LITERATURE REVIEW RESOURCES 1
LITERATURE REVIEW RESOURCES 10
Literature Review Resources
Student A. Sample
Grand Canyon University: RES-811
<Date>
<Note: Even though APA does not require the
date on a title page, it is a requirement for GCU papers.>
PSY-830 Literature Review Resources
Number
Article Information
Added to RefWorks? (Y or N)
1.
Reference Information
Industrial/Organizational Psychology: Understanding the Workplace
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com.lopes.idm.oclc.org/login.aspx?direct=true&db=edswss&AN=000347729700002&site=eds-live&scope=site
Annotation
Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P. (2015). A Meta-Analysis of the Relationship Between Individual Assessments and Job Performance. Journal of Applied Psychology, 100(1), 5-20. doi: 10.1037/a0036938.
In this examined scholarly journal research article, the authors Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P.; analyzes the related validity criterion used in individual assessment. They defined individual assessments as a process used in selecting employees, and involving the utilization of different assessment methods, administered on each candidate interviewed, and using such assessment to evaluate, judge, and determine a candidate’s overall suitability for a position. The authors determined that the recommendations of the assessor are reliable enough to predict work performances; however, they mutually agree that the results must be characterized, explained and interpreted in a cautious manner, due to the fact that a relative small number of studies have been conducted and to take into consideration the possibilities of publication biases.
2.
Reference Information
In Support of Personality Assessment in Organizational Settings
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com.lopes.idm.oclc.org/login.aspx?direct=true&db=psyh&AN=2007-18089-008&site=eds-live&scope=site
Annotation
Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60(4), 995-1027. 10.1111/j.1744-6570.2007.00099.x
The authors, Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. in this scholarly journal research article examined the idea of using personality tests for employees’ selection purposes. They used various meta-analyses including those used by Morgeson et al. (2007), such as the optimum and unit-weighted different correlations among the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalized variable relationships of Conscientiousness and its surfaces such as dependability and cautiousness achievement orientation; (c) the validity of compound personality measures; and (d) the validity of incremental personality measures versus cognitive ...
LITERATURE REVIEW RESOURCES 1
FACTORS RESPONSIBLE FOR POOR UTILIZATION OF MENTAL HEALTH SERVICES IN TEXAS 10
Literature Review Resources
Student A. Sample
Grand Canyon University: RES-811
<Date>
<Note: Even though APA does not require the
date on a title page, it is a requirement for GCU papers.>
PSY-830 Literature Review Resources
Number
Article Information
Added to RefWorks? (Y or N)
1.
Reference Information
Industrial/Organizational Psychology: Understanding the Workplace
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com.lopes.idm.oclc.org/login.aspx?direct=true&db=edswss&AN=000347729700002&site=eds-live&scope=site
Annotation
Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P. (2015). A Meta-Analysis of the Relationship Between Individual Assessments and Job Performance. Journal of Applied Psychology, 100(1), 5-20. doi: 10.1037/a0036938.
In this examined scholarly journal research article, the authors Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P.; analyzes the related validity criterion used in individual assessment. They defined individual assessments as a process used in selecting employees, and involving the utilization of different assessment methods, administered on each candidate interviewed, and using such assessment to evaluate, judge, and determine a candidate’s overall suitability for a position. The authors determined that the recommendations of the assessor are reliable enough to predict work performances; however, they mutually agree that the results must be characterized, explained and interpreted in a cautious manner, due to the fact that a relative small number of studies have been conducted and to take into consideration the possibilities of publication biases.
2.
Reference Information
In Support of Personality Assessment in Organizational Settings
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com.lopes.idm.oclc.org/login.aspx?direct=true&db=psyh&AN=2007-18089-008&site=eds-live&scope=site
Annotation
Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60(4), 995-1027. 10.1111/j.1744-6570.2007.00099.x
The authors, Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. in this scholarly journal research article examined the idea of using personality tests for employees’ selection purposes. They used various meta-analyses including those used by Morgeson et al. (2007), such as the optimum and unit-weighted different correlations among the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalized variable relationships of Conscientiousness and its surfaces such as dependability and cautiousness achievement orientation; (c) the validity of compound personality measures; and (d) the validity of incrementa.
Discussion 2 Predictor Effectiveness in Criterion Measure Estimat.docxelinoraudley582231
Discussion 2: Predictor Effectiveness in Criterion Measure Estimation
After a potential predictor of employee performance is identified, it is necessary to observe its relationship with one or more criterion measure(s) of work related behaviors and/or performance. The criterion measures selected for employee performance predictors usually align with job-related tasks, behaviors, and outcomes. Depending on the specificity of the criterion, an in-depth analysis of the job may or may not be needed. How relevant are organizational factors such as turnover and absenteeism? How relevant is an employee’s personality or credit history? The criterion should dictate what you are measuring. Criterion measures should be selected based on job relevance, the relationship with chosen employee performance predictors, stability, and alignment with organizational outcomes (Society for Industrial and Organizational Psychology, Inc., 2003).
For this Discussion, select two employee performance predictors described in Learning Resources and current literature. Consider how each may or may not be effective in predicting sales performance.
Post a descriptions of the two predictors you selected. Explain which might be the most and least effective predictors of sales performance as a criterion measure. Provide concrete examples and citations from the Learning Resources and current literature to justify your post. 1.5 pages, at least 4 references in APA Style
Example 1:
Descriptions of the two predictors you selected
My options have been narrowed to aptitude testing and the experience listed on the applicant’s resume.
Explain which might be the most and least effective predictors of sales performance as a criterion measure.
Effective personnel assessment involves a systematic approach towards gathering information about applicants’ job qualifications, such as the applicant’s resume. Factors contributing to successful job performance, such as oral communication (interview) or problem solving (aptitude test) are identified using a process called job analysis. Job analysis identifies the duties performed on the job and the competencies needed for effective job performance. Basing personnel assessment closely on job analysis results makes the connection between job requirements and personnel assessment tools more transparent, thereby improving the perceived fairness of the assessment process (U.S. Office of Personnel Management, 2007).
Criterion measurement is the empirical and concrete evidence that can be quantified. The strongest predictor that achieves this would-be aptitude testing. Aptitude testing can be designed to fit the specific jobs; in this case, the salesperson position. Testing can be done on things such as spelling and sentence composition. A salesperson must possess the ability to communicate not only orally, but must also possess the ability to compose and correspond in writing. The aptitude test can be quantified by a score that ranges from 0-100. Appl.
I need about 150 words for each of the question# 5Q A.docxamirawaite
I need about 150 words for each of the question
# 5
Q A
What types of psychometric assessments (e.g., personality inventories, cognitive assessments, and integrity tests) are best to identify applicants with the strongest job and organizational fit? Why?
Q B
When should interviews be used in a multi-hurdle selection process? Are structured interviews best? Why or why not? Do multiple interviewers add validity to the hiring decision? Explain.
RESOURCES
1. Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts?
Read:
Gray, E., & Nathan, G. (2015, June 22). Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts?
Time
,
185
(23), 40-46.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ulh&AN=103175128&site=ehost-live&scope=site
2. Employability and Career Success: Bridging the Gap Between Theory and Reality.
Read:
Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013). Employability and career success: Bridging the gap between theory and reality.
Industrial & Organizational Psychology, 6
(1), 3-16. doi: 10.1111/iops.12001.
http://www.drtomascp.com/uploads/PIOP_final_employability.pdf
3. The Importance of Ability and Effort in Recruiters' Hirability Decisions: An Empirical Examination of Attribution Theory
Read:
Carless, S., & Waterworth, R. (2012). The importance of ability and effort in recruiters' hirability decisions: An empirical examination of attribution theory.
Australian Psychologist
,
47
, 232-237.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=83512570&site=ehost-live&scope=site
4. The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature.
Read:
Levashina, J., Hartwell, C., Morgeson, F., & Campion, M. (2014). The structured employment interview: Narrative and quantitative review of the research literature.
Personnel Psychology, 67
, 241-293. doi: 10.1111/peps.12052
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=94280024&site=ehost-live&scope=site
5. The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings
Read:
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
Psychological Bulletin
,
124
, 262–274.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=1998-10661-006&site=ehost-live&scope=site
# 6
Q A
What are the primary reasons to use job descriptions in the creation of performance appraisal processes and rating forms? Support your position
Q B
What are the advantages of supervisor training for employee appraisals? Should emp ...
Chao Wrote Some trends that influence human resource are, Leade.docxsleeperharwell
Chao Wrote:
Some trends that influence human resource are, Leadership Development and Learning Opportunities, Data and Analytics, Compliance and Regulation, Controlling and Containing Costs, and More Competition for Talent. But the one that I like and think its much important is leadership development and learning opportunity because in this role, companies give the employees the opportunity to learn and grow with the leadership training and this will show employees that the company wants employee to be more engage. Plus, this kind of program can also help nurture leadership abilities and professional development. The other trend I think that plays a very important role is knowing the compliance and regulations because in this area, compliance and regulation changes all the time and companies need to be more pro-active and make changes as they have updates with any new compliance or regulations. For this, many companies turn to technology solutions to minimize the costs and resources devoted to this task, freeing up HR professionals to focus on other aspects of their work. Some strategic resource examples include recruitment, learning and development, compensation, and performance appraisal.
Quane Wrote:
Hi Dr. Clark and Classmates,
Through my assigned reading for week 1, I've learned that one-third of large U.S. businesses selected non-Human Resources managers to operate in top tier executive positions. Consequently, the most successful Human Resource executive do have prior Human Resources experience so for the select few managers without a Human Resource background that get the opportunity to serve in a Human Resource executive will increase their probability of successful career progression. The new tentative transition for businesses is to outsource the majority of their Human Resource operational needs to large Human Resource firms that service multiple businesses. Many frequently utilized services will be offered to employees online in order to address the increased demand for specialized Human Resource services as well as shorten response times and increase efficiency.
Strategic Human Resource Management is the process of determining ways to evaluate an organization's unique Human Resources need and create a plan that facilitates the establishment and maintenance of efficient personnel management systems that support the short term and long term functionality and sustained growth of an organization.
Exercise 8 - Case Study Research
Develop a hypothetical research scenario that would warrant the application of the case study.
What type of approach within the qualitative method would be used? Why or why not?
Exercise 9 - Perspectives in Qualitative Methods
Develop a hypothetical research scenario that would warrant the application of the ethnographic, narrative or phenomenological approach.
What type of design would be best utilized along with this approach?
Exercise 10 - Factors in Mixed Methods Research
What are the strengths.
Chao Wrote Some trends that influence human resource are, Leade.docxketurahhazelhurst
Chao Wrote:
Some trends that influence human resource are, Leadership Development and Learning Opportunities, Data and Analytics, Compliance and Regulation, Controlling and Containing Costs, and More Competition for Talent. But the one that I like and think its much important is leadership development and learning opportunity because in this role, companies give the employees the opportunity to learn and grow with the leadership training and this will show employees that the company wants employee to be more engage. Plus, this kind of program can also help nurture leadership abilities and professional development. The other trend I think that plays a very important role is knowing the compliance and regulations because in this area, compliance and regulation changes all the time and companies need to be more pro-active and make changes as they have updates with any new compliance or regulations. For this, many companies turn to technology solutions to minimize the costs and resources devoted to this task, freeing up HR professionals to focus on other aspects of their work. Some strategic resource examples include recruitment, learning and development, compensation, and performance appraisal.
Quane Wrote:
Hi Dr. Clark and Classmates,
Through my assigned reading for week 1, I've learned that one-third of large U.S. businesses selected non-Human Resources managers to operate in top tier executive positions. Consequently, the most successful Human Resource executive do have prior Human Resources experience so for the select few managers without a Human Resource background that get the opportunity to serve in a Human Resource executive will increase their probability of successful career progression. The new tentative transition for businesses is to outsource the majority of their Human Resource operational needs to large Human Resource firms that service multiple businesses. Many frequently utilized services will be offered to employees online in order to address the increased demand for specialized Human Resource services as well as shorten response times and increase efficiency.
Strategic Human Resource Management is the process of determining ways to evaluate an organization's unique Human Resources need and create a plan that facilitates the establishment and maintenance of efficient personnel management systems that support the short term and long term functionality and sustained growth of an organization.
Exercise 8 - Case Study Research
Develop a hypothetical research scenario that would warrant the application of the case study.
What type of approach within the qualitative method would be used? Why or why not?
Exercise 9 - Perspectives in Qualitative Methods
Develop a hypothetical research scenario that would warrant the application of the ethnographic, narrative or phenomenological approach.
What type of design would be best utilized along with this approach?
Exercise 10 - Factors in Mixed Methods Research
What are the strengths ...
LITERATURE REVIEW RESOURCES 1
FACTORS RESPONSIBLE FOR POOR UTILIZATION OF MENTAL HEALTH SERVICES IN TEXAS 10
Literature Review Resources
Student A. Sample
Grand Canyon University: RES-811
<Date>
<Note: Even though APA does not require the
date on a title page, it is a requirement for GCU papers.>
PSY-830 Literature Review Resources
Number
Article Information
Added to RefWorks? (Y or N)
1.
Reference Information
Industrial/Organizational Psychology: Understanding the Workplace
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com.lopes.idm.oclc.org/login.aspx?direct=true&db=edswss&AN=000347729700002&site=eds-live&scope=site
Annotation
Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P. (2015). A Meta-Analysis of the Relationship Between Individual Assessments and Job Performance. Journal of Applied Psychology, 100(1), 5-20. doi: 10.1037/a0036938.
In this examined scholarly journal research article, the authors Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P.; analyzes the related validity criterion used in individual assessment. They defined individual assessments as a process used in selecting employees, and involving the utilization of different assessment methods, administered on each candidate interviewed, and using such assessment to evaluate, judge, and determine a candidate’s overall suitability for a position. The authors determined that the recommendations of the assessor are reliable enough to predict work performances; however, they mutually agree that the results must be characterized, explained and interpreted in a cautious manner, due to the fact that a relative small number of studies have been conducted and to take into consideration the possibilities of publication biases.
2.
Reference Information
In Support of Personality Assessment in Organizational Settings
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com.lopes.idm.oclc.org/login.aspx?direct=true&db=psyh&AN=2007-18089-008&site=eds-live&scope=site
Annotation
Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60(4), 995-1027. 10.1111/j.1744-6570.2007.00099.x
The authors, Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. in this scholarly journal research article examined the idea of using personality tests for employees’ selection purposes. They used various meta-analyses including those used by Morgeson et al. (2007), such as the optimum and unit-weighted different correlations among the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalized variable relationships of Conscientiousness and its surfaces such as dependability and cautiousness achievement orientation; (c) the validity of compound personality measures; and (d) the validity of incrementa.
Discussion 2 Predictor Effectiveness in Criterion Measure Estimat.docxelinoraudley582231
Discussion 2: Predictor Effectiveness in Criterion Measure Estimation
After a potential predictor of employee performance is identified, it is necessary to observe its relationship with one or more criterion measure(s) of work related behaviors and/or performance. The criterion measures selected for employee performance predictors usually align with job-related tasks, behaviors, and outcomes. Depending on the specificity of the criterion, an in-depth analysis of the job may or may not be needed. How relevant are organizational factors such as turnover and absenteeism? How relevant is an employee’s personality or credit history? The criterion should dictate what you are measuring. Criterion measures should be selected based on job relevance, the relationship with chosen employee performance predictors, stability, and alignment with organizational outcomes (Society for Industrial and Organizational Psychology, Inc., 2003).
For this Discussion, select two employee performance predictors described in Learning Resources and current literature. Consider how each may or may not be effective in predicting sales performance.
Post a descriptions of the two predictors you selected. Explain which might be the most and least effective predictors of sales performance as a criterion measure. Provide concrete examples and citations from the Learning Resources and current literature to justify your post. 1.5 pages, at least 4 references in APA Style
Example 1:
Descriptions of the two predictors you selected
My options have been narrowed to aptitude testing and the experience listed on the applicant’s resume.
Explain which might be the most and least effective predictors of sales performance as a criterion measure.
Effective personnel assessment involves a systematic approach towards gathering information about applicants’ job qualifications, such as the applicant’s resume. Factors contributing to successful job performance, such as oral communication (interview) or problem solving (aptitude test) are identified using a process called job analysis. Job analysis identifies the duties performed on the job and the competencies needed for effective job performance. Basing personnel assessment closely on job analysis results makes the connection between job requirements and personnel assessment tools more transparent, thereby improving the perceived fairness of the assessment process (U.S. Office of Personnel Management, 2007).
Criterion measurement is the empirical and concrete evidence that can be quantified. The strongest predictor that achieves this would-be aptitude testing. Aptitude testing can be designed to fit the specific jobs; in this case, the salesperson position. Testing can be done on things such as spelling and sentence composition. A salesperson must possess the ability to communicate not only orally, but must also possess the ability to compose and correspond in writing. The aptitude test can be quantified by a score that ranges from 0-100. Appl.
I need about 150 words for each of the question# 5Q A.docxamirawaite
I need about 150 words for each of the question
# 5
Q A
What types of psychometric assessments (e.g., personality inventories, cognitive assessments, and integrity tests) are best to identify applicants with the strongest job and organizational fit? Why?
Q B
When should interviews be used in a multi-hurdle selection process? Are structured interviews best? Why or why not? Do multiple interviewers add validity to the hiring decision? Explain.
RESOURCES
1. Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts?
Read:
Gray, E., & Nathan, G. (2015, June 22). Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts?
Time
,
185
(23), 40-46.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ulh&AN=103175128&site=ehost-live&scope=site
2. Employability and Career Success: Bridging the Gap Between Theory and Reality.
Read:
Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013). Employability and career success: Bridging the gap between theory and reality.
Industrial & Organizational Psychology, 6
(1), 3-16. doi: 10.1111/iops.12001.
http://www.drtomascp.com/uploads/PIOP_final_employability.pdf
3. The Importance of Ability and Effort in Recruiters' Hirability Decisions: An Empirical Examination of Attribution Theory
Read:
Carless, S., & Waterworth, R. (2012). The importance of ability and effort in recruiters' hirability decisions: An empirical examination of attribution theory.
Australian Psychologist
,
47
, 232-237.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=83512570&site=ehost-live&scope=site
4. The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature.
Read:
Levashina, J., Hartwell, C., Morgeson, F., & Campion, M. (2014). The structured employment interview: Narrative and quantitative review of the research literature.
Personnel Psychology, 67
, 241-293. doi: 10.1111/peps.12052
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=94280024&site=ehost-live&scope=site
5. The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings
Read:
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
Psychological Bulletin
,
124
, 262–274.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=1998-10661-006&site=ehost-live&scope=site
# 6
Q A
What are the primary reasons to use job descriptions in the creation of performance appraisal processes and rating forms? Support your position
Q B
What are the advantages of supervisor training for employee appraisals? Should emp ...
Chao Wrote Some trends that influence human resource are, Leade.docxsleeperharwell
Chao Wrote:
Some trends that influence human resource are, Leadership Development and Learning Opportunities, Data and Analytics, Compliance and Regulation, Controlling and Containing Costs, and More Competition for Talent. But the one that I like and think its much important is leadership development and learning opportunity because in this role, companies give the employees the opportunity to learn and grow with the leadership training and this will show employees that the company wants employee to be more engage. Plus, this kind of program can also help nurture leadership abilities and professional development. The other trend I think that plays a very important role is knowing the compliance and regulations because in this area, compliance and regulation changes all the time and companies need to be more pro-active and make changes as they have updates with any new compliance or regulations. For this, many companies turn to technology solutions to minimize the costs and resources devoted to this task, freeing up HR professionals to focus on other aspects of their work. Some strategic resource examples include recruitment, learning and development, compensation, and performance appraisal.
Quane Wrote:
Hi Dr. Clark and Classmates,
Through my assigned reading for week 1, I've learned that one-third of large U.S. businesses selected non-Human Resources managers to operate in top tier executive positions. Consequently, the most successful Human Resource executive do have prior Human Resources experience so for the select few managers without a Human Resource background that get the opportunity to serve in a Human Resource executive will increase their probability of successful career progression. The new tentative transition for businesses is to outsource the majority of their Human Resource operational needs to large Human Resource firms that service multiple businesses. Many frequently utilized services will be offered to employees online in order to address the increased demand for specialized Human Resource services as well as shorten response times and increase efficiency.
Strategic Human Resource Management is the process of determining ways to evaluate an organization's unique Human Resources need and create a plan that facilitates the establishment and maintenance of efficient personnel management systems that support the short term and long term functionality and sustained growth of an organization.
Exercise 8 - Case Study Research
Develop a hypothetical research scenario that would warrant the application of the case study.
What type of approach within the qualitative method would be used? Why or why not?
Exercise 9 - Perspectives in Qualitative Methods
Develop a hypothetical research scenario that would warrant the application of the ethnographic, narrative or phenomenological approach.
What type of design would be best utilized along with this approach?
Exercise 10 - Factors in Mixed Methods Research
What are the strengths.
Chao Wrote Some trends that influence human resource are, Leade.docxketurahhazelhurst
Chao Wrote:
Some trends that influence human resource are, Leadership Development and Learning Opportunities, Data and Analytics, Compliance and Regulation, Controlling and Containing Costs, and More Competition for Talent. But the one that I like and think its much important is leadership development and learning opportunity because in this role, companies give the employees the opportunity to learn and grow with the leadership training and this will show employees that the company wants employee to be more engage. Plus, this kind of program can also help nurture leadership abilities and professional development. The other trend I think that plays a very important role is knowing the compliance and regulations because in this area, compliance and regulation changes all the time and companies need to be more pro-active and make changes as they have updates with any new compliance or regulations. For this, many companies turn to technology solutions to minimize the costs and resources devoted to this task, freeing up HR professionals to focus on other aspects of their work. Some strategic resource examples include recruitment, learning and development, compensation, and performance appraisal.
Quane Wrote:
Hi Dr. Clark and Classmates,
Through my assigned reading for week 1, I've learned that one-third of large U.S. businesses selected non-Human Resources managers to operate in top tier executive positions. Consequently, the most successful Human Resource executive do have prior Human Resources experience so for the select few managers without a Human Resource background that get the opportunity to serve in a Human Resource executive will increase their probability of successful career progression. The new tentative transition for businesses is to outsource the majority of their Human Resource operational needs to large Human Resource firms that service multiple businesses. Many frequently utilized services will be offered to employees online in order to address the increased demand for specialized Human Resource services as well as shorten response times and increase efficiency.
Strategic Human Resource Management is the process of determining ways to evaluate an organization's unique Human Resources need and create a plan that facilitates the establishment and maintenance of efficient personnel management systems that support the short term and long term functionality and sustained growth of an organization.
Exercise 8 - Case Study Research
Develop a hypothetical research scenario that would warrant the application of the case study.
What type of approach within the qualitative method would be used? Why or why not?
Exercise 9 - Perspectives in Qualitative Methods
Develop a hypothetical research scenario that would warrant the application of the ethnographic, narrative or phenomenological approach.
What type of design would be best utilized along with this approach?
Exercise 10 - Factors in Mixed Methods Research
What are the strengths ...
Annotated BibliographyLeierer, S. J., Blackwell, T. L., Strohmer.docxrossskuddershamus
Annotated Bibliography
Leierer, S. J., Blackwell, T. L., Strohmer, D. C., Thompson, R. C., & Donnay, D. C. (2008). The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors. Rehabilitation Counseling Bulletin, 51(2), 76-84
The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors
This peer reviewed scholarly journal article seeks to examine the interest patterns that are predictive of success and satisfaction as a rehabilitation counselor using the Strong Interests Inventory. The strength of the SII lies in the variety of which is useful in counseling and provide information that is usually not found with other interest inventories. Interpreting the SII profile begins by looking at the individual's GOT scores. The data and ideas from this interpretation can be used to improve the selection and recruitment of rehabilitation counselors. These findings can help career counselors predict which students and workers will be interested in a particular field.
Abstract from the author:
Using aggregate scores from 281 female and 133 male rehabilitation counselors, the researchers developed prototypical "Strong Interest Inventory" (SII) profiles. They used these profiles to explore the interests, preferences, and professional identity of rehabilitation counselors. Using the General Occupational Themes (GOTs), Basic Interest Scales (BISs), Occupational Scales (OSs), and Personal Style Scales (PSSs), which make up the newly revised SII, the authors obtained empirically defined prototypical profiles for female and male rehabilitation counselors. The Social-Artistic Holland-code dyad was a reoccurring theme across the each profile. Although there are differences in each of the SII scales across genders, the authors found congruence not only within the scales of a particular gender but also across genders. Consistencies and inconsistencies among the GOTs, BISs, OSs, and PSSs are discussed. Implications for counselor recruitment and practice are also discussed.
Day, M. A., & Luzzo, D. A. (1997). Effects of Strong Interest Inventory Feedback on Career Beliefs.
Effects of Strong Interest Inventory Feedback on Career Beliefs
This scholarly article explored the most frequently used career interest inventory SSI. The purpose of the investigation was to evaluate the effects of SII completion and participation an feedback and interpretation on the social cognitive career beliefs of first-year college students. Application of self-efficacy theory to the career decision- tasks and behaviors, whereas high levels of CDMSE lead to increased participation in career decision-making activities. The use of a group interpretation strategy that incorporated sources of performance accomplishments and verbal persuasion as means of providing SI feedback increased participants' CDMSE.
Abstract from the author:
A study evaluated the effects of Strong Interest Inventory (SII) completion and particip.
Running head WEEK 7 ASSIGNMENTA THEORETICAL FRAMEWORK 1WEE.docxrtodd599
Running head: WEEK 7 ASSIGNMENT:A THEORETICAL FRAMEWORK
1
WEEK 7 ASSIGNMENT:A THEORETICAL FRAMEWORK
3
Week 7 Assignment:A Theoretical Framework
Name
Name of the Institution
A Theoretical Framework
Several theories have been conceptualized in the past on the concept of employees’ wellbeing and health. Studies have liked the deterioration of employee health and wellbeing on lack or reduced motivation in the organization or among employees in the organization. In most cases, the theories that have been used to study employees’ health and wellbeing in connection to motivation are naturally content and process theories. Process theories are focused on studying the needs of the employees while process theories are focused on understanding the behaviors of the employees. This study will investigate both the needs and the behaviors of the employees based on the variables in the research topic.
According to a study that was done by Abbot and Doucouliagos (2003), most of the content theories investigates the incentives, necessities and the basic elements of the job that contribute to human contentment. They also focus on understanding the basic factor in the organization that influences the conduct of the employees. Some of the commonly known content theories include Herzberg’s two-factor theory, McClelland’s theory, Maslow’s hierarchy of needs theory, and Alderfer’s ERG theory. This study will employ McClelland’s theory, Maslow’s hierarchy of needs theory
to understand the needs of the employees in this study. Similarly, Burns and Others (2015) argues that process theories are the kind of theories that investigate and explains factors that stimulate, direct, maintain and stop employees’ behaviors in an organizational perspective. There are four types of process theories and they include Expectancy, Equity, Reinforcement, and Goal setting theories. However, based on the goals and objectives of this study, expectancy and equity theories will be used alongside the identified content theories.
References
Abbott, M. & Doucouliagos, C. (2003). The efficiency of Australian universities: A data envelopment analysis. Economics of Education Review, 22(1), 89-97
Burns, A. J., Roberts, T. L., Posey, C., Bennett, R. J. & Courtney, J. F. (2015). Assessing the role of security education, training, and awareness on insiders' security-related behavior: An expectancy theory approach. In: System Sciences (HICSS), 2015 48th Hawaii International Conference.
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Running head EFFECTS OF NON-FAMILY WORKERS ON FAMILY BUSINESS.docxtodd271
Running head: EFFECTS OF NON-FAMILY WORKERS ON FAMILY BUSINESS
1
EFFECTS OF NON-FAMILY WORKERS ON FAMILY BUSINESS
3
Effects of Non-Family Workers on Family Business
Students’ name
Tutor
Course
Date
Family businesses are owned by two or more members of the same family (Reed, 2017). The family business can be owned and managed by members of the family and is intended to realize different types of returns including returns on the relationship, return on finances, and emotional return (Aguinis, 2014). This type of business is fully owned and managed by members of the family who assume different positions in the organization. Some instances, however, need where the family business is forced to hire non-family members (Grzywacz & Handlowa, 2016). When a non-family member is hired in a family owned and managed business the action leads to significant effects on the business performance (Glas, Mirtič, & Pšeničny, 2016). Several factors affect family business which include the need to maintain family relation, social factors, management of family and business. This research therefore seeks to distinguish the difference brought about when the non-family member is introduced in the executive position of a family business.
The study seeks to test the hypothesis that when a non-family member is included in a family owned and managed business at the executive level the business performance is improved
. The study will attract several dependent and independent variables. The independent variable will include attitude, level of social interaction, personal interests, and family conflicts. The dependent variable on the other hand includes the business profitability level. There are intervening variables which include the impact of non-family member, the business interest and legal requirements
.
Literature review
According to Hisrich, Peters, & Shepherd (2017) Family members are closely related to each
other, and this makes management of the business mostly personal. When the members of the family tend to argue the work done, they take things to a personal and family level that could result in severe conflict and poor management of the firm (Wolff & Resnick, 2012). Organizations run by the family members strive to create a distinction between the family and business issues making it difficult for them to operate (Searing, 2016). Other members also embezzle funds for the business with the idea that it’s a family issue and rarely will legal action be taken against them (Ritonija, et al., 2015). According to the principles of economics the business and the owner should be treated as two different entities, however creating the distinction becomes difficult in the family business (Johnson, 2015). The inclusion of purely family members in the business could, therefore, be fatal at some point.
According to Lussier & Hendon (2016) introduction of non-family members in family business creates a sense of increased respect for the organization. The non-.
César Ritz CollegesBachelor of Arts in Hos.docxalisondakintxt
César Ritz Colleges
Bachelor of Arts in Hospitality Business Management
Human Resource Strength perceived by employees
Student's Name
Luowenwen 743553
Wint war war phoo(Wayne) 739348
Jiayi Lyu(Grace) 742336
Date
11/01/2022
Instructors Name
Dr. Evelina Gillard
Course Name
SOCIAL PSYCHOLOGY OF HOSPITALITY
Words:2554
Table of Contents
Assessment 1 3
Article 1 3
Article 2 3
Article 3 4
Article 4 5
Article 5 6
Article 6 7
Summary of assessment 1 9
Assessment 2 10
Summary 17
Assessment 1
Article 1
Journal title: Individual perceptions of HR practices, HRM strength and appropriateness of care: A Meso, multilevel approach
Reference: Dello Russo, S., Mascia, D. and Morandi, F. (2016) “Individual perceptions of HR practices, HRM strength and appropriateness of care: A Meso, multilevel approach,” The International Journal of Human Resource Management, 29(2), pp. 286–310. Available at:
https://doi.org/10.1080/09585192.2016.1165276
Overview:
This article aims to provide a multilevel analysis of the effects of individual employees' perceptions of HR practices on the productivity of the work climate. Employee perception variability is also portrayed as the prerequisite for the excellence of an organization. The article elaborates that Human resource equips employees with skills and practical knowledge, which is imperative for gaining proactivity in their work. This article has also provided a piece of evidence that human resource management provides assurance of job security and diminishes the fear of facing the consequences of job loss. Conclusively, the objective of human resources, which is to promote the shared interest of the workers, is discussed in detail. This article is useful as it states that Human resource management imbibes a sense of responsibility and helps employees to fulfill organizational expectations. The article is scholarly and peer-reviewed, authored by and reviewed by field experts. It is also published in a credible international journal of human resource management. It is authentic and reliable research conducted in 44 departments of 27 different hospitals and includes 2821 participants. This work will reinforce the topic by proving its validity. It will help understand the processes of HR practices, their effectiveness, and important implications for HR managers regarding the involvement of people in HR tasks.
Article 2
Journal title: HRM system strength and HRM target achievement-toward a broader understanding of HRM processes
Reference: Hauff, S., Alewell, D. and Katrin Hansen, N. (2016) “HRM system strength and HRM target achievement-toward a broader understanding of HRM processes,” Human Resource Management, 56(5), pp. 715–729. Available at:
https://doi.org/10.1002/hrm.21798
Overview:
The author's purpose is to analyze the HRM system strengths to bridge the gap for professional achievements and provide evidence regarding th.
Presentation to 2016 Evidence Based School Counseling Conference, University ...Toby Cunningham
Presentation by Toby Cunningham to the 2016 Evidence Based School Counseling Conference at University of Georgia. Covers scientific basis for aptitude based career counseling, and how that science was applied to the development of the YouScience platform.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This paper investigates the relationship between personality and job performance of the fivefactor model with job performance. Personality psychology is concerned with the analysis and theories surrounded by the personality are related to the five factors. Conscientiousness and extraversion appear to be positively correlated with productivity and performance. Neuroticism and agreeableness are negatively correlated with leadership capabilities. Individuals make high performance on conscientiousness, while individuals missing conscientiousness and having neuroticism tend to perform poorly at work.
Mediating Effect of Reputation on the Relationship between Interpersonal Skil...paperpublications3
Abstract: Career success is determined by a number of factors, including some combination of specific competencies and a performance record, along with network development, organizational politics, and reputation building. The county government of Uasin Gishu has of late received negative publicity for its policy on career development. Although interpersonal skills have been argued by researchers to demonstrate influence on work and career outcomes, a few attempts have been made to show how interpersonal skills influences these outcomes. This study investigated the relationship between interpersonal skills and career success of employees of Uasin Gishu County. The specific objectives of the study were: To determine the relationship between networking and career success, to establish the relationship between personal promotion and career success, to determine the relationship between impression management and career success, to establish the relationship between use of influence tactics and career success, and to determine whether reputation has any mediating effect on the relationship between interpersonal skills and career success. A case research design was used. Target population was all the employees of Uasin Gishu County government. Stratified ransom sampling and then simple random sampling was used to obtain the respondents for this proposed study. Primary data was collected using standard questionnaires. Interpersonal skills were taken as the independent variable, career success the dependent variable, and reputation as the mediating variable. Reliability was assessed using Cronbach’s alpha and the data was analyzed using SPSS. Both descriptive and inferential statistics were used to analyze the data. The study findings showed a significant positive correlation between networking skills and career success (r = .933, p=0.000), impression management and career success (r = .775, p=0.000), self-promotion and career success (r =.933, p=0.000), use of influence tactics and career success (r=.896, p=0.000). Also there was a significant positive correlation between reputation and networking skills (r =.909, p=0.000), impression management (r =829, p=0.000), self-promotion (r=.933, p=0.000), and use of influence tactics(r=.896, p=0.000), (r=.909, p=0.000). The result of the study indicated that networking does not have a significant effect on career success, impression management was found to have a positive significant relationship with career success, and there was no significant effect of use of influence tactics on career success. Reputation was found to partially mediate the relationship between interpersonal skills and career success and hence on the other hand, results indicated that reputation fully mediate the relationship between impression management and career success and hence. It was also found that reputation fully mediated the relationship between self-promotion and career success.
Week 3 Journal Article Analysis AssignmentSelect an article from a.docxnealralix138661
Week 3 Journal Article Analysis Assignment
Select an article from a current journal pertaining to IHRM topics. The article mus
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Using the Article Analysis Guide from the "Green" folder for this week, read and review the article. Provide an analysis in logical order that discusses the content of the article and whether or not it is in agreement with the text, and your personal experience. Support your logic with citations and references at the end of the analysis. MS Word format required. Your name must be part of the filename.
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THE ROLE OF HUMAN CAPITAL MANAGEMENT IN ORGANIZATIONAL COMPETITIVENESS
Lin, Chuan
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Wang, Christina Yu-Ping
;
Wang, Chen-Yu
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;
Jaw, Bih-Shiaw
.
Social Behavior and Personality
; Palmerston North
45.1
(2017): 81-92.
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Abstract
Drawing upon
human
capital theory, we empirically tested the relationships among
human
capital
management
, employees' value and uniqueness, and organizational competitiveness. To do this, we adopted a quantitative approach via multiple regression analysis with 183 participants from Taiwan and Mainland China. Results showed that
human
capital development and deployment were positively associated with both value and uniqueness of employees in Taiwan and also in Mainland China. This indicated that development and deployment practices, such as training and job design, were conducive to increasing employees' value and uniqueness. In addition, the positive relationship between
human
capital and employees' value that was observed in a Mainland Chinese context was not observed in Taiwan, which indicates that contextual differences affected methods of attracting talented employees. We found it surprising that in neither Taiwan nor Mainland China were organizations capable of retaining unique employees. Practical and theoretical implications of our findings are discussed.
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Drawing upon
human
capital theory, we empirically tested the relationships among
human
capital
management
, employees' value and uniqueness, and organizational competitiveness. To do this, we adopted a quantitative approach via multiple regression analysis with 183 participants from Taiwan and Mainland China. Results showed that
human
capital development and deployment were positively associated with both value and uniqueness of employees in Taiwan and also in Mainland China. This indicated that development and deployment practices, such as training and job design, were conducive to increasing employees' value and uniqueness. In addition, the positive relationship b.
Sample Qualitative Research Proposal Background of the Study.docxjeffsrosalyn
Sample Qualitative Research Proposal
Background of the Study
When surveyed, almost 60% of employees expressed a desire to leave their current position for another they perceived as “better” if such opportunities arose (Romanova, 2013, para. 16). Organizational leaders frequently hold the mindset that compensation is the ultimate factor in determining whether employees leave a company, despite recent studies to the contrary (Carter, 2013; Pym, 2015; Stark, 2014). Beyond the academic research community, few consider giving deference to stronger indicators of employee turnover intentions. Both employees’ perceptions of their value to organizational structures and work-task satisfaction bore a more significant relationship to workers’ employment decisions than either salaries or job locations (Banner, 2014; Whitehall, 2014).
As an amalgamation of forces, work engagement is not a one-dimensional configuration, but a multi-layered structure encompassing organizational, leadership, and employee paradigms (Hammond, 2014). Though often regarded as the antonym to burnout, careful quantitative examination of employee work engagement confirms a myriad of constructs require further exploration to describe fully the phenomenon (Garrett, 2012; Johnson, 2014; Ward, 2015). These factors require in-depth exploration to elicit descriptions from individuals who possess views, opinions, and experiences with the phenomenon (Starke, 2012). Strongly encouraged, as a recommendation for further study, is development of thematic awareness of such factors related to the phenomenon of employee work engagement (Carter, 2013; Pym, 2015; Stark, 2012; Ward, 2015).
Statement of the Problem
The general problem is leaders fail to consider factors beyond compensation that guide employees’ decisions to leave organizations (May 2015; Odinson, 2014). The specific problem is leaders in manufacturing industries lack an understanding of the phenomenon of employee work engagement (Rogers, 2015). Qualitative research describing the phenomenon is valuable (Lee, 2015; McCoy, 2015) and will add to the existing body of knowledge specifically related to the field of leadership (Ward, 2015).
Purpose Statement for Qualitative Methodology
The purpose of this envisioned qualitative descriptive single case study is to explore how manufacturing industry leaders describe the phenomenon of employee work engagement. To obtain the three independent data points required for case study triangulation analysis (Coulson, 2013), the researcher proposes two different types of interviews and direct observation of leaders. These data sources are: 1) in-depth one-on-one interviews utilizing open-ended questions with 10 leaders of the manufacturing organization, 2) a focus group discussion with 15 leaders of the manufacturing organization using a semi-structured interview approach, and 3) direct observations of at least 10 leaders of the manufacturing organization. In total, the researcher anticipates a.
Enabling Employee Voice through Mentoring RelationshipsTaylor Rosecrans
Numerous studies support the idea that business success is driven by employee ingenuity, and the ability to brainstorm and voice different ideas and suggestions has proven to be critical to the creative process. However, employees often do not readily offer their observations and ideas. In order to determine how to encourage open communication in an organization, we need to examine employee voice.
IV. Internal Environment Strengths and Weaknesses (SWOT)Ford moto.docxDioneWang844
IV. Internal Environment: Strengths and Weaknesses (SWOT)
Ford motor Corporate Structure
1.
How is the corporation structured at present?
a.
Is the decision-making authority centralized around one group or decentralized to many units?
b.
Is the corporation organized on the basis of functions, projects, geography, or some combination of these?
2.
Is the structure clearly understood by everyone in the corporation?
3.
Is the present structure consistent with current corporate objectives, strategies, policies, and programs, as well as with the firm’s international operations?
4.
In what ways does this structure compare with those of similar corporations?
answer each question in a paragraph
.
its due in 55 minsTCO 1) How has user access of the Web changed ov.docxDioneWang844
its due in 55 mins
TCO 1) How has user access of the Web changed over the past 10 years? How does this impact the design of a website?
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Question 12.
Question 13.
Question 14.
Question 15.
Question 16.
.
Annotated BibliographyLeierer, S. J., Blackwell, T. L., Strohmer.docxrossskuddershamus
Annotated Bibliography
Leierer, S. J., Blackwell, T. L., Strohmer, D. C., Thompson, R. C., & Donnay, D. C. (2008). The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors. Rehabilitation Counseling Bulletin, 51(2), 76-84
The Newly Revised Strong Interest Inventory: A Profile Interpretation for Rehabilitation Counselors
This peer reviewed scholarly journal article seeks to examine the interest patterns that are predictive of success and satisfaction as a rehabilitation counselor using the Strong Interests Inventory. The strength of the SII lies in the variety of which is useful in counseling and provide information that is usually not found with other interest inventories. Interpreting the SII profile begins by looking at the individual's GOT scores. The data and ideas from this interpretation can be used to improve the selection and recruitment of rehabilitation counselors. These findings can help career counselors predict which students and workers will be interested in a particular field.
Abstract from the author:
Using aggregate scores from 281 female and 133 male rehabilitation counselors, the researchers developed prototypical "Strong Interest Inventory" (SII) profiles. They used these profiles to explore the interests, preferences, and professional identity of rehabilitation counselors. Using the General Occupational Themes (GOTs), Basic Interest Scales (BISs), Occupational Scales (OSs), and Personal Style Scales (PSSs), which make up the newly revised SII, the authors obtained empirically defined prototypical profiles for female and male rehabilitation counselors. The Social-Artistic Holland-code dyad was a reoccurring theme across the each profile. Although there are differences in each of the SII scales across genders, the authors found congruence not only within the scales of a particular gender but also across genders. Consistencies and inconsistencies among the GOTs, BISs, OSs, and PSSs are discussed. Implications for counselor recruitment and practice are also discussed.
Day, M. A., & Luzzo, D. A. (1997). Effects of Strong Interest Inventory Feedback on Career Beliefs.
Effects of Strong Interest Inventory Feedback on Career Beliefs
This scholarly article explored the most frequently used career interest inventory SSI. The purpose of the investigation was to evaluate the effects of SII completion and participation an feedback and interpretation on the social cognitive career beliefs of first-year college students. Application of self-efficacy theory to the career decision- tasks and behaviors, whereas high levels of CDMSE lead to increased participation in career decision-making activities. The use of a group interpretation strategy that incorporated sources of performance accomplishments and verbal persuasion as means of providing SI feedback increased participants' CDMSE.
Abstract from the author:
A study evaluated the effects of Strong Interest Inventory (SII) completion and particip.
Running head WEEK 7 ASSIGNMENTA THEORETICAL FRAMEWORK 1WEE.docxrtodd599
Running head: WEEK 7 ASSIGNMENT:A THEORETICAL FRAMEWORK
1
WEEK 7 ASSIGNMENT:A THEORETICAL FRAMEWORK
3
Week 7 Assignment:A Theoretical Framework
Name
Name of the Institution
A Theoretical Framework
Several theories have been conceptualized in the past on the concept of employees’ wellbeing and health. Studies have liked the deterioration of employee health and wellbeing on lack or reduced motivation in the organization or among employees in the organization. In most cases, the theories that have been used to study employees’ health and wellbeing in connection to motivation are naturally content and process theories. Process theories are focused on studying the needs of the employees while process theories are focused on understanding the behaviors of the employees. This study will investigate both the needs and the behaviors of the employees based on the variables in the research topic.
According to a study that was done by Abbot and Doucouliagos (2003), most of the content theories investigates the incentives, necessities and the basic elements of the job that contribute to human contentment. They also focus on understanding the basic factor in the organization that influences the conduct of the employees. Some of the commonly known content theories include Herzberg’s two-factor theory, McClelland’s theory, Maslow’s hierarchy of needs theory, and Alderfer’s ERG theory. This study will employ McClelland’s theory, Maslow’s hierarchy of needs theory
to understand the needs of the employees in this study. Similarly, Burns and Others (2015) argues that process theories are the kind of theories that investigate and explains factors that stimulate, direct, maintain and stop employees’ behaviors in an organizational perspective. There are four types of process theories and they include Expectancy, Equity, Reinforcement, and Goal setting theories. However, based on the goals and objectives of this study, expectancy and equity theories will be used alongside the identified content theories.
References
Abbott, M. & Doucouliagos, C. (2003). The efficiency of Australian universities: A data envelopment analysis. Economics of Education Review, 22(1), 89-97
Burns, A. J., Roberts, T. L., Posey, C., Bennett, R. J. & Courtney, J. F. (2015). Assessing the role of security education, training, and awareness on insiders' security-related behavior: An expectancy theory approach. In: System Sciences (HICSS), 2015 48th Hawaii International Conference.
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Running head EFFECTS OF NON-FAMILY WORKERS ON FAMILY BUSINESS.docxtodd271
Running head: EFFECTS OF NON-FAMILY WORKERS ON FAMILY BUSINESS
1
EFFECTS OF NON-FAMILY WORKERS ON FAMILY BUSINESS
3
Effects of Non-Family Workers on Family Business
Students’ name
Tutor
Course
Date
Family businesses are owned by two or more members of the same family (Reed, 2017). The family business can be owned and managed by members of the family and is intended to realize different types of returns including returns on the relationship, return on finances, and emotional return (Aguinis, 2014). This type of business is fully owned and managed by members of the family who assume different positions in the organization. Some instances, however, need where the family business is forced to hire non-family members (Grzywacz & Handlowa, 2016). When a non-family member is hired in a family owned and managed business the action leads to significant effects on the business performance (Glas, Mirtič, & Pšeničny, 2016). Several factors affect family business which include the need to maintain family relation, social factors, management of family and business. This research therefore seeks to distinguish the difference brought about when the non-family member is introduced in the executive position of a family business.
The study seeks to test the hypothesis that when a non-family member is included in a family owned and managed business at the executive level the business performance is improved
. The study will attract several dependent and independent variables. The independent variable will include attitude, level of social interaction, personal interests, and family conflicts. The dependent variable on the other hand includes the business profitability level. There are intervening variables which include the impact of non-family member, the business interest and legal requirements
.
Literature review
According to Hisrich, Peters, & Shepherd (2017) Family members are closely related to each
other, and this makes management of the business mostly personal. When the members of the family tend to argue the work done, they take things to a personal and family level that could result in severe conflict and poor management of the firm (Wolff & Resnick, 2012). Organizations run by the family members strive to create a distinction between the family and business issues making it difficult for them to operate (Searing, 2016). Other members also embezzle funds for the business with the idea that it’s a family issue and rarely will legal action be taken against them (Ritonija, et al., 2015). According to the principles of economics the business and the owner should be treated as two different entities, however creating the distinction becomes difficult in the family business (Johnson, 2015). The inclusion of purely family members in the business could, therefore, be fatal at some point.
According to Lussier & Hendon (2016) introduction of non-family members in family business creates a sense of increased respect for the organization. The non-.
César Ritz CollegesBachelor of Arts in Hos.docxalisondakintxt
César Ritz Colleges
Bachelor of Arts in Hospitality Business Management
Human Resource Strength perceived by employees
Student's Name
Luowenwen 743553
Wint war war phoo(Wayne) 739348
Jiayi Lyu(Grace) 742336
Date
11/01/2022
Instructors Name
Dr. Evelina Gillard
Course Name
SOCIAL PSYCHOLOGY OF HOSPITALITY
Words:2554
Table of Contents
Assessment 1 3
Article 1 3
Article 2 3
Article 3 4
Article 4 5
Article 5 6
Article 6 7
Summary of assessment 1 9
Assessment 2 10
Summary 17
Assessment 1
Article 1
Journal title: Individual perceptions of HR practices, HRM strength and appropriateness of care: A Meso, multilevel approach
Reference: Dello Russo, S., Mascia, D. and Morandi, F. (2016) “Individual perceptions of HR practices, HRM strength and appropriateness of care: A Meso, multilevel approach,” The International Journal of Human Resource Management, 29(2), pp. 286–310. Available at:
https://doi.org/10.1080/09585192.2016.1165276
Overview:
This article aims to provide a multilevel analysis of the effects of individual employees' perceptions of HR practices on the productivity of the work climate. Employee perception variability is also portrayed as the prerequisite for the excellence of an organization. The article elaborates that Human resource equips employees with skills and practical knowledge, which is imperative for gaining proactivity in their work. This article has also provided a piece of evidence that human resource management provides assurance of job security and diminishes the fear of facing the consequences of job loss. Conclusively, the objective of human resources, which is to promote the shared interest of the workers, is discussed in detail. This article is useful as it states that Human resource management imbibes a sense of responsibility and helps employees to fulfill organizational expectations. The article is scholarly and peer-reviewed, authored by and reviewed by field experts. It is also published in a credible international journal of human resource management. It is authentic and reliable research conducted in 44 departments of 27 different hospitals and includes 2821 participants. This work will reinforce the topic by proving its validity. It will help understand the processes of HR practices, their effectiveness, and important implications for HR managers regarding the involvement of people in HR tasks.
Article 2
Journal title: HRM system strength and HRM target achievement-toward a broader understanding of HRM processes
Reference: Hauff, S., Alewell, D. and Katrin Hansen, N. (2016) “HRM system strength and HRM target achievement-toward a broader understanding of HRM processes,” Human Resource Management, 56(5), pp. 715–729. Available at:
https://doi.org/10.1002/hrm.21798
Overview:
The author's purpose is to analyze the HRM system strengths to bridge the gap for professional achievements and provide evidence regarding th.
Presentation to 2016 Evidence Based School Counseling Conference, University ...Toby Cunningham
Presentation by Toby Cunningham to the 2016 Evidence Based School Counseling Conference at University of Georgia. Covers scientific basis for aptitude based career counseling, and how that science was applied to the development of the YouScience platform.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This paper investigates the relationship between personality and job performance of the fivefactor model with job performance. Personality psychology is concerned with the analysis and theories surrounded by the personality are related to the five factors. Conscientiousness and extraversion appear to be positively correlated with productivity and performance. Neuroticism and agreeableness are negatively correlated with leadership capabilities. Individuals make high performance on conscientiousness, while individuals missing conscientiousness and having neuroticism tend to perform poorly at work.
Mediating Effect of Reputation on the Relationship between Interpersonal Skil...paperpublications3
Abstract: Career success is determined by a number of factors, including some combination of specific competencies and a performance record, along with network development, organizational politics, and reputation building. The county government of Uasin Gishu has of late received negative publicity for its policy on career development. Although interpersonal skills have been argued by researchers to demonstrate influence on work and career outcomes, a few attempts have been made to show how interpersonal skills influences these outcomes. This study investigated the relationship between interpersonal skills and career success of employees of Uasin Gishu County. The specific objectives of the study were: To determine the relationship between networking and career success, to establish the relationship between personal promotion and career success, to determine the relationship between impression management and career success, to establish the relationship between use of influence tactics and career success, and to determine whether reputation has any mediating effect on the relationship between interpersonal skills and career success. A case research design was used. Target population was all the employees of Uasin Gishu County government. Stratified ransom sampling and then simple random sampling was used to obtain the respondents for this proposed study. Primary data was collected using standard questionnaires. Interpersonal skills were taken as the independent variable, career success the dependent variable, and reputation as the mediating variable. Reliability was assessed using Cronbach’s alpha and the data was analyzed using SPSS. Both descriptive and inferential statistics were used to analyze the data. The study findings showed a significant positive correlation between networking skills and career success (r = .933, p=0.000), impression management and career success (r = .775, p=0.000), self-promotion and career success (r =.933, p=0.000), use of influence tactics and career success (r=.896, p=0.000). Also there was a significant positive correlation between reputation and networking skills (r =.909, p=0.000), impression management (r =829, p=0.000), self-promotion (r=.933, p=0.000), and use of influence tactics(r=.896, p=0.000), (r=.909, p=0.000). The result of the study indicated that networking does not have a significant effect on career success, impression management was found to have a positive significant relationship with career success, and there was no significant effect of use of influence tactics on career success. Reputation was found to partially mediate the relationship between interpersonal skills and career success and hence on the other hand, results indicated that reputation fully mediate the relationship between impression management and career success and hence. It was also found that reputation fully mediated the relationship between self-promotion and career success.
Week 3 Journal Article Analysis AssignmentSelect an article from a.docxnealralix138661
Week 3 Journal Article Analysis Assignment
Select an article from a current journal pertaining to IHRM topics. The article mus
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Using the Article Analysis Guide from the "Green" folder for this week, read and review the article. Provide an analysis in logical order that discusses the content of the article and whether or not it is in agreement with the text, and your personal experience. Support your logic with citations and references at the end of the analysis. MS Word format required. Your name must be part of the filename.
Use the APA Paper guides in the resources section on the menu bar to guide your formatting.
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THE ROLE OF HUMAN CAPITAL MANAGEMENT IN ORGANIZATIONAL COMPETITIVENESS
Lin, Chuan
;
Wang, Christina Yu-Ping
;
Wang, Chen-Yu
Author Information
;
Jaw, Bih-Shiaw
.
Social Behavior and Personality
; Palmerston North
45.1
(2017): 81-92.
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Drawing upon
human
capital theory, we empirically tested the relationships among
human
capital
management
, employees' value and uniqueness, and organizational competitiveness. To do this, we adopted a quantitative approach via multiple regression analysis with 183 participants from Taiwan and Mainland China. Results showed that
human
capital development and deployment were positively associated with both value and uniqueness of employees in Taiwan and also in Mainland China. This indicated that development and deployment practices, such as training and job design, were conducive to increasing employees' value and uniqueness. In addition, the positive relationship between
human
capital and employees' value that was observed in a Mainland Chinese context was not observed in Taiwan, which indicates that contextual differences affected methods of attracting talented employees. We found it surprising that in neither Taiwan nor Mainland China were organizations capable of retaining unique employees. Practical and theoretical implications of our findings are discussed.
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Headnote
Drawing upon
human
capital theory, we empirically tested the relationships among
human
capital
management
, employees' value and uniqueness, and organizational competitiveness. To do this, we adopted a quantitative approach via multiple regression analysis with 183 participants from Taiwan and Mainland China. Results showed that
human
capital development and deployment were positively associated with both value and uniqueness of employees in Taiwan and also in Mainland China. This indicated that development and deployment practices, such as training and job design, were conducive to increasing employees' value and uniqueness. In addition, the positive relationship b.
Sample Qualitative Research Proposal Background of the Study.docxjeffsrosalyn
Sample Qualitative Research Proposal
Background of the Study
When surveyed, almost 60% of employees expressed a desire to leave their current position for another they perceived as “better” if such opportunities arose (Romanova, 2013, para. 16). Organizational leaders frequently hold the mindset that compensation is the ultimate factor in determining whether employees leave a company, despite recent studies to the contrary (Carter, 2013; Pym, 2015; Stark, 2014). Beyond the academic research community, few consider giving deference to stronger indicators of employee turnover intentions. Both employees’ perceptions of their value to organizational structures and work-task satisfaction bore a more significant relationship to workers’ employment decisions than either salaries or job locations (Banner, 2014; Whitehall, 2014).
As an amalgamation of forces, work engagement is not a one-dimensional configuration, but a multi-layered structure encompassing organizational, leadership, and employee paradigms (Hammond, 2014). Though often regarded as the antonym to burnout, careful quantitative examination of employee work engagement confirms a myriad of constructs require further exploration to describe fully the phenomenon (Garrett, 2012; Johnson, 2014; Ward, 2015). These factors require in-depth exploration to elicit descriptions from individuals who possess views, opinions, and experiences with the phenomenon (Starke, 2012). Strongly encouraged, as a recommendation for further study, is development of thematic awareness of such factors related to the phenomenon of employee work engagement (Carter, 2013; Pym, 2015; Stark, 2012; Ward, 2015).
Statement of the Problem
The general problem is leaders fail to consider factors beyond compensation that guide employees’ decisions to leave organizations (May 2015; Odinson, 2014). The specific problem is leaders in manufacturing industries lack an understanding of the phenomenon of employee work engagement (Rogers, 2015). Qualitative research describing the phenomenon is valuable (Lee, 2015; McCoy, 2015) and will add to the existing body of knowledge specifically related to the field of leadership (Ward, 2015).
Purpose Statement for Qualitative Methodology
The purpose of this envisioned qualitative descriptive single case study is to explore how manufacturing industry leaders describe the phenomenon of employee work engagement. To obtain the three independent data points required for case study triangulation analysis (Coulson, 2013), the researcher proposes two different types of interviews and direct observation of leaders. These data sources are: 1) in-depth one-on-one interviews utilizing open-ended questions with 10 leaders of the manufacturing organization, 2) a focus group discussion with 15 leaders of the manufacturing organization using a semi-structured interview approach, and 3) direct observations of at least 10 leaders of the manufacturing organization. In total, the researcher anticipates a.
Enabling Employee Voice through Mentoring RelationshipsTaylor Rosecrans
Numerous studies support the idea that business success is driven by employee ingenuity, and the ability to brainstorm and voice different ideas and suggestions has proven to be critical to the creative process. However, employees often do not readily offer their observations and ideas. In order to determine how to encourage open communication in an organization, we need to examine employee voice.
IV. Internal Environment Strengths and Weaknesses (SWOT)Ford moto.docxDioneWang844
IV. Internal Environment: Strengths and Weaknesses (SWOT)
Ford motor Corporate Structure
1.
How is the corporation structured at present?
a.
Is the decision-making authority centralized around one group or decentralized to many units?
b.
Is the corporation organized on the basis of functions, projects, geography, or some combination of these?
2.
Is the structure clearly understood by everyone in the corporation?
3.
Is the present structure consistent with current corporate objectives, strategies, policies, and programs, as well as with the firm’s international operations?
4.
In what ways does this structure compare with those of similar corporations?
answer each question in a paragraph
.
its due in 55 minsTCO 1) How has user access of the Web changed ov.docxDioneWang844
its due in 55 mins
TCO 1) How has user access of the Web changed over the past 10 years? How does this impact the design of a website?
(Points : 30)
Question 12.
Question 13.
Question 14.
Question 15.
Question 16.
.
Its due in 4 hours.Please use very simple French.Qu’est-ce .docxDioneWang844
It's due in 4 hours.
Please use very simple French.
Qu’est-ce que tu vas faire (to do) le weekend? Où est-ce que tu vas? Avec qui est-ce que tu visites? A quelle heure est-ce que tu manges? Est-ce que tu voyages loin ou près (near or far)? Est-ce que tu visites avec les amis? Pourquoi ou pourquoi pas? Qu’est-ce que tu fais pour la reste du weekend?
Be sure to use food and the verb aller. Should be about 2 paragraphs.
.
ITS 365 syllabusWith the end of the Cold War, Central Asia, a re.docxDioneWang844
ITS 365 syllabus
With the end of the Cold War, Central Asia, a region that for many remains relatively obscure, has enjoyed renewed attention. One area of particular interest for many observers has been the impact of the so-called “Islamic factor” on domains like regional security, domestic politics, and international relations. However, the region is sometimes treated as peripheral to the rest of the Islamic world, while Central Asian Muslims are depicted as casual and ignorant in comparison to their supposedly more rigorous and “authentic” coreligionists elsewhere. As a result, Islam’s role in Central Asia, past and present, remains poorly understood and misconstrued as a source of danger, backwardness, and instability. The goal of this course is to shed light on the different ways that people make sense of Islam in contemporary Central Asia, with a particular focus on the diversity of Islamic belief and practice in the region. Special emphasis will also be placed on exploring the ways in which Islam is imbricated with, rather than opposed to, modernity and modern ideologies like nationalism and the nation-state.
Class meetings will consist of lecture and discussion. Students will be expected to participate in class discussions and will learn to think critically, and to substantiate beliefs and opinions with facts and context.
Required Texts
· Julie McBrien – From Belonging to Belief
· Adeeb Khalid – Islam after Communism
· Richard Foltz – Religions of the Silk Road (recommended)
· Other course materials will be available on Canvas
Response Papers:
Periodically throughout the semester students will be asked to submit reading response papers. The purpose of these assignments is to get you to reflect critically on the assigned readings, to put them in conversation with other readings, and to offer your personal thoughts and reflections.
Class Schedule:
Topic
Readings
NOTES:
Week 1 01/27
Perspectives on “Islam”
· Salvatore – Western Scholars of Islam on the Issue of Modernity
· McBrien – Introduction
· Light – Participation and Analysis
in Studying Religion in Central Asia
Week 2 02/03
Pre-Tsarist Eurasia
· Khalid – Ch. 1
· Abazov – Maps 5-38 (skim as
necessary)
· DeWeese – The Religious
Environment
· Khalid (PMCR) – Knowledge and
Society in the 19th Century
Week 3 02/10
Tsarist Russia
· Sahni – Ch. 1
· Khalid – Ch. 2
· Crews – 1) A Church for Islam
AND 2) Nomads into Muslims
PAPER PROSPECTUS
Week 4 02/17
The Jadid Movement
· Khalid (PMCR) – 1) The Origins of Jadidism, AND 2) The Politics of Admonition
· DeWeese – It Was a Dark and Stagnant Night (‘til the Jadids Brought the Light)
6
Week 5 02/24
Modernity Imposed
· Khalid – Ch. 3
· Khalid (PMCR) – 1) 1917: The
Moment of Truth AND 2) Epilogue
· Northrop – The Limits of Liberation
· Keller – Breaking Islam &
Conclusion
Week 6 03/03
Islam in the Soviet Union I
· Khalid – Ch. 4
· Kemper – Studying Islam in the
Soviet Union
· Benni.
Its 1 - 3 pages assaingment for art 101 classabout how the grou.docxDioneWang844
It's 1 - 3 pages assaingment for art 101 class
about how the group Savonarola who showed up many years ago are similar
to the ISIS group nowadays.
They are both releigous groups.
Plaese pay attention that it's an assaingment to describe how they are similar, not to tell thier history.
I need it ASAP pleasem it's due on monday 12:00 pm
.
Its a argumentive essay that you have to answer if technology has m.docxDioneWang844
It's a argumentive essay that you have to answer if technology has made us dumber. i provided the outline and the three stories that you need. you need to put your opinion through a teenagers point of view because i'm a teen. you also need other outside sources. I need this no later then 10:00 am tomorrow 3/15/17. It must be 4 pages long ! please and thank you
.
It stated that an estimated 30-60 of patients are not compliant wi.docxDioneWang844
It stated that "an estimated 30-60% of patients are not compliant with their physicians-directed treatment or medication regimens. Because of the serious clinical and cost concerns this raises, behavior modification has become recognized as an integral part of the population health paradigm."(Nash, Fabius, Skoufalos, Clarke & Horowitz, 2016, p. 28) "What are the roles of behavior change and self-care in achieving population health outcomes" (Nash, Fabius, Skoufalos, Clarke & Horowitz, 2016, p. 35).
Reference:
Nash, D.B., Fabius, R.J., Skoufalos, A., Clarke, J.L. & Horowitz, M.R. (2016).
Population health: creating a culture of wellness.
Burlington: MA, Jones & Bartlett
.
.
Its 4 part to the entire project, the first part is due next Wednesd.docxDioneWang844
Its 4 part to the entire project, the first part is due next Wednesday 07/26/2017 before midnight (Illinois time).
The topic in which my entire paper is "Gun violence, the juvenile Offender"
P
ART
I
– Paper to present your Topic:
During Week 3, students will submit a 2-3 page paper in APA format describing a juvenile justice topic area of interest and why they are interested in this topic, what characteristics it has and what its relevance is to our study of juvenile crime.
Please provide atleast 3 references!
.
it should not take you that long!!(6.12) filepart 1) reading a.docxDioneWang844
it should not take you that long!!
(6.12) file
part 1) reading and answering 3 questions
Part2)
)
only identify the formal clues in the poems:
a. Enjambment
b. Ambiguity
c. Rhyme (or lack thereof)
d. Repetition
I will provide an example on how you answer part 2 (in file 6.8)
.
It revolves being culturally competent and by that understanding rel.docxDioneWang844
It revolves being culturally competent and by that understanding religion, mental health, and the combination of both by identifying religious competence as part of cultural competence. This involves implementing as well as determining the “patients’ psychological and existential frameworks; it can also play a key role in determining behavioral variables (which, in turn, influence physiological variables) that have a direct bearing on mental health” (Whitley, 2012). My strengths would be to initially identify the patient’s spiritual preferences, being attentive by being an active listener to the patient’s spiritual needs. Moreover, spirituality is essentially an unchecked vital sign that is essentially to all patients regardless of their religion. However, weakness mainly finding consultation for patients whom are very particular about whom they speak. Also being exposed to different patient populations within med-surg that have different capacities which can be difficult to honor their wishes but do so to the best of my ability. When it comes to patients, it’s important to improve patient care through “taking a spiritual history, respecting and supporting spiritual beliefs, challenging beliefs, praying with patients, and appropriate consultation with clergy” (Koenig, 2008). This is something I will continue to work on as time goes on.
If I were a patient with the capacity, I would coordinate with the health care team about my preferences and needs and be updated on all of the happenings regarding my plan of care. However, should I lack the mental capacity to make such ethical decisions, my advocate would be that of my parents fulfill my wishes when it comes to my plan of care. They will be informed about all options when it comes to treatments and seek both a realistic, viable alternatives should they be present.
I NEED YOU TO COMMENT FROM THIS POST, 150 WORDS NEEDED AND A REFERNCE PLEASE
.
IT242Describe the open systems interconnection (OSI) model an.docxDioneWang844
IT/242
Describe
the open systems interconnection (OSI) model and how it relates to a network in 200 to 350 words. Include answers to the following:
On which layers of the OSI model do WAN protocols operate?
What are some of these protocols?
On which OSI layers do switches and routers operate?
If routers reside at more than one layer, what is the difference between OSI layers?
.
It should have MLA Format and Works Cited page and it should be 6 or.docxDioneWang844
It should have MLA Format and Works Cited page and it should be 6 or 7 pages long.
The outline should be something similar to this
I.
Introduction
II.
Background of Plastic Material
A.
History
B.
Composition or how is it made
C.
Types
D.
Producers
E.
Innovative uses
F.
Every-day uses (intro to plastic bags and bottles)
III.
Plastic Bags and Bottles
A.
Background
B.
Consumption
C.
Time of decomposition
It does not need to have a concluding paragraph.
.
IT offshoring is a very controversial issue because it shifts jobs t.docxDioneWang844
IT offshoring is a very controversial issue because it shifts jobs to other countries. At the same time, it has the potential to decrease the organization’s costs significantly. Whether offshoring is good or bad for the people of affected countries is an issue of constant controversy.
Discuss how you feel about this issue?(350 words)
.
Please view both parts of the entire assignment request and observe .docxDioneWang844
Please view both parts of the entire assignment request and observe the due time. All needed information should be included in the attachements but please let me know if you have any questions.
Thank you in advance,
(By the way, a good portion of the "Observations" part can just be opinionated as long as it's and educated opinion. No need for cited information or textbook explanations.)
.
Please use very simple French.Choose 2 days of the week to tell .docxDioneWang844
Please use very simple French.
Choose 2 days of the week to tell me about in detail, and also select either Saturday or Sunday. (3 days total, therefore 3 paragraphs total)
On the weekdays, tell me about your school schedule, including class subjects, times and days they meet, what part of the day they meet, use before/after construction, whether or not you like the class, etc. Example: Le mardi, j’ai la classe de français à 6 h. J’adore la classe, la prof est super, etc..
On the weekend day, use different ER verbs to tell me about what you do. Indicate specific times or parts of the day. Example: Du matin, je mange avec ma famille. Après je mange, je regarde la télé à 10 h…..
.
Please use the attached spreadsheet to incorporate the workAshfo.docxDioneWang844
Please use the attached spreadsheet to incorporate the work
Ashford University Assignment Submission Week 1 Assignment
10 Essential Services of Public Health
Public health services are divided into four major categories and 10 specific services.
Complete the worksheet, to access, click
here:
Describe the four major categories and 10 essential services of public health and find a real-life example of each service.
Provide a definition for each of the four categories and 10 essential services of public health listed on the worksheet. (The definition should be approximately three to four sentences each, written in your own words.)
Identify via an internet search a real-life example of each of the 10 essential services. (The example may be a program, initiative, or service of a government agency, community service agency, non-profit organization, or community action group.)
Provide a description and brief discussion of how each example relates to the definition of the essential service.
Include a link to the website where you found information about each example.
Add a title page with the following:
Title of assignment
Student’s name
Course name and number
Instructor’s name
Date submitted
Include a reference page formatted according to APA style as outlined in the Ashford Writing Center.
NOTE: For the four categories of services, you only need to include a definition; you do not need to provide an example of the categories. All information you include on the worksheet must be in your own words and cited appropriately in APA style as outlined by the Ashford Writing Center. No quotes or copy-pasted material will be accepted.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
.
Please use very simple French.Qu’est-ce que tu vas faire (to do).docxDioneWang844
Please use very simple French.
Qu’est-ce que tu vas faire (to do) le weekend? Où est-ce que tu vas? Avec qui est-ce que tu visites? A quelle heure est-ce que tu manges? Est-ce que tu voyages loin ou près (near or far)? Est-ce que tu visites avec les amis? Pourquoi ou pourquoi pas? Qu’est-ce que tu fais pour la reste du weekend?
Be sure to use food and the verb aller. Should be about 2 paragraphs.
.
Please use class material to support your answer.Provide an exam.docxDioneWang844
Please use class material to support your answer.
Provide an example of a time in your organization where there was a lack of planning that affected the organization as a whole. Describe the situation and identify what management did to recover from this incident and to improve their future planning efforts.
II.
Study guide attached for support
.
Please use the questionanswer method. Copy paste question, then .docxDioneWang844
Please use the question/answer method. Copy paste question, then answer. Then next question and answer. Etc.
This way we know which question you are answering and when you are moving to next question….LOL!
"Identifying Truth or Fiction" Please respond to the following:
The video clip ‘The Baloney Detection Kit’ in the Webtext this week discusses the many ways in which an effective critical thinker assesses the claims made by others.
1. Explain what you believe is the real difference between ‘science’ and ‘pseudoscience’.
2. Examine the key reasons why so many people might seem to be attracted to more pseudoscience-type claims.
3. Describe at least two (2) such claims that you have heard people make, and analyze the main reasons why such claims do or do not meet rigorous scientific methodology standards.
4. Determine at least two (2) ways in which the material discussed this week has changed your own thinking.
Please use the question/answer method
.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Thesis Statement for students diagnonsed withADHD.ppt
LITERATURE REVIEW RESOURCES
1. LITERATURE REVIEW RESOURCES
1
LITERATURE REVIEW RESOURCES 10
Literature Review Resources
Student A. Sample
Grand Canyon University: RES-811
<Date>
<Note: Even though APA does not require the
date on a title page, it is a requirement for GCU papers.>
PSY-830 Literature Review Resources
Number
Article Information
Added to RefWorks? (Y or N)
1.
2. Reference Information
Industrial/Organizational Psychology: Understanding the
Workplace
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
.lopes.idm.oclc.org/login.aspx?direct=true&db=edswss&AN=00
0347729700002&site=eds-live&scope=site
Annotation
Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P.
(2015). A Meta-Analysis of the Relationship Between
Individual Assessments and Job Performance. Journal of
Applied Psychology, 100(1), 5-20. doi: 10.1037/a0036938.
In this examined scholarly journal research article, the authors
Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P.;
analyzes the related validity criterion used in individual
assessment. They defined individual assessments as a process
used in selecting employees, and involving the utilization of
different assessment methods, administered on each candidate
interviewed, and using such assessment to evaluate, judge, and
determine a candidate’s overall suitability for a position. The
authors determined that the recommendations of the assessor are
reliable enough to predict work performances; however, they
mutually agree that the results must be characterized, explained
and interpreted in a cautious manner, due to the fact that a
relative small number of studies have been conducted and to
take into consideration the possibilities of publication biases.
2.
Reference Information
In Support of Personality Assessment in Organizational Settings
Y
3. Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
.lopes.idm.oclc.org/login.aspx?direct=true&db=psyh&AN=2007
-18089-008&site=eds-live&scope=site
Annotation
Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A.
(2007). In support of personality assessment in organizational
settings. Personnel Psychology, 60(4), 995-1027.
10.1111/j.1744-6570.2007.00099.x
The authors, Ones, D. S., Dilchert, S., Viswesvaran, C., &
Judge, T. A. in this scholarly journal research article examined
the idea of using personality tests for employees’ selection
purposes. They used various meta-analyses including those used
by Morgeson et al. (2007), such as the optimum and unit-
weighted different correlations among the Big Five personality
dimensions and behaviors in organizations, including job
performance; (b) generalized variable relationships of
Conscientiousness and its surfaces such as dependability and
cautiousness achievement orientation; (c) the validity of
compound personality measures; and (d) the validity of
incremental personality measures versus cognitive ability. The
authors concluded that it is counterproductive to write off all
the areas of expertise of individual differences as it relates to
personality with reference to staff selection and organizational
decision making for the science and practice of I-O psychology.
3.
Reference Information
Standards for Organizational Consultation Assessment and
Evaluation Instruments
Y
4. Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
.lopes.idm.oclc.org/login.aspx?direct=true&db=hch&AN=93081
77189&site=eds-live&scope=site
Annotation
Cooper, S. E., & O'Connor Jr., R. (1993). Standards for
organizational consultation assessment and evaluation
instruments. Journal of Counseling & Development, 71(6), 651-
660.
The authors addressed the major quantitative and qualitative
psychometric guidelines for managerial/directio nal and
organizational deliberation and consultation assessment as well
as evaluation instruments. They also reviewed a framework of
several current sampling questions as well as possible
implications of the instrument used by practitioners and
suggested that further research and assessments that focuses on
compliance, performance, design, adequacy, efficiency,
management, intervention, and impact should be conducted.
4.
Reference Information
Do you understand why stars twinkle? Would you rather read
than watch TV? Do you trust data more than your instincts?
N
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=ulh&AN=103175128&site=ehost-
live&scope=site
Annotation
5. Gray, E., & Nathan, G. (2015). Do you understand why stars
twinkle? would you rather read than watch TV? do you trust
data more than your instincts? (cover story). Time, 185(23), 40-
46.
In this article, Gray, E., & Nathan, G. (2015), discusses
personality tests and various similar questions relating to job
applicants’ requirements of answers so as to get selected in the
2015 era of increased hiring. They also analyzed employment
qualifications and interview criteria, in addition to efforts of
combating the staff turnover rates and efforts at increasing labor
productivity in the US. The authors made references to Hogan
Personality Inventory test and the Prophecy Behavioral
Personality Assessment in addition to executive Andy Biga and
the monitoring of workers' temperaments.
5.
Reference Information
Employability and Career Success: Bridging the Gap Between
Theory and Reality.
Y
Link
http://www.drtomascp.com/uploads/PIOP_final_employability.p
df
Annotation
Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013).
Employability and career success: Bridging the gap between
theory and reality. Industrial & Organizational Psychology,
6(1), 3-16. doi: 10.1111/iops.12001.
These authors of this article review the prevalence in the
commonly accepted research mental outlook towards
employability, and the study towards career achievement,
6. wherein the believes of psychologist is driven by cognitive
potentials, personality, and educational success. In addition, the
article examines the needs of employees’ in their workplaces,
which features the major gains in social skills that supports the
drives in determining the level of employability. They also
analyzed the rationale behind unemployment and came to the
conclusion that financial instability and other associated mental
characteristics in conjunction with employability are essential
parts of the difficulty that leads joblessness. The authors
establish that industrial-organizational psychologist must be
independently paired so as to contribute to preparation of
explanations that supports employability.
6.
Reference Information
The Importance of Ability and Effort in Recruiters' Hirability
Decisions: An Empirical Examination of Attribution Theory
N
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
.lopes.idm.oclc.org/login.aspx?direct=true&db =a9h&AN=83512
570&site=eds-live&scope=site
Annotation
Carless, S., & Waterworth, R. (2012). The importance of ability
and effort in recruiters' hirability decisions: An empirical
examination of attribution theory. Australian Psychologist,
47(4), 232-237. 10.1111/j.1742-9544.2011. 00038.x
These authors analyzed Weiner's attribution theory in
determining the attributions that recruiters utilize during
interviews and selection processes as well as final hiring
decisions. They used a quasi-experimental design to determine
at which level of ability (either high or low) as well as effort
(high or low) was manipulated. They analyzed the extent at
7. which there were manipulations using three outcomes that
includes: (1) beliefs and predictions of employees’ future job
performances, (2) anticipated level of employees’ responsibility
for lack of success and deficiencies, and (3) hiring
recommendations. Their findings compatible to that of the
attribution theory wherein recruiters discovered the
dissimilarities in the element and explanations of prior work
outcomes provided by job applicants that later affected their
expectations of future performances on the job, responsibility in
lack of success, and recommendations to hire.
7.
Reference Information
The Structured Employment Interview: Narrative and
Quantitative Review of the Research Literature.
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=ehh&AN=94280024&site=ehost-
live&scope=site
Annotation
Levashina, J., Hartwell, C., Morgeson, F., & Campion, M.
(2014). The structured employment interview: Narrative and
quantitative review of the research literature. Personnel
Psychology, 67, 241-293. doi: 10.1111/peps.12052
This article investigated the common argument
regarding employment structure that has grown for over two
decades. It analyzed a complied and well-structured devised
plan of empirical research. The authors Levashina, J., Hartwell,
C., Morgeson, F., & Campion, M. (2014) focus their attention
and argument on a few major subjects that have been the f focal
8. point on (a) the characterization of structure; (b) decreasing
team disparities in dialogue ratings via structure; (c) impact
organization in thoughtful reflection dialogues; (d) measurable
personality through designed interviews; (e) contradicting
situational analysis as opposing to past-behavior questions; (f)
developing rating scales; (g) follow-up, and explanation on
question; and (h) responses to structure. Each of this topic was
used to evaluate and augment methods of meta-analysis, content
analysis, and primary studies. In particular, the authors
concluded that interviewees used multiple unwritten approaches
such as assertive tactics to vigorously communicate positive
images.
8.
Reference Information
Increasing Performance Appraisal Effectiveness: Matching Task
Types, Appraisal Process, and Rater Training
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=4278235&site=ehost-
live&scope=site
Annotation
Lee, C. (1985). Increasing performance appraisal effectiveness:
Matching task types, appraisal process, and rater
training. Academy of Management Review, 10, 322-331.
This research study proposes a performance appraisal technique
that focuses on fitting ratee task characteristics. The author’s
approach comprises of systems that are designed with dealing
with tasks that consists of both suitability of predictable and
genuine performance measures and knowledge of the change
management process, either high or low, but designed to boost
9. and develop the connection between accuracy in observations
and accuracy in performance ratings as well as improving
ratees' future performances. The author also examine types of
task and performance appraisal techniques, including strategies
used in training raters to expand observational accuracy.
9.
Reference Information
Overlooking Overkill? Beyond the 1-to-5 Rating Scale
Y
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=18585626&site=ehost-
live&scope=site
Annotation
Kaiser, R. B., & Kaplan, R. (2005). Overlooking overkill?
Beyond the 1-to-5 rating scale. Human Resource Planning,
28(3), 7-11.
The authors of this scholarly article discuss the techniques used
for measuring performance in organizations. Their selected
choice is the behavioral rating scale, and the commonly used
one is the frequency type of response scale. This format
requires that raters demonstrate how frequent a manager or
leader exhibits specific type of behavior. Another type of
response scale that is used is the evaluation type, wherein the
rater is asked to determine the effectiveness of the manager’s
performance including his or her behavior, role, or function as
described in the survey item. The authors concluded that the
major difference between frequency and evaluation response
scales is that frequency engages raters to describe performance
while evaluation response requires that raters determine the
10. quality of performance.
10.
Reference Information
The Relative Importance of Task and Contextual Performance
Dimensions to Supervisor Judgments of Overall Performance
N
Link
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=12128489&site=ehost-
live&scope=site
Annotation
Johnson, J. W. (2001). The relative importance of task and
contextual performance dimensions to supervisor judgments of
overall performance. Journal of Applied Psychology, 86, 984-
996.
In this article, the author argues that while evidence backs and
upholds the exclusive inputs of task and contextual
performances to overall evaluations, there is however, limited
information available on the contributions that unique
dimensions of contextual performance make to the general
performance judgments. The article also analyzed and evaluated
the scope and length that supervisors will go to determine task
and contextual performances through the use of relative weights
to statistically interpret the comparative significance of di stinct
dimensions of all the types of performance to the general
performance ratings.
11. References
Carless, S., & Waterworth, R. (2012). The importance of ability
and effort in recruiters' hirability decisions: An empirical
examination of attribution theory. Australian Psychologist,
47(4), 232-237. 10.1111/j.1742-9544.2011. 00038.x Retrieved
from
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
.lopes.idm.oclc.org/login.aspx?direct=true&db=a9h&AN=83512
570&site=eds-live&scope=site
Cooper, S. E., & O'Connor Jr., R. (1993). Standards for
organizational consultation assessment and evaluation
instruments. Journal of Counseling & Development, 71(6), 651-
660. Retrieved from
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
.lopes.idm.oclc.org/login.aspx?direct=true&db=hch&AN=93081
77189&site=eds-live&scope=site
Gray, E., & Nathan, G. (2015). Do you understand why stars
twinkle? would you rather read than watch TV? do you trust
data more than your instincts? (cover story). Time, 185(23), 40-
46. Retrieved from
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=ulh&AN=103175128&site=ehost-
live&scope=site
Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013).
Employability and career success: Bridging the gap between
theory and reality. Industrial & Organizational Psychology,
6(1), 3-16. doi: 10.1111/iops.12001. Retrieved from
http://www.drtomascp.com/uploads/PIOP_final_employability.p
df
Johnson, J. W. (2001). The relative importance of task and
contextual performance dimensions to supervisor judgments of
overall performance. Journal of Applied Psychology, 86, 984-
996. Retrieved from
12. https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=12128489&site=ehost-
live&scope=site
Kaiser, R. B., & Kaplan, R. (2005). Overlooking overkill?
Beyond the 1-to-5 rating scale. Human Resource Planning,
28(3), 7-11. Retrieved from
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=18585626&site=ehost-
live&scope=site
Lee, C. (1985). Increasing performance appraisal effectiveness:
Matching task types, appraisal process, and rater training.
Academy of Management Review, 10, 322-331. Retrieved from
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=4278235&site=ehost-
live&scope=site
Levashina, J., Hartwell, C., Morgeson, F., & Campion, M.
(2014). The structured employment interview: Narrative and
quantitative review of the research literature. Personnel
Psychology, 67, 241-293. doi: 10.1111/peps.12052. Retrieved
from
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=ehh&AN=94280024&site=ehost-
live&scope=site
Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P.
(2015). A Meta-Analysis of the Relationship Between
Individual Assessments and Job Performance. Journal of
Applied Psychology, 100(1), 5-20. doi: 10.1037/a0036938.
Retrieved
fromhttps://lopes.idm.oclc.org/login?url=http://search.ebscohost
.com.lopes.idm.oclc.org/login.aspx?direct=true&db=edswss&A
N=000347729700002&site=eds-live&scope=site
Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A.
(2007). In support of personality assessment in organizational
settings. Personnel Psychology, 60(4), 995-1027.
10.1111/j.1744-6570.2007.00099.x Retrieved
fromhttps://lopes.idm.oclc.org/login?url=http://search.ebscohost
16. Job-related
Stress
Puzzle questions
7-5
4-
In unstructured (or nondirective) interviews, the manager
follows no set format. In structured (or directive) interviews,
the employer lists the questions ahead of time. He or she also
may even list and score possible answers for appropriateness.
Structured interviews are generally superior. In structured
interviews, all interviewers generally ask all applicants the
same questions. It’s clear the courts will look at whether the
interview process is structured and consistently applied.
In a situational interview, you ask the candidate what his or her
behavior would be in a given situation. Behavioral interviews
ask applicants to describe how they reacted to actual situations
in the past. In a job-related interview, the applicants answer
questions about relevant past experiences. In stress interviews,
the applicant is made uncomfortable by a series of often rude
questions. This technique helps identify hypersensitive
applicants and those with low or high stress tolerance. Puzzle
questions are popular. Recruiters like to use them to see how
candidates think under pressure.
22. Perhaps the most consistent finding is that interviewers tend to
jump to conclusions—make snap during the first few minutes of
the interview. Sometimes this occurs before the interview starts,
based on test scores or résumé data.
Interviewers may not have an accurate picture of the job
requirements and what sort of candidate is best suited for it. If
that’s the case, they may make their decisions based on
incorrect impressions or stereotypes of what a good applicant is.
Candidate-order error means the order in which you see
applicants affects how you rate them. There is some indication
that the effects of primacy (who you interviewed first) or
recency (most recently interviewed) can impact your decisions.
The applicant’s nonverbal behavior can also have a surprisingly
large impact on his or her rating. Interviewers infer your
personality from your nonverbal behaviors in the interview.
Clever candidates capitalize on non-verbal behavior and
impression management. One study found that some used
ingratiation to persuade interviewers to like them. Psychologists
call using techniques like ingratiation and self-promotion
“impression management.”
Unfortunately, physical attributes such as applicants’
attractiveness, gender, disability, or race also may distort an
interviewer’s assessments.
Interviewers may make numerous mistakes such as:
Having favorable pre-interview impressions
Playing district attorney or amateur psychologist
27. How to Conduct an Effective Interview
Know the job
Structure the interview
Get organized
Establish rapport
Ask questions
Take brief notes
Close the interview
Review the interview
7-17
4-
Step 1: First, make sure you know the job. Do not start the
interview unless you understand the
job’s duties and what human skills you’re looking for. Study the
job description.
Step 2: Structure the interview. Any structuring is better than
none. If pressed for time, you can
still do several things to ask more consistent and job-relevant
questions, without developing
a full-blown structured interview. They include:
• Base questions on actual job duties. This will minimize
irrelevant questions.
• Use job knowledge, situational, or behavioral questions, and
28. know enough about the
job to be able to evaluate the interviewee’s answers. Questions
that simply ask for
opinions and attitudes, goals and aspirations, and self-
descriptions and self-evaluations
allow candidates to present themselves in an overly favorable
manner or avoid revealing
weaknesses. Figure 7-2 illustrates structured questions.
• Use the same questions with all candidates. This improves
reliability. It also reduces bias
by giving all candidates the same opportunity.
• Perhaps use descriptive rating scales (excellent, fair, poor) to
rate answers. For each
question, if possible, have several ideal answers and a score for
each. Then rate each
candidate’s answers against this scale.
• If possible, use a standardized interview form.
Step 3: Get organized. Hold the interview in a private room to
minimize interruptions (including
text messages). Prior to the interview, review the candidate’s
application and résumé. Note
any areas that are vague or that may indicate strengths or
weaknesses.
Step 4: Establish rapport. The main reason for the interview is
to find out about the applicant.
Start by putting the person at ease. Greet the candidate and start
the interview by asking a
noncontroversial question, perhaps about the weather that day.
Step 5: Ask questions. Try to follow the situational, behavioral,
and job knowledge questions
29. you wrote out ahead of time. You’ll find a sampling of other
technical questions (such as
“What did you most enjoy about your last job?”) in Figure 7-3.
As a rule,
Don’t telegraph the desired answer.
Don’t interrogate the applicant as if the person is on trial.
Don’t monopolize the interview, nor let the applicant do so.
Do ask open-ended questions.
Do encourage the applicant to express thoughts fully.
Do draw out the applicant’s opinions and feelings by repeating
the person’s last comment
as a question (e.g., “You didn’t like your last job?”).
Do ask for examples.
Do ask, “If I were to arrange for an interview with your boss,
what would he or she say
are your strengths, weaker points, and overall performance?
Step 6: Take brief, unobtrusive notes during the interview.
Doing so may help avoid
Making a snap decision early in the interview, and may also
help jog your memory once
the interview is complete. Take notes, jotting down just the key
points of what the
Interviewee says.
Step 7: Close the interview. Leave time to answer any questions
the candidate may have and,
if appropriate, to advocate your firm to the candidate.
Try to end the interview on a positive note. Tell the applicant
whether there is any interest
and, if so, what the next step will be. Make rejections
diplomatically—“Although your
background is impressive, there are other candidates whose
experience is closer to our
requirements.” Remember, as one recruiter says, “An interview
34. Issues to Consider with the Written Offer
A job offer letter has the:
Welcome sentence
Pay information
Benefits information
Paid leave information
Terms of employment
7-22
4-
There are several issues to consider with the written offer.
Perhaps most important, understand
the difference between a job offer letter and a contract. In a job
offer letter, the employer
lists the offer’s basic information. This typically starts with a
welcome sentence. It then includes
job-specific information (such as details on salary and pay),
benefits information, paid leave
information, and terms of employment (including, for instance,
successful completion of job
testing and physical exams).
There should be a strong statement that the employment
relationship is “at will.” There is then
a closing statement. This again welcomes the employee,
mentions who the employer’s point
person is if any questions arise, and instructs the candidate to
sign the letter of offer if it is
Acceptable.
22
37. The New Interviewing Program
The Hotel Paris’s competitive strategy is “To use superior guest
service to differentiate the Hotel Paris properties, and to
thereby increase the length of stay and return rate of guests, and
thus boost revenues and profitability.” HR manager Lisa Cruz
must now formulate functional policies and activities that
support this competitive strategy, by eliciting the required
employee behaviors and competencies.
Lisa receives budgetary approval to design a new employee
interview system. She and her team start by reviewing the job
descriptions and job specifications for the positions of front-
desk clerk, assistant manager, security guard, car hop/door
person, and housekeeper. Focusing on developing structured
interviews for each position, the team sets about devising
interview questions.
For example, for the front-desk clerk and assistant manager,
they formulate several behavioral questions, including, “Tell me
about a time when you had to deal with an irate person, and
what you did.” And, “Tell me about a time when you had to deal
with several conflicting demands at once, such as having to
study for several final exams at the same time, while working.
How did you handle the situation?”
They also developed a number of situational questions,
including “Suppose you have a very pushy incoming guest who
insists on being checked in at once, while at the same time
you’re trying to process the check-out for another guest who
must be at the airport in 10 minutes. How would you handle the
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50. 4-
The Training Program That Turned Macy’s Around
For about 6 years after buying May Department Stores Co.,
Macy’s Inc. was in a consolidation/cost-cutting mode. During
these years, Macy’s customer service suffered. Many sales
associates weren’t providing the level of service that customers
wanted. The question was, what should Macy’s do about it now?
Macy’s top management turned to a new strategy. As its CEO
said, “We are [now] talking about a cultural shift . . . becoming
more of a growth company.”
However, Macy’s top management knew that growth would not
occur without a big improvement in how its sales associates
treated customers. To produce the improved customer service
Macy’s needed to achieve its new strategy, Macy’s installed a
new training program. Rather than just watching a 90-minute
interactive video as they previously did, sales associates now
attended 3 ½-hour training sessions aimed at cultivating higher
levels of customer service.
Macy’s management believed the training program and resulting
customer service improvement would be the biggest factor in
driving their company’s sales growth. And indeed, same store
sales rose 5.3% in 2011, 3.7% in 2012, and about 3.5% in 2013,
well above many competitors’.
Discussion Question: Show in outline form the strategy map
steps that you think would explain how training produced
53. 4-
Performance analysis is the process of verifying that there is a
performance deficiency and determining whether the employer
should correct such deficiencies. This can be done by comparing
the person’s actual performance to what it should be.
Most training is focused on improving current performance.
Analyzing current employee needs is more complex than the
new employee needs. You also must decide whether training is
the solution to the underlying problem or is it just convenient to
refer the employee to a program.
A task analysis can be used to determine the training needs of
new employees. A task analysis record form also can be used
for tracking purposes.
Best talent management practice suggests using the same set of
job-related competencies for training the employee as for
recruiting, selecting, appraising, and paying him or her. We saw
that doing so often begins with summarizing the job’s required
human competencies (required skills, knowledge, and behaviors
such as leadership) in a competency model. The biggest issue is
to figure out what is causing reduced performance. Can the
person perform or are they unwilling to do so? If the problem is
employee motivation then training is unlikely to fix this.
For underperforming current employees, you can’t assume that
training is the solution. In other words, is it lack of training, or
something else? Performance analysis is the process of
66. Vestibule training
8-29
4-
Many jobs (or parts of jobs) consist of a sequence of steps that
one best learns step-by-step. Such step-by-step training is called
job instruction training.
Lecturing is a quick and simple way to present knowledge to
large groups of trainees, as when the sales force needs to learn a
new product’s features.
Whether the medium is a textbook, PC, or the Internet,
programmed learning is a step-by-step, self-learning method. It
consists of three parts:
1. Presenting questions, facts, or problems to the learner
2. Allowing the person to respond
3. Providing feedback on the accuracy of answers, with
instructions on what to do next
Behavior modeling involves (1) showing trainees the right (or
“model”) way of doing something, (2) letting trainees practice
that way, and then (3) giving feedback on the trainees’
performance.
Behavior modeling training is one of the most widely used,
well-researched, and highly regarded psychologically based
training interventions.
70. By one estimate, about 39 million people in the United States
have learning disabilities. Employers often turn to private firms
to provide the requisite education.
Teamwork is not something that always comes naturally.
Companies therefore devote many hours to training new
employees to listen to each other and cooperate.
Trainers increasingly employ Internet-based learning to deliver
programs. There are two basic ways to offer online courses to
employees. First, the employer can arrange for its employees
take relevant online courses from either its own online offerings
or from online training vendors on the Web. The second
approach is to arrange with an online training vendor to make
its courses available via the employer’s intranet-based learning
portal.
Learning management systems (LMS) are special software tools
that support Internet training by helping employers identify
training needs. An LMS also can help in scheduling, delivering,
assessing, and managing the online training itself.
A virtual classroom uses special collaboration software to
enable multiple remote learners to participate in live
discussions, communicate via written text, and learn via content
such as PowerPoint slides.
Mobile learning (or “on-demand learning”) means delivering
learning content on demand via mobile devices like cell phones,
laptops, and iPads,.
Employers also are moving from textbook and classroom-based
learning to interactive learning.
32
78. General Electric is known for its success in developing its
executive talent. Their current mix of executive development
programs illustrate what they offer:
Leadership programs: These multiyear training programs rotate
about 3,000 employees per
year through various functions with the aim of enabling people
to run a large GE business.
Session C: This is GE’s intense multi-level performance
appraisal process. The CEO personally
reviews GE’s top 625 officers every year.
Crotonville: This is GE’s corporate training campus in New
York and offers a mix of conventional
classroom learning and team-based training and cultural trips.
Boca Raton: At this annual meeting of GE’s top 625 officers,
they network, share their best
ideas, and get to understand the company’s strategy for the
coming year.
The next big thing: Whether it’s productivity and quality
improvement through “Six Sigma”
or “innovation,” GE focuses its employees on central themes or
initiatives.
Monthly dinners: Jeffrey Immelt, GE’s CEO, meets periodically
at dinners and breakfasts to
learn more about his top executives and to “strengthen his
connections with his top team.”
Probably the most distinctive talent management best practice is
to actively manage employees. Employers
84. Characteristics
Human processes
Technostructural
HR management
Strategic OD
Evaluating
8-45
4-
Organizational development (OD) is a change process through
which employees formulate the change that’s required then
implement it.
OD has several distinguishing characteristics:
It usually involves action research, which means collecting
data, and feeding the information back to employees. Employees
then analyze it and develop hypotheses about the problems and
possible solutions.
It applies behavioral science knowledge to improve the
organization’s effectiveness.
And, it changes the organization in a particular direction such
as toward empowerment or improved problem solving,.
HUMAN PROCESS APPLICATIONS
The goal of human process OD techniques is to give employees
the insight and skills required to analyze behavior more
effectively. They can then solve interpersonal and intergroup
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Angelo’s Pizza Case Notes:
Angleo’s Pizza explores the importance of establishing human
resource (HR) practices
as an organization expands. After success with one store,
Angelo opens two new
stores and is considering opening more stores or franchising.
However, the case
shares some of the HR challenges including high turnover and
other staffing problems.
The case explores the need for structured orientation and
training programs, as well as
better recruitment and selection practices.
Questions:
B-8. My strategy is to (hopefully) expand the number of stores
and eventually franchise,
94. while focusing on serving only high-quality fresh ingredients.
What are three specific
human resource management implications of my strategy
(including specific policies
and practices)?
There are several important HR implications of Angelo’s growth
plans. The three most
important include:
• Consistent recruiting and selection practices. Angelo needs to
establish new
sources of candidates such as employee referrals. He also needs
to implement
formal selection processes beyond informal interviews. An
assessment test to
identify specific skills and/or a structured interview process
will benefit Angelo’s
Pizza.
• A structured orientation and new hire training process. Much
of Angelo’s
turnover is caused by good workers who leave in frustration due
to lack of
training. Better training will lead to better quality pizza and
better retention of
staff.
• Established management practices and training to support
store managers.
Angelo needs some consistency to ensure each store is meeting
his
expectations in all aspects of hiring and managing workers. A
structured
management training program can help support this need.
95. B-9. Identify and briefly discuss five specific human resource
management errors that
I’m currently making.
There are several errors that Angelo is making, including:
• Failing to carefully evaluate applicants and basi cally hiring
anyone that applies.
The poor selection process leads to poor hires that don’t work
out for a variety of
reasons.
• Providing very little training to new hires. New hires either
will not do their work
properly, leading to poor quality products, or they will quit in
frustration because
they did not receive proper training.
• Not providing training to those that move into management
positions. Managers
are the key in opening new stores. Managers must be equipped
with training on
how to operate the stores and also how to manage people.
• Using generic human resource employment application forms
and no other forms
or procedures. Angelo needs to use forms that ask relevant
questions about
working at his stores such as schedule availability.
• Not providing feedback to employees about their performance.
Providing formal
feedback to employees is an important component in training
employees on
proper procedures to ensure quality.
96. B-10. Develop a structured interview form that we can use for
hiring (1) store managers,
(2) wait staff, and (3) counter people/pizza makers.
There are several interview questions that would be beneficial
to the hiring process of
each of these categories of workers. All interview questi ons
should be related to the
specific job and include questions that are based on job
knowledge, situational or
behavioral. Some sample questions for each category:
Store Managers
Store managers are responsible for hiring and training their own
staff. Some potential
questions for a store manager include:
- Tell me about a time you had to address an employee problem.
- How would you organize the training of your new employees?
Wait Staff
The wait staff needs to have strong customer service ski lls and
be able to manage in a
fast-paced environment. Some potential questions for the wait
staff include:
- Tell me about a time you had to deal with a difficult customer.
- Give me an example of a time you had to complete several
tasks at the same
time, how did you decide what to do first?
Counter People/Pizza Makers
These employees need to also be customer oriented and focused
on quality. Some
97. potential questions for counter people/pizza makers include:
- Tell me about a time when you found a problem with a
product, what did you do?
- If a customer returned a pizza and said it didn’t taste right,
what would you do?
B-11. Based on what you know about Angelo’s, and what you
know from having visited
pizza restaurants, write a one-page outline showing specifically
how you think
Angelo’s should go about selecting employees.
There are many different strategies that a student could
recommend. First, they should
identify several recruiting strategies. As Angelo notes, it is
important to cast a wide net
to yield better candidates. In addition to “Help Wanted” signs
at the stores to attract
local applicants, he may want to also consider advertising with
local high schools and
colleges. If he does have some valuable employees, he could
also provide bonus
payments for employee referrals.
Careful screening of the applicants is important. He first
should create a custom
employment application that asks relevant questions such as
scheduling availability. A
98. next step might include an assessment test to measure honesty
or integrity, or possibly
a personality test to assess ability to interact with customers.
One or more interviews
should be part of the process and they should use a structured
interview format.
Finally, he should outline a background check process that
includes verifying education,
past employment and speaking to references.
Case Application 2
1. Read the Case Facts
2. IN YOUR OWN WORDS, FOLLOW THE EXAMPLE
PROVIDED IN PDF FORM AND MAKE YOUR CASE
FINDINGS. YOUR PAPER HAS TO BE IN A SIMILAR FORM.
NO PLAGAIRISM!!!!!!!!!
Angelo’s Pizza Case Facts (Student Question Prompts are
Located after Case Facts)
Angelo Camero was brought up in the Bronx, New York, and
basically always wanted to be in the pizza store business. As a
youngster, he would sometimes spend hours at the local pizza
store, watching the owner knead the pizza dough, flatten it into
a large circular crust, fling it up, and then spread on tomato
sauce in larger and larger loops. After graduating from college
as a marketing major, he made a beeline back to the Bronx,
where he opened his first Angelo’s Pizza store, emphasizing its
clean, bright interior; its crisp green, red, and white sign; and
his all-natural, fresh ingredients. Within five years, Angelo’s
99. store was a success, and he had opened three other stores and
was considering franchising his concept.
Eager as he was to expand, his four years in business school had
taught him the difference between being an entrepreneur and
being a manager. As an entrepreneur/small business owner, he
knew he had the distinct advantage of being able to personally
run the whole operation himself. With just one store and a
handful of employees, he could make every decision and watch
the cash register, check in the new supplies, oversee the
takeout, and personally supervise the service.
When he expanded to three stores, things started getting
challenging. He hired managers for the two new stores (both of
whom had worked for him at his first store for several years)
and gave them only minimal “how to run a store”–type training,
on the assumption that, having worked with him for several
years, they already knew pretty much everything they needed to
know about running a store. However, he was already
experiencing human resource management problems, and he
knew there was no way he could expand the number of stores he
owned, or (certainly) contemplate franchising his idea, unless
he had a system in place that he could clone in each new store
to provide the managers (or the franchisees) with the necessary
management knowledge and expertise to run their stores.
Angelo had no training program in place for teaching his store
managers how to run their stores. He simply (erroneously, as it
turned out) assumed that by working with him they would learn
how to do things on the job. Since Angelo had no system in
place, the new managers were, in a way, starting off below zero
when it came to how to manage a store.
There were several issues that particularly concerned Angelo.
Finding and hiring good employees was number one. He’d read
the new National Small Business Poll from the National
Federation of Independent Business Education Foundation. It
found that 71% of small business owners believed that finding
qualified employees was “hard.” Furthermore, “the search for
qualified employees will grow more difficult as demographic
100. and education factors” continue to make it more difficult to find
employees. Similarly, reading the Kiplinger Letter one day, he
noticed that just about every type of business couldn’t find
enough good employees to hire. Small firms were particularly in
jeopardy; the Letter said that giant firms can outsource many
(particularly entry-level) jobs abroad, and larger companies can
also afford to pay better benefits and to train their employees.
Small firms rarely have the resources or the economies of scale
to allow outsourcing or to install the big training programs that
would enable them to take untrained new employees and turn
them into skilled ones.
Although finding enough employees was his biggest problem,
finding enough honest ones scared him even more. Angelo
recalled from one of his business school courses that companies
in the United States are losing a total of well over $400 billion
a year in employee theft. As a rough approximation, that works
out to about $9 per employee per day and about $12,000 lost
annually for a typical company. Furthermore, it was small
companies like Angelo’s that were particularly in the crosshairs,
because companies with fewer than 100 employees are
particularly prone to employee theft. Why are small firms
particularly vulnerable? Perhaps they lack experience dealing
with the problem. More importantly: Small firms are more
likely to have a single person doing several jobs, such as
ordering supplies and paying the delivery person. This
undercuts the checks and balances managers often strive for to
control theft. Furthermore, the risk of stealing goes up
dramatically when the business is largely based on cash. In a
pizza store, many people come in and buy just one or two slices
and a cola for lunch, and almost all pay with cash, not credit
cards.
And, Angelo was not just worried about someone stealing cash.
They can steal your whole business idea, something he learned
from painful experience. He had been planning to open a store
in what he thought would be a particularly good location and
was thinking of having one of his current employees manage the