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Each one needs a response with a reference Lauren Williams 1. Job Analysis is fundamental to the staffing and planning. Which method of job analysis would you recommend, and why? The two traditional forms of job analysis are inductive and deductive (Peterson & Jeanneret, 2007). The 5 methods discussed in our text are: Critical Incidents, Job Elements, Structured Interview, Task Inventory, and Structured Questionnaire. To determine the best combination of job analysis techniques, it is important to identify the nature of the resources and expertise the firm has available. I chose two different techniques to utilize, Critical Incidents and Structured Interview (Phillips, 2020). The critical incidents method is a job analysis method by which important job tasks are identified for job success. Critical job tasks are those important duties and job responsibilities performed by the jobholder that lead to job success. Information about critical job tasks can be collected through interviews with employees or managers or through self-report statements written by employees. The Job Analysis Interview: method to collect a variety of information from an incumbent by asking the incumbent to describe the tasks and duties performed (HR-Guide, 2015). “This study found that job analysis methods are perceived as differentially effective for various human resources purpose, and as differentially practical Although the amount of variance explained in the ratings by job analysis methods is not large, neither is it inconsequential” (Levine et al., 1983). Therefore, I recommend using a combination of job analysis methods to resolve any discrepancies which might occur between different techniques. Kesley Siegel 2. What would you do if you and a supervisor do not agree on the importance of various job duties/tasks during job analysis? How would you resolve it? This can be a common occurrence between an employee and their supervisor as they might not see eye to eye on the priority of job duties. It is important to resolve the disagreement in a professional and respectful manner. The employee should feel valued in the discussion and have their voice heard as they are the one responsible for the job duties/tasks being evaluated. I believe it is important to have a conversation between the supervisor and the employee to discuss the areas of discrepancy. The weights for each job duty’s relative importance are used to identify the essential qualifications of new hires and to prioritize the characteristics that will be recruited and screened for in the future (Phillips, 2020). Being able to voice your concerns and have a constructive conversation between supervisor and employee is key to having a successful working relationship. In many instances, voice has been associated with overall team effectiveness as well as specific team indicators (Li & Tangirala, 2021). .
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Running Head: MOTIVATING PROJECT TEAM STRATEGY 1
Motivating Project Team Strategy
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PSY 3490, Industrial Organizational Psychology 1 Co.docx
PSY 3490, Industrial Organizational Psychology 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Define job analysis.
2. Differentiate between job-oriented and people-oriented approaches.
3. Compare and contrast the methods of job analysis and understand the features and limitations of
each.
4. Interpret what studies suggest regarding the reliability and validity of job analysis.
5. Evaluate the concept of performance criteria, and describe their characteristics.
6. Examine the advantages and disadvantages of the objective measures of job performance.
7. Describe subjective measures of job performance.
8. Explain the different types of error associated with subjective measures.
9. Analyze the advantages of 360-degree feedback.
Reading Assignment
Chapter 3:
Job Analysis
Chapter 4:
Performance Appraisal
Unit Lesson
Assessment
I/O psychologists use a variety of methods when performing their jobs, and regardless of the work setting,
most use assessment methods. Assessment involves gathering information in a systematic way. For I/O
psychologists working as professors, this information may be gathered in a research laboratory, through
surveys, for example. For I/O psychologists working within a large corporation, this information may be
gathered through observing employees at work. For I/O psychologists working for a consulting firm, this
information may be collected through interviews with clients. Regardless of the setting, I/O psychologists
typically apply reliable assessment techniques.
Job Analysis
One type of assessment that is common for consultants and others working directly in organization is called a
job analysis. A job analysis involves a, “method for describing jobs and/or the human attributes necessary to
perform them,” (Spector, 2012, p.54). The job analysis provides a thorough and accurate depiction of the job.
It specifies the activities, tasks, and characteristics associated with the job, and it may also specify the
knowledge, skills, abilities, and other attributes that an employee would need to perform the job.
Most I/O psychologists are trained to perform job analyses because these serve as the foundation for other
I/O activities. They use different approaches to analyze the job, depending on the purpose of the assessment.
One approach is called the job-oriented job analysis, and this focuses on what the employee does within that
job. Whereas, a person-oriented job analysis focuses on the specific competencies needed to perform the job
(Spector, 2012).
UNIT II STUDY GUIDE
Assessment
PSY 3490, Industrial Organizational Psychology 2
UNIT x STUDY GUIDE
Title
Job oriented job-analysis involves analyzing different levels of the job, including the position, duties, tasks,
activities, and elements of the job. The position is what people often mean when referring to “job,” and it
represents the role ...
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E C O N F O C U S T H I R D Q U A R T E R 2 0 1 3 31.docx
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O
ne of the great success stories of American retail-
ing, Circuit City got its start in 1949 as a tiny
storefront in Richmond, Va. From that modest
beginning, founder Sam Wurtzel quickly built the company
into a national chain, and his son Alan turned it
into a household name. By 2000, Circuit City employed
more than 60,000 people at 616 locations across the
United States.
Circuit City is also one of American retailing’s great fail-
ures. In November 2008, the 59 -year-old company filed for
bankruptcy. Within months, it closed its stores and liquidat-
ed more than $1 billion worth of merchandise, and on March
8, 2009, the last Circuit City store turned off its lights for
good. Today there are few reminders of the groundbreaking
retailer; the company’s 700,000-square-foot headquarters
complex outside Richmond is filling up with new tenants,
and the empty stores have been taken over by new retailers.
In part, Circuit City was just one of the many victims of
the financial crisis and recession, which also brought down
other large national retailers such as Linens ’n Things and
The Sharper Image. And businesses fail even during the
best of economic times, as part of the natural process of
“creative destruction” that is the engine of capitalism. But at
business schools across the country, Circuit City’s story is
taught as an example of what can happen when success
breeds complacency.
From Tire Store to Fortune 500
In 1949, New Yorker and serial entrepreneur Sam Wurtzel
was having his hair cut in Richmond on his way to a family
vacation in North Carolina. The barber mentioned that the
first television station in the South had opened in Richmond
less than a year earlier. Wurtzel, fresh from a failed import-
export business, thought this new entertainment device
might be his next opportunity.
The first experimental television stations began operat-
ing in the early 1940s, and commercial broadcasting began
after World War II. Few households owned sets at the time
of Wurtzel’s barbershop visit, but the medium was growing
rapidly: The number of TV stations in the United States
nearly tripled in 1949, from 27 to 76. Through a friend,
Wurtzel knew someone at Olympic Television, a small
manufacturer in Long Island City; through relatives, he had
connections to bankers and businesspeople in Richmond.
Within a month, Wurtzel had moved his family from New
York to Virginia and was selling televisions out of the front
half of a tire store on Broad Street, a few blocks west of
downtown Richmond.
Wurtzel thought his last name might be hard for people
to pronounce, so he named his store Wards, an acronym for
his family’s names: W for Wurtzel, A for his son Alan, R for
his wife, Ruth, D for his son David, and S for Sam. Rather
than try to compete directly with the big department stores,
he catered to lower-income consumers by offering install-
ment payment plans. He also developed a unique s.
E B B 3 5 9 – E B B S P o r t f o l i o V C o u r.docx
E B B 3 5 9 – E B B S P o r t f o l i o V
C o u r s e P r o j e c t T e m p l a t e - O n l i n e
2018
2
The Distribution & Marketing Plan Template
Using this Template (attached below), provide your ideas and research for the distribution
strategies you will recommend for the logistical movement and delivery of the product to
targeted users in a niche market. You should research similar products to determine what
other self-distributors are doing to deliver their product to a niche market.
The template is just a guide for organizing your paper with headings and sub-
headings. Retype and duplicate the headings and sub-headings. Everything else is your
original content.
Do not include any of the instructor’s comments in blue in the Template when submitting
this assignment. Reproduction of anything other than the headings and sub-headings
from the template will cause a deduction in points for your assignment.
Use the Budget portion of the template to organize your distribution and marketing
expenses. List each item you plan to spend money on, the frequency with which you will
use it, and the cost for your company’s first year.
All of the tools and tactics found in the written section of the plan must match the dollars
that are allocated to them in the Budget Worksheet.
Do not include any costs in the budget that are not directly related to specific distributing
(selling) and marketing (building awareness) strategies proposed for the product.
Costs should be realistic for what you are trying to accomplish. Remember you are
working with a micro budget of $1500 for the entirety of the one-year plan. So, for example,
World Tours and World Premieres are out. This budget will barely afford more than a local
venue or two to showcase your product.
The best way to tackle the Sales Projections and Budget is to create them in Excel, using
formulas in Excel, and then copy and paste the spreadsheet into your Word document
based on the sample provided.
It should take you a few seconds to set up these spreadsheets and type in the column
headings from the template. All of the line items are custom to your project and should be
revised by you to fit your project.
10/19/18 3
Course Project – Outline Template
(Be sure to start with Title Page to include Project Title, Your Name, Course Name, and Date
in proper APA format)
I. Executive Summary
The Company:
Establish in a sentence or two your experience and goals of the company.
The Project:
Explain your project through a premise statement (Artist’s Story or USP or Logline, depending
on your media) along with ways to relate potential success to the investor through similar
successful projects or its appeal to your Target Market.
Sales Projections / Return on Investment:
Summarize how their one-year investment of the agreed upon amount based on your Client
Interview with them will see the project.
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Assessing people for jobs is the most important task for any organization, as it determines new hire performance and the organization's success. High quality assessment enables better hiring decisions, reducing costs from poor training and development. Effective assessment also improves employee development.
The first challenge is fully understanding the job and identifying key success factors. Without this, assessment cannot be effective. Assessing candidates on eligibility and suitability is complex, requiring research on how different levels of each factor impact performance. Interviews alone cannot accurately assess suitability, as interviewers lack detailed job formulas and are biased. Personality assessments also cannot predict job performance as they were not designed for the workplace.
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Running Head: MOTIVATING PROJECT TEAM STRATEGY 1
Motivating Project Team Strategy
Marchello Williams
HR Project Management MPM468-1804B-01
11/28/18
Motivating Project Team Strategy
Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors.
Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality.
To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand.
Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated.
Describe the theory that most closely aligns with how you intend to motivate your team.
The Big five theory is the one that most closely aligns to Atman test motivation assessment. Big five theory refers to a research in the field of psychology which that is founded from the notion that common personality traits are captured by five dimensions, the O-C-E-A-N mnemonic. This mnemonic stands for openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism (Turner, 2014).
Openness to experience
High scorers in this dimension are curious, nontraditional and creative in general and they easily break the mold of typical approaches because of their intellectual curiosity. Low scores in this dimension are conventional and tend .
Running Head MOTIVATING PROJECT TEAM STRATEGY 1.docx
Running Head: MOTIVATING PROJECT TEAM STRATEGY 1
Motivating Project Team Strategy
Marchello Williams
HR Project Management MPM468-1804B-01
11/28/18
Motivating Project Team Strategy
Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors.
Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality.
To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand.
Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated.
Describe the theory that most closely aligns with how you intend to motivate your team.
The Big five theory is the one that most closely aligns to Atman test motivation assessment. Big five theory refers to a research in the field of psychology which that is founded from the notion that common personality traits are captured by five dimensions, the O-C-E-A-N mnemonic. This mnemonic stands for openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism (Turner, 2014).
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Job Analysis Paper
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Job Analysis Paper
The document summarizes a job analysis of a Global Compensation Manager position conducted through an interview with an incumbent. It identifies the essential job functions as managing compensation programs and ensuring competitiveness. Key tasks include analyzing compensation policies, administering benefit systems, and supervising staff. Important knowledge areas are statistics, compensation, and psychology. Key skills are active listening, management, and critical thinking. The job requires strong analytical, communication, and interpersonal competencies. It is a sedentary position completed at a computer. Career progression may lead to a vice president role.
JOB ANALYSIS
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Employee job satisfaction of technomedia limited a case study
This document is the introduction chapter of a thesis on employee job satisfaction at Technomedia Limited. It provides background information on the concept of job satisfaction, including common definitions and factors such as affective vs cognitive satisfaction. It also briefly discusses the history of measuring employee attitudes through surveys. The remainder of the chapter reviews relevant literature on specific factors related to job satisfaction, including job security, compensation, motivation, and promotion practices. The thesis will examine job satisfaction among employees of Technomedia Limited through surveys and analysis.
PSY 3490, Industrial Organizational Psychology 1 Co.docx
PSY 3490, Industrial Organizational Psychology 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Define job analysis.
2. Differentiate between job-oriented and people-oriented approaches.
3. Compare and contrast the methods of job analysis and understand the features and limitations of
each.
4. Interpret what studies suggest regarding the reliability and validity of job analysis.
5. Evaluate the concept of performance criteria, and describe their characteristics.
6. Examine the advantages and disadvantages of the objective measures of job performance.
7. Describe subjective measures of job performance.
8. Explain the different types of error associated with subjective measures.
9. Analyze the advantages of 360-degree feedback.
Reading Assignment
Chapter 3:
Job Analysis
Chapter 4:
Performance Appraisal
Unit Lesson
Assessment
I/O psychologists use a variety of methods when performing their jobs, and regardless of the work setting,
most use assessment methods. Assessment involves gathering information in a systematic way. For I/O
psychologists working as professors, this information may be gathered in a research laboratory, through
surveys, for example. For I/O psychologists working within a large corporation, this information may be
gathered through observing employees at work. For I/O psychologists working for a consulting firm, this
information may be collected through interviews with clients. Regardless of the setting, I/O psychologists
typically apply reliable assessment techniques.
Job Analysis
One type of assessment that is common for consultants and others working directly in organization is called a
job analysis. A job analysis involves a, “method for describing jobs and/or the human attributes necessary to
perform them,” (Spector, 2012, p.54). The job analysis provides a thorough and accurate depiction of the job.
It specifies the activities, tasks, and characteristics associated with the job, and it may also specify the
knowledge, skills, abilities, and other attributes that an employee would need to perform the job.
Most I/O psychologists are trained to perform job analyses because these serve as the foundation for other
I/O activities. They use different approaches to analyze the job, depending on the purpose of the assessment.
One approach is called the job-oriented job analysis, and this focuses on what the employee does within that
job. Whereas, a person-oriented job analysis focuses on the specific competencies needed to perform the job
(Spector, 2012).
UNIT II STUDY GUIDE
Assessment
PSY 3490, Industrial Organizational Psychology 2
UNIT x STUDY GUIDE
Title
Job oriented job-analysis involves analyzing different levels of the job, including the position, duties, tasks,
activities, and elements of the job. The position is what people often mean when referring to “job,” and it
represents the role ...
Performance appraisal sample form
In this file, you can ref useful information about performance appraisal sample form such as performance appraisal sample form methods, performance appraisal sample form tips, performance appraisal sample form forms, performance appraisal sample form phrases … If you need more assistant for performance appraisal sample form, please leave your comment at the end of file.
Structured interviews 101: How to make the most effective interview process w...
Structured interviews involve standardized questions and evaluation criteria to reduce bias. This document provides guidance on developing a structured interview process, including selecting job requirements, crafting valid interview questions, and establishing useful rating scales. Interviewers are advised to have multiple raters, clearly define scoring levels, and consider behavioral indicators when evaluating candidates. The goal is to make interviews more predictive of job performance and legally defensible.
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E C O N F O C U S T H I R D Q U A R T E R 2 0 1 3 31.docx
E C O N F O C U S | T H I R D Q U A R T E R | 2 0 1 3 31
O
ne of the great success stories of American retail-
ing, Circuit City got its start in 1949 as a tiny
storefront in Richmond, Va. From that modest
beginning, founder Sam Wurtzel quickly built the company
into a national chain, and his son Alan turned it
into a household name. By 2000, Circuit City employed
more than 60,000 people at 616 locations across the
United States.
Circuit City is also one of American retailing’s great fail-
ures. In November 2008, the 59 -year-old company filed for
bankruptcy. Within months, it closed its stores and liquidat-
ed more than $1 billion worth of merchandise, and on March
8, 2009, the last Circuit City store turned off its lights for
good. Today there are few reminders of the groundbreaking
retailer; the company’s 700,000-square-foot headquarters
complex outside Richmond is filling up with new tenants,
and the empty stores have been taken over by new retailers.
In part, Circuit City was just one of the many victims of
the financial crisis and recession, which also brought down
other large national retailers such as Linens ’n Things and
The Sharper Image. And businesses fail even during the
best of economic times, as part of the natural process of
“creative destruction” that is the engine of capitalism. But at
business schools across the country, Circuit City’s story is
taught as an example of what can happen when success
breeds complacency.
From Tire Store to Fortune 500
In 1949, New Yorker and serial entrepreneur Sam Wurtzel
was having his hair cut in Richmond on his way to a family
vacation in North Carolina. The barber mentioned that the
first television station in the South had opened in Richmond
less than a year earlier. Wurtzel, fresh from a failed import-
export business, thought this new entertainment device
might be his next opportunity.
The first experimental television stations began operat-
ing in the early 1940s, and commercial broadcasting began
after World War II. Few households owned sets at the time
of Wurtzel’s barbershop visit, but the medium was growing
rapidly: The number of TV stations in the United States
nearly tripled in 1949, from 27 to 76. Through a friend,
Wurtzel knew someone at Olympic Television, a small
manufacturer in Long Island City; through relatives, he had
connections to bankers and businesspeople in Richmond.
Within a month, Wurtzel had moved his family from New
York to Virginia and was selling televisions out of the front
half of a tire store on Broad Street, a few blocks west of
downtown Richmond.
Wurtzel thought his last name might be hard for people
to pronounce, so he named his store Wards, an acronym for
his family’s names: W for Wurtzel, A for his son Alan, R for
his wife, Ruth, D for his son David, and S for Sam. Rather
than try to compete directly with the big department stores,
he catered to lower-income consumers by offering install-
ment payment plans. He also developed a unique s.
E B B 3 5 9 – E B B S P o r t f o l i o V C o u r.docx
E B B 3 5 9 – E B B S P o r t f o l i o V
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The Distribution & Marketing Plan Template
Using this Template (attached below), provide your ideas and research for the distribution
strategies you will recommend for the logistical movement and delivery of the product to
targeted users in a niche market. You should research similar products to determine what
other self-distributors are doing to deliver their product to a niche market.
The template is just a guide for organizing your paper with headings and sub-
headings. Retype and duplicate the headings and sub-headings. Everything else is your
original content.
Do not include any of the instructor’s comments in blue in the Template when submitting
this assignment. Reproduction of anything other than the headings and sub-headings
from the template will cause a deduction in points for your assignment.
Use the Budget portion of the template to organize your distribution and marketing
expenses. List each item you plan to spend money on, the frequency with which you will
use it, and the cost for your company’s first year.
All of the tools and tactics found in the written section of the plan must match the dollars
that are allocated to them in the Budget Worksheet.
Do not include any costs in the budget that are not directly related to specific distributing
(selling) and marketing (building awareness) strategies proposed for the product.
Costs should be realistic for what you are trying to accomplish. Remember you are
working with a micro budget of $1500 for the entirety of the one-year plan. So, for example,
World Tours and World Premieres are out. This budget will barely afford more than a local
venue or two to showcase your product.
The best way to tackle the Sales Projections and Budget is to create them in Excel, using
formulas in Excel, and then copy and paste the spreadsheet into your Word document
based on the sample provided.
It should take you a few seconds to set up these spreadsheets and type in the column
headings from the template. All of the line items are custom to your project and should be
revised by you to fit your project.
10/19/18 3
Course Project – Outline Template
(Be sure to start with Title Page to include Project Title, Your Name, Course Name, and Date
in proper APA format)
I. Executive Summary
The Company:
Establish in a sentence or two your experience and goals of the company.
The Project:
Explain your project through a premise statement (Artist’s Story or USP or Logline, depending
on your media) along with ways to relate potential success to the investor through similar
successful projects or its appeal to your Target Market.
Sales Projections / Return on Investment:
Summarize how their one-year investment of the agreed upon amount based on your Client
Interview with them will see the project.
e activityhttpsblackboard.strayer.edubbcswebdavinstitutionBU.docx
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Use the Internet to locate recent (within five years) news of a company whose ethical behavior has led to public corruption and investigation.
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Name ________________________________________ Date __________
Overhead Squat
View
Kinetic Chain
Checkpoint
Observation Notes
Anterior
Foot / Ankle Feet turn out? Left Right
Knee
Knees move:
In? Out?
Left Right
Lateral
LPHC
Excessive forward lean?
Low back arches?
Shoulder Arms fall forward?
Single-Leg Squat
View
Kinetic Chain
Checkpoint
Observation Notes
Anterior Knee
Knees move:
In? Out?
Left Right
Pushing / Pulling
View
Kinetic Chain
Checkpoint
Observation Notes
Lateral
LPHC Low back arches? Push Pull
Shoulder Shoulders elevate? Push Pull
Head / Neck Head moves forward? Push Pull
To determine which muscles are overactive or underactive, compare your observations to the
downloadable Postural Assessment
Solution
s chart that accompanies this assessment template.
Overactive Muscles
_____________________________________________________________________________________
Underactive Muscles
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National Council of Teachers of English is collaborating with JSTOR to digitize, preserve and extend access to College
Composition and Communication.
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The Rhetoric of the Open Hand and the Rhetoric of the Closed Fist
Author(s): Edward P. J. Corbett
Source: College Composition and Communication, Vol. 20, No. 5 (Dec., 1969), pp. 288-296
Published by: National Council of Teachers of English
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The kRh oric of the Open -land and the Rhtoric
of the Closed Ti§t
EDWARD P. J. CORBETT
THE FAVORITE METAPHORS USED during
the Renaissance in referring to logic
and rhetoric were Zeno's analogies of
the closed fist and the open hand. The
closed fist symbolized the tight, spare,
compressed discourse of the philosopher;
the open hand symbolized the relaxed,
expansive, ingratiating discourse of the
orator. When, sometime after the ap-
pearance of Descartes's Discou.
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Dustin,
A case study is defined by Saunders, Lewis, and Thornhill (2015), as when a researcher collects in the field observations and documentation of information from multiple sources to study a current event. The phenological design is referenced by Saunders et al. (2015), as the respondent’s explanation and remembrance of the activities and involvements being studied. These are quite diverse in being unbiased and factual.
There are other distinctions, such as time and costs associated with each one. The case study requires one person from 1 company, the multiple case study requires at least three companies with at least two persons, and the phenological design requires at least 20 persons. The amount of time commitment to speak to 20 people for 1 hour, is more significant than the amount of time needed to speaks to fewer persons being interviewed or surveyed as part of the study. This time obligation will also transect the financial aspect of the need for additional funding for the research, if more time is needed, then transversely proportional is the monetary aspect (Walden, 2019).
Benefits of Using a Case Study for DBA Doctoral Research
The benefits of using a case study for doctoral research is the cost savings and time required to complete or accomplish the study (Saunders et al., 2015; Yin, 2018). The case study is still a factual designed, based on developing true aspects, but is less problematic than the phenological design.
References
Saunders, M. N. K., Lewis, P., & Thornhill, A. (2015). Research methods for business students (7th ed.). Essex, England: Pearson Education Unlimited.
Walden University. (2019). DBA doctoral study rubric and research handbook. Available from http://academicguides.waldenu.edu/researchcenter/osra/dba
Yin, R. K. (2018). Case study research and applications: Design and methods (6th ed.). Thousand Oaks, CA: Sage.
Marshall
To begin a discussion about case study design and phenomenological research design it is important to define qualitative data. Sanders, Lewis and Thornhill (2015) define qualitative data as data that can be characterized by the richness and fullness of information that is used to explore a subject in a real setting where the researcher derives meaning from images and words, not numbers and data. The quality of qualitative research is defined by the interaction between the data collection process, such as a case study, and the analysis used to explore the meanings of the data (Sanders et al., 2015).
When determining the type of qualitative research that the researcher will conduct it is important to determine the method of collection and how it will be used to analyze the empirical evidence. Yin (2018) proposes that multiple research method can be used for exploratory, descriptive and explanatory studies if properly applied to the research topic. However, there is often one methodology that is more appropriate to address the research q.
DWPM 71713 1 543707.1 MEMBERSHIP A.docx
DWPM
7/17/13
1
543707.1
MEMBERSHIP AGREEMENT
This Membership Agreement (the “Agreement”) is made between 180 Fitness, Inc. (the
“Club”), a Massachusetts Corporation, and the undersigned member (the “Member”). This
Agreement is made because Member wishes to receive and the Club wishes to provide personal
training services in the form of Training Sessions, defined herein, and health club services at the
Club’s facility, which facility is located at [ADDRESS] (the “Facility” or “Facilities”).
In this Agreement, the terms “you” and “your” refer to the Member. A “Training Session” is a
time period in which a personal trainer provides instruction to a Member based on a tailored
exercise program, which is designed for that Member and takes into account that Member’s
fitness objectives, level, and experience. A Training Session may include exercise counseling,
instruction in the proper use of equipment and technique, and dietary suggestions.
I. BASIC MEMBERSHIP INFORMATION
1. Contact Information
2. Membership, Term, and Payment.
a. Membership. Your Membership entitles you to use the Facility until your
Membership Expiration Date, below, and is created when you execute this Agreement, including
fulfilling all Membership Qualifications according to Article II, below, and pay your Fee,
defined below.
b. Fee. Your Fee includes your initial fee (“Initial Fee”), and a fee based on the length
of your membership (“Membership Fee”). Your Initial Fee is due upon execution of this
Agreement. Your Membership Fee may be paid in one (1) lump sum, or in equal monthly
installments.
$ ___________ + $ ____________ = $ ________________
Initial fee Membership Fee TOTAL DUE (Fee)
You opt to pay the Membership Fee in one lump sum (___) equal monthly installments.
Name:
___________________________________
Phone:
______________________________
Address:
_________________________________
Email:
_______________________________
_________________________________________
Date
of
Birth:
_________________________
EMERGENCY
CONTACT:
_________________________________/_________________________/______________________________
Name
Relationship
Phone
Number(s)
DWPM
7/17/13
2
543707.1
circle one
If you decide to pay in equal monthly installments, your payment is due on the first day of the
month.
Membership Start Date: ___/___/___ Membership Expiration Date: ___/___/___
[c. Billing Authorization – automatic withdrawals?]
[d. Membership Freeze. You may put your Membership on hold for any reason for one
.
DwightEvaluation Leadership style assessments certainl.docx
Dwight
Evaluation
Leadership style assessments certainly have a place within the organization. The effectiveness of a leadership style assessment will depend on what type of assessment and what the organizational needs are. Multi-source feedback assessments are supposed to give a 360 degree look at a leader and give the organization a valuable outcome in the evaluation of the leader (MacKie, 2015). Using multi-source feedback assessments can be extremely beneficial as long as the assessment is properly paired with the organizational goals and needs. Assessing a leader from multi perspectives is truly a holistic approach. But, organizations need to recognize that no leadership style assessment is not without its limitations.
Next, the behavior approach is one of four approaches to leadership. Three of which all have weaknesses; traits, skills, and behavior. But the fourth approach to leadership, the situational approach demonstrates the flexibility of a leader (Northouse2016, 2016). In today’s dynamic and complex business environment, flexible leaders bring the most value to an organization. The situational approach allows the leader to apply the other three approaches given the circumstances. As an Army leader I found this approach to be extremely effective while leading in combat and non-combat situations.
Explanation of Usefulness
Of equal importance is the usefulness leadership style assessments and the behavior approach have on an organization. Once an organization has clearly defined the goals and purpose of conducting an assessment, and then subsequently the correct assessment is used, the results will certainly help the organization. In this case, using an assessment to evaluate the benefits of a behavior approach to leadership will allow the organization to determine what needs to be done, how it needs to be done, and how fast it needs to be done (Saxena, 2014). Additionally, the behavior approach (if the relationship behavior is used), can give subordinates the motivation needed to achieve the desired outcome through a better understanding of themselves.
Explanation of Impact
The impact of leadership assessments on an individual can be positive or negative. Again, this directly correlates to the goals and expectations of the organization when the assessment is implemented. For the individual, it could potentially identify strengths and weaknesses. Thus, giving the individual the opportunity to grow and learn from the assessment. Simultaneously, the organization discovers how these strengths and weaknesses fit into the organization’s goals. Once they have identified where and how an individual nest into the organization, a holistic approach to achieving those goals can be developed (Northouse2016, 2016). In comparison, using a behavior approach assessment will yield valuable information about subordinates’ behavior patterns. Which equates to the organization knowing and understanding their employees. Understanding behavio.
Dwight Waldo is known for his work on the rise of the administrative.docx
Dwight Waldo is known for his work on the rise of the administrative state, which prompted scholars to consider whether a large bureaucracy actually fosters or limits democracy. What do you think? Do we need lots of government in order to have the strongest democracy or does “big” government interfere with our democratic ideals? cite 2 academic resources
.
Dwayne and Debbie Tamai Family of Emeryville, Ontario.Mr. Dw.docx
Dwayne and Debbie Tamai Family of Emeryville, Ontario.
Mr. Dwayne Tamai and Mrs. Debbie Tamai case of electronic harassment involved 15-year-old son, Billy, who took control of all of the electronic devices in the family's home, including the phone, and manipulated them to the distress of other family members for his own amusement. The incidents began in December 1996, when friends of the family complained that phone calls to the Tamai home were repeatedly being waylaid, cut off missed messages, strange clicking and appears like a minor with a disembodied voice, unnervingly distorted by computer, who interrupted calls to make himself known.
After burping repeatedly, the caller frightened Mr. and Mrs. Tamai, and stated that I know who you are, and I stole your voice mail. Mocking, sometimes menacing, the high-tech stalker became a constant presence, eavesdropping on family conversations, switching TV channels, and shutting off the electricity.
The police department confirmed that the sabotage was an inside activity but refrain from releasing the name the culprit. The police further stated that nothing would be gained by filing charges against the suspect. Mr. Dwayne and Mrs. Debbie Tamai asserted that their son, Billy, had admitted engaging in the mysterious calls. The interruptions included burps, blathering and claims having control over the inner workings of the Tamai’s custom-built home, and the power to turn individual appliances on and off via remote control.
It started off as a witticism with friends and got out of control to an extent that he didn't know how to end the entire operation, become afraid to come forward and tell the parents for the fear of us disowning him.
On Saturday, Mr., and Mrs. Tamai get organized and planned to take their son to the police department to defend him against persistent rumors on him. Instead, Mr., and Mrs. Tamai’s son confessed and labelled an intruder code-named, Sommy. Mr., and Mrs. Tamai eliminated all external sources and had confidence in interior sources. After 2-days, a team of investigators, intelligence and security experts loaded with high-tech equipment failed to locate Sommy. The next day, the team brought in two television networks to assist in the process.
In conclusion, the son, Billy not (Sommy) contacted the victims; (his biological parents), launched verbal threats in combination with the electronic harassment, in an effort to demonstrate his power and authority over them. The best option was, Mr., and Mrs. Tamai victims were not physically harmed, but terrified and greatly inconvenienced by the fact that the unknown force appeared to have control over a great many aspects of their lives, and the unknown force turned out to be their biological son, Billy.
Scenario:
1
Criminal motive is connected to emotional, psychological, and material need are often impel by means of behavior and independent of technology operation. These criminal tendencies are believed to champion the re.
DVWASetting up DAMN VULNERABLE WEB APPLICATIONSDam.docx
DVWA
Setting up DAMN VULNERABLE WEB APPLICATIONS
Damn Vulnerable Web Application
DVWA is a DAMM VULNERABLE WEB APP coded in PHP/MYSQL.
Security professionals, ethical hackers test their skills and run the tools in a legal environment using DVWA.
DVWA helps web developer better understand the processes of securing web applications and teacher/students to teach/learn web application security in a safe environment.
Installing Kali Linux
Kali Linux has been installed using the Image on Virtual Box and it is up as you can see the Desktop and Browser.
4
DVWA SETUP
I have downloaded DVWA file and using the instructions in the video. I have installed it.
Using the Ifconfig command we can get the Ip address of the DVWA VM
We can use the address and enter it into the browser of the Kali Linux which is up and running.
Once you enter the address , the home page of the DVMA is opened
Enter the User name as admin
Enter the Password as password
I have started exploring options such as SQL Injection.
Go to Setup ------> Create/ Reset Database
I have changed the DVWA Security from High to Low
DVWA Security changed to Low
We can enable PHPIDS, Simulate an attack and View IDS Log
References
Maurice Dawson.(2018,October 3). Setting Up Damn Vulnerable Applications [Video]. YouTube.
https://www.youtube.com/watch?v=LOTaLgY5i5I
DVWA
Setting up DAMN VULNERABLE WEB APPLICATIONS
Damn Vulnerable Web Application
DVWA is a DAMM VULNERABLE WEB APP coded in PHP/MYSQL.
Security professionals, ethical hackers test their skills and run the tools in a legal environment using DVWA.
DVWA helps web developer better understand the processes of securing web applications and teacher/students to teach/learn web application security in a safe environment.
Installing Kali Linux
Kali Linux has been installed using the Image on Virtual Box and it is up as you can see the Desktop and Browser.
4
DVWA SETUP
I have downloaded DVWA file and using the instructions in the video. I have installed it.
Using the Ifconfig command we can get the Ip address of the DVWA VM
We can use the address and enter it into the browser of the Kali Linux which is up and running.
Once you enter the address , the home page of the DVMA is opened
Enter the User name as admin
Enter the Password as password
I have started exploring options such as SQL Injection.
Go to Setup ------> Create/ Reset Database
I have changed the DVWA Security from High to Low
DVWA Security changed to Low
We can enable PHPIDS, Simulate an attack and View IDS Log
References
Maurice Dawson.(2018,October 3). Setting Up Damn Vulnerable Applications [Video]. YouTube.
https://www.youtube.com/watch?v=LOTaLgY5i5I
DVWA
Setting up DAMN VULNERABLE WEB APPLICATIONS
Damn Vulnerable Web Application
DVWA is a DAMM VULNERAB.
Dusk of DawnDiscussion questions1. Explain when we call fo.docx
Dusk of Dawn
Discussion questions
1. Explain: “when we call for education, we mean real education. We believe in work. We ourselves are workers, but work is not necessarily education. Education is the development of power and ideal. We want our children to be trained as intelligent human beings should be, and we will fight for all time against any proposal to educate black boys and girls simply as servants and underlings, or simply for the use of other people. They have a right to know, to think, to aspire” (p. 92).
2. Explain: “in the folds of this European civilization I was born and shall die, imprisoned, conditioned, depressed, exalted and inspired. Integrally a part of it and yet, much more significant, one of its rejected parts” (p. 3).
3. What does Du Bois mean by “slave heritage in mind and home” and “compulsory ignorance” (p. 5)?
4. Explain: “these matters seldom bothered me because they were not brought to my attention” (p. 18).
5. Explain: “wealth was God” (p. 26). Does this sound familiar?
6. Explain: “the economic order determined what the next generation should learn and know” (p. 27).
7. Du Bois discusses lynching (the standard Jim Crow era enforcement practice) on pp. 29, 55, 241, and 251. What was your reaction to these sections?
8. Explain: “I was pleasantly surprised when the white school superintendent, on whom I had made a business call, invited me to stay for dinner; and he would have been astonished if he had dreamed that I expected to eat at the table with him and not after he was through” (p. 31).
8. Jim Crow laws disenfranchised black citizens by three common practices—grandfather clause, poll tax, and literacy test. Do you think they might have affected election outcomes from the 1870s to 1965?
9. Why was the lynching of Sam Hose a turning point in Du Bois’ life (pp. 67-68)?
10. What do you think of the principles of the ‘Niagara Movement’ (pp. 88-89)? Do they seem radical to you?
11. Did you realize that the Southern States became more segregated (socially, culturally, and legally) after the Civil War? Step by step, decade by decade, state and local legislatures passed laws and ordinances to separate and distinguish ‘white’ and ‘colored’ in every single way imaginable—right up until the mid-1960s. Comment.
12. Du Bois suggests that if the U.S. does not follow its own ideals it might truly become “the land of the thief and the home of the slave” (which was how most countries in the world thought of—and, funny enough, still think of—the United States). Comment.
13. Du Bois recognizes that thoughts—the thoughts in our heads—are “expressions of social forces more than of our own minds. These forces or ideologies embrace more than our reasoned acts” (p. 96). Explain.
14. Explain: “that history may be epitomized in one word—Empire; the domination of white Europe over black Africa and yellow Asia, through political power built on the economic control of labor, income and ideas” (p. 96).
15. .
Durst et al. (2014) describe the burden that some Romani experience .docx
Durst et al. (2014) discuss how some Romani people feel like outsiders within both Roma communities and white Hungarian communities, experiencing discrimination from both groups. This creates contradictory pressures as they feel they do not fully belong within either community. Similar compounding pressures may exist for some groups within American society who feel like outsiders within both their own ethnic group and the wider community.
DuringWeek 4, we will shift our attention to the legislative.docx
During
Week 4, we will shift our attention to the legislative history behind the Centers for Medicare & Medicaid Services and the challenges faced by the organization in carrying out its responsibilities. Additionally, we will focus on specific implementation activities, such as designing, rulemaking, operating, and evaluating.
Your Learning Objectives for the Week:
Apply and interpret the stages in the policy making process.
Critique the practical aspects of how one might influence the policy process through the political process.
.
DuringWeek 3, we will examine agenda setting in more depth w.docx
During
Week 3, we will examine agenda setting in more depth with an emphasis on interest group involvement and the role of chief executives in the agenda setting process. This discussion on policy formulation will give you some additional insight into the development of legislation.
Your Learning Objectives for the Week:
Apply and interpret the stages in the policy making process.
Critique the practical aspects of how one might influence the policy process through the political process.
.
During the course of this class you have learned that Latin Ameri.docx
During the course of this class you have learned that Latin America is a very diverse region in terms of race, ethnicity, culture, and geography. Explain the reasons of Latin America diversity. (10 points)
Women in Argentina created monumental movements asking for the whereabouts of their loved ones disappeared for political reasons starting in the 1970s. Explain the political reasons of these disappearances; the names given to these organizations; how these women banded together; their actions; why these movements are labeled as “gendering of human rights;” how they dressed; detail their accomplishments. (10 points).
women in Chile organized to find the whereabout of their loved ones. When did this happened? Why did people disappeared in Chile? Who are the Arpilleras?
El Salvador and Guatemala also experienced political violence. You are asked to provide an explanation of how women reacted to that political violence.
.
During WW II, the Polish resistance obtained the German encoding mac.docx
During WW II, the Polish resistance obtained the German encoding machine called
enigma
. The machine was brought to England. The British broke the code machine just before an attack on the British city of Coventry. Churchill, the Prime Minister, faced a dilemma - tell Coventry about the forth-coming attack and save those people but the Germans would know that the British broke the code. The Germans would change it and London could be attacked killing even more people. OR not tell Coventry and protect London and other places.
What would you advise Churchill to do?
Would you tell him to lie about whether he knew?
Why?
____________________________________________
Participants must create a thread in order to view other threads in this forum.
Three postings
are the required minimum.
1 main response: 250 words minimum for the post addressing the questions given for the week. Note that all students are required to return to their main thread and address questions asked or comments made by at least one other person on your main thread.
2 reply postings with 100 words minimum.
One of these reply postings must be asking a content related question on another student’s posting. Another reply post must include a content question on another student's main thread.
.
During Week 5, we studied social stratification and how it influence.docx
During Week 5, we studied social stratification and how it influences what goes on in many social interactions among people. After you have read the reading assignment and lecture for this week, please respond to all parts of the discussion by the due date assigned:
What are some of the factors that affect social mobility? Can these be overcome?
Do you believe the structural-functionalist or the social conflict approach best explains social stratification? Why?
How does the media reflect attitudes on gender as far as depicting women and men in very traditional roles? Provide two detailed examples that substantiate your points—these can be an advertisement, television show, website, or magazine.
When you think of various groups (race, class, and gender) in society, which ones have the most power and which ones have the least? Using Intersection Theory, identify two groups that have unequal amounts of power and resources, being specific and using the text and outside resources. For each group, has the power dynamic changed over time? Do you think it will change in the future? Why or why not?
Kendall, D. (2013).
Sociology in Our Times, 11th
. Independence, KY: Wadsworth Publishing. ISBN : 9781305503090
.
During this week you worked with the main concepts of Set Theory. Ch.docx
During this week you worked with the main concepts of Set Theory. Choose one newspaper, online journal, or library article that presents results of a survey, poll, or global information and identify the categories used to present the results. Do you think those categories are well defined? Present a different way to organize and categorize the results. How do you think rearranging categories would affect the communication of the article´s conclusions?
.
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مصحف القراءات العشر أعد أحرف الخلاف سمير بسيوني.pdf
Each one needs a response with a referenceLauren Williams1. .docx
- 1. Each one needs a response with a reference Lauren Williams 1. Job Analysis is fundamental to the staffing and planning. Which method of job analysis would you recommend, and why? The two traditional forms of job analysis are inductive and deductive (Peterson & Jeanneret, 2007). The 5 methods discussed in our text are: Critical Incidents, Job Elements, Structured Interview, Task Inventory, and Structured Questionnaire. To determine the best combination of job analysis techniques, it is important to identify the nature of the resources and expertise the firm has available. I chose two different techniques to utilize, Critical Incidents and Structured Interview (Phillips, 2020). The critical incidents method is a job analysis method by which important job tasks are identified for job success. Critical job tasks are those important duties and job responsibilities performed by the jobholder that lead to job success. Information about critical job tasks can be collected through interviews with employees or managers or through self-report statements written by employees. The Job Analysis Interview: method to collect a variety of information from an incumbent by asking the incumbent to describe the tasks and duties performed (HR- Guide, 2015). “This study found that job analysis methods are perceived as differentially effective for various human resources purpose, and as differentially practical Although the amount of variance explained in the ratings by job analysis methods is not large, neither is it inconsequential” (Levine et al., 1983). Therefore, I recommend using a combination of job analysis methods to resolve any discrepancies which might occur between different
- 2. techniques. Kesley Siegel 2. What would you do if you and a supervisor do not agree on the importance of various job duties/tasks during job analysis? How would you resolve it? This can be a common occurrence between an employee and their supervisor as they might not see eye to eye on the priority of job duties. It is important to resolve the disagreement in a professional and respectful manner. The employee should feel valued in the discussion and have their voice heard as they are the one responsible for the job duties/tasks being evaluated. I believe it is important to have a conversation between the supervisor and the employee to discuss the areas of discrepancy. The weights for each job duty’s relative importance are used to identify the essential qualifications of new hires and to prioritize the characteristics that will be recruited and screened for in the future (Phillips, 2020). Being able to voice your concerns and have a constructive conversation between supervisor and employee is key to having a successful working relationship. In many instances, voice has been associated with overall team effectiveness as well as specific team indicators (Li & Tangirala, 2021).