Module 1 Assignment 1.1 Proposed Research TopicQuestionRES.docxroushhsiu
Module 1 Assignment 1.1: Proposed Research Topic/Question
RESEARCH TOPIC QUESTION- A Study on the Impact of Leadership Style on Job Satisfaction and Performance Levels of the Employees
After taking a look at the guidelines for the final project (Mini Qualitative Study, due in Module 10), please submit a brief description of a proposed topic you can feasibly study through general qualitative inquiry (an interview, a field observation, and analyzing some documents or artifacts) during the term. This means, for example, a topic where you can easily contact someone for a valuable interview, can readily access the field (e.g., campus space, etc.) for an observation, and can view documents or other artifacts relevant to your understanding of the topic. For instance, a study interviewing multiple college presidents and observing closed-door state coordinating committee meetings is probably outside the scope of our work this term. You might, however, have a contact at your institution who can grant an interview and share some documents and recommend public spaces to observe related to a question about campus leadership more generally.
The purpose of this initial assignment is to propose a topic on which to focus your work this term, and receive feedback and guidance as to its feasibility in order to best set you up for success at the outset of our work together. As a result, you should submit approximately 500 words outlining the following:
· Research question or topic/focus area
· 3-5 citations of scholarly resources you will use to support your topic/focus area
· Institution or other setting, specifically, where you will situate the study
· 3-5 potential interview participants who would best shed light on the types of information you are seeking to understand
· Types of artifacts, symbols, documents, reports, or other existing materials you can realistically access to complement your analysis
While this is a mini qualitative study – intended as a realistic practice round rather than a high-stakes endeavor – it is not intended to be your capstone research. Therefore, you should have a different research question for this project than the one you developed in HED 650 for your ultimate capstone work. You are encouraged, though, to consider how the work you do in RES 654 can add value to your capstone, and whether an adjacent or tangential topic to explore qualitatively in our class might be useful.
Assignment requirements:
· Your assignment should be approximately 500 words in length (typically, two double-spaced pages), not counting cover page, reference list page, appendices, figures, or tables.
· Your assignment should include a title page and a reference list page (if using references), and be completed in Times New Roman 12-point font, double-spaced, with appropriate header, page numbers, one-inch margins, and meet all other requirements of APA Stylebook.
· References are not required but if included, please format them in the most current APA ...
Organizational culture has a powerful effect on the performance and the long-term effectiveness of organizations. Organizational culture has the power to influence employee behaviors and increase employee commitment and productivity. Therefore, a clear understanding of organizational culture and how to effect its change is important for business leaders because it influences the way that organizations react to the changing demands of the business environment. The goal of this paper is to explore what is meant by organizational culture, why it is important, and how to change an established culture so that it is better aligned with the organization’s strategy.
Module 1 Assignment 1.1 Proposed Research TopicQuestionRES.docxroushhsiu
Module 1 Assignment 1.1: Proposed Research Topic/Question
RESEARCH TOPIC QUESTION- A Study on the Impact of Leadership Style on Job Satisfaction and Performance Levels of the Employees
After taking a look at the guidelines for the final project (Mini Qualitative Study, due in Module 10), please submit a brief description of a proposed topic you can feasibly study through general qualitative inquiry (an interview, a field observation, and analyzing some documents or artifacts) during the term. This means, for example, a topic where you can easily contact someone for a valuable interview, can readily access the field (e.g., campus space, etc.) for an observation, and can view documents or other artifacts relevant to your understanding of the topic. For instance, a study interviewing multiple college presidents and observing closed-door state coordinating committee meetings is probably outside the scope of our work this term. You might, however, have a contact at your institution who can grant an interview and share some documents and recommend public spaces to observe related to a question about campus leadership more generally.
The purpose of this initial assignment is to propose a topic on which to focus your work this term, and receive feedback and guidance as to its feasibility in order to best set you up for success at the outset of our work together. As a result, you should submit approximately 500 words outlining the following:
· Research question or topic/focus area
· 3-5 citations of scholarly resources you will use to support your topic/focus area
· Institution or other setting, specifically, where you will situate the study
· 3-5 potential interview participants who would best shed light on the types of information you are seeking to understand
· Types of artifacts, symbols, documents, reports, or other existing materials you can realistically access to complement your analysis
While this is a mini qualitative study – intended as a realistic practice round rather than a high-stakes endeavor – it is not intended to be your capstone research. Therefore, you should have a different research question for this project than the one you developed in HED 650 for your ultimate capstone work. You are encouraged, though, to consider how the work you do in RES 654 can add value to your capstone, and whether an adjacent or tangential topic to explore qualitatively in our class might be useful.
Assignment requirements:
· Your assignment should be approximately 500 words in length (typically, two double-spaced pages), not counting cover page, reference list page, appendices, figures, or tables.
· Your assignment should include a title page and a reference list page (if using references), and be completed in Times New Roman 12-point font, double-spaced, with appropriate header, page numbers, one-inch margins, and meet all other requirements of APA Stylebook.
· References are not required but if included, please format them in the most current APA ...
Organizational culture has a powerful effect on the performance and the long-term effectiveness of organizations. Organizational culture has the power to influence employee behaviors and increase employee commitment and productivity. Therefore, a clear understanding of organizational culture and how to effect its change is important for business leaders because it influences the way that organizations react to the changing demands of the business environment. The goal of this paper is to explore what is meant by organizational culture, why it is important, and how to change an established culture so that it is better aligned with the organization’s strategy.
A Study on Impact of Organization Culture on Employee Behaviour with Special ...YogeshIJTSRD
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
THE INFLUENCE OF ORGANIZATIONAL INNOVATION CLIMATE, CORPORATE CULTURE AND TEA...indexPub
This research focuses on the influence of organizational innovation climate, corporate culture, and team synergy on the innovative leadership of sports instructors at a Chinese university. Sample sampling was used to select from the university population using a variety of probability-based random selection methods. The sample size was approximately 50 undergraduate sports instructors per facility, with ten percent of all professors chosen for in-depth interviews in a qualitative research study.
SCRUM MetricsUnderstanding Metrics In Agile MethodologyAbstr.docxkenjordan97598
SCRUM Metrics
Understanding Metrics In Agile Methodology
Abstract
For a long time in the software industry, agile methodologies have become the market leader in the software development process due to its better return on investment (ROI) and risk-driven behavior. Agile has several methods like DSDM, Scrum and XP (Extreme Programming). Scrum is one of the most common methods in agile for its flexibility and simplicity. We can define Scrum as an iterative framework for complex scope of work in the development process. Metrics in scrum focuses on risks, predictability, productivity and progress by using various burn-down and velocity metrics. Scrum has established concrete metric system to analyze the progress of the software development at any given time in the software process. This helps in early risk mitigation, good project management, constant monitoring and controlling and accurate predictions about schedule, budget, and work results.
In the project, we will discuss different metrics available in the scrum method and why they are beneficial for measuring the process. In addition, we would like to study different case studies to understand how these metrics help in better deliver for the product within short time and effective cost.
Contents:
Extreme Programming based Metrics-
Metrics in XP
Projects
Quantitative Metrics
Qualititative Metrics………………………………………………………………………………………………………….
RESEARCH ARTICLE Open Access
Relationship between Organizational Culture,
Leadership Behavior and Job Satisfaction
Yafang Tsai1,2
Abstract
Background: Organizational culture refers to the beliefs and values that have existed in an organization for a long
time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and
behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and
this could influence the employees’ job satisfaction. It is therefore essential to understand the relationship between
organizational culture, leadership behavior and job satisfaction of employees.
Methods: A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected
using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned.
To test the reliability of the data, they were analyzed by Cronbach’s a and confirmatory factors. Correlation analysis
was used on the relationships between organizational cultures, leadership behavior and job satisfaction.
Results: Organizational cultures were significantly (positively) correlated with leadership behavior and job
satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction.
Conclusions: The culture within an organization is very important, playing a large role in whether it is a happy
and healthy environment in which to work. In communicating and promoting the organizational ethos to
employees, the.
143382269(1)143382269(2)143382269(3)143382269(4)143382269(5)143382269(6)143382269(7)143382269(8)143382269(9)
Running head: Measurement Instruments 1
Measurement Instruments 2
Measurement Instruments and Variables Relationship
Students Name
University Affiliation
Professor’s Name
Introduction
The goal and objective of almost all companies is to become and remain successful throughout the life cycle of the business. Success determined within a business can be measured through company performance for instance in sales, profitability, revenue indexes, return on investment and also through innovation that a company can attribute as an achievement or advancement in the field they operate in. Performance and innovation are the two main key indicators of success or failure of any business. The current trend right now is that companies are investing a lot of resources to ensure they optimize and increase their innovative and performance indexes. One way this can be done is through ensuring the organizational culture is outstanding and the understanding of the market demand is well understood.
My hypothesis
Market demand is usually the collective individual demand for products (either goods or services) that occurs within a given market. This is basically one of the drivers of the demand-supply market mechanism, where market demand is where buyers or customer or clients of a particular good or services collectively can have an impact on the supply of these goods and services. This will mean when the demand of certain products that a business is risen then the general performance, profitability and customer flow within the business is also risen and the vice versa is true if it drops then performance drops. On innovation market demand has a degree of influence that is demand for a service or product can drive a company to become more innovative or inventive to come up with solutions or products that can satisfy the current demand for the particular product.
Organization or organizational culture basically involves the inner environment, set up and culture of an organization. Basically the organizational culture is the policies, beliefs, core values, moral compass and the assumptions or standards in which a company conducts its daily business activities. This will dictate how a company interacts with its employees, customers, rivals and the law. It also can dictate a company’s working environment. Companies’ culture is usually defined and implemented in their company policy and enforced by the human resource department. A company that has exceptional business standards and ways of operating usually build a good reputation which attracts customers, also.
A Studt on Organizational Culture and Impact its Employee Behaviorijtsrd
Employees are the backbone of an industry, and at the same time, they are an important source of an organization. Therefore, employee behavior and culture within an organization must be properly managed. A culture has within itself certain integrated values such as norms, behaviors, discipline, codes of conduct, and empathy. Good employee behavior and culture will help you manage processing time and adapt to new tasks. Employee attitudes and culture are generally good. Help your company achieve its organizational goals and objectives. A descriptive research design and simple random sampling technique was used for this study. A sample size of 60 people was collected using planned interviews. The study concludes that more than half of the respondents 65 have a medium level of organizational culture and the majority of respondents 70 have a medium level of employee behavior. Ms. G Lourds Shammine | Mr. Shri Vignesh K "A Studt on Organizational Culture and Impact its Employee Behavior" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-5 , October 2023, URL: https://www.ijtsrd.com/papers/ijtsrd59975.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/social-science/59975/a-studt-on-organizational-culture-and-impact-its-employee-behavior/ms-g-lourds-shammine
Invitation!! AEPP 20th Annual International Conference - Oct. 3-5, 2102 Vancouver, BC. EXTENDED DEADLINE!!
If you haven’t already done so, please submit your paper or proposal for presentation at The Association on Employment Practices and Principles (AEPP)\\’s 20th Annual International Conference. Papers, abstracts, and proposals for presentations, case studies, panels, or workshops should be submitted by April 15 if at all possible, but we will extend your deadline if need be.
Conference Theme: “Leading 21st Century Change: Beyond Bureaucracy and Workplace Disengagement"
Location: At the beautiful downtown campus of the Segal Graduate School of Business at their Conference Center (Simon Fraser University) Vancouver, BC. See more at http://www.sfu.ca/mecs/segal+school/about.html with links to location, hotels and restaurants, and other information
Dates: Oct 3-5, 2012
Who is Invited: Scholars, students, practitioners, executives, managers, and the public-at-large
CALL FOR PAPERS/PROPOSALS LINK: AEPP 2012 Call for Papers/Proposals is found at http://www.box.com/s/tmg4ya4ngayvxkn1oijb. Email all papers and proposals in MS Word (APA Format) to BOTH: (1) AEPP Admin - aepp@institute-leadership-global.org; and (2) Conference President Dr. Raj Parikh at ParikhR@sou.edu.
Library and Information Centers Professionals Engagement: An Antecedent of Jo...RHIMRJ Journal
Library and Information Centers are increasingly recognizing the value of employee engagement – encompassing
volunteerism and employee giving – in bringing benefits to society and meeting the objectives of the organizations. Libraries
put more emphasis on the employee engagement aspect of community involvement; they can realize even stronger results. A
successful employee engagement strategy helps create a community at the workplace and not just a workforce. When
employees are effectively and positively engaged with their organization, they form an emotional connection with the company.
This affects their attitude towards their colleagues and the company‘s clients and improves customer satisfaction and
organizational welfare. The paper focuses on how LIS employee engagement is an antecedent of job involvement and what
should a company do to make the employees engaged. This paper also highlights on the various methods that can be practiced
in organizations for engaging the employees in productive work and creating an atmosphere of cooperation and trust between
them. The paper attempts to do an analysis of employee engagement strategies adopted by the organization on the basis of the
widely accepted Ten Cs Model of Employee Engagement.
Opendatabay - Open Data Marketplace.pptxOpendatabay
Opendatabay.com unlocks the power of data for everyone. Open Data Marketplace fosters a collaborative hub for data enthusiasts to explore, share, and contribute to a vast collection of datasets.
First ever open hub for data enthusiasts to collaborate and innovate. A platform to explore, share, and contribute to a vast collection of datasets. Through robust quality control and innovative technologies like blockchain verification, opendatabay ensures the authenticity and reliability of datasets, empowering users to make data-driven decisions with confidence. Leverage cutting-edge AI technologies to enhance the data exploration, analysis, and discovery experience.
From intelligent search and recommendations to automated data productisation and quotation, Opendatabay AI-driven features streamline the data workflow. Finding the data you need shouldn't be a complex. Opendatabay simplifies the data acquisition process with an intuitive interface and robust search tools. Effortlessly explore, discover, and access the data you need, allowing you to focus on extracting valuable insights. Opendatabay breaks new ground with a dedicated, AI-generated, synthetic datasets.
Leverage these privacy-preserving datasets for training and testing AI models without compromising sensitive information. Opendatabay prioritizes transparency by providing detailed metadata, provenance information, and usage guidelines for each dataset, ensuring users have a comprehensive understanding of the data they're working with. By leveraging a powerful combination of distributed ledger technology and rigorous third-party audits Opendatabay ensures the authenticity and reliability of every dataset. Security is at the core of Opendatabay. Marketplace implements stringent security measures, including encryption, access controls, and regular vulnerability assessments, to safeguard your data and protect your privacy.
A Study on Impact of Organization Culture on Employee Behaviour with Special ...YogeshIJTSRD
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
THE INFLUENCE OF ORGANIZATIONAL INNOVATION CLIMATE, CORPORATE CULTURE AND TEA...indexPub
This research focuses on the influence of organizational innovation climate, corporate culture, and team synergy on the innovative leadership of sports instructors at a Chinese university. Sample sampling was used to select from the university population using a variety of probability-based random selection methods. The sample size was approximately 50 undergraduate sports instructors per facility, with ten percent of all professors chosen for in-depth interviews in a qualitative research study.
SCRUM MetricsUnderstanding Metrics In Agile MethodologyAbstr.docxkenjordan97598
SCRUM Metrics
Understanding Metrics In Agile Methodology
Abstract
For a long time in the software industry, agile methodologies have become the market leader in the software development process due to its better return on investment (ROI) and risk-driven behavior. Agile has several methods like DSDM, Scrum and XP (Extreme Programming). Scrum is one of the most common methods in agile for its flexibility and simplicity. We can define Scrum as an iterative framework for complex scope of work in the development process. Metrics in scrum focuses on risks, predictability, productivity and progress by using various burn-down and velocity metrics. Scrum has established concrete metric system to analyze the progress of the software development at any given time in the software process. This helps in early risk mitigation, good project management, constant monitoring and controlling and accurate predictions about schedule, budget, and work results.
In the project, we will discuss different metrics available in the scrum method and why they are beneficial for measuring the process. In addition, we would like to study different case studies to understand how these metrics help in better deliver for the product within short time and effective cost.
Contents:
Extreme Programming based Metrics-
Metrics in XP
Projects
Quantitative Metrics
Qualititative Metrics………………………………………………………………………………………………………….
RESEARCH ARTICLE Open Access
Relationship between Organizational Culture,
Leadership Behavior and Job Satisfaction
Yafang Tsai1,2
Abstract
Background: Organizational culture refers to the beliefs and values that have existed in an organization for a long
time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and
behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and
this could influence the employees’ job satisfaction. It is therefore essential to understand the relationship between
organizational culture, leadership behavior and job satisfaction of employees.
Methods: A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected
using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned.
To test the reliability of the data, they were analyzed by Cronbach’s a and confirmatory factors. Correlation analysis
was used on the relationships between organizational cultures, leadership behavior and job satisfaction.
Results: Organizational cultures were significantly (positively) correlated with leadership behavior and job
satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction.
Conclusions: The culture within an organization is very important, playing a large role in whether it is a happy
and healthy environment in which to work. In communicating and promoting the organizational ethos to
employees, the.
143382269(1)143382269(2)143382269(3)143382269(4)143382269(5)143382269(6)143382269(7)143382269(8)143382269(9)
Running head: Measurement Instruments 1
Measurement Instruments 2
Measurement Instruments and Variables Relationship
Students Name
University Affiliation
Professor’s Name
Introduction
The goal and objective of almost all companies is to become and remain successful throughout the life cycle of the business. Success determined within a business can be measured through company performance for instance in sales, profitability, revenue indexes, return on investment and also through innovation that a company can attribute as an achievement or advancement in the field they operate in. Performance and innovation are the two main key indicators of success or failure of any business. The current trend right now is that companies are investing a lot of resources to ensure they optimize and increase their innovative and performance indexes. One way this can be done is through ensuring the organizational culture is outstanding and the understanding of the market demand is well understood.
My hypothesis
Market demand is usually the collective individual demand for products (either goods or services) that occurs within a given market. This is basically one of the drivers of the demand-supply market mechanism, where market demand is where buyers or customer or clients of a particular good or services collectively can have an impact on the supply of these goods and services. This will mean when the demand of certain products that a business is risen then the general performance, profitability and customer flow within the business is also risen and the vice versa is true if it drops then performance drops. On innovation market demand has a degree of influence that is demand for a service or product can drive a company to become more innovative or inventive to come up with solutions or products that can satisfy the current demand for the particular product.
Organization or organizational culture basically involves the inner environment, set up and culture of an organization. Basically the organizational culture is the policies, beliefs, core values, moral compass and the assumptions or standards in which a company conducts its daily business activities. This will dictate how a company interacts with its employees, customers, rivals and the law. It also can dictate a company’s working environment. Companies’ culture is usually defined and implemented in their company policy and enforced by the human resource department. A company that has exceptional business standards and ways of operating usually build a good reputation which attracts customers, also.
A Studt on Organizational Culture and Impact its Employee Behaviorijtsrd
Employees are the backbone of an industry, and at the same time, they are an important source of an organization. Therefore, employee behavior and culture within an organization must be properly managed. A culture has within itself certain integrated values such as norms, behaviors, discipline, codes of conduct, and empathy. Good employee behavior and culture will help you manage processing time and adapt to new tasks. Employee attitudes and culture are generally good. Help your company achieve its organizational goals and objectives. A descriptive research design and simple random sampling technique was used for this study. A sample size of 60 people was collected using planned interviews. The study concludes that more than half of the respondents 65 have a medium level of organizational culture and the majority of respondents 70 have a medium level of employee behavior. Ms. G Lourds Shammine | Mr. Shri Vignesh K "A Studt on Organizational Culture and Impact its Employee Behavior" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-5 , October 2023, URL: https://www.ijtsrd.com/papers/ijtsrd59975.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/social-science/59975/a-studt-on-organizational-culture-and-impact-its-employee-behavior/ms-g-lourds-shammine
Invitation!! AEPP 20th Annual International Conference - Oct. 3-5, 2102 Vancouver, BC. EXTENDED DEADLINE!!
If you haven’t already done so, please submit your paper or proposal for presentation at The Association on Employment Practices and Principles (AEPP)\\’s 20th Annual International Conference. Papers, abstracts, and proposals for presentations, case studies, panels, or workshops should be submitted by April 15 if at all possible, but we will extend your deadline if need be.
Conference Theme: “Leading 21st Century Change: Beyond Bureaucracy and Workplace Disengagement"
Location: At the beautiful downtown campus of the Segal Graduate School of Business at their Conference Center (Simon Fraser University) Vancouver, BC. See more at http://www.sfu.ca/mecs/segal+school/about.html with links to location, hotels and restaurants, and other information
Dates: Oct 3-5, 2012
Who is Invited: Scholars, students, practitioners, executives, managers, and the public-at-large
CALL FOR PAPERS/PROPOSALS LINK: AEPP 2012 Call for Papers/Proposals is found at http://www.box.com/s/tmg4ya4ngayvxkn1oijb. Email all papers and proposals in MS Word (APA Format) to BOTH: (1) AEPP Admin - aepp@institute-leadership-global.org; and (2) Conference President Dr. Raj Parikh at ParikhR@sou.edu.
Library and Information Centers Professionals Engagement: An Antecedent of Jo...RHIMRJ Journal
Library and Information Centers are increasingly recognizing the value of employee engagement – encompassing
volunteerism and employee giving – in bringing benefits to society and meeting the objectives of the organizations. Libraries
put more emphasis on the employee engagement aspect of community involvement; they can realize even stronger results. A
successful employee engagement strategy helps create a community at the workplace and not just a workforce. When
employees are effectively and positively engaged with their organization, they form an emotional connection with the company.
This affects their attitude towards their colleagues and the company‘s clients and improves customer satisfaction and
organizational welfare. The paper focuses on how LIS employee engagement is an antecedent of job involvement and what
should a company do to make the employees engaged. This paper also highlights on the various methods that can be practiced
in organizations for engaging the employees in productive work and creating an atmosphere of cooperation and trust between
them. The paper attempts to do an analysis of employee engagement strategies adopted by the organization on the basis of the
widely accepted Ten Cs Model of Employee Engagement.
Opendatabay - Open Data Marketplace.pptxOpendatabay
Opendatabay.com unlocks the power of data for everyone. Open Data Marketplace fosters a collaborative hub for data enthusiasts to explore, share, and contribute to a vast collection of datasets.
First ever open hub for data enthusiasts to collaborate and innovate. A platform to explore, share, and contribute to a vast collection of datasets. Through robust quality control and innovative technologies like blockchain verification, opendatabay ensures the authenticity and reliability of datasets, empowering users to make data-driven decisions with confidence. Leverage cutting-edge AI technologies to enhance the data exploration, analysis, and discovery experience.
From intelligent search and recommendations to automated data productisation and quotation, Opendatabay AI-driven features streamline the data workflow. Finding the data you need shouldn't be a complex. Opendatabay simplifies the data acquisition process with an intuitive interface and robust search tools. Effortlessly explore, discover, and access the data you need, allowing you to focus on extracting valuable insights. Opendatabay breaks new ground with a dedicated, AI-generated, synthetic datasets.
Leverage these privacy-preserving datasets for training and testing AI models without compromising sensitive information. Opendatabay prioritizes transparency by providing detailed metadata, provenance information, and usage guidelines for each dataset, ensuring users have a comprehensive understanding of the data they're working with. By leveraging a powerful combination of distributed ledger technology and rigorous third-party audits Opendatabay ensures the authenticity and reliability of every dataset. Security is at the core of Opendatabay. Marketplace implements stringent security measures, including encryption, access controls, and regular vulnerability assessments, to safeguard your data and protect your privacy.
Chatty Kathy - UNC Bootcamp Final Project Presentation - Final Version - 5.23...John Andrews
SlideShare Description for "Chatty Kathy - UNC Bootcamp Final Project Presentation"
Title: Chatty Kathy: Enhancing Physical Activity Among Older Adults
Description:
Discover how Chatty Kathy, an innovative project developed at the UNC Bootcamp, aims to tackle the challenge of low physical activity among older adults. Our AI-driven solution uses peer interaction to boost and sustain exercise levels, significantly improving health outcomes. This presentation covers our problem statement, the rationale behind Chatty Kathy, synthetic data and persona creation, model performance metrics, a visual demonstration of the project, and potential future developments. Join us for an insightful Q&A session to explore the potential of this groundbreaking project.
Project Team: Jay Requarth, Jana Avery, John Andrews, Dr. Dick Davis II, Nee Buntoum, Nam Yeongjin & Mat Nicholas
Techniques to optimize the pagerank algorithm usually fall in two categories. One is to try reducing the work per iteration, and the other is to try reducing the number of iterations. These goals are often at odds with one another. Skipping computation on vertices which have already converged has the potential to save iteration time. Skipping in-identical vertices, with the same in-links, helps reduce duplicate computations and thus could help reduce iteration time. Road networks often have chains which can be short-circuited before pagerank computation to improve performance. Final ranks of chain nodes can be easily calculated. This could reduce both the iteration time, and the number of iterations. If a graph has no dangling nodes, pagerank of each strongly connected component can be computed in topological order. This could help reduce the iteration time, no. of iterations, and also enable multi-iteration concurrency in pagerank computation. The combination of all of the above methods is the STICD algorithm. [sticd] For dynamic graphs, unchanged components whose ranks are unaffected can be skipped altogether.
As Europe's leading economic powerhouse and the fourth-largest hashtag#economy globally, Germany stands at the forefront of innovation and industrial might. Renowned for its precision engineering and high-tech sectors, Germany's economic structure is heavily supported by a robust service industry, accounting for approximately 68% of its GDP. This economic clout and strategic geopolitical stance position Germany as a focal point in the global cyber threat landscape.
In the face of escalating global tensions, particularly those emanating from geopolitical disputes with nations like hashtag#Russia and hashtag#China, hashtag#Germany has witnessed a significant uptick in targeted cyber operations. Our analysis indicates a marked increase in hashtag#cyberattack sophistication aimed at critical infrastructure and key industrial sectors. These attacks range from ransomware campaigns to hashtag#AdvancedPersistentThreats (hashtag#APTs), threatening national security and business integrity.
🔑 Key findings include:
🔍 Increased frequency and complexity of cyber threats.
🔍 Escalation of state-sponsored and criminally motivated cyber operations.
🔍 Active dark web exchanges of malicious tools and tactics.
Our comprehensive report delves into these challenges, using a blend of open-source and proprietary data collection techniques. By monitoring activity on critical networks and analyzing attack patterns, our team provides a detailed overview of the threats facing German entities.
This report aims to equip stakeholders across public and private sectors with the knowledge to enhance their defensive strategies, reduce exposure to cyber risks, and reinforce Germany's resilience against cyber threats.
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Empowering the Data Analytics Ecosystem: A Laser Focus on Value
The data analytics ecosystem thrives when every component functions at its peak, unlocking the true potential of data. Here's a laser focus on key areas for an empowered ecosystem:
1. Democratize Access, Not Data:
Granular Access Controls: Provide users with self-service tools tailored to their specific needs, preventing data overload and misuse.
Data Catalogs: Implement robust data catalogs for easy discovery and understanding of available data sources.
2. Foster Collaboration with Clear Roles:
Data Mesh Architecture: Break down data silos by creating a distributed data ownership model with clear ownership and responsibilities.
Collaborative Workspaces: Utilize interactive platforms where data scientists, analysts, and domain experts can work seamlessly together.
3. Leverage Advanced Analytics Strategically:
AI-powered Automation: Automate repetitive tasks like data cleaning and feature engineering, freeing up data talent for higher-level analysis.
Right-Tool Selection: Strategically choose the most effective advanced analytics techniques (e.g., AI, ML) based on specific business problems.
4. Prioritize Data Quality with Automation:
Automated Data Validation: Implement automated data quality checks to identify and rectify errors at the source, minimizing downstream issues.
Data Lineage Tracking: Track the flow of data throughout the ecosystem, ensuring transparency and facilitating root cause analysis for errors.
5. Cultivate a Data-Driven Mindset:
Metrics-Driven Performance Management: Align KPIs and performance metrics with data-driven insights to ensure actionable decision making.
Data Storytelling Workshops: Equip stakeholders with the skills to translate complex data findings into compelling narratives that drive action.
Benefits of a Precise Ecosystem:
Sharpened Focus: Precise access and clear roles ensure everyone works with the most relevant data, maximizing efficiency.
Actionable Insights: Strategic analytics and automated quality checks lead to more reliable and actionable data insights.
Continuous Improvement: Data-driven performance management fosters a culture of learning and continuous improvement.
Sustainable Growth: Empowered by data, organizations can make informed decisions to drive sustainable growth and innovation.
By focusing on these precise actions, organizations can create an empowered data analytics ecosystem that delivers real value by driving data-driven decisions and maximizing the return on their data investment.
1. 21st Century Labor Challenges: The
Relationship of Competence and
Organizational Culture
Ikke Nodiyarjo
Universitas Padjajaran
ikkenodiyarjo.in@gmail.com
Ikke Nodiyarjo, 21st Century Labor Challenges
2. The Relationship of Competence and
Organizational Culture
Phenomenon
that leads the
writer to the
problem
Theoretical
study of
problems and
alternative
solutions
Problem
approach and
research
methods
Result and
discussion
Conclusion
3. Introduction
This research is motivated by several problems and phenomena that are currently
developing in the world, including:
• The transformations in the world of work and business environment that have taken place
throughout the 21st century have led to continuous and rapid changes in technological,
economic, and social demands that have shaped a new landscape for organizations and
workforces.
• Globalization has brought employees from various cultural backgrounds and different
disciplines, so organizations must manage this diversity wisely and facilitate cross-border
collaboration.
• The 21st century has brought dramatic changes in the world of work, forcing
organizations to face new challenges in recruiting, developing and retaining a quality
workforce.
4. Introduction
Empirical analysis
• The Global Leadership Forecast report by DDI shows that organizational culture that supports learning and
inclusivity influences organizational performance. Organizations with a culture that supports learning have
17% higher productivity and 20% higher innovation. The era of the 21st century has brought new challenges
to organizations in managing the relationship between employee competencies and organizational culture.
Dramatic changes in technology and market demands have driven organizations to require employees with
broader and more comprehensive capabilities.
• Furthermore, organizational culture refers to the values, norms, beliefs, and practices that shape the way work
and behavior in an organization are important aspects. A strong and positive culture can increase productivity,
employee satisfaction and their involvement in achieving common goals. However, challenges arise when
there is a misalignment between individual competencies and organizational culture. Research by the Institute
for Corporate Productivity (I4CP) reveals that organizations that have a culture that supports innovation are
more likely to achieve higher revenue growth. This culture allows employees to contribute with new ideas and
adapt to changes quickly. Therefore, harmonization between individual competencies and organizational
culture is vital in facing the challenges of the 21st century workforce.
5. Research Purposes
• This study discusses the relationship between employee competence and organizational culture is very
important. If individual competencies do not match the organizational culture, this can lead to conflict,
dissatisfaction, and a lack of optimal performance. For example, if an employee has strong competence in
working independently but the organizational culture encourages teamwork, then the mismatch could interfere
with team dynamics and productivity. Conversely, when individual competencies align with organizational
culture, this can create strong synergies. Employees will feel more motivated and engaged in a work
environment that supports their development and values their contributions.
6. Literature Riview
Work competence, organizational culture, affective commitment and operational
performance can be defined as follows:
a. Competence is an ability to carry out or carry out a job or task that is based on
skills and knowledge and is supported by the work attitude required by the job.
b. Organizational Culture is a unique system that is owned by an organization that
distinguishes it from other organizations. Stephen P. Robbins (2002:247). There
are four dimensions of organizational culture that are believed to be related to the
level of organizational effectiveness. The four dimensions are Involvement,
Consistency, Adaptability, and Mission.
7. Methode
This research uses a mix method using descriptive analysis, verification and literature study which is used to test
hypotheses or answer research questions. The descriptive method can be used for correlated research and
describes the research variables and observes the relationship of these variables from hypotheses that have been
made systematically through statistical testing. This research was conducted in one of the government-run and
management-based or service-based companies.
8. Data Collection
No Competence Avera
ge
Criteri
a
Organizational
Culture
Avera
ge
Criteria
1 Knowledge 3,93 High Involvement 3,78 Strong
2 Skills 3,96 High Consistency 3,95 Strong
3 Self-Concept and
Values
3,97 High Adaptability 3,82 Strong
4 Personal
Characteristics
3,91 High Mission 3,91 Strong
5 Motive 4,02 High
Total 3,96 High 3,96 Strong
10. Typical Presentation Flow (10 -15
slides)
1 slide: Title, Authors and Affiliation
1 slide: Outline of the Presentation
2 - 4 slides: Introduction/Background/Literature/Motivation/Problem statement/
Challenge
2 – 3 slides: Details of proposed work/ Methodology (Theory/ simulation/
experiment)
2 – 4 slides: Results/Comparison/Analysis/Recommendation
1 slide: Conclusion
1 slide: Thanks or Q/A slide
You may add backup slides, if desired
11. Conclusion
• All answers regarding employee competence give an average value of high employee competency variable, which means
that employee competency which consists of the dimensions of knowledge, skills, self-concept and values, personal
characteristics and motives is interpreted in high criteria. Of these dimensions, the motive dimension gives the highest
contribution, while the personal characteristics dimension gives the lowest contribution. Even though it has high criteria,
there are still low indicators, namely employee competence indicators. Therefore, this is one of the factors that must be
addressed.
• All answers regarding employee organizational culture give a high average organizational culture variable, which means
that organizational culture consisting of the dimensions of involvement, consistency, adaptability and mission are
interpreted as high criteria. Of these dimensions, the Consistency dimension provides the highest contribution, while the
Involvement dimension provides the weakest contribution. Even though it has strong criteria, there is still a low indicator,
namely adaptability. Therefore, this is one of the factors that must be addressed.
• The conclusion of the study found that there is a weak relationship between content and organizational culture, this is
because there have been many changes that have occurred in the 21st century due to changes in technology, new
adaptations, new work patterns and Company achievements. This requires an existing workforce habituation pattern and
the preparation of a new workforce that adapts to market needs and current work patterns. The discussion of the results of
this research should also provide practical recommendations for organizational leaders and practitioners. These
recommendations can be in the form of guidelines for integrating competencies in organizational culture, as well as ways to
create a work environment that supports competency development.