Describe Hawthrone EffectSolutionThe correlation between t.pdf
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Describe \"Hawthrone Effect\" Solution The correlation between the social context of a workplace environment and employee productivity can best be understood by examining the Hawthorne effect. The Hawthorne effect is a psychological phenomenon in which participants in behavioral studies change their behavior or performance in response to being observed by the individual conducting the study. In the workplace, the Hawthorne effect can explain how the more attention an employee receives from managers, coworkers and customers, the higher the level of effort and employee productivity. Essentially, productivity increases when employees think that they are being watched or observed closely. The term \'Hawthorne effect\' was derived from the location where the phenomenon was first witnessed during a series of experiments: Hawthorne, Illinois. What are commonly known as \'the Hawthorne experiments\' consisted of studies conducted at the Western Electric Company\'s Hawthorne Works, just outside of Chicago, from 1924 to 1932. The Hawthorne studies were designed to find ways to increase worker productivity. The focus of increasing productivity in workers was based on Frederick Taylor\'s work in finding the best possible way to perform a task and using financial rewards as incentives to increase employee motivation. The Hawthorne experiments were along those same lines. The first experiment, conducted by a group of engineers, looked at what effects lighting levels had on employee performance at Western Electric. The results of the study showed that even as lighting levels decreased, employee performance continued to increase - that is, until the workers could no longer see, after which productivity naturally declined. Following conclusions were drawn from the Hawthorne studies:.
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History and Significance of Hawthorne Studies.pdf
History and Significance of Hawthorne Studies
Western Electric Company, a manufacturer of communications equipment, hired a team of Harvard researchers led by Elton Mayo and Fritz Roethlisberger. They were to investigate the influence of physical working conditions on workers' productivity and efficiency in one of the company's factories outside Chicago. This research project, known as the Hawthorne Studies, provided some of the most interesting and controversial results in the history of management.
Significance of Hawthorne Studies
Hawthorne studies were designed to explore avenues to increase worker productivity. The Hawthorne theory of management suggests that worker productivity is not only based on physical conditions, but the notion that management cares about employee welfare and wages paid to them.
The Hawthorne Studies were a series of experiments conducted from 1924 to 1932. During the first stage of the project (the Illumination Experiments), various working conditions, particularly the lighting in the factory, were altered to determine the effects of these changes on productivity. The researchers found no systematic relationship between the factory lighting and production levels. In some cases, productivity continued to increase even when the illumination was reduced to the level of moonlight. The researchers concluded that the workers performed and reacted differently because the researchers were observing them. This reaction is known as the Hawthorne Effect. This conclusion led the researchers to believe productivity may be affected more by psychological and social factors than by physical or objective influences. With this thought in mind, they initiated the other four stages of the project. During these stages, the researchers performed various work group experiments and had extensive interviews with employees. Mayo and his team eventually concluded that the informal work group influenced productivity and employee behavior.
Significant of Hawthorne Studies
The Hawthorne experiments marked a significant step forward in human behavior and are regarded as one of the most important social science investigations and said to be the foundations of relations approach to management and the development of organizational behavior. Managers are to be aware of the criticism evolved through years on such a study before adopting it. In my opinion, the Hawthorne effect is a validated theory and could be applied within the organization, though care is to be taken and a limit is to be set. The use of team groups is acceptable as it creates a caring factor between workers and competitively amongst other teams. Supervisors are to keep their role and limit socializing with staff on the shop floor to always keep their role and hence standards are always kept to the maximum. Team meetings are to be held which allows the worker to give out his opinion and feel important by contributing his ideas to the organization Continue ..........
Hawthrone studies ( Human Relation Theory)
The document summarizes the Human Relation Theory developed by Elton Mayo based on findings from the Hawthorne Studies conducted between 1924-1933. The studies consisted of several experiments to understand how social and psychological factors in the workplace impact productivity. A key finding was that productivity increased when workers felt valued by managers and coworkers through social interaction and attention to their needs, not just physical working conditions or financial incentives. The theory emphasizes the importance of human relationships over workers being mere cogs in the production process.
student report on io history 2
The document summarizes the findings of the Hawthorne studies conducted in the 1920s. The studies originally aimed to examine how environmental factors like lighting impacted productivity. However, researchers found that both the test and control groups improved productivity regardless of changes, likely due to the attention from the studies. This led to insights about social and psychological factors being important motivators beyond just economic incentives. The Hawthorne studies helped establish social psychology and human relations aspects in organizational management.
Elton Mayo-Hawthorne Studies
The document discusses the Hawthorne Studies conducted at the Western Electric Company's Hawthorne Works in Chicago in the 1920s and 1930s. The studies sought to understand how various factors like illumination, hours of work and supervision impacted worker productivity. However, the researchers found that social and psychological factors like feelings of importance, participation and informal work groups had a greater influence on productivity than physical conditions. The Hawthorne Studies highlighted the importance of human relations in organizations and influenced the development of the human relations approach in management theory.
En.wikipedia.org wiki hawthorne_effect
The Hawthorne effect refers to increases in worker productivity observed in studies at the Hawthorne Works factory in the 1920s-1930s. Researchers initially attributed gains to improved lighting and working conditions, but later studies suggested it was the novelty of being studied that boosted output temporarily. The term was coined in 1958 to describe any temporary productivity increase from changes in work environment or observation alone.
What were the hawthorne studies
The Hawthorne Studies were a series of experiments conducted from 1927 to 1932 at the Western Electric Company plant in Hawthorne, Illinois by Professor Elton Mayo from Harvard Business School. The purpose was to examine the effects of factors like monotony, fatigue, rest breaks, work hours, and environmental conditions on worker productivity. The studies found that productivity increased for workers who received improved treatment and attention from managers, regardless of the specific changes made, in what became known as the Hawthorne Effect.
Human relations movement
The human relations movement stemmed from the Hawthorne Studies in the 1920s-1930s. The studies found that social and psychological factors strongly influence worker productivity and satisfaction. They determined that informal work groups and manager attention impact workers more than physical conditions alone. This led to new approaches focusing on human aspects of organizations and applying behavioral sciences to management. Theories like Maslow's hierarchy of needs and McGregor's Theory X/Y helped explain worker motivation. Pioneers like Follett and Mayo emphasized social processes, cooperation, and treating workers with dignity.
Hawthrone studies explained
Here are the key findings of the Hawthorne experiments in 5 sentences:
1. The experiments found no direct relationship between physical factors like lighting and worker productivity.
2. Worker motivation is influenced by psychological and social factors like feelings, attitudes, and relationships rather than just economic incentives.
3. Work is best viewed as a group activity shaped by social interactions rather than just individual tasks.
4. Attention to human and social factors can positively impact worker development and performance.
5. Informal social groups formed by workers and can influence productivity norms and behavior more than formal management structures.
Recommended
History and Significance of Hawthorne Studies.pdf
History and Significance of Hawthorne Studies
Western Electric Company, a manufacturer of communications equipment, hired a team of Harvard researchers led by Elton Mayo and Fritz Roethlisberger. They were to investigate the influence of physical working conditions on workers' productivity and efficiency in one of the company's factories outside Chicago. This research project, known as the Hawthorne Studies, provided some of the most interesting and controversial results in the history of management.
Significance of Hawthorne Studies
Hawthorne studies were designed to explore avenues to increase worker productivity. The Hawthorne theory of management suggests that worker productivity is not only based on physical conditions, but the notion that management cares about employee welfare and wages paid to them.
The Hawthorne Studies were a series of experiments conducted from 1924 to 1932. During the first stage of the project (the Illumination Experiments), various working conditions, particularly the lighting in the factory, were altered to determine the effects of these changes on productivity. The researchers found no systematic relationship between the factory lighting and production levels. In some cases, productivity continued to increase even when the illumination was reduced to the level of moonlight. The researchers concluded that the workers performed and reacted differently because the researchers were observing them. This reaction is known as the Hawthorne Effect. This conclusion led the researchers to believe productivity may be affected more by psychological and social factors than by physical or objective influences. With this thought in mind, they initiated the other four stages of the project. During these stages, the researchers performed various work group experiments and had extensive interviews with employees. Mayo and his team eventually concluded that the informal work group influenced productivity and employee behavior.
Significant of Hawthorne Studies
The Hawthorne experiments marked a significant step forward in human behavior and are regarded as one of the most important social science investigations and said to be the foundations of relations approach to management and the development of organizational behavior. Managers are to be aware of the criticism evolved through years on such a study before adopting it. In my opinion, the Hawthorne effect is a validated theory and could be applied within the organization, though care is to be taken and a limit is to be set. The use of team groups is acceptable as it creates a caring factor between workers and competitively amongst other teams. Supervisors are to keep their role and limit socializing with staff on the shop floor to always keep their role and hence standards are always kept to the maximum. Team meetings are to be held which allows the worker to give out his opinion and feel important by contributing his ideas to the organization Continue ..........
Hawthrone studies ( Human Relation Theory)
The document summarizes the Human Relation Theory developed by Elton Mayo based on findings from the Hawthorne Studies conducted between 1924-1933. The studies consisted of several experiments to understand how social and psychological factors in the workplace impact productivity. A key finding was that productivity increased when workers felt valued by managers and coworkers through social interaction and attention to their needs, not just physical working conditions or financial incentives. The theory emphasizes the importance of human relationships over workers being mere cogs in the production process.
student report on io history 2
The document summarizes the findings of the Hawthorne studies conducted in the 1920s. The studies originally aimed to examine how environmental factors like lighting impacted productivity. However, researchers found that both the test and control groups improved productivity regardless of changes, likely due to the attention from the studies. This led to insights about social and psychological factors being important motivators beyond just economic incentives. The Hawthorne studies helped establish social psychology and human relations aspects in organizational management.
Elton Mayo-Hawthorne Studies
The document discusses the Hawthorne Studies conducted at the Western Electric Company's Hawthorne Works in Chicago in the 1920s and 1930s. The studies sought to understand how various factors like illumination, hours of work and supervision impacted worker productivity. However, the researchers found that social and psychological factors like feelings of importance, participation and informal work groups had a greater influence on productivity than physical conditions. The Hawthorne Studies highlighted the importance of human relations in organizations and influenced the development of the human relations approach in management theory.
En.wikipedia.org wiki hawthorne_effect
The Hawthorne effect refers to increases in worker productivity observed in studies at the Hawthorne Works factory in the 1920s-1930s. Researchers initially attributed gains to improved lighting and working conditions, but later studies suggested it was the novelty of being studied that boosted output temporarily. The term was coined in 1958 to describe any temporary productivity increase from changes in work environment or observation alone.
What were the hawthorne studies
The Hawthorne Studies were a series of experiments conducted from 1927 to 1932 at the Western Electric Company plant in Hawthorne, Illinois by Professor Elton Mayo from Harvard Business School. The purpose was to examine the effects of factors like monotony, fatigue, rest breaks, work hours, and environmental conditions on worker productivity. The studies found that productivity increased for workers who received improved treatment and attention from managers, regardless of the specific changes made, in what became known as the Hawthorne Effect.
Human relations movement
The human relations movement stemmed from the Hawthorne Studies in the 1920s-1930s. The studies found that social and psychological factors strongly influence worker productivity and satisfaction. They determined that informal work groups and manager attention impact workers more than physical conditions alone. This led to new approaches focusing on human aspects of organizations and applying behavioral sciences to management. Theories like Maslow's hierarchy of needs and McGregor's Theory X/Y helped explain worker motivation. Pioneers like Follett and Mayo emphasized social processes, cooperation, and treating workers with dignity.
Hawthrone studies explained
Here are the key findings of the Hawthorne experiments in 5 sentences:
1. The experiments found no direct relationship between physical factors like lighting and worker productivity.
2. Worker motivation is influenced by psychological and social factors like feelings, attitudes, and relationships rather than just economic incentives.
3. Work is best viewed as a group activity shaped by social interactions rather than just individual tasks.
4. Attention to human and social factors can positively impact worker development and performance.
5. Informal social groups formed by workers and can influence productivity norms and behavior more than formal management structures.
Behavioural Approach in Management
The behavioral approach studies how people act in the workplace. Early advocates like Robert Owen and Elton Mayo helped establish practices like employee selection and motivation programs. The influential Hawthorne Studies found that social and group factors significantly impacted individual worker behavior and output more than physical conditions like lighting. Today's managers apply insights from behavioral research by designing jobs, working with teams, communicating, motivating employees, and managing conflict based on how people behave in organizations.
hawthorne effect
The Hawthorne Studies conducted in the 1920s and 1930s at the Hawthorne Works of Western Electric found that increased productivity resulted from workers being observed, not from changes in physical working conditions. Multiple experiments tested factors like lighting, breaks, and payment incentives, but productivity rose regardless, suggesting the influence of the social environment. The studies demonstrated that human relations and morale in the workplace are important for motivation and output.
Hawthrone studies explained
1. Elton Mayo and other researchers conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago.
2. The experiments sought to understand the impact of various workplace factors like lighting, breaks, incentives on worker productivity but found no conclusive relationships. Productivity increased regardless of changes, highlighting the importance of social and psychological factors.
3. The experiments demonstrated that workers are influenced more by social relationships and feeling of being valued rather than just physical and economic factors alone. This challenged prevailing views and established human relations as important in workplace management.
Howthrone studies
The Hawthorne studies consisted of four phases of experiments conducted between 1924-1927. The studies found that increased productivity resulted from workers receiving consideration and attention from managers, rather than just changes to physical work conditions like lighting. Later phases found productivity increased further when workers were allowed more freedom and input, and that group dynamics had a strong influence on individual worker productivity. The implications were that psychological and social factors in the workplace are important for motivation, and that managers should recognize informal work groups and treat employees well to improve productivity.
Hawthrone effect
This document presents research on the implications of the Hawthorne Effect and its links to firm performance. It begins with an introduction and background on the Hawthorne Effect. The study aims to determine if the Hawthorne Effect can improve firm performance by examining its relationship to employee behavior, working environment, and productivity levels. The methodology discusses using surveys distributed to employees at three firms to collect data, which is analyzed using statistical software. Preliminary findings suggest the Hawthorne Effect is positively associated with treating employees fairly and providing necessary tools/facilities. The document concludes by discussing recommendations and areas for future research.
Hawthrone studies
1. Elton Mayo and other researchers conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago.
2. The experiments sought to study the impact of various workplace conditions like illumination, incentives, breaks and supervision on worker productivity but found no conclusive relationship between physical factors and output.
3. They discovered that social and psychological factors have a greater influence on worker behavior and productivity than physical factors alone, giving rise to the field of human relations in management. The experiments demonstrated that workers seek recognition, a sense of belonging and job security.
Each answer 250 words minimumQuestion 1What assumptions and.docx
Each answer 250 words minimum
Question 1:
What assumptions and implications can be drawn from the information gathered from the exit interviews?
Question 2:
Recommend a solution to the turnover problem based on evidence and information presented on job satisfaction.
Motivation and Job Performance in Public Safety
Problem:
The local police department in Somewhere USA has been losing officers at an alarming rate. This medium sized city offers a competitive salary and funds recruits to train at the local community college. The total cost of recruiting and training a new hire was estimated to be $12,000. The leadership was alarmed and conducted exit interviews to determine the reasons for such high turnover. The major issues cited were lack of support for personal issues, no recognition for good performance, no punishment for those violating rules, poor communication, favoritism, lack of opportunity for advancement, and inflexible scheduling. The leadership desperately wanted to turn this around.
Motivation and Job Satisfaction related to Job Performance
Job performance has been portrayed as a combination of ability and motivation. Because motivation is a personal force, the level of motivation of others cannot be readily measured. Scholars recognize that employees’ attitudes and perceptions toward their jobs strongly affect their job performance. However, motivation may be difficult to measure and may not be directly linked to an increase in performance. One fact research has uncovered is that the organizational environment in which people work has a significant influence on their attitudes. Without a positive, supporting environment dissatisfaction will occur. Performance has been linked to motivation, ability, and working conditions. Satisfaction has been positively related to job performance. The Hawthorne studies at Western Electric was a major contribution to the field because it discovered evidence that productive worker are satisfied worker, not that happy workers were productive workers. Thus, organizational attitudes and cultures were seen as a more important aspect than individual workers.
Many motivational and job satisfaction theories have emerged in organizational research. Work motivation has internal and external forces that affect behaviors at work to determine intensity and duration. It deals merely with events associated with attitudes while at work. There are numerous definitions for job satisfaction including an individual’s positive or negative attitude toward their job, positive feelings about one’s job based on their evaluation of the job characteristics, or the collection of feelings and beliefs that individuals have about their jobs. Job satisfaction is defined from the employee’s standpoint as a positive emotional state that results from appraising one’s job.
There are different approaches to study motivation. Because motivation is a phenomenon that cannot be directly measured, researchers must measure attitudes ...
Hr
Human relations theory focuses on motivation, group motivation, and leadership with the central assumption being the relationship between employers and employees. The theorists were social scientists who emphasized human behavior within organizations. They believed people's needs are crucial to an organization's effectiveness and attempted to descriptively and predictively analyze organizational behavior. The document then discusses the Hawthorne effect where changes in lighting levels and working conditions at a factory led to increased productivity not because of the changes themselves but because workers felt special attention was being paid to them.
3 behavioural theory, session 4
The document summarizes the key findings and theories from the Hawthorne studies conducted in the 1920s-1930s. The studies found that productivity increased among workers not because of changes in physical work conditions but because workers received attention from researchers and felt like important members of a group. This challenged existing views of workers as purely rational and motivated only by financial incentives, and highlighted the importance of social and psychological factors in influencing worker behavior. The studies helped establish human relations theory, which focused on satisfying workers' social and psychological needs through participative leadership.
The Hawthorne Experiments
A brief about the Hawthorne Experiments, its inferences and its legacy.
The presentation also contains the take-away from each experiment, and the kind of tasks where the learning from these studies can be applied.
It also includes a couple of points over which the Hawthorne studies have been criticized by sociologists.
Public Relations Management Session 5 Hr And Pr
Session on public relations, and the over lap between Human Resource Management and Public relations management, Employee relations as an integral part of PR
Motivation.
This document discusses motivation and teamwork in the context of agile development. It begins by reviewing classic motivation studies from the 1930s and theories of motivation. Motivation theories like Maslow's hierarchy and Herzberg's theory are discussed in relation to what motivates software developers specifically, with achievement and growth most important. Key characteristics of effective teams are then outlined, including a clear goal, results structure, competence, commitment, collaboration, standards, support and leadership. Finally, it explains how agile development fosters these characteristics through iterative development, user collaboration, roles/accountability and delivering working software frequently.
The Hawthorne Studies
George Elton Mayo conducted the Hawthorne Studies in the 1920s to study the effects of lighting on worker productivity. Researchers were surprised to find that productivity increased regardless of lighting levels. They concluded this was due to the Hawthorne Effect - workers feeling valued from management's attention. Later criticisms found issues like other variables not controlled for and incentives influencing results. However, the studies emphasized the importance of social and cultural factors in motivation. Today, many companies still aim to foster positive workplace cultures with employee input and engagement.
Neo classical management theories
The document discusses the neo-classical approach to management theory, which includes the human relations movement and behavioral theory. The human relations movement was pioneered by Elton Mayo through the Hawthorne Studies in the 1920s-1930s. A key finding was that social and psychological factors strongly influence worker productivity. Behavioral theory built upon this by focusing on how managerial behavior can motivate employees and encourage commitment to organizational goals through participation and making managers more sensitive to employee needs. Both theories emphasized that organizations are social systems and that human resources are the most important asset.
Week 4 – HR, WorkJob Design and Employee Motivation An Hi.docx
Week 4 – HR, Work/Job Design and Employee Motivation:
An Historical Perspective
Managing human resources is a challenging and creative facet of a business. It is the department
that handles the recruiting, hiring, training, and firing of employees. Because of diligence and
detail required in hiring and the sensitivity required in firing, human resource managers have a
broad skill set. Similarly, human resources is vital to the overall functioning of the business
because without the right staff a firm will not be able to work together and to enhance strengths
and downplay weaknesses.
In addition, a good human resource manager can anticipate upcoming needs and changes in the
business, hiring in line with the dynamics of the market and organization. Once a good workforce
is in place, human resources managers must ensure that employees are properly trained and
oriented and that they clearly understand some elements of what the organization expects.
Hiring new people is expensive, time consuming, and turbulent; thus, it is imperative that all
employees are carefully selected, trained, and motivated so that they will remain committed
and loyal to the company. This is not an easy task. Following is an historical overview of some
work design theories:
Scientific Management
Scientific Management, also called Taylorism, is a theory of management that analyzes and
synthesizes workflows. Its main objective is improving economic efficiency, especially labor
productivity through the simplification of tasks and division of labor. It was one of the earliest
attempts to apply science to the engineering of processes and to management.
Taylorism began in the United States in the 1880s and '90s within the manufacturing industries.
Its peak of influence came in the 1910s; by the 1920s, it was still influential but opposing or
complementary ideas/theories were introduced to businesses. Although scientific management
as a distinct theory or school of thought was obsolete by the 1930s, most of its themes are still
important parts of industrial engineering and management today.
Frederick W. Taylor and Frank and Lillian Gilbreth proposed that money was the sole motivator
for workers (the classical theory of motivation). As such, they suggested managers should break
down each job into its component tasks (specialization), determine the best way to perform
each task, and specify the output to be achieved by a worker performing the task. The three
social scientists conducted “time and motion” studies to prove their belief. Taylor also believed
that incentives would motivate employees to be more productive. That said, Taylor’s and the
Gilbreths’ motivation to provide incentives for employees wasn’t employee-focused. Rather,
their motivation was to have the employees be more productive, so companies made more
money.
1. Watch the following videos of Gilbreth’s original Time and Motion Studies research.
https://www.youtube.com/.
Behavioural Theories of an Organisationa
The document discusses two behavioral theories: human relation theory and human behavior theory. It summarizes the key phases and findings of the Hawthorne experiments, which helped establish human relation theory. The experiments found that social and psychological factors, not just physical working conditions, influenced productivity. Human behavior theory is based on concepts from psychology and emphasizes that people have different needs and behaviors based on individual factors. Both theories view employees as social beings influenced by groups rather than just responding to financial incentives.
3 1 io psych overview
This document provides an overview of industrial-organizational psychology, outlining the differences between industrial psychology which focuses on personnel selection and organizational psychology which examines work satisfaction and motivation. It discusses key areas of I/O work like selection, training, and performance appraisal. The document also summarizes important studies like the Hawthorne Experiments and influential early founders. Finally, it outlines some potential future trends as technology changes the nature of jobs and work.
hawthronestudiesexplained-121018032038-phpapp02.pdf
Elton Mayo conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago. The experiments studied how various physical and social factors impacted worker productivity. They found that productivity increased in response to changes in lighting, breaks, and incentives, but also increased even when conditions returned to normal. This introduced the concept of the "Hawthorne Effect" where workers' productivity is impacted simply by being studied. The experiments highlighted the importance of social and psychological factors in influencing worker behavior over physical factors alone.
hawthronestudiesexplained-121018032038-phpapp02.pdf
Elton Mayo conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago. The experiments studied how various physical and social factors impacted worker productivity. They found that productivity increased in response to changes in lighting, breaks, and incentives, but also increased even when conditions returned to normal. This introduced the concept of the "Hawthorne Effect" where workers' productivity is impacted simply by being studied. The experiments highlighted the importance of social and psychological factors in influencing worker behavior over physical factors alone.
content on organisational behavior for management students
This document provides an overview of organizational behavior. It defines organizational behavior as the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself. It discusses the key contributions of the Hawthorne Experiments in establishing that social and psychological factors are important for productivity. Finally, it outlines several modern models of organizational behavior including the autocratic, custodial, supportive, and collegial models.
During January 2005, an Italian investor investing in the Italian st.pdf
During January 2005, an Italian investor investing in the Italian stock market earned a return of
1.47%. During the same month, an American investor investing in the Italian stock market
earned a return of –2.358%. The U.S. dollar-Euro exchange rate at the end of January 2005 was
1.3035 $/€. What was the U.S. dollar-Euro exchange rate ($/€) at the end of December 2004?
Solution
F = S * ((1 + if) / (1 + id)) 1.3035 = S x (1+1.47%) / (1 - 2.358%) S = U.S. dollar-Euro
exchange rate ($/€) = $1.25.
Distinguish between protostomes and deuterostomes. Identify the Phyla.pdf
Protostomes develop with the mouth forming from the blastopore, and include phyla like flatworms, nematodes, mollusks, annelids, and arthropods. Deuterostomes have the mouth form from a second opening on the dorsal surface while the blastopore becomes the anus, and include the phyla Chordata, Echinodermata, and Hemichordata. Deuterostomes also exhibit indeterminate development where cells remain capable of forming a complete organism even when separated, unlike determinate development where each cell's fate is predetermined.
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Behavioural Approach in Management
The behavioral approach studies how people act in the workplace. Early advocates like Robert Owen and Elton Mayo helped establish practices like employee selection and motivation programs. The influential Hawthorne Studies found that social and group factors significantly impacted individual worker behavior and output more than physical conditions like lighting. Today's managers apply insights from behavioral research by designing jobs, working with teams, communicating, motivating employees, and managing conflict based on how people behave in organizations.
hawthorne effect
The Hawthorne Studies conducted in the 1920s and 1930s at the Hawthorne Works of Western Electric found that increased productivity resulted from workers being observed, not from changes in physical working conditions. Multiple experiments tested factors like lighting, breaks, and payment incentives, but productivity rose regardless, suggesting the influence of the social environment. The studies demonstrated that human relations and morale in the workplace are important for motivation and output.
Hawthrone studies explained
1. Elton Mayo and other researchers conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago.
2. The experiments sought to understand the impact of various workplace factors like lighting, breaks, incentives on worker productivity but found no conclusive relationships. Productivity increased regardless of changes, highlighting the importance of social and psychological factors.
3. The experiments demonstrated that workers are influenced more by social relationships and feeling of being valued rather than just physical and economic factors alone. This challenged prevailing views and established human relations as important in workplace management.
Howthrone studies
The Hawthorne studies consisted of four phases of experiments conducted between 1924-1927. The studies found that increased productivity resulted from workers receiving consideration and attention from managers, rather than just changes to physical work conditions like lighting. Later phases found productivity increased further when workers were allowed more freedom and input, and that group dynamics had a strong influence on individual worker productivity. The implications were that psychological and social factors in the workplace are important for motivation, and that managers should recognize informal work groups and treat employees well to improve productivity.
Hawthrone effect
This document presents research on the implications of the Hawthorne Effect and its links to firm performance. It begins with an introduction and background on the Hawthorne Effect. The study aims to determine if the Hawthorne Effect can improve firm performance by examining its relationship to employee behavior, working environment, and productivity levels. The methodology discusses using surveys distributed to employees at three firms to collect data, which is analyzed using statistical software. Preliminary findings suggest the Hawthorne Effect is positively associated with treating employees fairly and providing necessary tools/facilities. The document concludes by discussing recommendations and areas for future research.
Hawthrone studies
1. Elton Mayo and other researchers conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago.
2. The experiments sought to study the impact of various workplace conditions like illumination, incentives, breaks and supervision on worker productivity but found no conclusive relationship between physical factors and output.
3. They discovered that social and psychological factors have a greater influence on worker behavior and productivity than physical factors alone, giving rise to the field of human relations in management. The experiments demonstrated that workers seek recognition, a sense of belonging and job security.
Each answer 250 words minimumQuestion 1What assumptions and.docx
Each answer 250 words minimum
Question 1:
What assumptions and implications can be drawn from the information gathered from the exit interviews?
Question 2:
Recommend a solution to the turnover problem based on evidence and information presented on job satisfaction.
Motivation and Job Performance in Public Safety
Problem:
The local police department in Somewhere USA has been losing officers at an alarming rate. This medium sized city offers a competitive salary and funds recruits to train at the local community college. The total cost of recruiting and training a new hire was estimated to be $12,000. The leadership was alarmed and conducted exit interviews to determine the reasons for such high turnover. The major issues cited were lack of support for personal issues, no recognition for good performance, no punishment for those violating rules, poor communication, favoritism, lack of opportunity for advancement, and inflexible scheduling. The leadership desperately wanted to turn this around.
Motivation and Job Satisfaction related to Job Performance
Job performance has been portrayed as a combination of ability and motivation. Because motivation is a personal force, the level of motivation of others cannot be readily measured. Scholars recognize that employees’ attitudes and perceptions toward their jobs strongly affect their job performance. However, motivation may be difficult to measure and may not be directly linked to an increase in performance. One fact research has uncovered is that the organizational environment in which people work has a significant influence on their attitudes. Without a positive, supporting environment dissatisfaction will occur. Performance has been linked to motivation, ability, and working conditions. Satisfaction has been positively related to job performance. The Hawthorne studies at Western Electric was a major contribution to the field because it discovered evidence that productive worker are satisfied worker, not that happy workers were productive workers. Thus, organizational attitudes and cultures were seen as a more important aspect than individual workers.
Many motivational and job satisfaction theories have emerged in organizational research. Work motivation has internal and external forces that affect behaviors at work to determine intensity and duration. It deals merely with events associated with attitudes while at work. There are numerous definitions for job satisfaction including an individual’s positive or negative attitude toward their job, positive feelings about one’s job based on their evaluation of the job characteristics, or the collection of feelings and beliefs that individuals have about their jobs. Job satisfaction is defined from the employee’s standpoint as a positive emotional state that results from appraising one’s job.
There are different approaches to study motivation. Because motivation is a phenomenon that cannot be directly measured, researchers must measure attitudes ...
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Human relations theory focuses on motivation, group motivation, and leadership with the central assumption being the relationship between employers and employees. The theorists were social scientists who emphasized human behavior within organizations. They believed people's needs are crucial to an organization's effectiveness and attempted to descriptively and predictively analyze organizational behavior. The document then discusses the Hawthorne effect where changes in lighting levels and working conditions at a factory led to increased productivity not because of the changes themselves but because workers felt special attention was being paid to them.
3 behavioural theory, session 4
The document summarizes the key findings and theories from the Hawthorne studies conducted in the 1920s-1930s. The studies found that productivity increased among workers not because of changes in physical work conditions but because workers received attention from researchers and felt like important members of a group. This challenged existing views of workers as purely rational and motivated only by financial incentives, and highlighted the importance of social and psychological factors in influencing worker behavior. The studies helped establish human relations theory, which focused on satisfying workers' social and psychological needs through participative leadership.
The Hawthorne Experiments
A brief about the Hawthorne Experiments, its inferences and its legacy.
The presentation also contains the take-away from each experiment, and the kind of tasks where the learning from these studies can be applied.
It also includes a couple of points over which the Hawthorne studies have been criticized by sociologists.
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Session on public relations, and the over lap between Human Resource Management and Public relations management, Employee relations as an integral part of PR
Motivation.
This document discusses motivation and teamwork in the context of agile development. It begins by reviewing classic motivation studies from the 1930s and theories of motivation. Motivation theories like Maslow's hierarchy and Herzberg's theory are discussed in relation to what motivates software developers specifically, with achievement and growth most important. Key characteristics of effective teams are then outlined, including a clear goal, results structure, competence, commitment, collaboration, standards, support and leadership. Finally, it explains how agile development fosters these characteristics through iterative development, user collaboration, roles/accountability and delivering working software frequently.
The Hawthorne Studies
George Elton Mayo conducted the Hawthorne Studies in the 1920s to study the effects of lighting on worker productivity. Researchers were surprised to find that productivity increased regardless of lighting levels. They concluded this was due to the Hawthorne Effect - workers feeling valued from management's attention. Later criticisms found issues like other variables not controlled for and incentives influencing results. However, the studies emphasized the importance of social and cultural factors in motivation. Today, many companies still aim to foster positive workplace cultures with employee input and engagement.
Neo classical management theories
The document discusses the neo-classical approach to management theory, which includes the human relations movement and behavioral theory. The human relations movement was pioneered by Elton Mayo through the Hawthorne Studies in the 1920s-1930s. A key finding was that social and psychological factors strongly influence worker productivity. Behavioral theory built upon this by focusing on how managerial behavior can motivate employees and encourage commitment to organizational goals through participation and making managers more sensitive to employee needs. Both theories emphasized that organizations are social systems and that human resources are the most important asset.
Week 4 – HR, WorkJob Design and Employee Motivation An Hi.docx
Week 4 – HR, Work/Job Design and Employee Motivation:
An Historical Perspective
Managing human resources is a challenging and creative facet of a business. It is the department
that handles the recruiting, hiring, training, and firing of employees. Because of diligence and
detail required in hiring and the sensitivity required in firing, human resource managers have a
broad skill set. Similarly, human resources is vital to the overall functioning of the business
because without the right staff a firm will not be able to work together and to enhance strengths
and downplay weaknesses.
In addition, a good human resource manager can anticipate upcoming needs and changes in the
business, hiring in line with the dynamics of the market and organization. Once a good workforce
is in place, human resources managers must ensure that employees are properly trained and
oriented and that they clearly understand some elements of what the organization expects.
Hiring new people is expensive, time consuming, and turbulent; thus, it is imperative that all
employees are carefully selected, trained, and motivated so that they will remain committed
and loyal to the company. This is not an easy task. Following is an historical overview of some
work design theories:
Scientific Management
Scientific Management, also called Taylorism, is a theory of management that analyzes and
synthesizes workflows. Its main objective is improving economic efficiency, especially labor
productivity through the simplification of tasks and division of labor. It was one of the earliest
attempts to apply science to the engineering of processes and to management.
Taylorism began in the United States in the 1880s and '90s within the manufacturing industries.
Its peak of influence came in the 1910s; by the 1920s, it was still influential but opposing or
complementary ideas/theories were introduced to businesses. Although scientific management
as a distinct theory or school of thought was obsolete by the 1930s, most of its themes are still
important parts of industrial engineering and management today.
Frederick W. Taylor and Frank and Lillian Gilbreth proposed that money was the sole motivator
for workers (the classical theory of motivation). As such, they suggested managers should break
down each job into its component tasks (specialization), determine the best way to perform
each task, and specify the output to be achieved by a worker performing the task. The three
social scientists conducted “time and motion” studies to prove their belief. Taylor also believed
that incentives would motivate employees to be more productive. That said, Taylor’s and the
Gilbreths’ motivation to provide incentives for employees wasn’t employee-focused. Rather,
their motivation was to have the employees be more productive, so companies made more
money.
1. Watch the following videos of Gilbreth’s original Time and Motion Studies research.
https://www.youtube.com/.
Behavioural Theories of an Organisationa
The document discusses two behavioral theories: human relation theory and human behavior theory. It summarizes the key phases and findings of the Hawthorne experiments, which helped establish human relation theory. The experiments found that social and psychological factors, not just physical working conditions, influenced productivity. Human behavior theory is based on concepts from psychology and emphasizes that people have different needs and behaviors based on individual factors. Both theories view employees as social beings influenced by groups rather than just responding to financial incentives.
3 1 io psych overview
This document provides an overview of industrial-organizational psychology, outlining the differences between industrial psychology which focuses on personnel selection and organizational psychology which examines work satisfaction and motivation. It discusses key areas of I/O work like selection, training, and performance appraisal. The document also summarizes important studies like the Hawthorne Experiments and influential early founders. Finally, it outlines some potential future trends as technology changes the nature of jobs and work.
hawthronestudiesexplained-121018032038-phpapp02.pdf
Elton Mayo conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago. The experiments studied how various physical and social factors impacted worker productivity. They found that productivity increased in response to changes in lighting, breaks, and incentives, but also increased even when conditions returned to normal. This introduced the concept of the "Hawthorne Effect" where workers' productivity is impacted simply by being studied. The experiments highlighted the importance of social and psychological factors in influencing worker behavior over physical factors alone.
hawthronestudiesexplained-121018032038-phpapp02.pdf
Elton Mayo conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago. The experiments studied how various physical and social factors impacted worker productivity. They found that productivity increased in response to changes in lighting, breaks, and incentives, but also increased even when conditions returned to normal. This introduced the concept of the "Hawthorne Effect" where workers' productivity is impacted simply by being studied. The experiments highlighted the importance of social and psychological factors in influencing worker behavior over physical factors alone.
content on organisational behavior for management students
This document provides an overview of organizational behavior. It defines organizational behavior as the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself. It discusses the key contributions of the Hawthorne Experiments in establishing that social and psychological factors are important for productivity. Finally, it outlines several modern models of organizational behavior including the autocratic, custodial, supportive, and collegial models.
Similar to Describe Hawthrone EffectSolutionThe correlation between t.pdf (20)
Each answer 250 words minimumQuestion 1What assumptions and.docx
Each answer 250 words minimumQuestion 1What assumptions and.docx
Week 4 – HR, WorkJob Design and Employee Motivation An Hi.docx
Week 4 – HR, WorkJob Design and Employee Motivation An Hi.docx
hawthronestudiesexplained-121018032038-phpapp02.pdf
hawthronestudiesexplained-121018032038-phpapp02.pdf
hawthronestudiesexplained-121018032038-phpapp02.pdf
hawthronestudiesexplained-121018032038-phpapp02.pdf
content on organisational behavior for management students
content on organisational behavior for management students
More from ashokarians
During January 2005, an Italian investor investing in the Italian st.pdf
During January 2005, an Italian investor investing in the Italian stock market earned a return of
1.47%. During the same month, an American investor investing in the Italian stock market
earned a return of –2.358%. The U.S. dollar-Euro exchange rate at the end of January 2005 was
1.3035 $/€. What was the U.S. dollar-Euro exchange rate ($/€) at the end of December 2004?
Solution
F = S * ((1 + if) / (1 + id)) 1.3035 = S x (1+1.47%) / (1 - 2.358%) S = U.S. dollar-Euro
exchange rate ($/€) = $1.25.
Distinguish between protostomes and deuterostomes. Identify the Phyla.pdf
Protostomes develop with the mouth forming from the blastopore, and include phyla like flatworms, nematodes, mollusks, annelids, and arthropods. Deuterostomes have the mouth form from a second opening on the dorsal surface while the blastopore becomes the anus, and include the phyla Chordata, Echinodermata, and Hemichordata. Deuterostomes also exhibit indeterminate development where cells remain capable of forming a complete organism even when separated, unlike determinate development where each cell's fate is predetermined.
Determine the y-coordinate of the centroid of the shaded area. S.pdf
Determine the y-coordinate of the centroid of the shaded area.
Solution
Ans-
General topology grew out of a number of areas, most importantly the following:
General topology assumed its present form around 1940. It captures, one might say, almost
everything in the intuition of continuity, in a technically adequate form that can be applied in any
area of mathematics.
A topology on a set
Main article: Topological space
Let X be a set and let be a family of subsets of X. Then is called a topology on X if:[1][2]
If is a topology on X, then the pair (X, ) is called a topological space. The notation X may be
used to denote a set X endowed with the particular topology .
The members of are called open sets in X. A subset of X is said to be closed if its complement is
in (i.e., its complement is open). A subset of X may be open, closed, both (clopen set), or
neither. The empty set and X itself are always both closed and open.
Basis for a topology
Main article: Basis (topology)
A base (or basis) B for a topological space X with topology T is a collection of open sets in T
such that every open set in T can be written as a union of elements of B.[3][4] We say that the
base generates the topology T. Bases are useful because many properties of topologies can be
reduced to statements about a base that generates that topology—and because many topologies
are most easily defined in terms of a base that generates them.
Subspace and quotient
Every subset of a topological space can be given the subspace topology in which the open sets
are the intersections of the open sets of the larger space with the subset. For any indexed family
of topological spaces, the product can be given the product topology, which is generated by the
inverse images of open sets of the factors under the projection mappings. For example, in finite
products, a basis for the product topology consists of all products of open sets. For infinite
products, there is the additional requirement that in a basic open set, all but finitely many of its
projections are the entire space.
A quotient space is defined as follows: if X is a topological space and Y is a set, and if f : XY is
a surjective function, then the quotient topology on Y is the collection of subsets of Y that have
open inverse images under f. In other words, the quotient topology is the finest topology on Y for
which f is continuous. A common example of a quotient topology is when an equivalence
relation is defined on the topological space X. The map f is then the natural projection onto the
set of equivalence classes..
Describe the mechanism by which TLR4, CD14, and MD2 recognize Lipopo.pdf
Describe the mechanism by which TLR4, CD14, and MD2 recognize Lipopolysaccharides (LPS)
and how this recognition changes gene expression in macrophages. What would happen if the
TIR domain was mutated?
Solution
LPS is a main component of the outer membrane of Gram-negative bacteria. Minute amounts of
lipopolysaccharides released from infecting pathogens can initiate potent innate immune
responses. But when the Lipopolysaccharides response is not properly controlled it can lead to
fatal septic shock syndrome. The common structural pattern of Lipopolysaccharides in various
bacterial species is recognized by LPS binding protein (LBP), CD14 and the Toll-like receptor4
(TLR4)–MD-2 complex. Lipopolysaccharide is initially extracted from bacterial membranes and
vesicles released from them by LPS binding protein in serum. LPS binding protein then transfers
LPS to CD14 that can be found either in soluble form or linked to the cell surface by a
glycosylphosphatidylinositol anchor. CD14 splits Lipopolysaccharides aggregates into
monomeric molecules and presents them to the TLR4–MD-2 complex. Aggregation of the
TLR4–MD-2 complex after binding lipopolysaccharide leads to activation of multiple signaling
components like NF-B and IRF3, and the subsequent production of pro-inflammatory cytokines.
CD14 exists in the form of a homodimer. Unlike other LRR family members, it does not contain
an LRRCT module. Instead, the C-terminus of the LRR modules of one CD14 molecule interacts
with the C-terminus of another, resulting in the formation of a dimer. The lipopolysaccharide
interaction pocket of CD14 is located at the boundary of the LRRNT and the first LRR module.
In addition to LPS, CD14 can bind to various other microbial products, such as peptidoglycan,
lipoteichoic acid, lipoarabinomannan, and lipoproteins. Hence, it has broad ligand specificity. It
functions as a pattern recognition receptor by recognizing structural motifs in various microbial
products. The extracellular domain of TLR4 also belongs to the LRR family and is responsible
for ligand binding. The structure of TLR4 deviates substantially from the consensus LRR
structures. LRR family proteins can be classified into seven subfamilies and each subfamily is
defined by its conformation. Most of the LRR proteins have uniform radii and beta sheet angles.
Whereas, TLRs 1, 2, 4 and 6 are divided by a structural transition into N-terminal, central and C-
terminal. The structural discontinuities seem to be caused by irregular LRR sequences in the
center. The domain boundaries in TLRs 1, 2 and 6 fulfill important roles in ligand binding. The
N-terminal and central domains of TLR4 clearly provide charge complementarity for binding of
its surface to its co-receptor MD-2 thus, forming a stable 1:1 heterodimer. In the initial phase of
infection, the innate immune system generates a rapid inflammatory response which blocks the
growth of the infectious agent. Such response is followed, in vertebrates, by an adapt.
Be specific..LIST and GIVE AN EXAMPLE of each of the four types of.pdf
Be specific..
LIST and GIVE AN EXAMPLE of each of the four types of market failure...
(i.e. the reasons that we need government intervention)
Solution
The main reasons because of which we need government intervention are as follows:-
1.) Poverty alleviation:- Poverty is one of major problem in underdeveloped and developing
nations. Government runs various poverty alleviation programmes. For example, Prime
Minister\'s Rozgar Yojna (PMRY) in India. Through these programmes, government accelerates
the economic growth. It helps in population control through awareness regarding various family
planning programmes. It tries to reduces income inequalities in the nation.
2) Human capital formation:- It implies development of abilities and skills among the population
of country. It is the process of acquiring and increasing the number of people, who have skills,
experience and education, which are critical for social, economical and political development
and growth of the nation. The state and union governments have been earmarking substantial
financial outlays for development of education and health sectors in the country.
3) Rural development:- Government plays a very vital role in developing rural life through
providing drinking water facility, proper sanitation and severage facility, Basic amenities like
Housing etc. Government aims at improving social and economic conditions of people living in
villages through various awareness programmes and campaigns.
4) Employment Generation:- Union and state governments played vital role in generating
employment or creating opportunities for employment generation. Government provides \'Direct
Employment\' by employing people in various departments for administrative purposes and in
different industries, hotels, transport companies etc. run by the government.
Therefore these are the Four areas ( Poverty alleviation, Human capital formation, Rural
development and Employment generation etc.) which need government intervention to the large
extent..
What is the correct sequence of events for the life cycle of the pork.pdf
What is the correct sequence of events for the life cycle of the pork tapeworm, T. sodium?
Arrange the following statements in chronological order
Solution
Answering the sequence according to ascending order:
1. Eggs are produced by adult tapeworms living in definitive host
2. Eggs are released in the environment in the feces
3. Pigs eat grass contaminated, or fertilized with human feces
4. Inside the intermediate hosst, the eggs mature into larvae and encyst in the host muscles
5. The definitive host ingests the larvae and becomes infected.
Which heterologous protein expression systems allow for the post-tra.pdf
Which heterologous protein expression systems allow for the post-translational modifications of
the recombinant proteins?
Solution
Yeast systems are generally regarded as safe heterologous recombinant (suitable for DNA
recombination) system for the expression of proteins via heterologous expression
(Saccharomyces cerevisiae). This yeast is unicellular eukaryotic system & its secretory pathway
has associated with N-terminal signal sequences such as Pho5, Suc2 for post translational and
co-translational modifications of secretory recombinant proteins (obtained through recombinant
DNA expression) in endoplasmic reticulum. The post-translational modification can be done
through \"signal peptidases\" & N-linked and O-linked (to serine/threonine) glycosylation..
What is the structure of electric circuits Can a branch of a circui.pdf
What is the structure of electric circuits? Can a branch of a circuit contain three elements? Can
there be a branch which doesn’t contain any circuit elements?
Solution
First electric circuit means, the circuit having elements like resistors, capacitors and inductors
along with sources.
Any electric circuit comprises of node, branches, and meshes.
The joining point of two elements is called node.
The element between two nodes is called branch. In branch only one series element is possible to
connect but in parallel it can have N number of elements.
No branch with out elements in electric circuits..
Turner syndrome is caused by monosomy of the sex chromosomes XO. .pdf
Turner syndrome is caused by monosomy of the sex chromosomes XO. Why is there no
corresponding condition for monosomy of the sex chromosome YO
Turner syndrome is caused by monosomy of the sex chromosomes XO. Why is there no
corresponding condition for monosomy of the sex chromosome YO
Solution
Nondisjunction leading to YO cells are non viable.At least one X chromosome is needed for
viability.
YO condition is lethal hence there are no corresponding conditions for monosomy of the sex
chromosome YO..
why are we seeing more evidence of widespread etchical dilemmas with.pdf
why are we seeing more evidence of widespread etchical dilemmas within organization?
Solution
Social Responsibility and caring and trust worthiness has been started to decrease, the reason is
thinking about more profit with less effort.
Lack of internal cooperation and Misunderstanding between the workers, it was raised..
What do evebitda ratio and price to cash flow ratio show us .pdf
What do ev/ebitda ratio and price to cash flow ratio show us and how do they compare?
Evaluate the usefulness of these and other market multiple ratios in company evaluations
What do ev/ebitda ratio and price to cash flow ratio show us and how do they compare?
Evaluate the usefulness of these and other market multiple ratios in company evaluations
What do ev/ebitda ratio and price to cash flow ratio show us and how do they compare?
Evaluate the usefulness of these and other market multiple ratios in company evaluations
What do ev/ebitda ratio and price to cash flow ratio show us and how do they compare?
Evaluate the usefulness of these and other market multiple ratios in company evaluations
Solution
EV/EBITDA ratio (enterprise value divided by earnings before interest, tax, depreciation and
amortization) is an important valuation multiple and the reason why it is so popular is that the
ratio makes adjustments so that an investor can identify the real cash flow issue associated with a
company. The ratio shows the real value of a business and hence can be used to easily compare
companies that operate in different countries. Secondly EV/EBITDA ratio is less volatile as
items like taxes and interest that can cause a valuation metric to be volatile are not a part of this
ratio. Another important point to be noted is that the EV/EBITDA ratio is not affected by
changes in capital structure.
Price to cash flow ratio (share price divided by cash flow per share) is another useful valuation
metric that is used. The ratio makes use of operating cash flow. This ratio is particularly useful
for valuing those companies that have positive cash flows but are not profitable because of high
amount of non-cash charges like depreciation and amortization. This ratio is useful because of
the fact that cash flows cannot easily be manipulated.
Other market multiple ratios that can be used are P/E (price-earnings) ratio, price to book ratio,
EV/NOPAT ratio and price to sales ratio. These ratios are useful as it helps an investor to
determine the market value of the asset relative to a key statistic that bears a logical relationship
to the market value of the asset in consideration..
What are the respiratory and fermentation pathways in Chlamydia pneu.pdf
What are the respiratory and fermentation pathways in Chlamydia pneumoniae?
Solution
Chlamydophila pneumoniae is, an obligate intracellular bacterium which infects humans and is
one of the major cause of pneumonia. It is gram negative bacterium. As it is an obligate parasite
it is difficult to distinguish between the host and parasite metabolism. There are major
differences in the metabolic pathways in various developmental stages.
C. pneumoniae requires oxygen to survive, but requires environments with lower levels of
oxygen than present in the atmosphere
These bacteria shows metabolism of glucose-6-phosphate to pyruvate via glycolysis, which
allows them to generate ATP via substrate-level phosphorylation by the enzymes
phosphoglycerate kinase and pyruvate kinase.
The TCA cycle is complete in all Chlamydiae thus able to oxidize acetyl-CoA, accompanied by
regeneration of the energy-rich molecules NADH, FADH2 and GTP.
The electron transport chain of environmental chlamydiae is branched. H+ translocating NADH
dehydrogenase, additional terminal oxidases, and cytochrome c oxidases, altogether were
suggested to enable these bacteria to build up a proton gradient more efficiently and potentially
allow them to respond to changing conditions such as fluctuating oxygen tensions.
They also have increased capacities for host-independent production of ATP via oxidative
phosphorylation..
You have a piece of circular DNA that can be cut by the restriction .pdf
You have a piece of circular DNA that can be cut by the restriction nucleases EcoRI, HindIII,
and NotI, as indicated in the Figure Below...
Answer whether the following statement is TRUE or FALSE. If FALSE, explain why.
(a) One piece of DNA will be obtained when this DNA is cut by NotI.
(b) A piece of DNA that cannot be cut by EcoRI will be obtained by cutting this DNA with both
NotI and HindIII.
(c) Two DNA fragments that cannot be cut by HindIII will be obtained when this DNA is cut by
EcoRI and NotI.
(d)Two DNA fragments of unequal size will be created when this DNA is cut by both HindIII
and EcoRI. Notl EcoRI EcoRI HindIII
Solution
1. True
Yes , if the DNA Is cut by only NotI, then only a single piece of DNA would be formed as there
would be a cut in the circular DNA , thus forming a single piece single stranded DNA.
2. False
Even if there is a cut with both NotI and HindIII there would be a piece of DNA between NotI
and ECoRI which will still remain and won\'t be cut.
3. True
Two DNA fragments will be obtained when cut with EcoRI and NotI that cannot be obtained
with HindIII. A fragment between NotI and ECoRI and between the two ECoRI.
4. False
Three unequal pieces of DNA would be formed. First, the HindIII, would cause a nick and the
strand would open and form a single strand. Second, ECoRI would cause two nicks, as it is at
two places, thus two more fragments, one between the two ECoRI and the other between the
ECoRI and HindIII would be formed..
Write a 2-3 page report on any one of the following topics. A support.pdf
Write a 2-3 page report on any one of the following topics. A supporting paper is provided for
each topic. However, the report has to be prepared based on general literature beyond the
supporting paper. The deadline for the submission of the assignment is 14th January, 12 noon,
2017. Your report should have proper references/bibliography. Plagiarism is strictly prohibited!
Topic 1. Impact of invasive species on native species and ecosystems. Supporting paper/s:
Gurevitch, Jessica, and Dianna K. Padilla. \"Are invasive species a major cause of extinctions?-
Trends in Ecology & Evolution 19.9 (2004): 470-474. Molnar, Jennifer L., et al. \"Assessing the
global threat of invasive species to marine biodiversity \" Frontiers in Ecology and the
Environment 6.9 (2008): 485-492. Didham, Raphael K., et al. \"Are invasive species the drivers
of ecological change?.\" Trends in Ecology & Evolution 20.9 (2005): 470-474. strayer, David
L., et a \"understanding the long-term effects of species invasions.\" Trends in ecology &
evolution 21.11 (2006): 645-651.
Solution
Impact of Invasive species on native species and ecosystems
Native species are those originally originated and evolved in the region (Cox, 2004). The native
species adapted the environment and co evolved with other species and the ecosystem was also
evolved accordingly (Cox, 2004). When a foreign/ alien species is introduced to a new
environment by general rule it don’t survive or the new species struggle to adapt the new
environment and struggle to make its place in the ecosystem (Dunlap, 1999; Gonzalez-Browne et
al., 2016). Surprisingly some species better adopt to new environment i.e. the new environment
suits the species more than the original environment (Dunlap, 1999). Few species becomes
invasive and the species population booms in the newly invaded territory (Alexander et al.,
2014). The invasive species becomes overweighed in the natural balance of the native ecosystem
and it inversely impact on the growth of some native species those shares common niches, food,
breeding places, resources or the alien species predates on certain native species (Hickman et al.,
2013; Kovacs et al., 2012). The invading species can also be a new prey for certain native
species which will increase the population of that predating species (Anson and Dickman, 2013;
Barber et al., 2008). Not only the direct relation of prey and predator or competition influences
native species but the introduction of the invading species can also indirectly influence the
abundance of the native species (Mello and Oliveira, 2016). The invasive species also interact
with the new environment and the advantages it gets in the new ecotype also put impact on the
evolution of the invasive species itself as the invasive species evolve becomes different from its
original native state or source species (Zenni et al., 2016). Sometime the invading introduced
species becomes free from its natural pathogen and free from immunological burden.
Why are sex cells (gametes) haploid instead of diploid. Write a brief.pdf
Why are sex cells (gametes) haploid instead of diploid. Write a brief explanation/describe the
what the consequences would be if gametes were diploid instead.
Solution
Sex cells (gametes) are haploid because they are formed by the process of reductional division
called meiosis.
Meiosis is a defined as double division of parent cell which results in the formation of 4 daughter
cells each having half the number of chromsome than that of parent cell. It is the type of cell
division in which chromosome number is reduced from diploid number (2n) to haploid number
(n).
This type of division is important while the formation of gametes as it maintains constant
number of chromsomes generation after generation. If meiosis woulf not occur, gametes with
diploid chromosome number will be produced and when these gametes will fuse to form zygote,
the resulting zygote will have an abnormal ,double the number of chromosome (tetraploid) than
that of the normal number of chromosome found in species. Tetraploidy is very lethal in animals
, therefore meiosis is important in maintaining normal chromosome number..
What role did Warfarin play in the development of pesticide-resistan.pdf
What role did Warfarin play in the development of pesticide-resistant rats?
A. It caused the mutations, which lead to its resistance.
B. It killed off the non-resistant rats.
C. It selected for resistant rats.
D. Both b and c.
Solution
Answer is \"D\". Both b and c.
It kille off the non-resistant rats.
It selected for resistant rats.
Warfarin is a special type of medication used as a blood thinner..
What is the role of health risk appraisal in health promotion and.pdf
What is the role of health risk appraisal in health promotion and disease prevention?
What is the role of health risk appraisal in health promotion and disease prevention?
Solution
The role of health risk appraisal in health promotion and disease prevention is :
Thus, for both health promotion advises and health disease prevention steps requires proper and
detailed appraisal of the present and past medical histories of the cell..
What is Rev protein in the HIV genome and why is it important in the.pdf
What is Rev protein in the HIV genome and why is it important in the HIV life cycle?
Solution
The two most important regulatory factors for HIV (human immuno deficiency virus) gene
expression are, “Tat and Rev.” REV is a phosphoprotein present in the nucleus or nucleolus. It
binds to the RRE and functions to promote the nuclear export, functional activation of RRE
containing viral mRNAs and stabilization. In lentiviruses, it is the most functionally conserved
regulatory protein..
Under what condition would field research be undertaken a. The rese.pdf
Field research would be undertaken if the researcher needs to draw clear conclusions about the population being studied. Direct observation in a natural setting allows the researcher to understand behaviors and make inferences about the larger population based on what is observed.
Sue heads due west from Dry Gulch on U.S. 6.5 at a steady speed of 5.pdf
Sue heads due west from Dry Gulch on U.S. 6.5 at a steady speed of 55 mph (miles per hour)
while Don heads due east from Wet Hollow (which is 830 miles west of Dry Gulch) on the same
hiway at 65 mph but he starts 2 hours after Sue did. How many miles did Don travel before they
met?
Solution
Two hours after Sue started, their distance is 850 - 55*2 = 740 miles.
Then , another T = 740/(55+65) = 740/120 = 37/6 hrs, they met.
And so Don drove 65 * 37/6 = 2405/6 miles before thy met..
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why are we seeing more evidence of widespread etchical dilemmas with.pdf
What do evebitda ratio and price to cash flow ratio show us .pdf
What do evebitda ratio and price to cash flow ratio show us .pdf
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What are the respiratory and fermentation pathways in Chlamydia pneu.pdf
You have a piece of circular DNA that can be cut by the restriction .pdf
You have a piece of circular DNA that can be cut by the restriction .pdf
Write a 2-3 page report on any one of the following topics. A support.pdf
Write a 2-3 page report on any one of the following topics. A support.pdf
Why are sex cells (gametes) haploid instead of diploid. Write a brief.pdf
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