duties. These duties are limited to simple tasks that are needed: resetting passwords, installing or updating programs, and general low level assignments. The outsourcing was put in place to free up time of the network engineers and system administrators for larger projects. Since instituting the change there has been some feedback surrounding general dissatisfaction with the Tier 1 service. In order to properly gauge the amount of satisfaction and to determine if the company will continue to use the vendor we need to ask a research question.
Research Question:
1. Is there a direct correlation with the satisfaction level of IT service the employees receive and their ability to properly support their customer?
The Variables in Question Are:
1. The quality of the assistance from IT to the employees;
2. The satisfaction level of external customers.
Satisfaction is an abstract quality so it would need to be determined in survey as Very Satisfied – Satisfied – Indifferent – Dissatisfied – Very Dissatisfied. Because Frequency of repeated calls is quantifiable we will be able to look at the Help Desk tickets in order to determine the number of tickets called in over a period of time.
Hypothesis Statements:
1. Is there a direct correlation with the satisfaction level of IT service the employees receive and their ability to properly support their customer?
H10: There is a direct correlation with the satisfaction level of IT service the employees receive and their ability to properly support their customer?
H1a: There is not a direct correlation with the satisfaction level of IT service the employees receive and their ability to properly support their customer?
Business Research Project Part 1: Formulation of the Research Problem
Running head: BUSINESS RESEARCH PROJECT PART 1
1
Business Research Project Part 1: Formulation of the Research Problem
2
Business Research Project Part 1: Formulation of the Research Problem
With the rising gas prices, consumers tend to conduct research when shopping for a new vehicle. Team B has been tasked with conducting research for Automotive Trends. The team is looking into the correlation between vehicles weight and highway fuel economy. The purpose of this paper is to review the dependent and independent variables for these and to come up with a hypothesis. Team B will generate a research question to get this started.
Research Question
When looking at the research question,.
About Your Signature Assignment.docxAbout Your Signature Assig.docx
About Your Signature Assignment.docx
About Your Signature Assignment – Due Monday, 20-November
This signature assignment is designed to align with specific program student learning outcome(s) in your program. Program Student Learning Outcomes are broad statements that describe what students should know and be able to do upon completion of their degree. The signature assignments might be graded with an automated rubric that allows the University to collect data that can be aggregated across a location or college/school and used for program improvements.
Purpose of Assignment
The purpose of this assignment is for students to synthesize the concepts learned throughout the course. This assignment will provide students an opportunity to build critical thinking skills, develop businesses and organizations, and solve problems requiring data by compiling all pertinent information into one report.
Assignment Steps
Resources: Microsoft Excel®, Signature Assignment Databases, Signature Assignment Options, Part 3: Inferential Statistics
Scenario: Upon successful completion of the MBA program, say you work in the analytics department for a consulting company. Your assignment is to analyze one of the following databases:
· Manufacturing
· Hospital
· Consumer Food
· Financial
Select one of the databases based on the information in the Signature Assignment Options.
Provide a 1,600-word detailed, statistical report including the following:
· Explain the context of the case
· Provide a research foundation for the topic
· Present graphs
· Explain outliers
· Prepare calculations
· Conduct hypotheses tests
· Discuss inferences you have made from the results
This assignment is broken down into four parts:
· Part 1 - Preliminary Analysis
· Part 2 - Examination of Descriptive Statistics
· Part 3 - Examination of Inferential Statistics
· Part 4 - Conclusion/Recommendations
Part 1 - Preliminary Analysis (3-4 paragraphs)
Generally, as a statistics consultant, you will be given a problem and data. At times, you may have to gather additional data. For this assignment, assume all the data is already gathered for you.
State the objective:
· What are the questions you are trying to address?
Describe the population in the study clearly and in sufficient detail:
· What is the sample?
Discuss the types of data and variables:
· Are the data quantitative or qualitative?
· What are levels of measurement for the data?
Part 2 - Descriptive Statistics (3-4 paragraphs)
Examine the given data.
Present the descriptive statistics (mean, median, mode, range, standard deviation, variance, CV, and five-number summary).
Identify any outliers in the data.
Present any graphs or charts you think are appropriate for the data.
Note: Ideally, we want to assess the conditions of normality too. However, for the purpose of this exercise, assume data is drawn from normal populations.
Part 3 - Inferential Statistics (2-3 paragraphs)
Use the Part 3: Inferential Statistics document.
· Create (f.
MGT 3302 Case study Last updated July 26, 2019 Page 1
MGT 3302 Case study
Last updated: July 26, 2019 Page 1 of 2
CASE STUDY
Instructions: This assignment requires that you demonstrate a sound understanding of the
concepts and principles included in this class. Read the case presented below and complete the
assignment presented at the end. Proofread your work before submitting. You can submit
multiple times. I will grade your last submission considering the quality and sufficiency of
answers given, your demonstration of understanding of the concepts included, and the extent to
which you satisfy the questions asked. In addition to the written report, you will need to submit a
video explaining your solution. This video must be less than 4 minutes long. The written report is
worth 50 points. The video is worth 50 points. Total value: 100 points.
MOTORS AND MORE INC.
You are hired as the HR director for the fictitious Motors and More, Inc. This business-to-
business sales company manufactures small motors and accessories for industrial and home
products. The industry is highly competitive and the company follows a prospector strategy.
A prospector strategy takes advantage of new markets and products. Organizational emphasis is
on growth, innovation, and new product development. A prospector wants to be first to the
market. To respond to competitive and rapidly changing markets, prospectors have flexible, flat,
and decentralized organizational structures.
Motors and More is headquartered in a small southern town of 28,000 people, with a low
unemployment rate of 3.1%. This means that demand for workers exceeds labor supply. There is
a technical school and a community college within 50 miles of Motors and More. Motors and
More’s president is a former military and is highly patriotic. He is committed to staying in the
community. Recently, other local companies have experienced labor organizing activities.
Motors and More employs 116 people. Until you were hired, there was no HR department.
Recently, the organization’s employee turnover rate has been higher than normal. The marketing
and sales department continues to sell products to an expanding market. Because of this
increased product demand, output must be increased by 96 percent.
In Motors and More, 88% of the employees are Caucasian. Except for one female supervisor in
the customer service department, the president and all other managers are Caucasian men.
Promotions have been based on seniority. Local labor market is approximately 48% minority,
with a growing Hispanic and Kurdish population not fully accepted into the community.
All the employees in manufacturing (including quality control), customer service and operations
(responsible for shipping and receiving; distribution of raw materials, components parts and
finished goods inventory; and maintenance and cleaning) have at least a high school degree or
GED. The organization provides some skills training courses. P ...
Creative destruction & job mobility: flexibility in the land of Schumpeter
Andreas Kettemann (University of Zurich), Francis Kramarz (CREST, ENSAE), Josef Zweimüller (University of Zurich)
10 STRATEGIC WORKFORCE PLANNINGWayne F. Cascio, Herman Aguinis
10 STRATEGIC WORKFORCE PLANNING
Wayne F. Cascio, Herman Aguinis
Learning Goals
By the end of this chapter, you will be able to do the following:
· 10.1 Describe the four components of the strategic workforce planning process and explain how they work together
· 10.2 Explain the relationship between strategic business plans and strategic workforce plans
· 10.3 Compare and contrast traditional and values-based approaches to developing strategy
· 10.4 Identify key talent management issues that arise at various business-planning horizons
· 10.5 Describe the multiple uncertainties that characterize supply and demand forecasts
· 10.6 Know the steps to take to avoid a crisis in leadership succession
· 10.7 Identify when it makes more sense to “buy” rather than “make” talent
· 10.8 Explain the kinds of information to collect when evaluating newly established versus well-established strategic workforce planning systems
The judicious use of human resources is a perpetual problem in society. Specific examples of talent management problems that are also top management problems include the following:
· Finding the specialized technical talent needed to staff specific programs of planned business expansion (e.g., Cappelli, 2008; Ostrower, 2017)
· Finding seasoned talent to manage new and expanding operations, including people with the capability eventually to assume senior management positions
· Developing competent, equitable talent management practices that will ensure compliance with EEO requirements and thus avoid the potentially large settlement costs of discrimination suits
· Devising alternatives to layoffs or, if layoffs become necessary, implementing fair and workable layoff policies that acknowledge the needs of all parties
· Improving productivity, especially among managerial and technical employees
· Managing career development opportunities so that an effective pool of talented people can be attracted, motivated, and retained over long periods of time
To a considerable extent, emphasis on improved talent management practices has arisen as a result of recognition by many senior leaders of the crucial role that talent plays in gaining and sustaining a competitive advantage in a global marketplace. It is the source of innovation and renewal. Despite these encouraging signs, it appears that, although most companies engage in some form of strategic business planning to assess periodically their basic missions and objectives, very few are practicing strategic HR management today.
Organizations will not have succeeded in fully using their human resources until they can answer the following questions (Cappelli, 2008; Maurer, 2017c):
· What talents, abilities, and skills are available within the organization today?
· Is there a talent pool that we can dependably draw from for tomorrow?
· What are the qualitative as well as quantitative talent demands of our growth plan?
· How can we embed the labor market context into every stage of the strategic workf ...
Evaluate the role of leadership on organizational behaviorProv.docx
Evaluate the role of leadership on organizational behavior
Provide the name of the corporation you will be using as the basis for this project.
Provide the organization’s purpose or mission statement.
Describe the organization's industry.
Provide the name and position of the person interviewed during this portion of the assignment (indicate as much pertinent information (e.g., length of service with company, previous roles in the company, educational background, etc.).
Provide the list of interview questions you asked the manager/executive.
Indicate which two - three of the following concepts from this competency that you intend to evaluate the organization/team on and describe the company’s/team’s current situation with each topic you’ve selected:
Power and politics
Communication
Organizational leadership
Organizational structure
Organizational change
Provide citations in APA format for any references.
.
Evaluate the role that PKI plays in cryptography.Ensure that you.docx
Evaluate the role that PKI plays in cryptography.
Ensure that your initial discussion posting has been created by Thursday of each week and then you respond to a minimum of two other learners during the week. Your response must build upon the initial learner's comments. Please ensure that you properly APA format your writing. 500 words.
You must also use a scholarly source
.
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Business Decision Making Project Part 2
Jared Linscombe
QNT/275
Dr. Davisson
September 12, 2016
Descriptive Statistics
Descriptive statistics are statistics that describe or summarize features of collected data. Descriptive statistics simply present quantitative information in a manner that can be easily managed. The large amount of data is reduced into a simple summary and therefore the whole process of describing the data is less laborious.
For example, finding the mean helps to summarize a lot of individual information into a way that is quickly understood. The samples are likely to produce different independent variables that affect the sales of Elite Technologies Limited. For this reason, we opt to use bivariate analysis in the describing the statistics. Bivariate analysis of the descriptive statistics that is derived from the data will help in drawing relationships between different variables.
For a more accurate representa ...
Executive Program Practical Connection Assignment - 100 poin
Executive Program Practical Connection
Assignment - 100 points
Executive Program Practical Connection Assignment - 100
points
At UC, it is a priority that students are provided with strong educational programs and
courses that allow them to be servant-leaders in their disciplines and communities,
linking research with practice and knowledge with ethical decision-making. This
assignment is a written assignment where students will demonstrate how this course
research has connected and put into practice within their own career.
Assignment:
Provide a reflection of at least 500 words (or 2 pages double spaced) of how the
knowledge, skills, or theories of this course have been applied, or could be applied, in a
practical manner to your current work environment. If you are not currently working,
share times when you have or could observe these theories and knowledge could be
applied to an employment opportunity in your field of study.
Requirements:
Provide a 500 word (or 2 pages double spaced) minimum reflection.
Use of proper APA formatting and citations. If supporting evidence from
outside resources is used those must be properly cited.
Share a personal connection that identifies specific knowledge and theories from
this course.
As this is a personal reflection, no citation from any reference will be accepted
(Turnit percentage will be reflected in your grade as no reference at all should be
included
Include three main parts:
o In your own words, summarize the course content in the first third
o In your own words, summarize how is this relevant to your pass and
current work/experience in the second third
o In the last third, summarize in your own words how will knowledge in this
course, help you in enhancing your skills and profile.
Demonstrate a connection to your current work environment. If you are not employed,
demonstrate a connection to your desired work environment.
You should NOT, provide an overview of the assignments assigned in the course. The assignment
asks that you reflect how the knowledge and skills obtained through meeting course objectives
were applied or could be applied in the workplace. You cannot submit a previous assignment
that was written for another class. This assignment will be checked by Safeassign for Plagiarism.
Executive Program Practical Connection Assignment - 100 points
Computing Descriptive Statistics
© 2014 Argosy University
Page 2 of 5
Research and Evaluation Design
©2014 Argosy University
2 Computing Descriptive Statistics
Computing Descriptive Statistics: “Ever Wonder What Secrets
They Hold?” The Mean, Mode, Median, Variability, and
Standard Deviation
Introduction
Before gaining an appreciation for the value of descriptive statistics in behavioral science
environments, one must first become familiar with the type of measurement data these statistical
processes use. Knowing the types of measurement data will aid the decis ...
Running head Organization behaviorOrganization behavior 2.docx
Running head: Organization behavior
Organization behavior 2
Organization behavior
Name:
Institution:
Course:
Date:
Organizational behavior analyzes the environment in different perspectives in order to come up with policies which make the organization convenient in its business operations. The organization must analyze various factors which affect it in order to frame the different policies. This means finding out the challenges or problems which an individual face in an organization and also the problems that groups faces in the organization. In this context, organization behavior is simply the way which an organization uses to solve the problems in its environment (Kreitner 2012). This discussion will involve Apple Inc.
One of the challenges facing Apple Inc. is managing human resources. Human resources in Apple Inc. are an invaluable asset and are always associated with the organization. Apple had experienced problems in managing its human resources. Some of the issues it experienced include failing to retain employees’ talents, not observing diverse recruitment to its fullest, non-performance among employees and employees not getting their benefits appropriately (O'Grady 2015). This went hand in hand with violation of rules governing employees, code of conduct and features which keep the value of team and organization high. The individuals’ and organization’s wellbeing depend highly on each other. This means that what people do while in the organization should reflect what is in their mind. The organizational value highly depends on social responsibility which the organization is portraying. They should put up policies for protecting the organizational environment. The issue has affected the behavior of Apple and the human resource management sorted them out (O'Grady 2015).
Managing human resources and employees ethics is a very important issue and a backbone of any organization. If managed well, the organization is likely to succeed easily. If not managed well, the issues will spoil the organization’s reputation completely and the organization may not undergo dissolution (Kreitner 2012).
References
Kreitner, Angelo Kinicki & Robert. 2012. Organization behavior. New York: Wiley.
O'Grady, Jason D. 2015. Apple Inc. Westport, Conn: Greenwood Press.
DataIDSalaryCompaMidpoint AgePerformance RatingServiceGenderRaiseDegreeGender1GrStudents: Copy the Student Data file data values into this sheet to assist in doing your weekly assignments.The ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)? Note: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.The column labels in the table mean:ID – Employee sample number Salary – Salary in thousands Age – Age in yearsPerformance Rating - Appraisal rating (employee evaluation score)Service – Years of service (rounded)Gender – 0 = male, 1 = female Midpoi ...
The following calendar-year information is taken from the December.docx
The following calendar-year information is taken from the December 31, 2011, adjusted trial balance and other records of Azalea Company.
1. Each team member is to be responsible for computing one of the following amounts. You are not to duplicate your teammates' work. Get any necessary amounts from teammates. Each member is to explain the computation to the team in preparation for reporting to class.
a. Materials used.
b. Factory overhead.
c. Total manufacturing costs.
d. Total cost of goods in process.
e. Cost of goods manufactured.
2. Check your cost of goods manufactured with the instructor. If it is correct, proceed to part (3).
3. Each team member is to be responsible for computing one of the following amounts. You are not to duplicate your teammates' work. Get any necessary amounts from teammates. Each member is to explain the computation to the team in preparation for reporting to class.
a. Net sales.
b. Cost of goods sold.
c. Gross profit.
d. Total operating expenses.
e. Net income or loss before taxes.
CALCULATE T TEST
Calculate the “t” value for independent groups for the following data using the formula provided in the attached word document. Using the raw measurement data presented, determine whether or not there exists a statistically significant difference between the salaries of female and male human resource managers using the appropriate t-test. Develop a testable hypothesis, confidence level, and degrees of freedom. Report the required “t” critical values based on the degrees of freedom. Show calculations.
Answer
The null hypothesis tested is
H0: There is no significant difference between the average salaries of female and male human resource managers. (µ1= µ2)
The alternative hypothesis is
H1: There is significant difference between the average salaries of female and male human resource managers. (µ1≠ µ2)
The test statistic used is
12
12
2
~
NN
DM
MM
tt
S
+-
-
=
Where
22
1122
1212
(1)(1)
11
2
DM
NsNs
S
NNNN
éùéù
-+-
=+
êúêú
+-
ëûëû
Here M1 = 62,200, M2 = 63,700
s1 = 9330.95, s2 = 6912.95
N1 = 10, N2 = 10 (See the excel sheet)
Then,
(
)
(
)
22
(101)9330.95(101)6912.95
11
101021010
DM
S
éù
-+-
éù
=+
êú
êú
+-
ëû
êú
ëû
= 3672.267768
Therefore test statistic,
62,20063,700
3672.267768
t
-
=
= -0.408466946
Degrees of freedom = N1 + N2 – 2 = 10 + 10 – 2 = 18
Let the significance level be 0.05.
Rejection criteria: Reject the null hypothesis, if the calculated value of t is greater than the critical value of t at 0.05 significance level.
The critical values can be obtained from the student’s t tables with 18 d.f. at 0.05 significance level.
Upper critical value = 2.1
Lower critical value = -2.1
0
.
4
0
.
3
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.
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Conclusion: Fails to reject the null hypothesis. The sample does not provide enough evidence to support the claim that there is significant difference ...
How to Calculate Attrition Rate in Excel
Step 1: Determine the Time Frame
Choose a period aligned with reporting cycles (e.g., month, quarter, year).
Step 2: Collect Employee Data
Gather information on employees who left during the defined period.
Step 3: Calculate Total Number of Employees
Track hires and departures using Excel to determine the beginning and ending employee count.
Step 4: Calculate Attrition Rate
Use the formula: Attrition Rate = (Number of employees who left / Average number of employees in the period) x 100
Step 5: Analyze the Data
High attrition may indicate issues with satisfaction, compensation, or company culture.
To read the full article, visit https://www.hirequotient.com/blog/how-to-calculate-attrition-rate-in-excel
Measurement and Comparison of Productivity Performance Under Fuzzy Imprecise ...
The creation of goods and services requires changing the expended resources into the output goods and services. How efficiently we transform these input resources into goods and services depends on the productivity of the transformation process. However, it has been observed there is always a vagueness or imprecision associated with the values of inputs and outputs. Therefore, it becomes hard for a productivity measurement expert to specify the amount of resources and the outputs as exact scalar numbers. The present paper, applies fuzzy set theory to measure and compare productivity performance of transformation processes when numerical data cannot be specified in exact terms. The approach makes it possible to measure and compare productivity of organizational units (including non-government and non-profit entities) when the expert inputs can not be specified as exact scalar quantities. The model has been applied to compare productivity of different branches of a company.
Assignment 1 Staffing Plan for a Growing Business -BUS 335-Du.docx
Assignment 1: Staffing Plan for a Growing Business -BUS 335-
Due Week 6 and worth 280 points
Please choose from one (1) of the scenarios below. Note: The scenario that you choose in this assignment will be the one you continue to use for Assignment 2.
Scenario 1
You are a Human Resources Manager of an expanding technology company consisting of 170 employees that develops and distributes small electronic devices. Over the past two (2) years, a research group formed, designed, and built prototypes of small remote surveillance cameras used for security. Recently, your company won a contract to build and provide these remote surveillance cameras to various government agencies. The contract will begin with your company supplying these cameras to agencies within your home state. If all orders are fulfilled sufficiently, the contract will be expanded to supplying agencies outside of your home state.
For the immediate future, you will need to secure a larger facility and hire more staff to sustain the first part of the contract. This staff will consist of ten (10) Assembly Technicians, one (1) Certified Quality Control Engineer, one (1) Contract Administrator, and one (1) Office Support Paraprofessional. Meanwhile, there is a contract clause requiring that you provide a staffing plan in order to ensure future product deliveries and sustain the possible future growth.
Scenario 2
You are a former certified education administrator who departed your former position to become the owner of a small, in-home day care consisting of you and a part-time assistant where you care for children from age three (3) to age ten (10). Over the course of time, your demographic population has increased due to significant business growth that has resulted in many families relocating to your area. With more businesses projected to move to the area and the building of new housing developments, it is projected that this growth could be long term.
You have decided that this is a good opportunity to expand your day care business as you have received many inquiries for childcare. In order to comply with your home state regulations, you will require a larger facility and will need to hire additional staff in order to sustain the larger demand for day care. This staff will consist of five (5) Certified Day Care Professionals, one (1) Registered Nurse Professional, five (5) After-School Assistants, and one (1) Office Support Paraprofessional. You have secured approval for a bank loan and qualify for future loans for future expansion if your current endeavor is successful. Meanwhile, the state in which you operate has requested that you provide a staffing plan before it will issue licensure for your expanded capacity.
Note: You may create and / or make all necessary assumptions needed for the completion of these assignments.
Select one (1) of the scenarios and write a four to five (4-5) page paper in which you:
1. Identify two (2) types of staffing models that could apply to your .
IntroductionThe TJF Company is an organization that is beginni.docx
Introduction
The TJF Company is an organization that is beginning to see a real need for Information Technology (IT) support. The unavailability of systems and delayed access to information has made it increasingly difficult for TJF employees to complete their work and support their valued customers. Because of decreased customer satisfaction levels, revenues are down.
Originally the company was able to perform with a small IT staff however due to company growth the IT department has outsourced its Tier 1 helpdesk duties. These duties are limited to simple tasks that are needed: resetting passwords, installing or updating programs, and general low level assignments. The outsourcing was put in place to free up time of the network engineers and system administrators for larger projects. Since instituting the change there has been some feedback surrounding general dissatisfaction with the Tier 1 service. In order to properly gauge the amount of satisfaction and to determine if the company will continue to use the vendor we need to ask a research question.
Research Question:
1. Is there a direct correlation with the satisfaction level of IT service the employees receive and their ability to properly support their customer?
The Variables in Question Are:
1. The quality of the assistance from IT to the employees;
2. The satisfaction level of external customers.
Satisfaction is an abstract quality so it would need to be determined in survey as Very Satisfied – Satisfied – Indifferent – Dissatisfied – Very Dissatisfied. Because Frequency of repeated calls is quantifiable we will be able to look at the Help Desk tickets in order to determine the number of tickets called in over a period of time.
Hypothesis Statements:
1. Is there a direct correlation with the satisfaction level of IT service the employees receive and their ability to properly support their customer?
H10: There is a direct correlation with the satisfaction level of IT service the employees receive and their ability to properly support their customer?
H1a: There is not a direct correlation with the satisfaction level of IT service the employees receive and their ability to properly support their customer?
Business Research Project Part 1: Formulation of the Research Problem
Running head: BUSINESS RESEARCH PROJECT PART 1
1
Business Research Project Part 1: Formulation of the Research Problem
2
Business Research Project Part 1: Formulation of the Research Problem
With the rising gas prices, consumers tend to conduct research when shopping for a new vehicle. Team B has been tasked with conducting research for Automotive Trends. The team is looking into the correlation between vehicles weight and highway fuel economy. The purpose of this paper is to review the dependent and independent variables for these and to come up with a hypothesis. Team B will generate a research question to get this started.
Research Question
When looking at the research question,.
About Your Signature Assignment.docxAbout Your Signature Assig.docx
About Your Signature Assignment.docx
About Your Signature Assignment – Due Monday, 20-November
This signature assignment is designed to align with specific program student learning outcome(s) in your program. Program Student Learning Outcomes are broad statements that describe what students should know and be able to do upon completion of their degree. The signature assignments might be graded with an automated rubric that allows the University to collect data that can be aggregated across a location or college/school and used for program improvements.
Purpose of Assignment
The purpose of this assignment is for students to synthesize the concepts learned throughout the course. This assignment will provide students an opportunity to build critical thinking skills, develop businesses and organizations, and solve problems requiring data by compiling all pertinent information into one report.
Assignment Steps
Resources: Microsoft Excel®, Signature Assignment Databases, Signature Assignment Options, Part 3: Inferential Statistics
Scenario: Upon successful completion of the MBA program, say you work in the analytics department for a consulting company. Your assignment is to analyze one of the following databases:
· Manufacturing
· Hospital
· Consumer Food
· Financial
Select one of the databases based on the information in the Signature Assignment Options.
Provide a 1,600-word detailed, statistical report including the following:
· Explain the context of the case
· Provide a research foundation for the topic
· Present graphs
· Explain outliers
· Prepare calculations
· Conduct hypotheses tests
· Discuss inferences you have made from the results
This assignment is broken down into four parts:
· Part 1 - Preliminary Analysis
· Part 2 - Examination of Descriptive Statistics
· Part 3 - Examination of Inferential Statistics
· Part 4 - Conclusion/Recommendations
Part 1 - Preliminary Analysis (3-4 paragraphs)
Generally, as a statistics consultant, you will be given a problem and data. At times, you may have to gather additional data. For this assignment, assume all the data is already gathered for you.
State the objective:
· What are the questions you are trying to address?
Describe the population in the study clearly and in sufficient detail:
· What is the sample?
Discuss the types of data and variables:
· Are the data quantitative or qualitative?
· What are levels of measurement for the data?
Part 2 - Descriptive Statistics (3-4 paragraphs)
Examine the given data.
Present the descriptive statistics (mean, median, mode, range, standard deviation, variance, CV, and five-number summary).
Identify any outliers in the data.
Present any graphs or charts you think are appropriate for the data.
Note: Ideally, we want to assess the conditions of normality too. However, for the purpose of this exercise, assume data is drawn from normal populations.
Part 3 - Inferential Statistics (2-3 paragraphs)
Use the Part 3: Inferential Statistics document.
· Create (f.
MGT 3302 Case study Last updated July 26, 2019 Page 1
MGT 3302 Case study
Last updated: July 26, 2019 Page 1 of 2
CASE STUDY
Instructions: This assignment requires that you demonstrate a sound understanding of the
concepts and principles included in this class. Read the case presented below and complete the
assignment presented at the end. Proofread your work before submitting. You can submit
multiple times. I will grade your last submission considering the quality and sufficiency of
answers given, your demonstration of understanding of the concepts included, and the extent to
which you satisfy the questions asked. In addition to the written report, you will need to submit a
video explaining your solution. This video must be less than 4 minutes long. The written report is
worth 50 points. The video is worth 50 points. Total value: 100 points.
MOTORS AND MORE INC.
You are hired as the HR director for the fictitious Motors and More, Inc. This business-to-
business sales company manufactures small motors and accessories for industrial and home
products. The industry is highly competitive and the company follows a prospector strategy.
A prospector strategy takes advantage of new markets and products. Organizational emphasis is
on growth, innovation, and new product development. A prospector wants to be first to the
market. To respond to competitive and rapidly changing markets, prospectors have flexible, flat,
and decentralized organizational structures.
Motors and More is headquartered in a small southern town of 28,000 people, with a low
unemployment rate of 3.1%. This means that demand for workers exceeds labor supply. There is
a technical school and a community college within 50 miles of Motors and More. Motors and
More’s president is a former military and is highly patriotic. He is committed to staying in the
community. Recently, other local companies have experienced labor organizing activities.
Motors and More employs 116 people. Until you were hired, there was no HR department.
Recently, the organization’s employee turnover rate has been higher than normal. The marketing
and sales department continues to sell products to an expanding market. Because of this
increased product demand, output must be increased by 96 percent.
In Motors and More, 88% of the employees are Caucasian. Except for one female supervisor in
the customer service department, the president and all other managers are Caucasian men.
Promotions have been based on seniority. Local labor market is approximately 48% minority,
with a growing Hispanic and Kurdish population not fully accepted into the community.
All the employees in manufacturing (including quality control), customer service and operations
(responsible for shipping and receiving; distribution of raw materials, components parts and
finished goods inventory; and maintenance and cleaning) have at least a high school degree or
GED. The organization provides some skills training courses. P ...
Creative destruction & job mobility: flexibility in the land of Schumpeter
Andreas Kettemann (University of Zurich), Francis Kramarz (CREST, ENSAE), Josef Zweimüller (University of Zurich)
10 STRATEGIC WORKFORCE PLANNINGWayne F. Cascio, Herman Aguinis
10 STRATEGIC WORKFORCE PLANNING
Wayne F. Cascio, Herman Aguinis
Learning Goals
By the end of this chapter, you will be able to do the following:
· 10.1 Describe the four components of the strategic workforce planning process and explain how they work together
· 10.2 Explain the relationship between strategic business plans and strategic workforce plans
· 10.3 Compare and contrast traditional and values-based approaches to developing strategy
· 10.4 Identify key talent management issues that arise at various business-planning horizons
· 10.5 Describe the multiple uncertainties that characterize supply and demand forecasts
· 10.6 Know the steps to take to avoid a crisis in leadership succession
· 10.7 Identify when it makes more sense to “buy” rather than “make” talent
· 10.8 Explain the kinds of information to collect when evaluating newly established versus well-established strategic workforce planning systems
The judicious use of human resources is a perpetual problem in society. Specific examples of talent management problems that are also top management problems include the following:
· Finding the specialized technical talent needed to staff specific programs of planned business expansion (e.g., Cappelli, 2008; Ostrower, 2017)
· Finding seasoned talent to manage new and expanding operations, including people with the capability eventually to assume senior management positions
· Developing competent, equitable talent management practices that will ensure compliance with EEO requirements and thus avoid the potentially large settlement costs of discrimination suits
· Devising alternatives to layoffs or, if layoffs become necessary, implementing fair and workable layoff policies that acknowledge the needs of all parties
· Improving productivity, especially among managerial and technical employees
· Managing career development opportunities so that an effective pool of talented people can be attracted, motivated, and retained over long periods of time
To a considerable extent, emphasis on improved talent management practices has arisen as a result of recognition by many senior leaders of the crucial role that talent plays in gaining and sustaining a competitive advantage in a global marketplace. It is the source of innovation and renewal. Despite these encouraging signs, it appears that, although most companies engage in some form of strategic business planning to assess periodically their basic missions and objectives, very few are practicing strategic HR management today.
Organizations will not have succeeded in fully using their human resources until they can answer the following questions (Cappelli, 2008; Maurer, 2017c):
· What talents, abilities, and skills are available within the organization today?
· Is there a talent pool that we can dependably draw from for tomorrow?
· What are the qualitative as well as quantitative talent demands of our growth plan?
· How can we embed the labor market context into every stage of the strategic workf ...
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The following calendar-year information is taken from the December.docx
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Measurement and Comparison of Productivity Performance Under Fuzzy Imprecise ...
Assignment 1 Staffing Plan for a Growing Business -BUS 335-Du.docx
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IntroductionThe TJF Company is an organization that is beginni.docx
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MGT 3302 Case study Last updated July 26, 2019 Page 1
MGT 3302 Case study Last updated July 26, 2019 Page 1
Creative destruction & job mobility: flexibility in the land of Schumpeter
Creative destruction & job mobility: flexibility in the land of Schumpeter
10 STRATEGIC WORKFORCE PLANNINGWayne F. Cascio, Herman Aguinis
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Evaluate the role of leadership on organizational behavior
Provide the name of the corporation you will be using as the basis for this project.
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Provide the list of interview questions you asked the manager/executive.
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1. Which of the following is not a part of the HAZWOPER process:
a.
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b.
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c.
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d.
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e.
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f.
All are part of the process
2.
Hazardous waste site workers must:
a.
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b.
Receive 40-hour training plus 8 hours field supervision if exposed below the PEL and when respirators are not required
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First Responder Operations level training allows persons to:
a.
Witness or discover a release
b.
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Stop the release
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A and B are true
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All of the above
4.
Recognition of hazards includes:
a.
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b.
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d.
A and B are correct
e.
All of the above
5.
The most important response activity at a hazardous waste work site is:
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Evaluation of hazards
b.
Control of hazards
c.
Recognition of hazards
d.
Safety precautions
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Frequent hazard types found at response sites include:
a.
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Biological hazards
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Chemical hazards
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Mechanical hazards
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All of the above
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Immediately assess clean up alternatives
b.
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Slowly size up response activities
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Both A and B are correct
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None of the above
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Superfund
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DOT
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RCRA
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Dose
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All of the above
10.
What are the four major pathways that chemical substances can enter the body?
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___________________________________________________
b.
___________________________________________________
c.
___________________________________________________
d.
___________________________________________________
11.
What is the primary route of exposure to hazardous waste site workers or incident
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a.
Ingestion
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Dermal absorption
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Inhalation
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Both a and b are correct
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Solid
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Aerosol
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Mist
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All of the above
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The indirect relationship between dose and response
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The writing assignment requires a minimum of two written pages to evaluate the history. You must use a minimum of three scholarly articles to complete the assignment. The assignment must be properly APA formatted with a separate title and reference page.
.
Evaluate the evidence provided by Apollo Shoes.Decide how to s.docx
Evaluate
the evidence provided by Apollo Shoes.
Decide
how to structure the audit report for the provided evidence.
Compose
an audit report
reflecting the appropriate length, sections, and content for the provided information.
Include
a description of the evidence, the accounting sampling and testing procedures used, and a brief description of the value of the audit report
Can anyone do this assignement. It is due by 9pm 11/12/2012 Eastern Standard Time..
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Evaluate the Health History and Medical Information for Mrs. J.,.docx
Evaluate the Health History and Medical Information for Mrs. J., presented below.
Based on this information, formulate a conclusion based on your evaluation, and complete the Critical Thinking Essay assignment, as instructed below.
Health History and Medical Information
Health History
Mrs. J. is a 63-year-old married woman who has a history of hypertension, chronic heart failure, and chronic obstructive pulmonary disease (COPD). Despite requiring 2L of oxygen/nasal cannula at home during activity, she continues to smoke two packs of cigarettes a day and has done so for 40 years. Three days ago, she had sudden onset of flu-like symptoms including fever, productive cough, nausea, and malaise. Over the past 3 days, she has been unable to perform ADLs and has required assistance in walking short distances. She has not taken her antihypertensive medications or medications to control her heart failure for 3 days. Today, she has been admitted to the hospital ICU with acute decompensated heart failure and acute exacerbation of COPD.
Subjective Data
Is very anxious and asks whether she is going to die.
Denies pain but says she feels like she cannot get enough air.
Says her heart feels like it is "running away."
Reports that she is exhausted and cannot eat or drink by herself.
Objective Data
Height 175 cm; Weight 95.5kg.
Vital signs: T 37.6C, HR 118 and irregular, RR 34, BP 90/58.
Cardiovascular: Distant S1, S2, S3 present; PMI at sixth ICS and faint: all peripheral pulses are 1+; bilateral jugular vein distention; initial cardiac monitoring indicates a ventricular rate of 132 and atrial fibrillation.
Respiratory: Pulmonary crackles; decreased breath sounds right lower lobe; coughing frothy blood-tinged sputum; SpO2 82%.
Gastrointestinal: BS present: hepatomegaly 4cm below costal margin.
Intervention
The following medications administered through drug therapy control her symptoms:
IV furosemide (Lasix)
Enalapril (Vasotec)
Metoprolol (Lopressor)
IV morphine sulphate (Morphine)
Inhaled short-acting bronchodilator (ProAir HFA)
Inhaled corticosteroid (Flovent HFA)
Oxygen delivered at 2L/ NC
Critical Thinking Essay
In 750-1,000 words, critically evaluate Mrs. J.'s situation. Include the following:
Describe the clinical manifestations present in Mrs. J.
Discuss whether the nursing interventions at the time of her admissions were appropriate for Mrs. J. and explain the rationale for each of the medications listed.
Describe four cardiovascular conditions that may lead to heart failure and what can be done in the form of medical/nursing interventions to prevent the development of heart failure in each condition.
Taking into consideration the fact that most mature adults take at least six prescription medications, discuss four nursing interventions that can help prevent problems caused by multiple drug interactions in older patients. Provide a rationale for each of the interventions you recommend.
Provide a health promotion .
Evaluate the current state of the health care system in Sacramento. .docx
Evaluate the current state of the health care system in Sacramento. Read local newspaper articles, watch videos, and explore government and health care sites for information about challenges to the city’s health care needs (shortages, financial difficulties, privacy issues, etc.).
Propose a new or improved health care service that you would introduce into the community. Explain why the service is needed and how it would improve the community.
Design a new health care facility that would offer a new or an improved service to the community. Present a floor plan of the facility that includes the surface area, purpose for, and description of each space.
Write a 700 - to 1,050–word report about the state of health care in your selected city, your proposal for a new or improved service, and the floor plan of a facility to implement that service.
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Evaluate the advantages and disadvantages of the various decis.docx
Evaluate the advantages and disadvantages of the various decision-making tools listed (e.g., regular payback, discounted payback, net present value (NPV), internal rate of return (IRR), and modified internal rate of return).
Describe a project scenario in which you would recommend one method, or a combination of methods, as being more effective than others. Draw from your professional experience and/or additional research, and provide a rationale for your recommendation.
.
Evaluate some technologies that can help with continuous monitoring..docx
Evaluate some technologies that can help with continuous monitoring. One example of many is Cyberscope, an automated reporting tool for security reporting that receives recurring data feeds to assess the security posture of IT systems. Discuss the pros and cons of using continuous monitoring tools and make other suggestions to improve continuous monitoring.
In the second week, discuss the major challenges in continuous monitoring of information systems security.
*will send 2 classmates after completion of discussion so you can respond!
.
Evaluate progress on certification plansReport your prog.docx
Evaluate progress on certification plans
Report your progress on the Certification Plan completed in Week 1 and submitted in Week 4.
What have you done to prepare for your certification?
Have you completed the scheduled tasks assigned on your timeline? If not, what are your plans to stay on schedule?
Rubric:
Quality of Work Submitted:
The extent of which work meets the assigned criteria and work reflects graduate level critical and analytic thinking.--
Quality of Work Submitted:
The purpose of the paper is clear.--
Written Expression and Formatting
Paragraph and Sentence Structure: Paragraphs make clear points that support well developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are clearly structured and carefully focused--neither long and rambling nor short and lacking substance.--
.
Evaluate how you have achieved course competencies and your plans to.docx
Evaluate how you have achieved course competencies and your plans to develop further in these areas. The course competencies for this course are as follows:
Explore the historical evolution of the advance practice nurse.
Differentiate the roles and scope of practice for nurses working in advanced clinical, education, administration, informatics, research, and health policy arenas.
Analyze attributes of the practice arena such as access and availability, degree of consumer choice, competition, and financing that impact advanced practice nurses and their ability to effectively collaborate with other health professionals.
Integrate evidence from research and theory into discussions of practice competencies, health promotion and disease prevention strategies, quality improvement, and safety standards.
Identify collaborative, organizational, communication, and leadership skills in working with other professionals in healthcare facilities and/or academic institutions.
Synthesize knowledge from values theory, ethics, and legal/regulatory statutes in the development of a personal philosophy for a career as an advanced practice nurse.
.
Evaluate how information privacy and security relates to the Interne.docx
Evaluate how information privacy and security relates to the Internet, which is the major information conduit for businesses and individuals.
Write a paragraph of at least 200 words addressing the following: Explain how your expectations for Internet privacy differ for the following situations: Accessing the web at home, at work, and in a public setting, such as a library computer lab or Wi–Fi zone. What is the basis for your expectations? Is it legal to use your neighbors’ wireless Internet signal? Is it ethical? Explain your reasoning.
.
Evaluate assessment of suicide in forensic settings andor cri.docx
Evaluate assessment of suicide in forensic settings and/or criminal justice institutions by addressing the following:
Who would serve on the task force?
Who would be involved in suicide prevention or identification if you were able to intervene at the institution?
What would the interventions look like? What would be some of the policies and procedures that you might implement to ensure that best practices are met?
Provide specific examples based on your current or future forensic role.
Include an analysis of your own prejudices and biases regarding inmate suicides (e.g., consider a child murderer).
.
Evaluate different approaches to ethical decision making. Then, choo.docx
Evaluate different approaches to ethical decision making. Then, choose one of them to apply to an ethical issue you have identified.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate the parameters for ethical decision making in 21st century multicultural business environments.
Evaluate the parameters of various ethical decision-making approaches.
Competency 3: Evaluate organizational policy within the framework of ethical standards.
Analyze an ethical dilemma using an ethical decision-making approach.
Assess the validity of a resolution suggested by a selected ethical decision-making approach.
Competency 4: Communicate effectively.
Communicate the analysis of ethical decision making clearly and effectively.
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Evaluate and grade websites in terms of their compliance with PL pri.docx
Evaluate and grade websites in terms of their compliance with PL principles. You will first do this with a local government site (Project 1a) and then with a federal site (Project 1b). You will perform the same analysis and evaluation that is done by those who volunteer with the Center for Plain Language to review and grade federal websites as part of the plain language Federal Report Card.
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Evaluate at least (2) factors that make financial statement analys.docx
Evaluate at least (2) factors that make financial statement analysis essential to management, investors, and creditors. Provide a rationale for your response.
Imagine you are considering investing in a corporation. Examine the key information you would look for in a company’s financial statements and explain why this information would be important to you. Suggest at least two (2) financial statement analysis tools you would use to evaluate this company’s financial statements. Provide a rationale for your suggestions.
.
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- 1. Business Research Project Part 2: Literature Review Arlene Romero-Cruz, David Coleman, Felicia Clemons, Nicole Dulimba, Marchelle Lee and Matthew O'Leary QNT 561 April 6, 2015 Kenneth Le Cour Running head: BUSINESS RESEARCH PROJECT PART 2: LITERATURE REVIEW 1 BUSINESS RESEARCH PROJECT PART 2: LITERATURE REVIEW 4 Business Research Project Part 2: Literature Review TTA is one of the leading telecommunications companies in the nation. The organization employs tens of thousands of employees and prides itself on recognition as one of the top 100 companies to work for in the United States. TTA wants all of its employees, from executive leaders to call center reps, to feel satisfied in their job and TTA takes an active role to ensure that this is the case. The human resource management team at TTA is concerned about the level of job satisfaction between day shift employees and back shift employees. In an effort to address this potential
- 2. problem, the team will look at the relationship between the dependent variable of job satisfaction and if it correlates to the independent variable of the employee shift. Research Question - Revised Are second shift (IV) employees less satisfied (DV) than first shift employees? The human resource team conducted research relative to employee shift and job satisfaction. Peter Finn notes a couple of benefits to shift work which include flexibility in finding a job as well as increased income due to shift premiums. He also notes several drawbacks which include health concerns due to changes in sleep quality, less time spent with family, and a negative impact on social life (Finn, 1981). Additionally, according to Werling (2008), "compensation/pay, benefits, job security, flexibility to balance work/life issues and communication between employees and senior management were the top five contributors to job satisfaction, according to employees" (para 2). This detail will help guide the management team to determine overall job satisfaction for second shift employees at TTA. Hypothesis Statements 1. There is no relationship between worker satisfaction (DV) and certain shifts (IV). Employee dissatisfaction stems from a disconnection between ideals and work activities. Mundane and monotonous activities account for employee dissatisfaction. The dissatisfaction eventually affects an employee’s work ethic and production levels. 2. There is a relationship between worker satisfaction (DV) and certain shifts (IV). Content employees are necessary for business representation. Offering alternative work schedules is helpful. Creative shift- schedule options and management-employee scheduling consensus coincide to address business needs, worker
- 3. preferences and efficiently productive employees with work and home-life balance. Conclusion The human resources team can conclude that by using the formula f(x) the independent variable are the shifts because that is what can be changed to affect the dependent variable. The dependent variable or worker satisfaction is what are analyzing to improve overall employee satisfaction at TTA. Employees are the vital resource of any organization. To understand what motivates employees and how to motivate them for employee satisfaction, which will lead to organizational performance, is invaluable. Acknowledgement and recognition will build the difference in employee’s performance. Reference Finn, P. (1981). The effects of shift work on the lives of employees. Retrieved from http://www.companiongroup.com/UserFiles/compgroup/Docume nts/Safety%20%20Risk%20Management/Effects%20of%20Shift %20Work.pdf Werling, M. (2008, August). Survey Details Job Satisfaction Criteria. Benefits Selling. (), . Retrieved from http://search.proquest.com.contentproxy.phoenix .edu/docview/853417963?accountid=458 SHORT TITLE OF PAPER 1 Running head: DESCRIPTIVE STATISTICS 1Comments marked in red Descriptive Statistics QNT/561 April 13, 2015
- 4. Kenneth Le Cour Descriptive Statistics Numeric Variable Shift 1 Central Tendency: Mean = 997 Dispersion: Standard Deviation = 20 Number: Count = 59 Min/Max: 959 and 1034 Confidence Interval: (if distribution is normal) – 992 to 1002 Numeric Variable Shift 02 Central Tendency: Mean = 881.54 Dispersion: Standard deviation = 17.681 Number: Count=59 Min/Max: 847 & 913 Confidence Interval: (if distribution is normal) – 876.94 to 886.15 Your data is good. What do these variables represent? Is your data normally distributed? Attribute Variable Name: Date Create a bar chart. Describe the proportions. What is this chart telling you? What are these graphs telling you? Descriptive Statistics Interpretation The production yield with respect to date is used for the analysis of shift 1 and it can be seen from the bar charts that the production intensity is high in five to six days. But as the time increases, the production decreases. The standard deviation of the production is 19.856 and we are 95% sure that the production ranges between 992 and 1038. The production yield with respect to date is used for the analysis of shift 2 and it can be seen from the bar charts that the production intensity is high in six to seven days. The mean of the production in shift 2 is 881.54. The production was high in
- 5. the start of January and then decreases in next month. It means that the date provided the best estimation of the production in shift 2. The standard deviation of the production is 17.86 and we are 95% sure that the production ranges between 876 and 886. Good. Your paper is good. This is a good opportunity to start reviewing the data for your project. This review should provide you an opportunity to see if you need to reconsider the data, you are collecting for your project. Will you be able to test your data statistically? Content 70 Percent Met Partially Met Not Met Comments: Creation of a Microsoft® Excel® spreadsheet with the two variables from your learning team’s dataset. X Analysis of the data with MegaStat®, StatCrunch®, Microsoft® Excel® or other statistical tool(s), and includes the following: (a) Descriptive stats for each numeric variable (b) Histogram for each numeric variable
- 6. (c) Bar chart for each attribute (non numeric) variable (d) Scatter plot if the data contains two numeric variables X Use of the Individual Methodology Findings Template to complete the descriptive statistics. X Determination of the appropriate descriptive statistics which included one of the following: (a) For normally distributed data use the mean and standard deviation. (b) For significantly skewed data use the median and interquartile range. X Use of the Descriptive Statistics and Interpretation Example to develop an interpretation of the descriptive statistics. X
- 7. Appendix A Raw data used in the analysis Date Shift 1 Shift 2 01-Jan-13 1000 890 02-Jan-13 1010 892 03-Jan-13 1030 910 04-Jan-13 999 883 05-Jan-13 1004 887 06-Jan-13 1001 882 07-Jan-13 1000 890 08-Jan-13 1010 892 09-Jan-13 1030
- 12. 849 27-Feb-13 966 853 28-Feb-13 963 849 Appendix B Charts and Tables Shift 1 Frequency Distribution - Quantitative
- 14. 960 < 970 965 10 6 10.2 8 13.6 970 < 980 975 10 1 1.7 9 15.3 980 < 990 985 10 10 16.9 19 32.2 990 <
- 24. Shift 2 Frequency Distribution - Quantitative Shift 2
- 28. 59 100.0
- 36. sample variance 393.49 sample standard deviation 19.84 minimum 959 maximum 1034 range 75
- 37. confidence interval 95.% lower 992.05 confidence interval 95.% upper 1,002.39 half-width 5.17
- 38. 1st quartile 984.50 median 1,001.00 3rd quartile 1,009.00 interquartile range 24.50 mode 1,004.00
- 39. low extremes 0 low outliers 0 high outliers 0 high extremes 0
- 45. confidence interval 95.% lower 876.85 confidence interval 95.% upper 886.06 half-width 4.60
- 46. 1st quartile 872.00 median 885.00 3rd quartile 892.50 interquartile range 20.50 mode 893.00
- 47. low extremes 0 low outliers 0 high outliers 0
- 48. high extremes 0