Question 1
Business Intelligence (BI) company and product name
ans)"ORACLE HYPERION SYSTEM"
Question 2
URL for the BI product overview page
ans)"https://www.oracle.com/applications/performance-management/products/business-planning/hyperion-planning/index.html"
Question 3
name of the company (you are the president of this company) that you picked for the Analysis part of your research project – and nothing else. See BI Research Project Guidelines document for more detail.
ans) walmart
Question 4
Your Company: Enter the URL (home page) for your company - and nothing else.
ans)"http://www.walmart.com/"
PSY 4680, Industrial Organizational Psychology 1
UNIT IV STUDY GUIDE
Performance Management
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
1. Differentiate between the major theories of motivation
2. Compare and contrast the different components of equity theory, the
two-factor theory, and reinforcement theories of motivation.
3. Discuss the expectancy theory of motivation.
4. Define job satisfaction.
5. Evaluate the major approaches for measuring job satisfaction.
6. Analyze the relationship between job satisfaction and other factors (e.g.,
job performance, turnover, etc.)
7. Discuss the different types of commitment exhibited in the workplace.
8. Describe and apply job characteristics to the person-job fit.
Unit Lesson
Employee Motivation, Satisfaction, and Commitment
In the previous unit, you learned ways to conduct a performance appraisal,
which is a major aspect of employee performance management (Seiden &
Sowa, 2011). Often, employee performance depends on the extent to which they
are able to perform their job activities well, as well as the degree to which they
are willing to put forth the effort to perform well. In this unit, we will discuss ways
to increase the latter, by motivating employees and creating the conditions
necessary for employees to feel satisfied and committed to their job. We will
discuss specific ways to improve and/or maintain employee performance and
enhance the well-being of employees through increasing positive work attitudes,
such as job satisfaction. I/O psychologists use a variety of methods to do this,
such as redesigning jobs, rewarding good performance, and ensuring that
employees are treated fairly.
Employee Motivation
Employee motivation refers to, “an internal state that induces a person to
engage in a particular behavior,” (Spector, 2012, 194). When employees are
motivated, they make choices to act in a certain way or direction, exerting
intense efforts, persistently, over time (Spector, 2012). I/O psychologists
recognize and apply a variety of motivation theories relevant to work settings.
Organizations and work groups often face challenges with regard to employee
motivation. An organization may hire an I/O psychologist as a consultant to
assess employee motivation, ...
Identifying Employee motivation level with Job monetary benefitsHina Shabbir
The focus of the study is mainly the monetary and benefits that are offered to the employees to keep them motivated, the research will review these benefits offered to them in terms of helping them in their motivation and what impact does it have on the development and growth of the organizations they are working for.
Motivation and productivity in the workplaceJorge Gawad
This document discusses motivation and productivity in the workplace. It provides an overview of various motivation theories and research studies. Key points include:
- Motivation comes from both intrinsic factors like achievement and extrinsic factors like rewards.
- Herzberg's two-factor theory found motivators like achievement and responsibility increase job satisfaction while hygiene factors like pay prevent dissatisfaction.
- Hackman and Oldham's job characteristics theory identified five job dimensions that influence motivation: skill variety, task identity, task significance, autonomy, and feedback.
1) The document discusses employee motivation and its importance for organizational productivity. It provides background on motivation theories and factors that influence motivation.
2) The problem statement indicates that low productivity in organizations in Uganda may be due to poor employee motivation. It aims to determine how motivation theories could increase productivity at Centenary Bank Uganda Limited.
3) The objectives are to: review major motivation theories; determine the relationship between motivation theories and employee performance at Centenary Bank; and evaluate how motivation principles are applied at Centenary Bank to propose better approaches.
This document discusses employee motivation and improving employee performance through motivation. It provides an overview of motivation in the workplace, noting that motivated employees are more productive while unmotivated employees perform poorly. It also briefly summarizes some theories of motivation from researchers like Herzberg, Maslow, and Hackman and Oldham. The document aims to emphasize the importance of motivation for employee performance and will present motivation theories and techniques.
This document discusses employee motivation and improving employee performance through motivation. It provides an overview of motivation in the workplace, noting that motivated employees are more productive and creative. It also discusses different motivation theories and techniques that employers can use to motivate different types of employees, as what motivates individuals varies. The document examines the concept of motivation in more detail and reviews some relevant literature on motivation theories.
The document discusses self-determination theory and related topics covered in a student newsletter. It begins by outlining the learning objectives of the newsletter, which include describing the association between the Job Demand-Resources model and Self-Determination Theory, discussing potential selection issues in the workforce, analyzing research on high quality leader-member exchanges, explaining the concept of internalization through SDT, and providing ways to enhance intrinsic motivation. The document is then divided into sections contributed by different students, each analyzing a topic in more depth and relating it back to concepts from self-determination theory and cited sources. The sections cover the Job Demand-Resources model and motivation, personnel selection issues and social media, and research on leader-member
The role organizational rewards on employees motivationAwais Sargana
The document discusses organizational rewards and their impact on employee motivation. It provides background on motivation theories and defines intrinsic and extrinsic motivation. The research aims to evaluate the role of organizational rewards, like monetary and non-monetary benefits, on employee motivation levels. An exploratory study will examine banking sector employees using questionnaires, interviews and observations to understand how rewards influence motivation. The findings could help organizations improve employee motivation and identify ways to enhance services.
This document is a student essay discussing theories of human resource management (HRM). It covers 9 major theories: organizational behavior theory, motivation theory, AMO (ability, motivation, opportunity) theory, human capital theory, resource-based theory, institutional theory, transaction costs theory, agency theory, and contingency theory. For each theory, the document provides a brief explanation of the key concepts and how it relates to HRM practices. The document includes an introduction, conceptual framework section covering the 9 theories in detail, and a conclusion with recommendations.
Identifying Employee motivation level with Job monetary benefitsHina Shabbir
The focus of the study is mainly the monetary and benefits that are offered to the employees to keep them motivated, the research will review these benefits offered to them in terms of helping them in their motivation and what impact does it have on the development and growth of the organizations they are working for.
Motivation and productivity in the workplaceJorge Gawad
This document discusses motivation and productivity in the workplace. It provides an overview of various motivation theories and research studies. Key points include:
- Motivation comes from both intrinsic factors like achievement and extrinsic factors like rewards.
- Herzberg's two-factor theory found motivators like achievement and responsibility increase job satisfaction while hygiene factors like pay prevent dissatisfaction.
- Hackman and Oldham's job characteristics theory identified five job dimensions that influence motivation: skill variety, task identity, task significance, autonomy, and feedback.
1) The document discusses employee motivation and its importance for organizational productivity. It provides background on motivation theories and factors that influence motivation.
2) The problem statement indicates that low productivity in organizations in Uganda may be due to poor employee motivation. It aims to determine how motivation theories could increase productivity at Centenary Bank Uganda Limited.
3) The objectives are to: review major motivation theories; determine the relationship between motivation theories and employee performance at Centenary Bank; and evaluate how motivation principles are applied at Centenary Bank to propose better approaches.
This document discusses employee motivation and improving employee performance through motivation. It provides an overview of motivation in the workplace, noting that motivated employees are more productive while unmotivated employees perform poorly. It also briefly summarizes some theories of motivation from researchers like Herzberg, Maslow, and Hackman and Oldham. The document aims to emphasize the importance of motivation for employee performance and will present motivation theories and techniques.
This document discusses employee motivation and improving employee performance through motivation. It provides an overview of motivation in the workplace, noting that motivated employees are more productive and creative. It also discusses different motivation theories and techniques that employers can use to motivate different types of employees, as what motivates individuals varies. The document examines the concept of motivation in more detail and reviews some relevant literature on motivation theories.
The document discusses self-determination theory and related topics covered in a student newsletter. It begins by outlining the learning objectives of the newsletter, which include describing the association between the Job Demand-Resources model and Self-Determination Theory, discussing potential selection issues in the workforce, analyzing research on high quality leader-member exchanges, explaining the concept of internalization through SDT, and providing ways to enhance intrinsic motivation. The document is then divided into sections contributed by different students, each analyzing a topic in more depth and relating it back to concepts from self-determination theory and cited sources. The sections cover the Job Demand-Resources model and motivation, personnel selection issues and social media, and research on leader-member
The role organizational rewards on employees motivationAwais Sargana
The document discusses organizational rewards and their impact on employee motivation. It provides background on motivation theories and defines intrinsic and extrinsic motivation. The research aims to evaluate the role of organizational rewards, like monetary and non-monetary benefits, on employee motivation levels. An exploratory study will examine banking sector employees using questionnaires, interviews and observations to understand how rewards influence motivation. The findings could help organizations improve employee motivation and identify ways to enhance services.
This document is a student essay discussing theories of human resource management (HRM). It covers 9 major theories: organizational behavior theory, motivation theory, AMO (ability, motivation, opportunity) theory, human capital theory, resource-based theory, institutional theory, transaction costs theory, agency theory, and contingency theory. For each theory, the document provides a brief explanation of the key concepts and how it relates to HRM practices. The document includes an introduction, conceptual framework section covering the 9 theories in detail, and a conclusion with recommendations.
This document is a student essay discussing theories of human resource management (HRM). It covers 9 major theories: organizational behavior theory, motivation theory, AMO (ability, motivation, opportunity) theory, human capital theory, resource-based theory, institutional theory, transaction costs theory, agency theory, and contingency theory. For each theory, the document provides a brief explanation of the key concepts and how it relates to HRM practices. The document is structured with an introduction, conceptual framework section covering the 9 theories in detail, and a conclusion with recommendations.
Shaping employee oriented human resource policies through analyzing motivatio...Alexander Decker
This document summarizes a research study on motivating employees through human resource policies. The study was conducted in academic institutions in India.
The researchers analyzed factors related to human resource practices and employees' motivational experiences. For human resource practices, they found two key factors: incentives influencing performance and motivating HR practices. For motivational experiences, reasonable increments, job security, and an ineffective performance system explained most of the variability.
The researchers rejected their hypothesis that employees are unaffected by incentives. Their analysis showed incentives do influence performance. Overall, the study aimed to identify variables for effective motivational techniques and determine how they shape employee-oriented HR policies.
A Study on Incentives, Rewards and Benefits in an OrganizationMasum Hussain
Workforce today is more articulate about their needs. Employees desire the best of everything – competitive salaries, comfortable & inspirational lifestyles, job security, career enhancement options, work-life balance, and so on. Competition for talent is ever increasing and organizations need to have well-defined philosophies and strategies to help them develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and minds. While many organisations are struggling to make sufficient progress in this direction, there are organizations that have institutionalized robust practices and effective processes in different people practice areas that go a long way in positively impacting employee perception. In this regard, two types of reward are identified, and they are intrinsic reward and extrinsic reward. Extant research showed that reward can affect job satisfaction and thereby employee performance, so this study proposes a new framework based on mediating role of job satisfaction. India’s Best Companies for Rewards and Recognition was conceptualized to recognize companies who are leading the way in the area of Rewards and Recognition for us learns from. Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.
PSY 3490, Industrial Organizational Psychology 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Define job analysis.
2. Differentiate between job-oriented and people-oriented approaches.
3. Compare and contrast the methods of job analysis and understand the features and limitations of
each.
4. Interpret what studies suggest regarding the reliability and validity of job analysis.
5. Evaluate the concept of performance criteria, and describe their characteristics.
6. Examine the advantages and disadvantages of the objective measures of job performance.
7. Describe subjective measures of job performance.
8. Explain the different types of error associated with subjective measures.
9. Analyze the advantages of 360-degree feedback.
Reading Assignment
Chapter 3:
Job Analysis
Chapter 4:
Performance Appraisal
Unit Lesson
Assessment
I/O psychologists use a variety of methods when performing their jobs, and regardless of the work setting,
most use assessment methods. Assessment involves gathering information in a systematic way. For I/O
psychologists working as professors, this information may be gathered in a research laboratory, through
surveys, for example. For I/O psychologists working within a large corporation, this information may be
gathered through observing employees at work. For I/O psychologists working for a consulting firm, this
information may be collected through interviews with clients. Regardless of the setting, I/O psychologists
typically apply reliable assessment techniques.
Job Analysis
One type of assessment that is common for consultants and others working directly in organization is called a
job analysis. A job analysis involves a, “method for describing jobs and/or the human attributes necessary to
perform them,” (Spector, 2012, p.54). The job analysis provides a thorough and accurate depiction of the job.
It specifies the activities, tasks, and characteristics associated with the job, and it may also specify the
knowledge, skills, abilities, and other attributes that an employee would need to perform the job.
Most I/O psychologists are trained to perform job analyses because these serve as the foundation for other
I/O activities. They use different approaches to analyze the job, depending on the purpose of the assessment.
One approach is called the job-oriented job analysis, and this focuses on what the employee does within that
job. Whereas, a person-oriented job analysis focuses on the specific competencies needed to perform the job
(Spector, 2012).
UNIT II STUDY GUIDE
Assessment
PSY 3490, Industrial Organizational Psychology 2
UNIT x STUDY GUIDE
Title
Job oriented job-analysis involves analyzing different levels of the job, including the position, duties, tasks,
activities, and elements of the job. The position is what people often mean when referring to “job,” and it
represents the role ...
1/8/2019 Print
https://content.ashford.edu/print/Baack.3633.17.1?sections=cover,ch04,sec4.1,sec4.2,sec4.3,sec4.4,sec4.5,ch04summary&content=all&clientToken=… 1/22
1/8/2019 Print
https://content.ashford.edu/print/Baack.3633.17.1?sections=cover,ch04,sec4.1,sec4.2,sec4.3,sec4.4,sec4.5,ch04summary&content=all&clientToken=… 2/22
4Motivational Processes
Zhenikeyev/iStock/Thinkstock
Learning Objectives
After reading this chapter and studying the materials, you should be able to:
Discuss the nature of motivation and its role in the workplace.
Apply early theories of motivation to speci�ic jobs and activities.
Utilize the principles of behaviorism and reinforcement to improve performance.
Employ the concepts present in equity theory.
Implement expectancy theory to enhance employee motivation.
1/8/2019 Print
https://content.ashford.edu/print/Baack.3633.17.1?sections=cover,ch04,sec4.1,sec4.2,sec4.3,sec4.4,sec4.5,ch04summary&content=all&clientToken=… 3/22
4.1 The Nature of Motivation
Motivation ranks as one of the most frequently used terms in business. Seeking to understand the nature of motivation has been a constant goal in management
and organizational literature. After all, understanding the nature of motivation helps organizations increase levels of effort and subsequently improve levels of
performance. For decades, motivation was one of the most frequently studied subjects in organizational behavior (Ambrose & Kulik, 1999). As a result, a rich
variety of theories, ideas, concepts, and programs about motivation emerged. Some confusion and disagreement about the nature of the concept resulted as well.
Differences begin with the de�inition. The word "motivation" is derived from the Latin movere, or "to move." Some authors conceptualize motivation in term of
drives, unful�illed needs, and more cognitive concepts (see Figure 4.1). Others portray it in terms of intensity, direction, and persistence of effort toward attaining
a goal (Mitchell, 1997). This de�inition also leaves room for interpretation, such as what exactly "intensity" means in that context.
Figure 4.1: Concepts of motivation
Some models of motivation, such as the one shown, portray motivation as a drive, while others consider intensity,
direction, and persistence of effort toward attaining a goal to be a more accurate depiction.
In any case, motivation can be considered in a more general manner or as it speci�ically applies to a workplace setting. In considering motivation at work,
perhaps the best way to think of it is in terms of an end result: behavior. M. R. Jones (1955) de�ined motivation as
1. what starts behaviors,
2. what maintains behaviors, and
3. what stops behaviors.
Table 4.1 displays workplace behaviors worthy of being started and maintained as well as those that are best when stopped.
Table 4.1: Behaviors at work
Start and maintain Stop
Attendance Unhealthy habits
Punctuality Unsafe work practices
Productivity/effort Unproductive con�lict
.
The document discusses the glass industry and various applications of glass. It begins by defining glass and describing its common uses such as in windows, bottles, and eyewear. It then discusses technological applications of glass including uses in buildings, scientific instruments, and optical devices. Glass is widely used as a transparent building material in windows and partitions. Specialty glasses are used for applications requiring transparency in the UV range as well as for optical instruments. The document also briefly outlines the glass production process and some modern techniques like glass polymerization.
The Most Effective Factor out of Psychological, Physical, and Environmental F...Uma Wickramaratne
This document provides an introduction to a study on identifying the most effective factor (psychological, physical, or environmental) for enhancing employee job satisfaction. It discusses the importance of job satisfaction and outlines the problem statement, objectives, and practical relevance of the study. The literature review defines job satisfaction, discusses relevant theories (affect theory, equity theory, two-factor theory), and how factors like communication and work environment can impact satisfaction. The study aims to help a company improve performance by increasing motivation.
Assignment 1 Discussion—Motivating Employees Through Compensation.docxfredharris32
Assignment 1: Discussion—Motivating Employees Through Compensation and Benefits
How can HR staff work with organizational managers to create an effective incentive and motivation plan to make employees more effective and efficient?
Use the Argosy University online library and your textbooks to read about HR incentives. Based on your assigned readings for this module, consider the relationship between employee compensation packages and productivity in your current or previous organization.
Next, respond to the following:
· What compensation and benefits have been used as incentives for employee productivity and motivation? Provide specific details and show the link between the compensation or benefit and the increased productivity or motivation with facts and figures (without violating any confidentiality rules).
· Evaluate how effective the compensation and benefits were at motivating employees and increasing productivity.
Support your response with at least two to three scholarly references.
Write your initial response in a minimum of 300 words. Apply APA standards to citation of sources.
READING PASAGE BELOW
READ DIS ARTICLES FROM THE WEB http://www.entrepreneur.com/article/80158
Compensation means salary. HR managers use research, studies, and surveys to determine a competitive salary in order to design a talent management strategy.
Benefits such as PTO and medical insurance, etc., are also researched and planned. Benefit packages supplement employees’ compensation, and, thus, form an important element of a talent management strategy. A benefit plan typically addresses the specific needs of employees. However, HR managers must balance the needs of the organization and the needs of the employees while designing the compensation and benefits (C&B) mix because market forces often drive resources. In a good economy, or when an organization is flourishing, it is relatively easy to acquire talent. When economic or organizational performance is bad, attracting resources becomes tougher.
The role of C&B on employee motivation, morale, productivity, and retention can be profound and is the subject of ongoing research to determine not only the effect of compensation and benefit packages on productivity, but also the specific tipping point. For example, will a 25% bonus on base salary result in a 25% increase in productivity? Would a 20% bonus have the same results? Can any increase in productivity be accurately linked to bonus incentives or are there other factors at work? Your assigned readings provide some references to such studies, but you can conduct your own research in the Argosy University online libraries using keywords like “pay for performance,” “compensation rewards,” “financial rewards,” “organizational performance,” “human resource management,” or “profit-sharing.”
Executive Compensation
Executive compensation is about talent acquisition and development. It is strategic in nature and incentive based. Executive compensation is about g ...
The document discusses the relationship between employee reward systems and organizational performance. It defines reward systems and divides them into intrinsic and extrinsic rewards. It examines theories like Vroom's expectancy theory and Maslow's hierarchy of needs to explain how reward systems can motivate employees. While motivation is important for performance, accurately evaluating performance is difficult. Statistical evidence suggests many performance appraisal systems decrease rather than increase motivation and productivity. However, when reward systems are properly designed and linked to goals, they have the potential to improve motivation and organizational performance by fulfilling employees' various needs.
This is my presentation about, How we as an Manager should motivate our employee.Please have a look of it because it is different the way we think about it.
Management can determine employee motivation levels through various strategies including surveys, analyzing key drivers of motivation, and ensuring goals are aligned between the organization and employees. Expectancy theory proposes that motivation depends on expectancy, instrumentality, and valence. Expectancy is the belief that effort will lead to good performance. Instrumentality is the belief that good performance will result in a reward. Valence refers to the value an employee places on the reward. The theory helps predict motivation if expectations are clearly defined, performance is tied to rewards, and employees value the rewards. However, it focuses only on extrinsic motivation and may not apply if employees lack ability or resources. It also assumes goals and needs remain stable over time.
Theories of Performance Management System - CPPM Lecture.pdfSakhi & Co.
The document discusses various theories of performance management systems. It describes Maslow's hierarchy of needs theory, McGregor's theory X and theory Y, and Herzberg's two-factor theory as early and influential motivation theories. It also outlines goal setting theory, control theory, expectancy theory, and justice theory as approaches relevant to performance management. For each theory, it provides details on key aspects and potential strengths and limitations in application to business performance systems.
Running Head Employee Compensation1Employee compensation5.docxcharisellington63520
Running Head: Employee Compensation 1
Employee compensation 5
Employee Compensation
Name:
Institution Affiliation
Course Title
Professor
Date
Employee compensation covers various things. Amongst the things that are part of it are conception philosophies, salary surveys, and discretionary benefits. These three are inevitable when it comes to employee compensation. In this paper, we shall expound more on these three contents.
The compensation philosophy of a company contains the guiding principles that are useful when making decisions regarding compensation (Services, 2003). It expresses the need to hire and retain the best talent. It also explains why the organization compensates employees the way it does. The compensation philosophy of Maersk Company covers various areas. Maersk has taken a lot of measures towards ensuring their talent management efficient. Maersk Company compensates employees according to their skills and how well they perform their jobs. The company has over the years used its resources to train underperforming employees. It has also rewarded employees who have achieved a lot in their jobs.
Salary surveys, which are carried out by employers, collect data about employee compensation (wages and employee benefits). They are of great value to every organization that conducts them. It is necessary that an organization conducts these surveys twice or thrice yearly. One advantage of the organization is that data from the survey can be obtained at discounted rates. For this to happen, the Human Resource Department has to allocate enough time for them to partake in these surveys and complete them. Salary surveys prevent the HR professionals from overpaying individuals working in similar positions. They determine whether employees are being compensated fairly and competitively. Offering competitive wages is key when trying to hire the best talent. They also avail the HR professionals with the most recent data concerning the market they are in so that they can compare their employees’ salaries to those of the local employment market. This maintains the competitive advantage of the organization in the market.
Information obtained from these surveys can be used when benchmarking. Information is also used to set levels of compensation for employees within various organizations. Salary surveys are useful when getting reviews periodically concerning the various compensation plans. The conducting of salary surveys by large companies gives them an advantage over small companies when it comes to the hiring of highly-qualified candidates. The information availed by salary surveys cannot be obtained anywhere else. When it comes to the access of such information, those who dedicated their time towards participating in the surveys are given priority. Salary surveys are important for an organization that is still in its initial stages of the establishment. Salary surveys make work easier for compensation managers, since the most c.
This document proposes a study on employee motivation at an organization. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how a performance evaluation system can create a sense of security. It also seeks to determine the best strategies for retaining employees and the relationship between motivation and performance. Data will be collected through surveys and interviews then analyzed to address the research questions around improving motivation and retention.
This document proposes a study on employee motivation at an organization. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how a performance evaluation system can create a sense of security. It also seeks to determine the best strategies for retaining employees and the relationship between motivation and performance. Data will be collected through surveys and interviews then analyzed to address the research questions around improving motivation and retention.
The document discusses various theories of motivation that managers can use to motivate employees, including:
- Equity theory, which explains how perceptions of fairness affect motivation.
- Expectancy theory, which describes how expectations of rewards, effort and performance influence motivation.
- Reinforcement theory and how reinforcement can be used to motivate.
- Goal-setting theory and how setting specific, challenging goals with feedback can motivate workers.
The document advocates using an integrated model of motivation that combines elements of these theories to maximize motivating employees.
Inducements like benefits, pay, and career opportunities are meant to motivate employees and improve productivity. When employees feel trusted and supported by management through fair inducements, sales and customer service increase as employees perform at a higher level. Research has found a correlation between supportive human resources practices that develop feelings of organizational support and greater employee commitment, satisfaction, and performance, which can improve an organization's productivity. Proper inducements may reduce employee turnover as high performers feel sufficiently rewarded to stay.
Industrial psychology is the application of psychology in the workplace. It involves improving efficiency in management of the workforce, addressing problems faced by workers, and studying workplace behaviors and interactions. Some key areas of industrial psychology include employee selection, training, performance management, ergonomics, work-life balance, and organizational development. Theories of motivation discussed include expectancy theory, goal-setting theory, equity theory, and job satisfaction. Industrial psychology is applied in various industries and settings such as prisons, schools, and human resources departments.
The document discusses two theories of motivation:
1. Expectancy theory proposes that employees will perform based on their self-belief that effort will lead to good performance and desired rewards. It involves three key components - expectancy, instrumentality, and valence.
2. Two-factor theory suggests that certain factors cause job satisfaction while other factors cause dissatisfaction. It distinguishes between motivators like achievement and recognition, and hygiene factors like salary and working conditions. Addressing hygiene factors can prevent dissatisfaction but alone does not motivate.
Personnel Selection EffectivenessIn the Standards for Educationa.docxmattjtoni51554
Personnel Selection Effectiveness
In the Standards for Educational and Psychological Testing, the American Educational Research Association (1999) denotes five forms of evidence for use in evaluating a selection procedure for a specific application: (a) relationships between predictor scores and other variables (e.g., test–criterion relationships), (b) content, (c) internal test structure, (d) response processes, and (e) testing consequences. Industrial/Organizational (I/O) practitioners need to be mindful of these considerations in test development and in choosing standardized tests for employee selection.
Effective personnel selection processes entail systematically implementing assessments to evaluate job-related knowledge, skills, and abilities (KSAs), and personality traits (Arabian, 2008). Establishing job requirements provides a firm foundation for selection, and it facilitates identifying appropriate assessments to cover all dimensions of a given job and the results of performing that job (outcomes). Consequently, an effective selection process should include a variety of assessments measuring different aspects of a candidate with the ultimate goal of providing as full and accurate an assessment of as many job dimensions as possible (Arabian, 2008). Consider the assessments that you encountered before you were hired at a recent job. Do you believe they were effective in capturing the multiple dimensions of that job? If outcomes were included, do you think they were necessary?
Post an explanation of what process should be used to determine the effectiveness of personnel selection effectiveness. Then, provide your position on whether multiple outcomes should be used in personnel selection. Provide concrete examples and citations from the Learning Resources and current literature to support your post.
Example:
According to the American Educational Research Association’s (2014) Standards for Educational and Psychological Testing, the validation of employment testing begins with job analysis. It is necessary to identify the job behaviors and outcomes specified for the job employees are being selected for. This job analysis provides the empirical evidence necessary to link employment testing with job performance. There are two basic types of job analysis- deductive and inductive. Deductive job analysis utilizes extant knowledge of specific job that are available for use. Inductive job analysis develops new data about the specific job of interest (Whetzel & Wheaton, 2016).
The goal of selection testing is to draw inferences that test performance will predict job performance. This relationship can be established by identifying the link between predictors and performance and behavioral measures. A predictor construct domain is established by determining the knowledge, skills, abilities (KSAs), and traits that are included with certain constructs (e.g., reading comprehension). Criterion constructs are job behaviors or outcomes su.
According to Davenport (2014) social media and health care are c.docxmakdul
Social media is collaborating with healthcare to meet the needs of providers and patients, and is moving toward using analytics to evaluate its value within healthcare. The document instructs the reader to research areas of social media that could benefit from an analytic model combining data and value-based analytics, then evaluate a resource by discussing five major social media stakeholder roles, whether social media could improve medical practice and provide rationale, and concluding with main points.
According to (Fatehi, Gordon & Florida, N.D.) theoretical orient.docxmakdul
According to (Fatehi, Gordon & Florida, N.D.) theoretical orientation represent styles of mind for understanding reality. This theoretical orientation can be organized as a continuum from theoretical constructs that are independent and concrete as with the Behavioral/ CBT theories, to theoretical constructs that are interdependent and abstract as with the Psychodynamic theories (Fatehi, Gordon & Florida, N.D.). Family systems and Humanistic/Existential are theoretical midpoints (Fatehi, Gordon & Florida, N.D.). Trait theory tends to focus on the premise that we are born with traits or characteristics that make us unique and explain our behaviors (Cervone& Pervin, 2019). For example, introversion, extroversion, shyness, agreeableness, kindness, etc. all these innate characteristics that we are born help to explain why we behave in a certain manner according to the situations we face, (Cervone& Pervin, 2019). Psychoanalytic perspective on the other hand focuses on childhood experiences and the unconscious mind which plays a role in our personality development, (Cervone& Pervin, 2019).
According to Freud, (Cervone& Pervin, 2019) our unconscious mind includes all our hidden desires and conflicts which form the root cause of our mental health issues or maladaptive behaviors. The main difference between these two perspectives is that trait theory helps to explain why we behave in a certain manner, whereas psychoanalytic theory only describes the personality and predicting behavior and not really explaining why we behave the way we do. There is no such evident similarity between the two perspectives, but kind of rely on underlying mechanisms to explain personality. Also, there is some degree of subjectivity present in both the perspectives. Trait theories involve subjectivity regarding interpretations of which can be considered as important traits that explain our behaviors, and psychoanalytic theory is subjective and vague in the concepts been used like the unconscious mind. My opinions accord with the visible contrasts between the two, one focused on internal features describing our behaviors in clearer words, whilst other concentrating on unconscious mind in anticipating behavior which is ambiguous and harder to grasp.
References
Cervone, D., & Pervin, L. A. (2019). Personality: Theory and research (14th ed.). Wiley.
Fatehi, M., Gordon, R. M., & Florida, O. A Meta-Theoretical Integration of Psychotherapy Orientations.
.
More Related Content
Similar to Question 1 Business Intelligence (BI) company and product na.docx
This document is a student essay discussing theories of human resource management (HRM). It covers 9 major theories: organizational behavior theory, motivation theory, AMO (ability, motivation, opportunity) theory, human capital theory, resource-based theory, institutional theory, transaction costs theory, agency theory, and contingency theory. For each theory, the document provides a brief explanation of the key concepts and how it relates to HRM practices. The document is structured with an introduction, conceptual framework section covering the 9 theories in detail, and a conclusion with recommendations.
Shaping employee oriented human resource policies through analyzing motivatio...Alexander Decker
This document summarizes a research study on motivating employees through human resource policies. The study was conducted in academic institutions in India.
The researchers analyzed factors related to human resource practices and employees' motivational experiences. For human resource practices, they found two key factors: incentives influencing performance and motivating HR practices. For motivational experiences, reasonable increments, job security, and an ineffective performance system explained most of the variability.
The researchers rejected their hypothesis that employees are unaffected by incentives. Their analysis showed incentives do influence performance. Overall, the study aimed to identify variables for effective motivational techniques and determine how they shape employee-oriented HR policies.
A Study on Incentives, Rewards and Benefits in an OrganizationMasum Hussain
Workforce today is more articulate about their needs. Employees desire the best of everything – competitive salaries, comfortable & inspirational lifestyles, job security, career enhancement options, work-life balance, and so on. Competition for talent is ever increasing and organizations need to have well-defined philosophies and strategies to help them develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and minds. While many organisations are struggling to make sufficient progress in this direction, there are organizations that have institutionalized robust practices and effective processes in different people practice areas that go a long way in positively impacting employee perception. In this regard, two types of reward are identified, and they are intrinsic reward and extrinsic reward. Extant research showed that reward can affect job satisfaction and thereby employee performance, so this study proposes a new framework based on mediating role of job satisfaction. India’s Best Companies for Rewards and Recognition was conceptualized to recognize companies who are leading the way in the area of Rewards and Recognition for us learns from. Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.
PSY 3490, Industrial Organizational Psychology 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Define job analysis.
2. Differentiate between job-oriented and people-oriented approaches.
3. Compare and contrast the methods of job analysis and understand the features and limitations of
each.
4. Interpret what studies suggest regarding the reliability and validity of job analysis.
5. Evaluate the concept of performance criteria, and describe their characteristics.
6. Examine the advantages and disadvantages of the objective measures of job performance.
7. Describe subjective measures of job performance.
8. Explain the different types of error associated with subjective measures.
9. Analyze the advantages of 360-degree feedback.
Reading Assignment
Chapter 3:
Job Analysis
Chapter 4:
Performance Appraisal
Unit Lesson
Assessment
I/O psychologists use a variety of methods when performing their jobs, and regardless of the work setting,
most use assessment methods. Assessment involves gathering information in a systematic way. For I/O
psychologists working as professors, this information may be gathered in a research laboratory, through
surveys, for example. For I/O psychologists working within a large corporation, this information may be
gathered through observing employees at work. For I/O psychologists working for a consulting firm, this
information may be collected through interviews with clients. Regardless of the setting, I/O psychologists
typically apply reliable assessment techniques.
Job Analysis
One type of assessment that is common for consultants and others working directly in organization is called a
job analysis. A job analysis involves a, “method for describing jobs and/or the human attributes necessary to
perform them,” (Spector, 2012, p.54). The job analysis provides a thorough and accurate depiction of the job.
It specifies the activities, tasks, and characteristics associated with the job, and it may also specify the
knowledge, skills, abilities, and other attributes that an employee would need to perform the job.
Most I/O psychologists are trained to perform job analyses because these serve as the foundation for other
I/O activities. They use different approaches to analyze the job, depending on the purpose of the assessment.
One approach is called the job-oriented job analysis, and this focuses on what the employee does within that
job. Whereas, a person-oriented job analysis focuses on the specific competencies needed to perform the job
(Spector, 2012).
UNIT II STUDY GUIDE
Assessment
PSY 3490, Industrial Organizational Psychology 2
UNIT x STUDY GUIDE
Title
Job oriented job-analysis involves analyzing different levels of the job, including the position, duties, tasks,
activities, and elements of the job. The position is what people often mean when referring to “job,” and it
represents the role ...
1/8/2019 Print
https://content.ashford.edu/print/Baack.3633.17.1?sections=cover,ch04,sec4.1,sec4.2,sec4.3,sec4.4,sec4.5,ch04summary&content=all&clientToken=… 1/22
1/8/2019 Print
https://content.ashford.edu/print/Baack.3633.17.1?sections=cover,ch04,sec4.1,sec4.2,sec4.3,sec4.4,sec4.5,ch04summary&content=all&clientToken=… 2/22
4Motivational Processes
Zhenikeyev/iStock/Thinkstock
Learning Objectives
After reading this chapter and studying the materials, you should be able to:
Discuss the nature of motivation and its role in the workplace.
Apply early theories of motivation to speci�ic jobs and activities.
Utilize the principles of behaviorism and reinforcement to improve performance.
Employ the concepts present in equity theory.
Implement expectancy theory to enhance employee motivation.
1/8/2019 Print
https://content.ashford.edu/print/Baack.3633.17.1?sections=cover,ch04,sec4.1,sec4.2,sec4.3,sec4.4,sec4.5,ch04summary&content=all&clientToken=… 3/22
4.1 The Nature of Motivation
Motivation ranks as one of the most frequently used terms in business. Seeking to understand the nature of motivation has been a constant goal in management
and organizational literature. After all, understanding the nature of motivation helps organizations increase levels of effort and subsequently improve levels of
performance. For decades, motivation was one of the most frequently studied subjects in organizational behavior (Ambrose & Kulik, 1999). As a result, a rich
variety of theories, ideas, concepts, and programs about motivation emerged. Some confusion and disagreement about the nature of the concept resulted as well.
Differences begin with the de�inition. The word "motivation" is derived from the Latin movere, or "to move." Some authors conceptualize motivation in term of
drives, unful�illed needs, and more cognitive concepts (see Figure 4.1). Others portray it in terms of intensity, direction, and persistence of effort toward attaining
a goal (Mitchell, 1997). This de�inition also leaves room for interpretation, such as what exactly "intensity" means in that context.
Figure 4.1: Concepts of motivation
Some models of motivation, such as the one shown, portray motivation as a drive, while others consider intensity,
direction, and persistence of effort toward attaining a goal to be a more accurate depiction.
In any case, motivation can be considered in a more general manner or as it speci�ically applies to a workplace setting. In considering motivation at work,
perhaps the best way to think of it is in terms of an end result: behavior. M. R. Jones (1955) de�ined motivation as
1. what starts behaviors,
2. what maintains behaviors, and
3. what stops behaviors.
Table 4.1 displays workplace behaviors worthy of being started and maintained as well as those that are best when stopped.
Table 4.1: Behaviors at work
Start and maintain Stop
Attendance Unhealthy habits
Punctuality Unsafe work practices
Productivity/effort Unproductive con�lict
.
The document discusses the glass industry and various applications of glass. It begins by defining glass and describing its common uses such as in windows, bottles, and eyewear. It then discusses technological applications of glass including uses in buildings, scientific instruments, and optical devices. Glass is widely used as a transparent building material in windows and partitions. Specialty glasses are used for applications requiring transparency in the UV range as well as for optical instruments. The document also briefly outlines the glass production process and some modern techniques like glass polymerization.
The Most Effective Factor out of Psychological, Physical, and Environmental F...Uma Wickramaratne
This document provides an introduction to a study on identifying the most effective factor (psychological, physical, or environmental) for enhancing employee job satisfaction. It discusses the importance of job satisfaction and outlines the problem statement, objectives, and practical relevance of the study. The literature review defines job satisfaction, discusses relevant theories (affect theory, equity theory, two-factor theory), and how factors like communication and work environment can impact satisfaction. The study aims to help a company improve performance by increasing motivation.
Assignment 1 Discussion—Motivating Employees Through Compensation.docxfredharris32
Assignment 1: Discussion—Motivating Employees Through Compensation and Benefits
How can HR staff work with organizational managers to create an effective incentive and motivation plan to make employees more effective and efficient?
Use the Argosy University online library and your textbooks to read about HR incentives. Based on your assigned readings for this module, consider the relationship between employee compensation packages and productivity in your current or previous organization.
Next, respond to the following:
· What compensation and benefits have been used as incentives for employee productivity and motivation? Provide specific details and show the link between the compensation or benefit and the increased productivity or motivation with facts and figures (without violating any confidentiality rules).
· Evaluate how effective the compensation and benefits were at motivating employees and increasing productivity.
Support your response with at least two to three scholarly references.
Write your initial response in a minimum of 300 words. Apply APA standards to citation of sources.
READING PASAGE BELOW
READ DIS ARTICLES FROM THE WEB http://www.entrepreneur.com/article/80158
Compensation means salary. HR managers use research, studies, and surveys to determine a competitive salary in order to design a talent management strategy.
Benefits such as PTO and medical insurance, etc., are also researched and planned. Benefit packages supplement employees’ compensation, and, thus, form an important element of a talent management strategy. A benefit plan typically addresses the specific needs of employees. However, HR managers must balance the needs of the organization and the needs of the employees while designing the compensation and benefits (C&B) mix because market forces often drive resources. In a good economy, or when an organization is flourishing, it is relatively easy to acquire talent. When economic or organizational performance is bad, attracting resources becomes tougher.
The role of C&B on employee motivation, morale, productivity, and retention can be profound and is the subject of ongoing research to determine not only the effect of compensation and benefit packages on productivity, but also the specific tipping point. For example, will a 25% bonus on base salary result in a 25% increase in productivity? Would a 20% bonus have the same results? Can any increase in productivity be accurately linked to bonus incentives or are there other factors at work? Your assigned readings provide some references to such studies, but you can conduct your own research in the Argosy University online libraries using keywords like “pay for performance,” “compensation rewards,” “financial rewards,” “organizational performance,” “human resource management,” or “profit-sharing.”
Executive Compensation
Executive compensation is about talent acquisition and development. It is strategic in nature and incentive based. Executive compensation is about g ...
The document discusses the relationship between employee reward systems and organizational performance. It defines reward systems and divides them into intrinsic and extrinsic rewards. It examines theories like Vroom's expectancy theory and Maslow's hierarchy of needs to explain how reward systems can motivate employees. While motivation is important for performance, accurately evaluating performance is difficult. Statistical evidence suggests many performance appraisal systems decrease rather than increase motivation and productivity. However, when reward systems are properly designed and linked to goals, they have the potential to improve motivation and organizational performance by fulfilling employees' various needs.
This is my presentation about, How we as an Manager should motivate our employee.Please have a look of it because it is different the way we think about it.
Management can determine employee motivation levels through various strategies including surveys, analyzing key drivers of motivation, and ensuring goals are aligned between the organization and employees. Expectancy theory proposes that motivation depends on expectancy, instrumentality, and valence. Expectancy is the belief that effort will lead to good performance. Instrumentality is the belief that good performance will result in a reward. Valence refers to the value an employee places on the reward. The theory helps predict motivation if expectations are clearly defined, performance is tied to rewards, and employees value the rewards. However, it focuses only on extrinsic motivation and may not apply if employees lack ability or resources. It also assumes goals and needs remain stable over time.
Theories of Performance Management System - CPPM Lecture.pdfSakhi & Co.
The document discusses various theories of performance management systems. It describes Maslow's hierarchy of needs theory, McGregor's theory X and theory Y, and Herzberg's two-factor theory as early and influential motivation theories. It also outlines goal setting theory, control theory, expectancy theory, and justice theory as approaches relevant to performance management. For each theory, it provides details on key aspects and potential strengths and limitations in application to business performance systems.
Running Head Employee Compensation1Employee compensation5.docxcharisellington63520
Running Head: Employee Compensation 1
Employee compensation 5
Employee Compensation
Name:
Institution Affiliation
Course Title
Professor
Date
Employee compensation covers various things. Amongst the things that are part of it are conception philosophies, salary surveys, and discretionary benefits. These three are inevitable when it comes to employee compensation. In this paper, we shall expound more on these three contents.
The compensation philosophy of a company contains the guiding principles that are useful when making decisions regarding compensation (Services, 2003). It expresses the need to hire and retain the best talent. It also explains why the organization compensates employees the way it does. The compensation philosophy of Maersk Company covers various areas. Maersk has taken a lot of measures towards ensuring their talent management efficient. Maersk Company compensates employees according to their skills and how well they perform their jobs. The company has over the years used its resources to train underperforming employees. It has also rewarded employees who have achieved a lot in their jobs.
Salary surveys, which are carried out by employers, collect data about employee compensation (wages and employee benefits). They are of great value to every organization that conducts them. It is necessary that an organization conducts these surveys twice or thrice yearly. One advantage of the organization is that data from the survey can be obtained at discounted rates. For this to happen, the Human Resource Department has to allocate enough time for them to partake in these surveys and complete them. Salary surveys prevent the HR professionals from overpaying individuals working in similar positions. They determine whether employees are being compensated fairly and competitively. Offering competitive wages is key when trying to hire the best talent. They also avail the HR professionals with the most recent data concerning the market they are in so that they can compare their employees’ salaries to those of the local employment market. This maintains the competitive advantage of the organization in the market.
Information obtained from these surveys can be used when benchmarking. Information is also used to set levels of compensation for employees within various organizations. Salary surveys are useful when getting reviews periodically concerning the various compensation plans. The conducting of salary surveys by large companies gives them an advantage over small companies when it comes to the hiring of highly-qualified candidates. The information availed by salary surveys cannot be obtained anywhere else. When it comes to the access of such information, those who dedicated their time towards participating in the surveys are given priority. Salary surveys are important for an organization that is still in its initial stages of the establishment. Salary surveys make work easier for compensation managers, since the most c.
This document proposes a study on employee motivation at an organization. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how a performance evaluation system can create a sense of security. It also seeks to determine the best strategies for retaining employees and the relationship between motivation and performance. Data will be collected through surveys and interviews then analyzed to address the research questions around improving motivation and retention.
This document proposes a study on employee motivation at an organization. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how a performance evaluation system can create a sense of security. It also seeks to determine the best strategies for retaining employees and the relationship between motivation and performance. Data will be collected through surveys and interviews then analyzed to address the research questions around improving motivation and retention.
The document discusses various theories of motivation that managers can use to motivate employees, including:
- Equity theory, which explains how perceptions of fairness affect motivation.
- Expectancy theory, which describes how expectations of rewards, effort and performance influence motivation.
- Reinforcement theory and how reinforcement can be used to motivate.
- Goal-setting theory and how setting specific, challenging goals with feedback can motivate workers.
The document advocates using an integrated model of motivation that combines elements of these theories to maximize motivating employees.
Inducements like benefits, pay, and career opportunities are meant to motivate employees and improve productivity. When employees feel trusted and supported by management through fair inducements, sales and customer service increase as employees perform at a higher level. Research has found a correlation between supportive human resources practices that develop feelings of organizational support and greater employee commitment, satisfaction, and performance, which can improve an organization's productivity. Proper inducements may reduce employee turnover as high performers feel sufficiently rewarded to stay.
Industrial psychology is the application of psychology in the workplace. It involves improving efficiency in management of the workforce, addressing problems faced by workers, and studying workplace behaviors and interactions. Some key areas of industrial psychology include employee selection, training, performance management, ergonomics, work-life balance, and organizational development. Theories of motivation discussed include expectancy theory, goal-setting theory, equity theory, and job satisfaction. Industrial psychology is applied in various industries and settings such as prisons, schools, and human resources departments.
The document discusses two theories of motivation:
1. Expectancy theory proposes that employees will perform based on their self-belief that effort will lead to good performance and desired rewards. It involves three key components - expectancy, instrumentality, and valence.
2. Two-factor theory suggests that certain factors cause job satisfaction while other factors cause dissatisfaction. It distinguishes between motivators like achievement and recognition, and hygiene factors like salary and working conditions. Addressing hygiene factors can prevent dissatisfaction but alone does not motivate.
Personnel Selection EffectivenessIn the Standards for Educationa.docxmattjtoni51554
Personnel Selection Effectiveness
In the Standards for Educational and Psychological Testing, the American Educational Research Association (1999) denotes five forms of evidence for use in evaluating a selection procedure for a specific application: (a) relationships between predictor scores and other variables (e.g., test–criterion relationships), (b) content, (c) internal test structure, (d) response processes, and (e) testing consequences. Industrial/Organizational (I/O) practitioners need to be mindful of these considerations in test development and in choosing standardized tests for employee selection.
Effective personnel selection processes entail systematically implementing assessments to evaluate job-related knowledge, skills, and abilities (KSAs), and personality traits (Arabian, 2008). Establishing job requirements provides a firm foundation for selection, and it facilitates identifying appropriate assessments to cover all dimensions of a given job and the results of performing that job (outcomes). Consequently, an effective selection process should include a variety of assessments measuring different aspects of a candidate with the ultimate goal of providing as full and accurate an assessment of as many job dimensions as possible (Arabian, 2008). Consider the assessments that you encountered before you were hired at a recent job. Do you believe they were effective in capturing the multiple dimensions of that job? If outcomes were included, do you think they were necessary?
Post an explanation of what process should be used to determine the effectiveness of personnel selection effectiveness. Then, provide your position on whether multiple outcomes should be used in personnel selection. Provide concrete examples and citations from the Learning Resources and current literature to support your post.
Example:
According to the American Educational Research Association’s (2014) Standards for Educational and Psychological Testing, the validation of employment testing begins with job analysis. It is necessary to identify the job behaviors and outcomes specified for the job employees are being selected for. This job analysis provides the empirical evidence necessary to link employment testing with job performance. There are two basic types of job analysis- deductive and inductive. Deductive job analysis utilizes extant knowledge of specific job that are available for use. Inductive job analysis develops new data about the specific job of interest (Whetzel & Wheaton, 2016).
The goal of selection testing is to draw inferences that test performance will predict job performance. This relationship can be established by identifying the link between predictors and performance and behavioral measures. A predictor construct domain is established by determining the knowledge, skills, abilities (KSAs), and traits that are included with certain constructs (e.g., reading comprehension). Criterion constructs are job behaviors or outcomes su.
Similar to Question 1 Business Intelligence (BI) company and product na.docx (20)
According to Davenport (2014) social media and health care are c.docxmakdul
Social media is collaborating with healthcare to meet the needs of providers and patients, and is moving toward using analytics to evaluate its value within healthcare. The document instructs the reader to research areas of social media that could benefit from an analytic model combining data and value-based analytics, then evaluate a resource by discussing five major social media stakeholder roles, whether social media could improve medical practice and provide rationale, and concluding with main points.
According to (Fatehi, Gordon & Florida, N.D.) theoretical orient.docxmakdul
According to (Fatehi, Gordon & Florida, N.D.) theoretical orientation represent styles of mind for understanding reality. This theoretical orientation can be organized as a continuum from theoretical constructs that are independent and concrete as with the Behavioral/ CBT theories, to theoretical constructs that are interdependent and abstract as with the Psychodynamic theories (Fatehi, Gordon & Florida, N.D.). Family systems and Humanistic/Existential are theoretical midpoints (Fatehi, Gordon & Florida, N.D.). Trait theory tends to focus on the premise that we are born with traits or characteristics that make us unique and explain our behaviors (Cervone& Pervin, 2019). For example, introversion, extroversion, shyness, agreeableness, kindness, etc. all these innate characteristics that we are born help to explain why we behave in a certain manner according to the situations we face, (Cervone& Pervin, 2019). Psychoanalytic perspective on the other hand focuses on childhood experiences and the unconscious mind which plays a role in our personality development, (Cervone& Pervin, 2019).
According to Freud, (Cervone& Pervin, 2019) our unconscious mind includes all our hidden desires and conflicts which form the root cause of our mental health issues or maladaptive behaviors. The main difference between these two perspectives is that trait theory helps to explain why we behave in a certain manner, whereas psychoanalytic theory only describes the personality and predicting behavior and not really explaining why we behave the way we do. There is no such evident similarity between the two perspectives, but kind of rely on underlying mechanisms to explain personality. Also, there is some degree of subjectivity present in both the perspectives. Trait theories involve subjectivity regarding interpretations of which can be considered as important traits that explain our behaviors, and psychoanalytic theory is subjective and vague in the concepts been used like the unconscious mind. My opinions accord with the visible contrasts between the two, one focused on internal features describing our behaviors in clearer words, whilst other concentrating on unconscious mind in anticipating behavior which is ambiguous and harder to grasp.
References
Cervone, D., & Pervin, L. A. (2019). Personality: Theory and research (14th ed.). Wiley.
Fatehi, M., Gordon, R. M., & Florida, O. A Meta-Theoretical Integration of Psychotherapy Orientations.
.
According to Libertarianism, there is no right to any social service.docxmakdul
According to Libertarianism, there is no right to any social services besides those of a night-watchman state, protecting citizens from harming each other via courts, police, and military.
Consider this town
that decided to remove fire rescue as a basic social service. To benefit from it, one had to pay a yearly fee. Do you think libertarians would generally have to support such a policy in order to be consistent? Why or why not? Also, can you think of any other social services that might no longer exist in a libertarian society? (Btw, none has ever existed).
.
According to Kirk (2016), most of your time will be spent working wi.docxmakdul
Kirk (2016) identified four data action groups for working with data: data acquisition, data examination, data transformation, and data exploration. Data acquisition involves gathering the raw material.
According to cultural deviance theorists like Cohen, deviant sub.docxmakdul
This document discusses how cultural deviance theorists view subcultures as having their own value systems that oppose mainstream society's values. It asks how rap culture has perpetuated these subcultural values and promoted violence and crime among young men. It also asks how theorists would explain the persistence and popularity of rap culture given its deviation from conventional norms and values, citing examples from Tupac Shakur and 50 Cent. The document requests a 750-1000 word essay on this topic supported by 3-5 scholarly sources.
According to Gray et al, (2017) critical appraisal is the proce.docxmakdul
According to Gray et al, (2017) “critical appraisal is the process of carefully and systematically assessing the outcome of all aspects of a study, judging the strengths, limitation, trustworthiness, meaning, and its applicability to practice”. The steps involved in critical appraisal include “identifying the study's elements or processes, determining the strengths and weaknesses, and evaluating the credibility and trustworthiness of the study” (Gray et al., 2017). The journal article chosen is
“change in staff perspectives on indwelling urinary catheter use after implementation of an intervention bundle in seven Swiss acute care hospitals: a result of a before/after survey study”
by Niederhauser, Zullig, Marschall, Schweiger, John, Kuster, and Schwappach. (2019).
Identifying the study's elements or processes
A significant issue addressed by the study is the nursing “staffs’ perspective towards indwelling urinary catheter (IUC) and evaluation of changes in their perspectives towards indwelling urinary catheter (IUC) use after implementation of a 1-year quality improvement project” (Niederhauser et al, 2019). the process of the research was conducted in “seven acute care hospitals in Switzerland” (Niederhauser et al, 2019). With a “sample size of 1579 staff members participated in the baseline survey and 1527 participated in the follow-up survey. The survey captures all nursing and medical staff members working at the participating hospitals at the time of survey distribution, using a multimodal intervention bundle, consisting of an evidence-based indication list, daily re-evaluation of ongoing catheter needs, and staff training were implemented over the course of 9 months” (Niederhauser et al, 2019).
Determining the strengths and weaknesses
A great strength of the study is a large sample size of over 1000 and the use of well-constructed and easy-to-read heading for better understanding. Also, the use of figures, graphs, and tables make the article less cumbersome to read. Another strength is the implementation of the ethical principles of research by enabling informed consent and voluntary participation as well as confidentiality and anonymity of information.
On the other hand, the study has several weaknesses such as the use of “the theory of planned behavior to model intentions to reduce catheter use, but it is not possible to know if changes observed in staff perception led to a true change in practice” (Niederhauser et al, 2019). Another weakness of the study is the repeated survey design which allows assessment of changes in staff perspectives after implementation of a quality improvement intervention but the sustainability of the effects over time could not be evaluated.
Evaluating the credibility and trustworthiness of the study
Although the study used a larger sample size of over 1000, the “use of a single-group design and no control group weakens its credibility and trustworthiness because there are no causal inferences abou.
According to article Insecure Policing Under Racial Capitalism by.docxmakdul
According to article "Insecure: Policing Under Racial Capitalism" by Robin D.G. Kelley and the article "Yes, We Mean Literally Abolish the Police" by Mariame Kaba, the police are no longer an attribute of safety and security. The facts that are given in the articles are similar within the meaning of the content. The police do not serve for the benefit of the whole community. Racial and class division according to social status became the basis of lawlessness and injustice on the part of the police. Kaaba in his article cites several stories confirming the racial hatred that led to the murder of African Americans. After that, people massively took to the streets of many cities in several countries, demanding an end to racial discrimination and the murder of African Americans. Kelley's article describes numerous manifestos where demands for police abolition have been raised, but all have been rejected. In the protests, people suggested that they themselves would take care of each other, which the police could not do. I understand that the police system is far from ideal and the permissiveness of police representatives should be limited. Ruth Wilson Gilmore says that "capitalism is never racial." I think that this phrase she wants to say that the stronger people take away from the weak people and use them for their own well-being. And since the roots of history go back to slavery, then African Americans are the weak link. In this regard, a huge number of prisons and police power appeared. The common and small class do not feel protected, on the contrary; they expect a threat from people who must protect them. The police take an oath to respect and protect human and civil rights and freedoms, regardless of skin color and social status. If this does not happen, then you need to change the system.
.
Abstract In this experiment, examining the equivalence poi.docxmakdul
Abstract:
In this experiment, examining the equivalence point in a titration with NaOH identified an
unknown diprotic acid. The molar mass of the unknown was found to be 100.78 g/mol with pKa
values of 2.6 and 6.6. The closest diprotic acid to this molar mass is malonic acid with a percent
error of 3.48%.
Introduction:
The purpose of the experiment was to determine the identity of an unknown diprotic acid. The
equivalence and half-equivalence points on the titration curve give important information, which
can then be used to calculate the molecular weight of the acid. The equivalence point is the
moment when there is an equal amount of acid and NaOH. Knowing the concentration and
volume of added NaOH at that moment, the amount of moles of NaOH can be determined. The
amount of moles of NaOH is then equivalent to the amount of acid present. Dividing the original
mass of the acid by the moles present gave the molar mass of the acid.
In this particular titration, there were two equivalence points as the acid is diprotic.
Consequently, the titration curve had two inflection points. The acid dissociated in a two-step
process with the net reaction being:
H2X + 2 NaOH Na2X + 2 H2O
This was important to take into consideration when calculating the molar mass of the diprotic
acid. If the first equivalence point was to be used, the ratio of acid to NaOH was 1:1. If the
second equivalence point was used in the calculations, the ratio became 1:2 as now a second
set of NaOH molecules reacted with the acid to dissociate the second hydrogen ion. The
titration curve also showed the pKa values of the acid. This happened at the half-equivalence
point where half of the acid was dissociated to its conjugate base (again, because of the diprotic
properties of the acid, this happens twice on the curve). The Henderson Hasselbalch equation
pH = pKa+log(A-/HA)
shows that at the half-equivalence point, the pKa value equaled the pH and was visually
represented by the flattest part of the graphs.
Discussion:
The titration graph showed that the data was consistent with the methodology and proved to be
an precise execution of the procedure and followed the expected shape. One possible source of
error was the actual mass of the acid solid. While transferring the dust from the weigh boat to
the solution, some remained in the weigh boat this could have altered the molar mass
calculations and shifted the final the final mass lighter than actual.
The Vernier pH method was definitely a much more concrete method of interpreting the results.
It was possible to see which addition of NaOH gave the greatest increase in pH ( greatest 1st
derivative of the titration graph). The relying solely on the indicator color would make it very
difficult to judge at which precise point the color shifted most, as the shift was a lot more gradual
compared to the precise numbers. This may have been a more reliable method if there was a
de.
ACC 403- ASSIGNMENT 2 RUBRIC!!!
Points: 280
Assignment 2: Audit Planning and Control
Criteria
UnacceptableBelow 60% F
Meets Minimum Expectations60-69% D
Fair70-79% C
Proficient80-89% B
Exemplary90-100% A
1. Outline the critical steps inherent in planning an audit and designing an effective audit program. Based upon the type of company selected, provide specific details of the actions that the company should undertake during planning and designing the audit program.
Weight: 15%
Did not submit or incompletely outlined the critical steps inherent in planning an audit and designing an effective audit program. Did not submit or incompletely provided specific details of the actions that the company should undertake during planning and designing the audit program, based upon the type of company selected.
Insufficiently outlined the critical steps inherent in planning an audit and designing an effective audit program. Insufficiently provided specific details of the actions that the company should undertake during planning and designing the audit program, based upon the type of company selected.
Partially outlined the critical steps inherent in planning an audit and designing an effective audit program. Partially provided specific details of the actions that the company should undertake during planning and designing the audit program, based upon the type of company selected.
Satisfactorily outlined the critical steps inherent in planning an audit and designing an effective audit program. Satisfactorily provided specific details of the actions that the company should undertake during planning and designing the audit program, based upon the type of company selected.
Thoroughly outlined the critical steps inherent in planning an audit and designing an effective audit program. Thoroughly provided specific details of the actions that the company should undertake during planning and designing the audit program, based upon the type of company selected.
2. Examine at least two (2) performance ratios that you would use in order to determine which analytical tests to perform. Identify the accounts that you would test, and select at least three (3) analytical procedures that you would use in your audit.
Weight: 15%
Did not submit or incompletely examined at least two (2) performance ratios that you would use in order to determine which analytical tests to perform. Did not submit or incompletely identified the accounts that you would test; did not submit or incompletely selected at least three (3) analytical procedures that you would use in your audit.
Insufficiently examined at least two (2) performance ratios that you would use in order to determine which analytical tests to perform. Insufficiently identified the accounts that you would test; insufficiently selected at least three (3) analytical procedures that you would use in your audit.
Partially examined at least two (2) performance ratios that you would use in order to determine which analytical tests .
ACC 601 Managerial Accounting Group Case 3 (160 points) .docxmakdul
ACC 601 Managerial Accounting
Group Case 3 (160 points)
Instructions:
1. As a group, complete the following activities in good form. Use excel or
word only. Provide all supporting calculations to show how you arrived at
your numbers
2. Add only the names of group members who participated in the completion
of this assignment.
3. Submit only one copy of your completed work via Moodle. Do not send it to
me by email.
4. Due: No later than the last day of Module 7. Please note that your professor
has the right to change the due date of this assignment.
Part A: Capital Budgeting Decisions
Chee Company has gathered the following data on a proposed investment project:
Investment required in equipment ............. $240,000
Annual cash inflows .................................. $50,000
Salvage value ............................................ $0
Life of the investment ............................... 8 years
Required rate of return .............................. 10%
Assets will be depreciated using straight
line depreciation method
Required:
Using the net present value and the internal rate of return methods, is this a good investment?
Part B: Master Budget
You have just been hired as a new management trainee by Earrings Unlimited, a distributor of
earrings to various retail outlets located in shopping malls across the country. In the past, the
company has done very little in the way of budgeting and at certain times of the year has
experienced a shortage of cash. Since you are well trained in budgeting, you have decided to
prepare a master budget for the upcoming second quarter. To this end, you have worked with
accounting and other areas to gather the information assembled below.
The company sells many styles of earrings, but all are sold for the same price—$10 per pair. Actual
sales of earrings for the last three months and budgeted sales for the next six months follow (in pairs
of earrings):
January (actual) 20,000 June (budget) 50,000
February (actual) 26,000 July (budget) 30,000
March (actual) 40,000 August (budget) 28,000
April (budget) 65,000 September (budget) 25,000
May (budget) 100,000
The concentration of sales before and during May is due to Mother’s Day. Sufficient inventory should
be on hand at the end of each month to supply 40% of the earrings sold in the following month.
Suppliers are paid $4 for a pair of earrings. One-half of a month’s purchases is paid for in the month
of purchase; the other half is paid for in the following month. All sales are on credit. Only 20% of a
month’s sales are collected in the month of sale. An additional 70% is collected in the following
month, and the remaining 10% is collected in the second month following sale. Bad debts have been
negligible.
Monthly operating expenses for the company are given below:
Variable:
Sales commissions 4 % of sales
.
Academic Integrity A Letter to My Students[1] Bill T.docxmakdul
Academic Integrity:
A Letter to My Students[1]
Bill Taylor
Professor of Political Science
Oakton Community College
Des Plaines, IL 60016
[email protected]
Here at the beginning of the semester I want to say something to you about academic integrity.[2]
I’m deeply convinced that integrity is an essential part of any true educational experience, integrity on
my part as a faculty member and integrity on your part as a student.
To take an easy example, would you want to be operated on by a doctor who cheated his way through
medical school? Or would you feel comfortable on a bridge designed by an engineer who cheated her
way through engineering school. Would you trust your tax return to an accountant who copied his
exam answers from his neighbor?
Those are easy examples, but what difference does it make if you as a student or I as a faculty member
violate the principles of academic integrity in a political science course, especially if it’s not in your
major?
For me, the answer is that integrity is important in this course precisely because integrity is important in
all areas of life. If we don’t have integrity in the small things, if we find it possible to justify plagiarism or
cheating or shoddy work in things that don’t seem important, how will we resist doing the same in areas
that really do matter, in areas where money might be at stake, or the possibility of advancement, or our
esteem in the eyes of others?
Personal integrity is not a quality we’re born to naturally. It’s a quality of character we need to nurture,
and this requires practice in both meanings of that word (as in practice the piano and practice a
profession). We can only be a person of integrity if we practice it every day.
What does that involve for each of us in this course? Let’s find out by going through each stage in the
course. As you’ll see, academic integrity basically requires the same things of you as a student as it
requires of me as a teacher.
I. Preparation for Class
What Academic Integrity Requires of Me in This Area
With regard to coming prepared for class, the principles of academic integrity require that I come having
done the things necessary to make the class a worthwhile educational experience for you. This requires
that I:
reread the text (even when I’ve written it myself),
clarify information I might not be clear about,
prepare the class with an eye toward what is current today (that is, not simply rely on past
notes), and
plan the session so that it will make it worth your while to be there.
What Academic Integrity Requires of You in This Area
With regard to coming prepared for class, the principles of academic integrity suggest that you have a
responsibility to yourself, to me, and to the other students to do the things necessary to put yourself in
a position to make fruitful contributions to class discussion. This will require you to:
read the text before.
Access the Center for Disease Control and Prevention’s (CDC’s) Nu.docxmakdul
Access the Center for Disease Control and Prevention’s (CDC’s)
“Nutrition, Physical Activity, and Obesity: Data, Trends and Maps”
database. Choose a state other than your home state and compare their health status and associated behaviors. What behaviors lead to the current obesity status?
Initial discussion post should be approximately 300 words. Any sources used should be cited in APA format.
.
According to DSM 5 This patient had very many symptoms that sugg.docxmakdul
According to DSM 5 This patient had very many symptoms that suggested Major Depressive Disorder.
Objective(s)
Analyze psychometric properties of assessment tools
Evaluate appropriate use of assessment tools in psychotherapy
Compare assessment tools used in psychotherapy
.
Acceptable concerts include professional orchestras, soloists, jazz,.docxmakdul
Acceptable concerts include professional orchestras, soloists, jazz, Broadway musicals and instrumental or vocal ensembles, and comparable college or community groups performing music relevant to the content of this class. (Optionally, either your concert report
or
your concert review - but not both unless advance permission is given - may be based on a concert of non-western music selected from events on the concert list.)
Acceptable concerts include the following:
• Symphony orchestras • Concert bands and wind ensembles • Chamber Music (string quartets, brass and woodwind quintets, etc.) • Solo recitals (piano, voice, etc.) • Choral concerts • Early music concerts • Non-western music • Some jazz concerts • Opera• Broadway Musicals• Flamenco• Ballet• Tango
Assignment Format
The following are required on the concert review assignment and, thus, may affect your grade.
• Must be typed• Must be double-spaced• Must be between
2 and 4 pages
in length
not including the cover sheet
.• Must use conventional size and formatting of text - e.g. 10-12 point serif or sans serif fonts with normal margins. • Must include the printed program from the concert and/or your ticket stubs. Photocopies are unacceptable. (Contact me at least 24 hours before due date if any materials are unavailable.)• All materials (text, program, ticket stub) must be
stapled
together securely. Folded corners, paper clips, etc. instead of staples will not be accepted.• Careful editing, proofreading, and spelling are expected, although minor errors will not affect your grade.
Papers that do not follow these format guidelines may be returned for resubmission, and late penalties will apply.
Concert Review Assignment Content
I. Cover Sheet:
Include the following on a cover sheet attached to the front of your review:
• Title or other description of the event/performers you heard, along with the date and location of the performance. For example:
New World Symphony Orchestra
1258 Lincoln Road
Saturday, June 5, 2013
Lincoln Road Theater, Miami Beach
• Your name, assignment submission date, course. For example:
Pat Romero
October 31, 2013
Humanities 1020 MWF 8:05 a.m.
II. Descriptions
The main body of the concert review should include brief discussions of
three of the
pieces
in the concert you attend. In most cases, a single paragraph for each piece should be sufficient, although you may wish to break descriptions of longer pieces into separate short paragraphs, one per movement.
Your description of each piece (song) should include:
• The title of the piece and the composer's name if possible, as listed in the concert program.• A brief description of your reaction to the piece. For example:
When the piece started I thought it was going to be slow and boring, but the faster section in the first movement made it more exciting. A really great flute solo full of fast and high notes in the third movement caught my attention. I'm not sure, but I thought that som.
ACA was passed in 2010, under the presidency of Barack Obama. Pr.docxmakdul
ACA was passed in 2010, under the presidency of Barack Obama. Prior to this new act, there were plenty of votes that did not agree with the notion of accessible insurance. Before 2010, The private sector had been given coverage in such a way that Milstead and Short (2019) called it sickness insurance; meaning companies will risk incurring medical expenses as long as it was balanced by healthy people. They were doing so by excluding people that had pre-existing conditions, becoming a very solvent business (Milstead & Short, 2019). After ACA was passed that was no longer the case. When President Trump came into term he did so by bringing his own healthcare agenda, which attempted to repeal ACA, but ultimately failed to come up with a replacement.
In 2016, the Republican's party platform was to repeal ACA, while continuing Medicare and Medicaid, but on the other hand, democrats put down that Obamacare is a step towards the goals of universal health care, and that this was just the beginning (Physicians for a National Health Program, n.d.). As for the cost analysis of repealing the Affordable Care Act, this would increase the number of uninsured people by 23 million, and it will cost about 350 billion through 2027, as well as creating costly coverage provisions to replace it (Committee for a Responsible Federal Budget, 2017).
(2 references required)
.
Access the FASB website. Once you login, click the FASB Accounting S.docxmakdul
Access the FASB website. Once you login, click the FASB Accounting Standards Codification link. Review the materials in the FASB Codification, especially the links on the left side column. Next, write a 1-page memo to a friend introducing and explaining this new accounting research resource that you have found. Provide at least one APA citation to the FASB Codification and reference that citation using the APA guidelines.
.
Academic Paper Overview This performance task was intended to asse.docxmakdul
This document provides an overview of an academic paper performance task intended to assess students' ability to conduct scholarly research, articulate an evidence-based argument, and effectively communicate a conclusion. Specifically, the performance task evaluates students' capacity to generate a focused research question, explore relationships between multiple scholarly works, develop and support their own argument using relevant evidence, and integrate sources while distinguishing their own voice.
Academic Research Team Project PaperCOVID-19 Open Research Datas.docxmakdul
Academic Research Team Project Paper
COVID-19 Open Research Dataset Challenge (CORD-19)
An AI challenge with AI2, CZI, MSR, Georgetown, NIH & The White House
(1) FULL-LENGTH PROJECT
Dataset Description
In response to the COVID-19 pandemic, the White House and a coalition of leading research groups have prepared the COVID-19 Open Research Dataset (CORD-19). CORD-19 is a resource of over 44,000 scholarly articles, including over 29,000 with full text, about COVID-19, SARS-CoV-2, and related corona viruses. This freely available dataset is provided to the global research community to apply recent advances in natural language processing and other AI techniques to generate new insights in support of the ongoing fight against this infectious disease. There is a growing urgency for these approaches because of the rapid acceleration in new coronavirus literature, making it difficult for the medical research community to keep up.
Call to Action
We are issuing a call to action to the world's artificial intelligence experts to develop text and data mining tools that can help the medical community develop answers to high priority scientific questions. The CORD-19 dataset represents the most extensive machine-readable coronavirus literature collection available for data mining to date. This allows the worldwide AI research community the opportunity to apply text and data mining approaches to find answers to questions within, and connect insights across, this content in support of the ongoing COVID-19 response efforts worldwide. There is a growing urgency for these approaches because of the rapid increase in coronavirus literature, making it difficult for the medical community to keep up.
A list of our initial key questions can be found under the
Tasks
section of this dataset. These key scientific questions are drawn from the NASEM’s SCIED (National Academies of Sciences, Engineering, and Medicine’s Standing Committee on Emerging Infectious Diseases and 21st Century Health Threats)
research topics
and the World Health Organization’s
R&D Blueprint
for COVID-19.
Many of these questions are suitable for text mining, and we encourage researchers to develop text mining tools to provide insights on these questions.
In this project, you will follow your own interests to create a portfolio worthy single-frame viz or multi-frame data story that will be shared in your presentation. You will use all the skills taught in this course to complete this project step-by-step, with guidance from your instructors along the way. You will first create a project proposal to identify your goals for the project, including the question you wish to answer or explore with data. You will then find data that will provide the information you are seeking. You will then import that data into Tableau and prepare it for analysis. Next, you will create a dashboard that will allow you to explore the data in-depth and identify meaningful insights. You will then give structure .
AbstractVoice over Internet Protocol (VoIP) is an advanced t.docxmakdul
Abstract
Voice over Internet Protocol (VoIP) is an advanced telecommunication technology which transfers the voice/video over
high speed network that provides advantages of flexibility, reliability and cost efficient advanced telecommunication
features. Still the issues related to security are averting many organizations to accept VoIP cloud environment due to
security threats, holes or vulnerabilities. So, the novel secured framework is absolutely necessary to prevent all kind of
VoIP security issues. This paper points out the existing VoIP cloud architecture and various security attacks and issues
in the existing framework. It also presents the defense mechanisms to prevent the attacks and proposes a new security
framework called Intrusion Prevention System (IPS) using video watermarking and extraction technique and Liveness
Voice Detection (LVD) technique with biometric features such as face and voice. IPSs updated with new LVD features
protect the VoIP services not only from attacks but also from misuses.
A Comprehensive Survey of Security Issues and
Defense Framework for VoIP Cloud
Ashutosh Satapathy* and L. M. Jenila Livingston
School of Computing Science and Engineering, VIT University, Chennai - 600127, Tamil Nadu, India;
[email protected], [email protected]
Keywords: Defense Mechanisms, Liveness Voice Detection, VoIP Cloud, Voice over Internet Protocol, VoIP Security Issues
1. Introduction
The rapid progress of VoIP over traditional services is
led to a situation that is common to many innovations
and new technologies such as VoIP cloud and peer to
peer services like Skype, Google Hangout etc. VoIP is the
technology that supports sending voice (and video) over
an Internet protocol-based network1,2. This is completely
different than the public circuit-switched telephone net-
work. Circuit switching network allocates resources to
each individual call and path is permanent throughout
the call from start to end. Traditional telephony services
are provided by the protocols/components such as SS7, T
carriers, Plain Old Telephone Service (POTS), the Public
Switch Telephone Network (PSTN), dial up, local loops
and anything under International Telecommunication
Union. IP networks are based on packet switching and
each packet follows different path, has its own header and
is forwarded separately by routers. VoIP network can be
constructed in various ways by using both proprietary
protocols and protocols based on open standards.
1.1 VoIP Layer Architecture
VoIP communication system typically consist of a front
end platform (soft-phone, PBX, gateway, call manager),
back end platform (server, CPU, storage, memory, net-
work) and intermediate platforms such as VoIP protocols,
database, authentication server, web server, operating sys-
tems etc. It is mainly divided into five layers as shown in
Figure1.
1.2 VoIP Cloud Architecture
VoIP cloud is the framework for delivering telephony
services in which resourc.
This study examined a problem, used a particular method to do so, and found results that were interpreted. It concluded by recommending future research on the topic.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
Question 1 Business Intelligence (BI) company and product na.docx
1. Question 1
Business Intelligence (BI) company and product name
ans)"ORACLE HYPERION SYSTEM"
Question 2
URL for the BI product overview page
ans)"https://www.oracle.com/applications/performance-
management/products/business-planning/hyperion-
planning/index.html"
Question 3
name of the company (you are the president of this company)
that you picked for the Analysis part of your research project –
and nothing else. See BI Research Project Guidelines document
for more detail.
ans) walmart
Question 4
2. Your Company: Enter the URL (home page) for your company -
and nothing else.
ans)"http://www.walmart.com/"
PSY 4680, Industrial Organizational Psychology 1
UNIT IV STUDY GUIDE
Performance Management
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
1. Differentiate between the major theories of motivation
2. Compare and contrast the different components of equity
theory, the
two-factor theory, and reinforcement theories of motivation.
3. Discuss the expectancy theory of motivation.
4. Define job satisfaction.
5. Evaluate the major approaches for measuring job satisfaction.
6. Analyze the relationship between job satisfaction and other
factors (e.g.,
job performance, turnover, etc.)
7. Discuss the different types of commitment exhibited in the
3. workplace.
8. Describe and apply job characteristics to the person-job fit.
Unit Lesson
Employee Motivation, Satisfaction, and Commitment
In the previous unit, you learned ways to conduct a performance
appraisal,
which is a major aspect of employee performance management
(Seiden &
Sowa, 2011). Often, employee performance depends on the
extent to which they
are able to perform their job activities well, as well as the
degree to which they
are willing to put forth the effort to perform well. In this unit,
we will discuss ways
to increase the latter, by motivating employees and creating the
conditions
necessary for employees to feel satisfied and committed to their
job. We will
discuss specific ways to improve and/or maintain employee
performance and
enhance the well-being of employees through increasing
positive work attitudes,
such as job satisfaction. I/O psychologists use a variety of
methods to do this,
such as redesigning jobs, rewarding good performance, and
ensuring that
employees are treated fairly.
Employee Motivation
Employee motivation refers to, “an internal state that induces a
person to
4. engage in a particular behavior,” (Spector, 2012, 194). When
employees are
motivated, they make choices to act in a certain way or
direction, exerting
intense efforts, persistently, over time (Spector, 2012). I/O
psychologists
recognize and apply a variety of motivation theories relevant to
work settings.
Organizations and work groups often face challenges with
regard to employee
motivation. An organization may hire an I/O psychologist as a
consultant to
assess employee motivation, satisfaction, and other attitudes
and to intervene in
order to improve these. The consultant would refer to research
and theories of
motivation to help diagnose and address the situation. Let’s
review a few of the
major theories of work motivation.
Need theories are based on the notion that human beings are
driven to satisfy
certain desires, with some of these being essential, such as the
need to eat.
According to these theories, employees are most likely to
behave in ways that
Reading
Assignment
Chapter 8:
Theories of Employee
Motivation
Chapter 9:
Feelings About Work: Job
5. Attitudes and Emotions
PSY 4680, Industrial Organizational Psychology 2
will allow them to fulfill their needs. Some theories, such as
Maslow’s Hierarchy
of Needs, suggest that these needs are universal. It suggests that
everyone has
basic needs, including physiological, safety, love, esteem, and
self-actualization
needs. According to the theory, we are motivated to fulfill these
needs in a
certain order, beginning with physiological needs, and we will
be distracted by
these needs and unable to focus fully on fulfilling higher order
needs until lower
order needs are met. This theory is often applied in the
workplace. For example,
an implication of this theory is that managers should ensure that
employees are
provided adequate access to nutritious meals and time to eat at
regular intervals
to reduce distractions of physiological needs. Another example
would be
ensuring that employees are able to work free from threats of
harassment or
bullying in the workplace. There are a variety of need-based
theories of
motivation which have implications for the workplace, and I/O
6. psychologists can
use to increase employee motivation.
Reinforcement theories of motivation suggest that employees
are motivated to
behave in certain ways depending on the rewards and/or
consequences
associated with different choices of behavior. Much research
has explored the
effects of different types of reward systems. For example,
incentive systems
reward employees differently depending on their performance
(e.g., a car
salesperson may receive a small base pay and make most of
their money when
they actually sell a car). These systems can be effective,
although it may be
much more difficult to apply an incentive system to other types
of jobs (e.g., a
school bus driver). The rewards can also be based on attendance
and other
factors (Spector, 2012).
Studies show that, while pay and benefits are not the only
important factors
involved in employee motivation, they do make a difference.
For example, one
study suggests that employees are more motivated to stay with
the organization
if they are receiving benefits such as pensions and health care
benefits.
Organizations should strive to ensure that they are paying
employees
comparable to others in their industry (Towers Watson, 2010).
Expectancy Theory
7. By this theory, motivation is explained as a function of three
factors, referred to
as expectancy, valence, and instrumentality. Expectancy refers
to the degree to
which the employees believe they have the ability to do the
behavior or perform
the task. The more they believe in their ability to do the job, the
more motivated
they will be to put forth the effort needed to do well. Valence
refers to the extent
to which the employee values the reward. The more employees
value or like the
reward, the more motivated they will be to put forth the effort
needed to do well.
Instrumentality refers to the degree to which employees believe
that if they
perform well, they will actually get the reward (e.g., is there
competition for the
reward?). If employees believe that if they perform well, they
will automatically
get the reward, they will be more motivated to put forth the
effort needed.
These are just a few of the theories that I/O psychologists use to
understand
employee motivation; there are many others, such as self-
determination
theories, goal-setting theories, and justice theories. Emerging
areas of
motivation research are even looking at the use of internal
marketing
approaches to increase employee motivation. For example,
Cardy and Lengnick-
Hall (2011) suggest approaching employees as you would
customers,
8. recognizing that employees are likely comparing their
organization’s “brand” as
an employer to that of competitors. The researchers suggest
that, just as
customers may become attached to brands such as Coca-Cola,
they may be
more motivated to stay with an organization that espouses
certain values that
PSY 4680, Industrial Organizational Psychology 3
are consistent with their own. Therefore, it is important for
organizations and
managers to understand their employees and to develop a work
culture that
reflects these values. They also suggest that employees are
looking for a good
deal. They want to know that they are getting a good bargain
(e.g., pay for what
they contribute to the organization) from their current employer,
compared to the
deal that they could get working for other employers. These
research findings
can be applied to create interventions and to set strategies for
organizations to
improve employee motivation.
Job Satisfaction and Commitment
Job satisfaction refers to, “the extent to which people like their
jobs,” (Spector,
2012, p. 216). It is related to organizational commitment, which
9. refers to, “the
attachment of the individual to the organization,” (Spector,
2012, p. 235). Both
job satisfaction and organizational commitment are predictors
of job
performance, among many other positive outcomes (Spector,
2012). Research
shows that there are strategies organizations can take to
increase employee
satisfaction and commitment. For example, Cardy and
Lengnick-Hall (2011)
suggest that organizations are more likely to retain employees
when they offer
certain services (e.g., career planning resources), provide room
for
advancement, and reward employees for staying with the
organization. There
are a variety of other approaches that organizations can take to
increase positive
employee attitudes.
Flexible Work Arrangements
Many organizations are using flexible working arrangements to
increase
employee job satisfaction and to retain good employees. Grobler
and Bruyn
(2011) suggest that these practices can help organizations retain
employees,
reduce employee absences and tardiness, while increasing
employee job
satisfaction, commitment, and morale. Specific examples of
these practices
include offering the option for employees to work part-time,
allowing two
employees to share one job, offering telework options, allowing
10. employees to
work their typical weekly hours within a shorter time frame
(e.g., working 10
hours a day for four days each week), and allowing employees
to dress casually.
Job rotation
Another strategy that organizations use to increase positive
employee attitudes
is job rotation. This involves rotating employees through
different jobs, as
opposed to keeping the same employees working in the same
position
permanently. For example, a manager may work with the
marketing department
on a project lasting six months, followed by six months working
in sales, etc.
This can prevent boredom, and it is particularly helpful when
employees plateau,
or reach the highest level within their current job (McCleese &
Eby, 2006)
Career Development
When organizations provide employees with opportunities to
develop their skills,
in ways that are both aligned with the needs of the organization
and with the
career goals of the employee, they are likely to increase
satisfaction and
commitment. For example, Schnake, Williams, and
Fredenberger (2007)
suggest offering resources and tools for employees to engage in
career
development. Organizations can offer workshops for employees
11. to engage in
career development, provide examples of different career paths
within the
organization, as well as provide mentoring opportunities.
PSY 4680, Industrial Organizational Psychology 4
These are just a few examples of the ways in which
organizations can increase
employee satisfaction and commitment. Employee attitudes,
such as job
satisfaction, are a central focus in I/O psychology. Employee
attitudes are
associated with a variety of other outcomes, and there is
evidence suggesting
that interventions to enhance these attitudes are effective.
Research also
suggests that ensuring that employees are a good match for the
position,
“person-job fit,” can help to facilitate job satisfaction (Spector,
2012).
References
Cardy, R. L., & Lengnick-Hall, M. L. (2011). Will they stay or
will they go?
12. Exploring a customer oriented approach to employee retention.
Journal
Of Business & Psychology, 26(2), 213-217.
Grobler, P. A., & de Bruyn, A. J. (2011). Flexible Work
Practices (FWP) -- An
effective instrument in the retention of talent: A survey of
selected JSE-
listed companies. South African Journal Of Business
Management,
42(4), 63-78.
McCleese, C. S., & Eby, L. T. (2006). Reactions to job content
plateaus:
examining role ambiguit and hierarchical plateaus as
moderators.
Career Development Quarterly, 55(1), 64-76.
Schnake, M. E., Williams, R. J., & Fredenberger, W. (2007).
Relationships
between frequency of use of career management practices and
employee attitudes, intention to turnover, and job search
behaviour.
Journal Of Organizational Culture, Communications & Conflict,
11(1),
53-64.
Seiden, S., & Sowa, J. E. (2011). Performance management and
appraisal in
13. human service organizations: management and staff
perspectives.
Public Personnel Management, 40(3), 251-264.
Spector, P. E. (2012). Industrial and organizational behavior:
Research and
practice (6th ed.). Hoboken, NJ: John Wiley & Sons, Inc.
Towers Watson (2010). Retirement Attitudes. Retrieved from
http://www.towerswatson.com/assets/pdf/2717/Towers-Watson-
Retirement-Pt3-Attitudes.pdf
BI Research Project
DuPont
Overview: For more than 200 years, DuPont has brought world-
class science and engineering to the global marketplace through
innovative products, materials and services. DuPont’s market-
driven innovation introduces thousands of new products and
patent applications every year, serving markets as diverse as
agriculture, nutrition, electronics and communications, safety
and protection, home and construction, transportation and
apparel.
Operations & Services: Based in Wilmington, DE. DuPont has
operations in industries such as agriculture, automotive,
building & construction, chemicals, electronics, energy, food,
healthcare, marine, mining, packaging, plastics, and safety.
14. SiSense Overview
Company Overview:
Sisense was founded in 2004 in Tel Aviv by Elad Israeli, Eldad
Farkash, Aviad Harell, Guy Boyangu and Adi Azaria. The
company worked in stealth mode on research and development
until 2010, when initial investors, including Genesis Partners,
Opus Capital and Eli Farkash, provided $4 million in Series A
financing.
Amit Bendov was appointed CEO in July 2012.
n April 2013, Sisense announced a $10 million series B funding
round led by Battery Ventures, with participation from Genesis
Partners and Opus Capital.
In June 2014, new investor Draper Fisher Jurvetson Growth
(DFJ Growth) led a $30 million series C funding round with
participation from existing investors Battery Ventures, Genesis
Partners and Opus Capital.
In 2015, Amir Orad was appointed CEO.
The company's software is used by companies in 49 countries.
Customers include Target, Wix, and Samsung.
SiSense has offices in New York City and Tel Aviv
SiSense Product
Sisense offers a better, faster way to deliver actionable business
15. intelligence to managers in consumer products organizations.
When the management team of a consumer products
organization has access to flexible, granular analysis based on
data combined from disparate systems and data sources, new
levels of strategic thinking and decisions are achieved. Benefits
include the ability to:
Attract more customers
Increase customer loyalty
Increase market share
Optimize profit margins
Improve operational efficiency
Reduce inventory levels
Ensure and document regulatory compliance
Conventional BI and reporting systems take too long to
implement and are too inflexible to provide the kind of real-
time, drill-down, ask-any-question data analysis which
managers need to change the rules of the consumer products
analytics game.
Sisense offers an entirely new way to deliver fresh, actionable
intelligence to managers in organizations of consumer products.
No other BI solution in the world lets non-techies take large
amounts of scattered data and create beautiful BI dashboards as
quickly or as easily. That’s why Sisense is called the “Robin
Hood of the BI world” – they bring data justice to everyone, not
just the technical experts or big companies with endless
resources. The powerful technology we use to design our BI
software so users don’t need to write complicated code or rely
on IT , so anyone can build a dashboard from multiple large
data sets, using any device. Unlike other BI vendors, Sisense is
a business intelligence data visualization software and no
additional or third-party software is required.
Benefits & Features:
16. Join data from multiple sources
Analyze with data visualizations
Share interactive dashboards
Wix Case Study
Overview:
Wix.com (Nasdaq:WIX) is a leading cloud-based web
development platform with over 42 million registered users
worldwide, as of December 31, 2013. Wix was founded on the
belief that the Internet should be accessible to everyone to
develop, create and contribute. Through free and premium
subscriptions, Wix empowers millions of businesses,
organizations, professionals and individuals to take their
businesses, brands and workflow online. The Wix Editor and
highly curated App Market enable users to build and manage a
fully integrated and dynamic online presence. Wix has helped
users to build more than 42 million websites to date, and it’s
not surprising that the company needed an analytics and
reporting solution that could manage high-volume data quickly.
Tracking conversions, marketing campaign efficacy, and user
behavior was an important part of Wix’ plan to stay on top.
Challenge:
Wix grew from a small start-up to a formidable company with
millions of users, thousands of Website templates, and fee-
based premium packages. Interpreting user data correctly was
an integral part of the plan to remain competitive and the team
at Wix identified a set of key requirements they expected from
their BI tool:
Derive insight based on behavioral data from numerous sources
Ability to differentiate between free and paid users and chart
activity across the site
React quickly to changes
Ability to generate reports on the fly to track the success of
17. marketing campaigns or changes in product user behavior
A tool that non-IT employees and management professionals
could use for ongoing operational analysis
Solution
:
Before Wix began using Sisense, the company’s approach to
organizing high-quality data that could be both analyzed and
shared across the company was extremely time consuming and
labor-intensive. Data was largely managed via scripting, and
reports were difficult to explore and change. After testing
software from a number of leading BI vendors, Wix chose
Sisense. Sisense was the most flexible of the solutions Wix
tried, with easy-to-build dashboards that allowed for customized
reporting. Fast data handling mattered as well, since millions of
Wix users around the world generated an especially high-
volume data stream. Sisense delivered on this front as well,
thanks to a columnar database schema and in-memory
technology. Implementation of the new Sisense software was
managed by the senior business intelligence analyst at Wix
without outside help or massive hardware purchases. Users
found it simple to upload/connect any kind of data, including
MS-SQL, Oracle and MySQL databases, Excel and CSV files,
18. and direct API access to Google Adwords and Google Analytics
data. On the server side, ElastiCube builds were fast, and the
ability to perform ETL within the ElastiCube gave the Wix
business intelligence team extensive flexibility.
Magellan Vacations Case Study
Overview
In 2000, a travel professional realized that there was a huge
niche market for travel: luxury hotel bookings focusing strictly
on four- and five-star properties. Magellan Vacations was born.
The company caters to discerning travelers looking for
personalized recommendations about the location, view, and
overall comfort of each hotel room.
Instead of booking a room online, Magellan Vacations
customers converse with carefully-trained booking agents.
These agents have stayed in the luxurious hotels they book for
clients in core destinations like Los Angeles, Miami, and New
York City. Magellan Vacations agents work hard to deliver a
luxury hotel experience that begins with the phone call. The
company employs over 75 people, including booking agents, a
marketing department, and IT staff.
Challenge
19. Because Magellan Vacations clients speak to agents by phone,
the company needs to track typical sales metrics, like closing
rates, commissions, and bookings by destination. When Andrew
Vignuzzi, COO came on board Magellan Vacations, the
company was already testing a leading in-memory technology –
but the software’s performance was sub-par. It required
specialist IT resources to work with the tool proprietary scripts
and consultants to work with and modify the application. Put
simply, this tool wasn’t living up to our needs.
Vignuzzi wanted everyone in the company to be able to work
quickly with data and Magellan needed a solution that had three
main requirements:
1Near real-time feedback for agents on sales closings,
destination performance, and other metrics that would help them
better serve customers;
2A dashboard and report-building mechanism that was simple
enough for non-technical users to be able to create their own
reports and drill down into data
3Agile and scalable dashboards that don’t require major
infrastructure upgrades, and won’t slow existing infrastructure
as reports are generated.