The presentation shows how few faults leads to a cause that puts a bad effect on the placement of students in a college. It is prepared by Anubha Shukla, Silky Jain and Sneh Nidhi
International Students Experience Working in the United StatesJenkins Macedo
his Powerpoint Presentation takes you through series of suggestions and recommendations specifically directed toward international students transitioning from school to work in the US. Some or all of the tips also applied across the job, career and professional development spectrum.
Performance conversations that are regular and focussed is critical to managing performance in a team. What sort of performance conversations should the leader have? How often? What is the leader’s role in these conversations? Saving up feedback for the annual performance review is not the answer.
The them & us employment relationship is over 200 years old, born out of the industrial revolution.
Although the popular management books tell us that its history, that's not the case.
The them & us relationship creates problems in a climate of accelerated change and uncertainty.
The solution is to move to a more collaborative working relationship. How is this done?
This presentation looks at the ways a team leader can evolve into a more collaborative leader to empower their team to be more proactive.
International Students Experience Working in the United StatesJenkins Macedo
his Powerpoint Presentation takes you through series of suggestions and recommendations specifically directed toward international students transitioning from school to work in the US. Some or all of the tips also applied across the job, career and professional development spectrum.
Performance conversations that are regular and focussed is critical to managing performance in a team. What sort of performance conversations should the leader have? How often? What is the leader’s role in these conversations? Saving up feedback for the annual performance review is not the answer.
The them & us employment relationship is over 200 years old, born out of the industrial revolution.
Although the popular management books tell us that its history, that's not the case.
The them & us relationship creates problems in a climate of accelerated change and uncertainty.
The solution is to move to a more collaborative working relationship. How is this done?
This presentation looks at the ways a team leader can evolve into a more collaborative leader to empower their team to be more proactive.
Employee Engagement: What is it? How Do You Improve it? 10 Best Practices fro...Qualtrics
Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings, and help you attract new talent. On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.
Join us to learn the best practices from Mike Schroeder, CEO of TNS Employee Insights, on how to design employee engagement surveys, measure engagement and, most importantly, improve employee engagement in your organization.
Positive psychology is about building upon people's strengths and innate talents. Too often performance reviews focus on what's not working and not what's working and how this can be capitalized on. This webinar considers how leaders can build on people's strengths through strengths and talents conversations.
Performance conversations that are regular and focussed is critical to managing performance in a team. What sort of performance conversations should the leader have? How often? What is the leader’s role in these conversations? Saving up feedback for the annual performance review is not the answer.
Tools for Problem Indentification and AnalysisURBACT
Presentation delivered during the URBACT Training for Elected Representatives Seminar 1 (8-10 April 2013, Brussels) "Integration. How to break silos and develop integrated and place-based solutions that cross the boundaries of government bodies, disciplines, or municipal borders?"
Read more here - http://urbact.eu/en/news-and-events/urbact-events/training-for-elected-representatives/
Performance conversations that are regular and focussed is critical to managing performance in a team. What sort of performance conversations should the leader have? How often? What is the leader’s role in these conversations? Saving up feedback for the annual performance review is not the answer.
Leaders are the custodians of culture. In this session, we look at the eight core values of an enterprising culture and the four emotional stages of change. Applying this concepts to your organisational culture can give you a strategic framework for building a better culture for performance.
There are many advantages to being recognised as an employer of choice. The first step is to diagnose the organisation before building a step-by-step approach to having a more engaged workforce. This approach is different to all the other approaches and way more effective. It starts with building a culture of a better employment relationship.
By the end of this broadcast, you will be able to:
• Understand the most constructive way forward for changing the culture of a workplace;
• Apply a range of effective strategies to enhance the culture that is reflective of an employer of choice; and
• Appreciate the value and importance of changing the employment relationship as a way to become a true employer of choice.
The primary task of a leader is to get the very best from each of his or her team members. How can this be done? What makes people tick? What do I need to do as a leader to create the motivational climate for team members to flourish and give of their best? Some practical and easy to implement ways of enhancing performance are covered.
Surveys consistently show that there are more people disengaged than engaged at work across the world and in all industries. Why is this and what can be done about it? Research and practical application suggest that there are 12 strategies that can impact positively to engage more and more employees. This short broadcast cover 12 proven strategies.
By the end of this broadcast, you will be able to:
• Identify the 12 proven engagement strategies and their power.
• Confidently apply these strategies immediately in your organisation.
• Reap the productivity gains from more engaged employees.
How does a senior manager positively impact performance at a strategic level? This session looks at a strategic framework for building performance capacity in your organisation. We consider inputs, throughputs, and outputs at the macro level.
The 8 Values of an Employer of Choice & How to Benchmark them for Attraction ...WINNERS-at-WORK Pty Ltd
Every organization these days wants to become an employer of choice. Many claim they are but, in reality, few can be considered as such. This broadcast is concerned with how to become a genuine employer of choice. This means developing a workplace culture that reflects the changing needs and interests of both individual and organization.
There are 8 critically important values shared by employee and manager in an employer of choice.
By the end of this broadcast, you will be able to:
• Identify the eight values of an employer of choice;
• Implement some practical strategies for aligning the values of individual and organisation; and
• Appreciate the connection between the employment relationship and the concept of the employer of choice.
For the past 100 years, we’ve progressively dehumanized our places of work. We’ve learned to systemize, homogenize, and mechanize – all in the quest for greater efficiency and cost-saving. We’ve forgotten that the human being is the center of work.
This broadcast is based on Dr Tim Baker’s latest book: Bringing the Human Being Back to Work: The 10 Performance and Development Conversations Leaders Must Have (Palgrave Macmillan)
The broadcast highlights the ten essential performance and development conversations leaders must have to restore human spirit at work. First, Tim explains the importance of cultivating an authentic workplace by resisting the dumbing down of work and respecting employee dignity. Second, he presents five developmental conversations, from coaching to relationship-building. Third, Tim outlines five performance conversations, from climate review to innovation.
The Five Conversations Framework—A New Approach to Appraising Employee Perfor...WINNERS-at-WORK Pty Ltd
Many organisations are abandoning their traditional performance review. But what are they replacing it with? There is a bewildering array of possibilities out there. But the key is to shift the emphasis from performance appraisal to performance development. In this presentation, I explain the Five Conversations Framework and how it can be easily implemented to facilitate extraordinary results in performance improvement. Learn how this framework can be applied in your organisation easily and effortlessly.
By the end of this broadcast, you will be able to:
• Appreciate the need to shift from performance appraisal to performance development.
• Be updated on what other organisations are doing to replace the traditional performance review.
• Implement the Five Conversations Framework in your organisation.
This Presentation consists of cause and effect diagram on the late arrival of students in the class.
Team members
Deeksha Gautam
Sneha Kant
Varshita Singh
Employee Engagement: What is it? How Do You Improve it? 10 Best Practices fro...Qualtrics
Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings, and help you attract new talent. On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.
Join us to learn the best practices from Mike Schroeder, CEO of TNS Employee Insights, on how to design employee engagement surveys, measure engagement and, most importantly, improve employee engagement in your organization.
Positive psychology is about building upon people's strengths and innate talents. Too often performance reviews focus on what's not working and not what's working and how this can be capitalized on. This webinar considers how leaders can build on people's strengths through strengths and talents conversations.
Performance conversations that are regular and focussed is critical to managing performance in a team. What sort of performance conversations should the leader have? How often? What is the leader’s role in these conversations? Saving up feedback for the annual performance review is not the answer.
Tools for Problem Indentification and AnalysisURBACT
Presentation delivered during the URBACT Training for Elected Representatives Seminar 1 (8-10 April 2013, Brussels) "Integration. How to break silos and develop integrated and place-based solutions that cross the boundaries of government bodies, disciplines, or municipal borders?"
Read more here - http://urbact.eu/en/news-and-events/urbact-events/training-for-elected-representatives/
Performance conversations that are regular and focussed is critical to managing performance in a team. What sort of performance conversations should the leader have? How often? What is the leader’s role in these conversations? Saving up feedback for the annual performance review is not the answer.
Leaders are the custodians of culture. In this session, we look at the eight core values of an enterprising culture and the four emotional stages of change. Applying this concepts to your organisational culture can give you a strategic framework for building a better culture for performance.
There are many advantages to being recognised as an employer of choice. The first step is to diagnose the organisation before building a step-by-step approach to having a more engaged workforce. This approach is different to all the other approaches and way more effective. It starts with building a culture of a better employment relationship.
By the end of this broadcast, you will be able to:
• Understand the most constructive way forward for changing the culture of a workplace;
• Apply a range of effective strategies to enhance the culture that is reflective of an employer of choice; and
• Appreciate the value and importance of changing the employment relationship as a way to become a true employer of choice.
The primary task of a leader is to get the very best from each of his or her team members. How can this be done? What makes people tick? What do I need to do as a leader to create the motivational climate for team members to flourish and give of their best? Some practical and easy to implement ways of enhancing performance are covered.
Surveys consistently show that there are more people disengaged than engaged at work across the world and in all industries. Why is this and what can be done about it? Research and practical application suggest that there are 12 strategies that can impact positively to engage more and more employees. This short broadcast cover 12 proven strategies.
By the end of this broadcast, you will be able to:
• Identify the 12 proven engagement strategies and their power.
• Confidently apply these strategies immediately in your organisation.
• Reap the productivity gains from more engaged employees.
How does a senior manager positively impact performance at a strategic level? This session looks at a strategic framework for building performance capacity in your organisation. We consider inputs, throughputs, and outputs at the macro level.
The 8 Values of an Employer of Choice & How to Benchmark them for Attraction ...WINNERS-at-WORK Pty Ltd
Every organization these days wants to become an employer of choice. Many claim they are but, in reality, few can be considered as such. This broadcast is concerned with how to become a genuine employer of choice. This means developing a workplace culture that reflects the changing needs and interests of both individual and organization.
There are 8 critically important values shared by employee and manager in an employer of choice.
By the end of this broadcast, you will be able to:
• Identify the eight values of an employer of choice;
• Implement some practical strategies for aligning the values of individual and organisation; and
• Appreciate the connection between the employment relationship and the concept of the employer of choice.
For the past 100 years, we’ve progressively dehumanized our places of work. We’ve learned to systemize, homogenize, and mechanize – all in the quest for greater efficiency and cost-saving. We’ve forgotten that the human being is the center of work.
This broadcast is based on Dr Tim Baker’s latest book: Bringing the Human Being Back to Work: The 10 Performance and Development Conversations Leaders Must Have (Palgrave Macmillan)
The broadcast highlights the ten essential performance and development conversations leaders must have to restore human spirit at work. First, Tim explains the importance of cultivating an authentic workplace by resisting the dumbing down of work and respecting employee dignity. Second, he presents five developmental conversations, from coaching to relationship-building. Third, Tim outlines five performance conversations, from climate review to innovation.
The Five Conversations Framework—A New Approach to Appraising Employee Perfor...WINNERS-at-WORK Pty Ltd
Many organisations are abandoning their traditional performance review. But what are they replacing it with? There is a bewildering array of possibilities out there. But the key is to shift the emphasis from performance appraisal to performance development. In this presentation, I explain the Five Conversations Framework and how it can be easily implemented to facilitate extraordinary results in performance improvement. Learn how this framework can be applied in your organisation easily and effortlessly.
By the end of this broadcast, you will be able to:
• Appreciate the need to shift from performance appraisal to performance development.
• Be updated on what other organisations are doing to replace the traditional performance review.
• Implement the Five Conversations Framework in your organisation.
This Presentation consists of cause and effect diagram on the late arrival of students in the class.
Team members
Deeksha Gautam
Sneha Kant
Varshita Singh
Qcl 14-v3 cause effect diagram-late arrival of students-simsree_snehal suryaw...snehalsuryawanshi2202
This project describes the reasons behind late arrival of students with the help of a cause-effect (fishbone) diagram.
Team from SIMSREE:
Snehal Suryawanshi
Neha Singh
Madhura Chougule
Qcl 14-v3 cause effect diagram-banasthali vidyapith_geetika gautamgeetugeeti
A Cause-and-Effect Diagram is a tool that helps identify, sort, and display possible
causes of a specific problem or quality characteristic . It graphically
illustrates the relationship between a given outcome and all the factors that influence
the outcome. "fish bone diagram" because of the
way it looks
Cause and effect diagram is widely used to know the root cause of any defect. We tried to dig out serious causes behind poor placements. It is presented by Anu Vashisth, Priyanka Bhati, Divya Gupta.
poor placement in colleges is shown with the help of cause effect diagram. this is done by deepakshi jain, aditi mathur and dharika kapil of banasthali university .
1MemorandumValery Salazar Keiser University .docxdurantheseldine
1
Memorandum
Valery Salazar
Keiser University
Data Analysis for Accounting
Dr. Wendy Achiilles
November 11, 2022
Memorandum
From: Valery Salazar
To: Manager
Date: November 11, 2022
Comprehensive Risk Assessment and Mitigation
Risks that are there for a University Bookstore in sourcing books for their students include the challenge of miscommunication among the stakeholders. There are professors, tutors, and students that know about the books that are needed to facilitate learning, and the key details of concern include the book title, ISBN, publisher, and copyright date. The risks occur when the books ordered are different from the required books based on title and publisher, and this becomes a disadvantage to the institution and the learner because some information will be missing. The reason why the books undergo regular updates and publishing is critical for adding the missing information and limitation in previous versions making it better for the students to learn. There is a huge gap in the education sector where student feedback is given limited consideration making it challenging to curb the problem of having the wrong books in the store. There is a huge challenge in the process of communicating about the right books that are needed since there is an updated version annually, and the school store manager has to understand this (Landoll, 2021). I found out that the problem is experienced in the ordering system where there needs to be a gap in terms of communicating the right information that facilitates knowing the right costs, sale price, accurate taxes, and the type of the book. The manager is responsible for ensuring that the bookstore is subjected to an annual update that ensures the students' needs are addressed accordingly. The stakeholders are not involved as needed since the student understands what they are learning and the gaps that are there. The educators and professors are responsible for developing lesson plans and understanding the best book versions. Sourcing the information from different departments is challenging because there is limited understanding of what is needed since the process is not harmonized. The mitigation strategies towards the risks of having wrong books in the University store include adopting the classification analysis that plays the role of finding and assigning categories reducing errors and mistakes. Classification analysis makes it possible that when the bookshop has issues makes, it is possible that can trace where the problem originated by looking into the sales order ID, the date entered and approved, and the amount spent on the local sales order. There is a need to strengthen systems of book orders and the information is extracted, making it possible that the manager can adapt the predictive analytics software that helps in the prediction of future risks and opportunities. The stakeholder involvement is another intervention that would work well in reducing the possible risks.
Assignment DetailsEvaluating Your Own Risk for Inherited Disease.docxfaithxdunce63732
Assignment Details
Evaluating Your Own Risk for Inherited Disease
This two-part assignment will allow you to evaluate the role our genes play in the development of certain diseases. Additionally, you will demonstrate your ability to use electronic database for research purposes.
First, think about your individual health and health risks, by considering what genetic diseases or problems are prevalent in your family. Do you have a predisposition to breast cancer, diabetes, hypertension or any other disease? You may consider your own health risks or those of other individuals such as a family member or friend. Then, in a paper of 750–1,000 words, address the following:
Part I: Evaluating Risk for Disease
· What genetic diseases or problems did you identify to be potential issues?
· Choose one of these diseases and provide an introduction of the disease, including the reason why this would be considered to be a genetic/inherited disease?
· Discuss the major signs/symptoms of the disorder. Research the mode of inheritance for your chosen disease and provide a thorough discussion of the mode of inheritance. If you are not able to find a specific mode of inheritance, provide a hypothesis for the mode of inheritance. Explain your reasoning thoroughly.
· What information would help an individual who has been recently diagnosed with the disease?
· What would you say to a family member who is also at risk for developing the disease? What should they know about passing this disease trait to their children?
Part II: Purdue Global Library Search
Finally, visit the library by clicking on My Studies and then selecting the “Library” link on the Campus homepage. Select the option to perform an advanced search by scrolling down to Quick Links and selecting “Advanced Search: EBSCO Discovery Service". Answer the following questions:
· Search for the disease/trait you selected in Part I of this assignment. What search term(s) did you use?
· Use a combination of search terms. Which method resulted in the most “hits” or results?
· What is the difference between this PG library search and a search on a search engine (e.g., Google)?
· Which search is more appropriate for academic research? Why?
· Select two credible sources from your Purdue Global Library Search and briefly explain whether these references support or contradict your previous conclusions regarding your selected disease. Please ensure that you have included these sources in your references page.
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VI
Upon completion of this unit, students should be able to:
4. Examine performance appraisal information in order to obtain individual analysis data.
4.1 Identify how performance appraisals contribute to employee development and career
management.
7. Explain the importance of succession planning.
7.1 Identify the need for a succession plan.
Course/Unit
Learning Outcomes
Learning Activity
4.1
Unit VI Lesso.
Core Assessment - Problem-Solution Business Report with Researchkedsliemichal
Core Assessment - Problem-
Solution
Business Report with Research
Due Date: By 11:59m., Sunday, CT.
The final assignment in this course will bring together all the business communication skills you have learned throughout the term. Your final writing project for this course is a 9-10 page formal business report in which you will:
specify a real organization you have worked in/with
identify a real problem or situation within that organization that needs addressing
conduct research to help you analyze the problem and weigh possible solutions
describe the problem and recommend a course of action in a formal report that
targets a specific decision-making audience within the organization
How do I choose an organization?
You get to choose your problem and organizational context you wish to write in, but the important thing is that you choose an organization you actually are familiar with as a participant, as this tends to make better reports. You don’t want to just choose a random company like Nike if you have never worked for them, as you will not be able to really identify an actual problem within the company, or be able to suggest solutions that would actually work in that particular organization. You also wouldn’t have any ideas about how to persuade your audience, as you likely would not know who your report would be directed to or what their needs, expectations, beliefs, or values are.
You can choose organizations you currently work for or have worked for in the past, but you might also consider other organizations that you are involved with, for example, non-profit or religious organizations, military branches, student groups, parent groups, clubs, or hobbyist organizations. Sometimes students have not had jobs before – that is ok, as you have certainly been part of some organization in your lifetime; in fact, you are part of an organization right now by participating in this class! Park University does count as an organization you are part of and can propose solutions to.
What makes a good problem?
This is an important question to really think about as not every problem makes for a good report. One thing to consider is whether a formal report would even be appropriate or necessary to solve the problem you have identified. Some problems are fairly easily solved, have obvious solutions, or do not require research to find a solution. You want to choose problem that is
Researchable
Not yes/no or too obviously solved
A real problem that affects actual people, or that affect the organization’s productivity, effectiveness, morale, or profitability
Can you give me some examples?
Yes! Here are some real examples of reports other Park students have written:
Example 1:
Bailey recently got a new job in a preschool as a classroom teacher. When filling out her paperwork, she was asked to sign a Gossip Policy in which she was asked to agree that she could be terminated immediately without severance if she gossiped at work. ...
Cause and Effect Essay Examples | YourDictionary. Cause and effect essay. 100+ Important Cause and Effect Essay Topics. 100 Cause and Effect Essay Topics | Owlcation. Cause and Effect Essays Examples | Essay examples, Cause and effect .... 2 Cause and Effect Essay Examples That Will Cause a Stir. Cause and Effect Essays. Writing A Cause and Effect Essay | PDF. Amazing Cause Effect Essay ~ Thatsnotus. 75 Excellent Cause and Effect Essay Topics. Scholarship essay: Writing cause and effect essay. 017 Cause And Effect Expository Essay Example ~ Thatsnotus. 40 Cause and Effect Essay Topics for Students - writemyessay的部落格 - udn部落格. How to Write Cause and Effect Essay: Step by Step Guide : r .... How To Write A Cause And Effect Essay - UNUGTP News.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
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.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2. What is cause-effect diagram?
It is a tool that helps identify, sort, and display possible
causes of a specific problem.
It was created by Kaoru Ishikawa in 1968.
The Cause-effect diagram is also called:
Fishbone Diagram-because of the way it looks
Ishikawa Diagram for the inventor, Dr. Kaoru Ishikawa.
Problem/
Desired
Improvement
Main Category
Cause
Root Cause
3. When should Cause-Effect diagram be used?
It can be used by a team working on a problem to:-
Identify the root cause along with the basic reasons for the
problem.
Sort out and relate some of the interactions among the
factors affecting a particular process.
Analyze the problem so that action can be taken for its
solution.
Lessen the probability of the occurrence of causes again.
4. Why Should Cause-Effect Diagram be used?
Helps determine the root causes of a problem.
Utilizes group knowledge of the process while creation.
Uses an orderly, easy-to-read format to diagram the
problem/effect.
Increases knowledge of the process by its structured,
pictorial display of the list of causes.
Identifies areas where data should be collected for further
study.
Indicates possible causes of variation in a process.
5. Decide the Effect to be examined.
Write the effect in the box and join a horizontal spine to it.
Identify the main causes contributing to the effect.
Branches from the spine are used to mark them.
At the top of the branch, write the main cause.
Identify causes for each main cause, i.e., treat main cause
as the effect.
Sub-causes are represented as sub-branch of the major branch.
Identify increasingly more detailed levels of causes by
using why-why logic.
Continue organizing them under related causes or categories by sub-
branches
How do we develop a Cause-Effect Diagram?
6. Poor placement of students explained using
fishbone diagram
Poor
placement
College
Large batch size
Unavailability of students
Competition
among colleges
Poor guidance
Education
Poor interpersonal skills
Low grades
Average
teacher
Poor communication
Poor programming skills
College-corporate
relation
Low information
about corporate
Declination of MNCs’ interest
Non-supportive
placement cell
Non-supportive
administration
Student
Wrong path
selected
Lack of seriousness
Desire to pursue
higher education
Unwillingness
Desire to
work abroad
Higher pay
High
growth rate
Company
No fix date to visit
Few core
companies
No security
Average package
7. Root Causes
The basic root causes for poor placement are
High jump in batch size.
Poor impersonal skill.
Poor Management.
These can be solved by following few methods.
Some of the solutions that could be followed are stated in
following slides.
8. Limited students should be admitted.
Intake of deserving students should be done.
Batch size should be decided according to the availability of
seats.
Number of students should be maintained as such the
college can provide good teachers, lab facility and quality
education.
Incase of large strength, administration should provide
proper educational facilities and should bear the
responsibility for recruitment of the students.
9. Providing personality development classes to students.
Interactive sessions should be held to educate students
regarding placements.
Students should take part in extra curricular activities
which helps to boost their confidence.
Social and general awareness can be gained by reading
newspapers and watching news.
Students should work on their facial expressions, postures ,
speaking skills and gestures to improve their personalities.
10. Pre-planning, of the companies to be invited should be
done.
Healthy relations between college and corporate world
should be maintained.
Time to time guidance to students should be provided.
Suggestions from students should be considered.
Proper placement cell should be maintained.
11. From this we learned…
The Cause-Effect Diagram is a quality control tool, we can
use it clarify various problems and causes.
Through Cause-Effect analysis we are able to discover the
root cause of the poor placement of student.
Through this we are able to identify the main problem
related to student, problem faced by the student ,why the
corporate world shows less inclination towards some college
and the role of management in placement and we are also
able to find the solution of the above given problem.
Through this activity we have learned to use and understand
Cause-Effect Diagram and how to indicate possible cause of
variation.