Running head: RESOLVING EMPLOYEE PERFORMANCE ISSUE 1
RESOLVING EMPLOYEE PERFORMANCE ISSUE 11
Resolving Employee Performance Issue
Resolving Employee Performance Issue
Abstract
Most companies are struggling with the achievement of the set goals. Among all the resources available, it is important to note that the employees are the most fundamental. Their ineffectiveness would thus be extremely disadvantages to a large number of individuals that are essentially important to consider. The employee underperformance has been a downfall for most of the companies. Among the many companies that are currently facing challenges in employee effectiveness include the Brime Wear Company, which involves in the activities of selling clothes online. In this organization, employee ineffectiveness can be associated to the inability of the follow the right procedures while dealing with employee disciplinary issues.
The organizational management is currently seeking solutions which can help in making sure that the organization regains its general effectiveness, first by regaining the effectiveness of its employees. According to Devito, (2016), every employee is motivated by issues differently and thus the first step of the plan proposed by the study is evaluating the specific organizational employees that are ineffective and then identifying the cause of this ineffectiveness. The next step should then be confronting the employee on a counseling and skill development session to help them improve their work performance (Devito, 2016). After that, if no change is recorded, then the management can issue a warning letter the, a reprimand before dismissal. The process is procedural and thus ensuring that every step is clear and that every employee is treated with respect. The study thus provides an effective model that an organization can utilize to ensure that at all times, employees of Brime Wear Company can remain completely effective and motivated to work.
Introduction
Brime wear is completely conversant with the fact that organizational employees are the most essential and important resource in an organization. Resolving employee performance issues is thus an essentially important issue for the organization to consider. It is unfortunate that most of the companies have not invested in understanding the most ideal process they can use to deal with the issue of employee ineffectiveness. Brime Wear is among these organizations and it requires a solid strategy that will be used to handle all cases of employee ineffectiveness. The employees are delicate resources, and they are characterized by diverse skills that are important in ensuring that the workforce is diversified. It is for this among other reasons that it is important to ensure that they remain completely effective and motivated to work for the organization.
This study is completely dedica ...
Evaluation Of The Performance ManagementCheryl Brown
Here are the key points from the literature review on NPM and performance management:
- NPM (New Public Management) model focuses on delivering market-inspired results and efficiency/performance.
- NPM originated in developed countries like UK and US under Thatcher and Reagan and then spread globally.
- NPM promotes market-based reforms to public governance systems around the world. Countries felt pressure to adopt NPM reforms from exogenous factors.
- A main goal of NPM is to improve organizational performance through greater efficiency, output measurement, and emphasis on results. Key tools include performance management systems, explicit standards/measures, and increased autonomy/competition.
- Performance management is a core part of NPM
This document discusses innovative human resource practices. It begins by defining innovation as introducing new methods, ideas, or products. It then discusses how HR innovation implements new ideas and technologies to meet evolving organizational needs. Some innovative HR practices discussed include developing mentorship programs to engage employees, conducting exit interviews and new hire surveys to improve processes, and using pulse and comprehensive surveys to gather employee feedback over time. The goal of these innovative practices is to hire and retain top talent, improve employee satisfaction and engagement, and help organizations be more successful.
"Employee Motivation: Term paper slide presentationMahamudul Alam
This document discusses employee motivation in a garment manufacturing company in Bangladesh called Parkscene Bangladesh Limited. It finds that factors like salary increments, financial incentives, performance appraisals, freedom in decision making are key motivators for employees. The survey found that money is an important motivator for employees as they work to earn a living. The document recommends that companies focus on creating a favorable work environment, leadership roles for employees, training, and reducing workload through stress management to improve employee motivation. Motivated employees are important for companies to achieve their goals and sustain a competitive advantage.
This document discusses employee engagement and provides strategies for improving engagement levels. It defines engaged employees and outlines a process for developing a baseline that includes measuring current engagement through surveys, setting clear objectives, and implementing methods like recognition programs, communication strategies, and tools like surveys and social networking to increase engagement. The goal is to move employees from disengaged or not engaged categories to fully engaged to improve business outcomes like productivity and retention.
The document discusses the problems with traditional talent management processes. It states that the fundamental problem is that the objectives of these processes are often poorly defined. As a result, processes try to accomplish too many conflicting goals at once without doing any of them well. It advocates defining processes based on clear objectives, such as forecasting needs, evaluating performance, or developing employees, rather than using traditional labels. It also presents frameworks for assessing maturity levels in achieving the right people, right things, right way, and right development through talent management.
In this file, you can ref useful information about performance appraisal best practices such as performance appraisal best practices methods, performance appraisal best practices tips
In this file, you can ref useful information about performance appraisal best practices such as performance appraisal best practices methods, performance appraisal best practices tips, performance appraisal best practices forms, performance appraisal best practices phrases … If you need more assistant for performance appraisal best practices, please leave your comment at the end of file.
13Table of ContentsComment by Gana Pathmanathan Report i.docxmoggdede
1
3
Table of Contents Comment by Gana Pathmanathan:
Report is professionally presented using informative headings, headers and footers as well as a distinctive title page. All sections of the report format are addressed. Report is well written with no grammar and typographical errors.
Referencing is academic, current, and correctly APA6th formatted.
Missing a title page and executive summary. Please consult appropriate resources on the requirements of writing a report
Introduction 2
Purpose of the Study 2
Importance of the Report 3
Employees Motivational Issues 4
Conclusion 7
References 10
Introduction
Organizational behavior is very important aspect in every organization. It is the study of the how people interact with various groups. It analyzes the impact of groups, structures and individual on the behavior of human in the organization. This paper will focus on analyze the employees motivational issues that have been presented in the TV show “The Office”. The company that is presented in the series seems not to have good connection with its employees. Some of the employees’ motivational issues that have been presented in the TV show are namely: Unclear requirement and expectation, inadequate working materials, lack of appraisal, discrimination in recruitment and having one person who has a say on the issues to do with the employees. It is important for the organizations to try and apply the organizational behavior concepts and theories in their day to day activities. The paper will explain some organizational concept and theories which the company should portray and show how they should be applied and the importance of their applications. These organizational concept and behavior include vroom’s expectation theory of motivation, effective manager, extrinsic motivation and extrinsic motivation. The paper will also outline some of the recommendations that would help in improving the employees’ motivation. These are recommendations are namely: transparency of expectation, providing a continuous feedback, strongly believing in your employees, setting achievable goals and giving incentives. Comment by Gana Pathmanathan: Report is professionally presented using informative headings, headers and footers as well as a distinctive title page. All sections of the report format are addressed. Report is well written with no grammar and typographical errors.
Referencing is academic, current, and correctly APA6th formatted.
This paper will focus on analysing …
There are many grammatical errors in the paperPurpose of the Study
The purpose of this study is to analyze employees’ motivation in the TV shows “The Office”. The company that is presented in the series seems to have manager- employee bad relationship. Michael who is the manager of the company does not have good leadership qualities. He does seem to follow the procedures that need to be followed when firing someone. He just made a prank of firing the reception with claims that the stole s ...
Evaluation Of The Performance ManagementCheryl Brown
Here are the key points from the literature review on NPM and performance management:
- NPM (New Public Management) model focuses on delivering market-inspired results and efficiency/performance.
- NPM originated in developed countries like UK and US under Thatcher and Reagan and then spread globally.
- NPM promotes market-based reforms to public governance systems around the world. Countries felt pressure to adopt NPM reforms from exogenous factors.
- A main goal of NPM is to improve organizational performance through greater efficiency, output measurement, and emphasis on results. Key tools include performance management systems, explicit standards/measures, and increased autonomy/competition.
- Performance management is a core part of NPM
This document discusses innovative human resource practices. It begins by defining innovation as introducing new methods, ideas, or products. It then discusses how HR innovation implements new ideas and technologies to meet evolving organizational needs. Some innovative HR practices discussed include developing mentorship programs to engage employees, conducting exit interviews and new hire surveys to improve processes, and using pulse and comprehensive surveys to gather employee feedback over time. The goal of these innovative practices is to hire and retain top talent, improve employee satisfaction and engagement, and help organizations be more successful.
"Employee Motivation: Term paper slide presentationMahamudul Alam
This document discusses employee motivation in a garment manufacturing company in Bangladesh called Parkscene Bangladesh Limited. It finds that factors like salary increments, financial incentives, performance appraisals, freedom in decision making are key motivators for employees. The survey found that money is an important motivator for employees as they work to earn a living. The document recommends that companies focus on creating a favorable work environment, leadership roles for employees, training, and reducing workload through stress management to improve employee motivation. Motivated employees are important for companies to achieve their goals and sustain a competitive advantage.
This document discusses employee engagement and provides strategies for improving engagement levels. It defines engaged employees and outlines a process for developing a baseline that includes measuring current engagement through surveys, setting clear objectives, and implementing methods like recognition programs, communication strategies, and tools like surveys and social networking to increase engagement. The goal is to move employees from disengaged or not engaged categories to fully engaged to improve business outcomes like productivity and retention.
The document discusses the problems with traditional talent management processes. It states that the fundamental problem is that the objectives of these processes are often poorly defined. As a result, processes try to accomplish too many conflicting goals at once without doing any of them well. It advocates defining processes based on clear objectives, such as forecasting needs, evaluating performance, or developing employees, rather than using traditional labels. It also presents frameworks for assessing maturity levels in achieving the right people, right things, right way, and right development through talent management.
In this file, you can ref useful information about performance appraisal best practices such as performance appraisal best practices methods, performance appraisal best practices tips
In this file, you can ref useful information about performance appraisal best practices such as performance appraisal best practices methods, performance appraisal best practices tips, performance appraisal best practices forms, performance appraisal best practices phrases … If you need more assistant for performance appraisal best practices, please leave your comment at the end of file.
13Table of ContentsComment by Gana Pathmanathan Report i.docxmoggdede
1
3
Table of Contents Comment by Gana Pathmanathan:
Report is professionally presented using informative headings, headers and footers as well as a distinctive title page. All sections of the report format are addressed. Report is well written with no grammar and typographical errors.
Referencing is academic, current, and correctly APA6th formatted.
Missing a title page and executive summary. Please consult appropriate resources on the requirements of writing a report
Introduction 2
Purpose of the Study 2
Importance of the Report 3
Employees Motivational Issues 4
Conclusion 7
References 10
Introduction
Organizational behavior is very important aspect in every organization. It is the study of the how people interact with various groups. It analyzes the impact of groups, structures and individual on the behavior of human in the organization. This paper will focus on analyze the employees motivational issues that have been presented in the TV show “The Office”. The company that is presented in the series seems not to have good connection with its employees. Some of the employees’ motivational issues that have been presented in the TV show are namely: Unclear requirement and expectation, inadequate working materials, lack of appraisal, discrimination in recruitment and having one person who has a say on the issues to do with the employees. It is important for the organizations to try and apply the organizational behavior concepts and theories in their day to day activities. The paper will explain some organizational concept and theories which the company should portray and show how they should be applied and the importance of their applications. These organizational concept and behavior include vroom’s expectation theory of motivation, effective manager, extrinsic motivation and extrinsic motivation. The paper will also outline some of the recommendations that would help in improving the employees’ motivation. These are recommendations are namely: transparency of expectation, providing a continuous feedback, strongly believing in your employees, setting achievable goals and giving incentives. Comment by Gana Pathmanathan: Report is professionally presented using informative headings, headers and footers as well as a distinctive title page. All sections of the report format are addressed. Report is well written with no grammar and typographical errors.
Referencing is academic, current, and correctly APA6th formatted.
This paper will focus on analysing …
There are many grammatical errors in the paperPurpose of the Study
The purpose of this study is to analyze employees’ motivation in the TV shows “The Office”. The company that is presented in the series seems to have manager- employee bad relationship. Michael who is the manager of the company does not have good leadership qualities. He does seem to follow the procedures that need to be followed when firing someone. He just made a prank of firing the reception with claims that the stole s ...
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
This document summarizes a research study that analyzed the impact of employee engagement factors on employee performance at an Indonesian palm oil research center (PPKS). The study found that leadership, achievement, and equity factors simultaneously and partially influenced employee performance, but camaraderie did not have a significant partial effect. The document provides background on PPKS and issues with employee performance. It reviews literature on employee engagement factors (leadership, achievement, camaraderie, equity) and performance. The study used a survey to collect data from 78 PPKS employees and analyzed it using multiple linear regression to test hypotheses about the influence of engagement factors on performance.
Workplace environment and its impact on employee performanceTanuj Poddar
The document discusses the impact of workplace environment on employee performance. It argues that employee performance is not primarily determined by salary, but rather by other factors like goal setting, feedback, role clarity, process management, incentives, supervisor support, mentoring and resource availability. A positive workplace environment that engages employees in these areas can boost performance, motivation and retention. Managers play a key role in cultivating such an environment through skills like goal setting, feedback, clarifying expectations, providing resources and support.
Literature ReviewThe role of a Human Resource department is ev.docxSHIVA101531
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
This document provides an overview of employee performance appraisal systems. It discusses the purposes of performance appraisal which include improving performance, identifying potential, and assisting with pay increases. The document outlines the appraisal process, best practices for an effective system, and advantages of performance management which ensure employees and managers are aware of performance expectations and improvements. It emphasizes that appraisal should be an ongoing, continuous process rather than just an annual event.
Case for module 4 you have been the human resources managehoney690131
The human resources manager has been asked to help implement a formal performance appraisal system for software developers at HSS. There are several alternatives for measuring performance, each with pros and cons. Information will need to be gathered to develop the new system, which should be job-related and valid. Rater errors will also need to be mitigated. Regular communication and training of managers can help make appraisals effective while addressing legal requirements.
CCA_Leaders and Corporate Culture Insight PaperRMWildman
This document discusses how corporate culture and leadership impact employee retention and development. It identifies the top 10 reasons why employees leave their jobs, including lack of appreciation, recognition, growth opportunities, and bad management. Effective employee engagement strategies are important for retaining talent, such as recognizing contributions, offering career development, and addressing generational differences. Leading companies attract and retain talent by focusing on employee engagement, empowerment, meaningful work, and leadership development.
Employee engagement ideas and best practicesMutual Force
Employee engagement is more than perks and surveys; it requires leadership development and facilitating employee commitment, passion, and well-being. Current engagement programs rely on outdated surveys and rewards that fail to create real change or understand engagement's impact. Leadership development is key, but managers are often not suited or trained to facilitate engagement. Skilled managers set clear expectations, provide tools for success, and recognize employees. When properly developed and integrated into all business areas using quality technology infrastructure, engagement programs boost performance, retention and growth.
Transition from Annual Performance Evaluations to an Atmosphere of Coaching:
1) Realize the flawed nature of the performance appraisals.
2) Take the steps to get out of your current situation.
3) Identify the common threads of coaching and development.
4) Learn to identify job fit and specialized knowledge about employees.
5) Determine job fit and compatibility with co-workers.
Running Head Talent Acquisition and ManagementTalent Acquisitio.docxtoltonkendal
Running Head: Talent Acquisition and Management
Talent Acquisition and Management
TALENT ACQUISTION AND MANAGEMENT
Name:
Instructor:
Course Title:
Date:
Talent Management Plan
For an organization, the employees are usually the most valuable asset. They therefore ought to be managed in a manner that encourages them to be more productive and more loyal to the organization. There are many means of managing talents and therefore most organizations often get up overwhelmed (Berger, 2010). A talent management system ensures that an organization has the necessary professionals with the required requirements for specific posts. This guarantees that an organization is able to meet their current as well as their future business objectives.
The first step in coming up with an effective talent management plan is to identify the goals of an organization as well as its drivers. Customer service is an integral aspect of any business as it is the image of an organization to its clientele. The organization’s talent management plan focuses on the strengthening of the customer service department. The organization has been focusing on coordinating the training of the customer service department and their competencies to ensure that they sufficiently support the functionality of the organization. The organization ensures that they identify the relevant courses that the department should undertake have been identified. On identification, the courses should be undertaken within a given timeframe (Berger, 2010). The courses should be done be the entire department as well as all the mangers in charge of customer support. The courses are sent to each individual through email and the relevant personnel are expected to give monthly feedback on the relevance and effectiveness of the programs. Similarly quarterly updates are provided by the managers on the rate of completion of the customer service scheduled courses by the staff.
Performance appraisal
The current performance appraisal requires that the supervisor gives to the employee undergoing the appraisal a form which they should fill and return it within the shortest time possible. Upon receipt of the form, the supervisor ought to fill the supervisor’s section and hand it back to the human resource manager. The appraisal is made up of two key sections, the personal competencies and the social competencies. In the personal competencies section, the appraisal focuses on self-motivation, self-regulation and self-awareness while on the social competencies section, it focuses more on social skills and empathy. The current performance appraisal is satisfactory but to make it even better, it should include an extra section that targets the performance of an employee’s key duties. This would require the employee to look at their job description as was required of them during recruitment or promotion. They would then rate themselves on how they have performed each of the duties that were assigned to th ...
Best practices for employee engagementMutual Force
The document introduces a 50/50 employee engagement model that balances employee engagement factors (input) with organizational health indicators (output). It assigns equal weight (50 points) to factors like manager relationship, work environment, and recognition (input) as well as customer happiness, productivity, and innovation (output). The model aims to measure overall employee engagement by assessing whether both input and output scores are above average (5 points). It provides examples of how the model can identify engagement issues at different organizations. The document also describes how organizations can use feedback and action planning to improve engagement scores according to this model.
The document discusses a case study of National Office Supplies, where the new HR advisor is reviewing the company's performance appraisal methods. It finds that the current graph rating scale method leads to inflated ratings that don't accurately reflect performance. The advisor recommends switching to a 360 degree feedback approach to get more objective inputs from managers, peers and direct reports, in order to make performance appraisals and compensation decisions more valid and meaningful.
This document discusses the importance of strategy execution for companies. It notes that between 70-90% of companies fail to properly execute their strategies. Only 63% of planned performance is actually delivered on average. The key issues are that no one is clearly responsible for execution, employees do not understand what is expected of them, and there is no accountability. It then provides a 13 step process for connecting strategy to daily employee actions through defining success metrics, aligning job roles and goals, using metrics for management, and ongoing communication. The overall message is that effective strategy execution requires focusing employees on measurable results rather than activities.
Employee Motivation 101: 5 HR Tips for ManagementKashish Trivedi
Employee motivation is a complex thing and something most HR professionals have struggled with at some point.
If you’re wondering how to increase employee satisfaction, productivity, and, in turn, business outcomes, you’re not alone.
Psychologists have long debated this topic, and their findings provide a gateway to effective employee management.
In this blog post, we’ll explore the psychology behind employee motivation and dive into the solutions that will make your employees thrive.
In this file, you can ref useful information about performance appraisal hrm such as performance appraisal hrm methods, performance appraisal hrm tips, performance appraisal hrm forms, performance appraisal hrm phrases … If you need more assistant for performance appraisal hrm, please leave your comment at the end of file.
The document discusses six key factors for assessing an organization's health and success:
1. Success and reputation - how the organization defines and communicates success internally
2. Leadership - ensuring leaders communicate frequently and link actions to business conditions
3. Challenging work - ensuring employees' work is appropriately challenging through feedback mechanisms
4. Opportunities for growth - having promotion processes and celebrating promotions
5. Total rewards - communicating a philosophy around various reward programs, not just compensation
6. Sense of community - creating frameworks and culture to foster trust and common purpose among employees
The document advocates reviewing these factors, especially during economic uncertainty, to strengthen organizational foundations.
Target Corporation places strong emphasis on human resources practices like job design, training, recruitment, selection, and performance appraisal. Their detailed job design clarifies employee responsibilities and has improved focus, relationships, and productivity. Target also provides new employees with extensive initial and ongoing training programs. They recruit both internally and externally, using methods like job fairs and social events. Candidate selection is an open process aimed at choosing the most competitive applicants. Performance appraisals at Target use a positive approach to motivate employees and are conducted periodically by supervisors.
Elementary CurriculaBoth articles highlight the fact that middle.docxtoltonkendal
Elementary Curricula
Both articles highlight the fact that middle-class students seem to benefit more from summer reading programs than their lower-SES peers. While we would hope that summer reading programs would have the same positive impact on all students, this information did not totally surprise me. Differences in funding, materials, and ability to recruit enough high-quality teachers for summer programs could be more difficult in lower-socioeconomic areas. In addition, the articles did not dive into other factors in the students’ lives that may be contributing to their performance such as attendance, how well-rested they are, trauma they have experiences that impacts their ability to focus during instruction, and the impact of being taught by a teacher who the students may not know or have a relationship with. Additionally, there could be a mismatch between the instructional practices and the specific needs of the students. Even though summer reading programs are only for a short time, I would challenge teachers to put energy into getting to know the students and building trust with them. This is a key foundation that is needed for learning to take place.
In challenging teachers during summer program and the regular school year to ”break out of the mold” to create better outcomes for students classified with low SES, in addition to building relationships with students, I would encourage them to build connections with their families. This may involve thinking outside the box and leaving their comfort zone. It could entail holding a parent-teacher conference off campus, closer to their home or in their community. It could also include providing resources and instructional videos to parents so they can help support their children at home. There are many parents who want to support their children academically, but they do not know how and may be uncomfortable asking the teacher for assistance. In addition, I would urge teachers to capitalize on the strengths and interests of their students to engage them in learning activities and provide them with opportunities to shine. We do not have to, and should not, be satisfied with the idea that low SES students will automatically not be able to perform. These students are capable of learning and growth just as much as any other student. I think data from test scores that demonstrate a gap between the performance of students classified as economically disadvantaged and not economically disadvantaged has led some people to hold the belief that students classified as low SES will not perform well. I think the way that school “report card” grades are published also perpetuates this belief, as it shows the test scores, but does not provide an explanation of or include any solutions for the many larger societal factors that contribute to those scores including high teacher turn over, lack of resources, child trauma, lack of sleep, lack of nutrition, crime & safety, and education level of parents.
It w.
Elementary Statistics (MATH220)
Assignment:
Statistical Project & Presentation
Purpose:
The purpose of this project is to supplement lecture material by having the students to do a case study on collecting, analyzing, and interpreting data.
***The best way to understand something is to experience it for yourself.
Guideline for Analyzing Data and Writing a Report
Below is a general outline of the topics that should be included in your report.
1.
Introduction.
State the topic of your study.
2.
Define Population.
Define the population that you intend for your study to represent.
3.
Define Variable.
Define clearly the variable that you obtained during your data collection; this should include information on how the variable is measured and what possible values this variable has.
4.
Data Collection.
Describe your data collection process, including your data source, your sampling strategy, and what steps you took to avoid bias.
5.
Study Design.
Describe the procedures you followed to analyze your data.
6.
Results: Descriptive Statistics.
Give the relevant descriptive statistics for the sample you collected.
7.
Results: Statistical Analysis.
Describe the results of your statistical analysis.
8.
Findings.
Interpret the results of your analysis in the context of your original research question. Was your hypothesis supported by your statistical analyses? Explain.
9.
Discussion.
What conclusions, if any, do you believe you can draw as a result of your study? If the results were not what you expected, what factors might explain your results? What did you learn from the project about the population you studied? What did you learn about the research variable? What did you learn about the specific statistical test you conducted?
.
More Related Content
Similar to Running head RESOLVING EMPLOYEE PERFORMANCE ISSUE .docx
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
This document summarizes a research study that analyzed the impact of employee engagement factors on employee performance at an Indonesian palm oil research center (PPKS). The study found that leadership, achievement, and equity factors simultaneously and partially influenced employee performance, but camaraderie did not have a significant partial effect. The document provides background on PPKS and issues with employee performance. It reviews literature on employee engagement factors (leadership, achievement, camaraderie, equity) and performance. The study used a survey to collect data from 78 PPKS employees and analyzed it using multiple linear regression to test hypotheses about the influence of engagement factors on performance.
Workplace environment and its impact on employee performanceTanuj Poddar
The document discusses the impact of workplace environment on employee performance. It argues that employee performance is not primarily determined by salary, but rather by other factors like goal setting, feedback, role clarity, process management, incentives, supervisor support, mentoring and resource availability. A positive workplace environment that engages employees in these areas can boost performance, motivation and retention. Managers play a key role in cultivating such an environment through skills like goal setting, feedback, clarifying expectations, providing resources and support.
Literature ReviewThe role of a Human Resource department is ev.docxSHIVA101531
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
This document provides an overview of employee performance appraisal systems. It discusses the purposes of performance appraisal which include improving performance, identifying potential, and assisting with pay increases. The document outlines the appraisal process, best practices for an effective system, and advantages of performance management which ensure employees and managers are aware of performance expectations and improvements. It emphasizes that appraisal should be an ongoing, continuous process rather than just an annual event.
Case for module 4 you have been the human resources managehoney690131
The human resources manager has been asked to help implement a formal performance appraisal system for software developers at HSS. There are several alternatives for measuring performance, each with pros and cons. Information will need to be gathered to develop the new system, which should be job-related and valid. Rater errors will also need to be mitigated. Regular communication and training of managers can help make appraisals effective while addressing legal requirements.
CCA_Leaders and Corporate Culture Insight PaperRMWildman
This document discusses how corporate culture and leadership impact employee retention and development. It identifies the top 10 reasons why employees leave their jobs, including lack of appreciation, recognition, growth opportunities, and bad management. Effective employee engagement strategies are important for retaining talent, such as recognizing contributions, offering career development, and addressing generational differences. Leading companies attract and retain talent by focusing on employee engagement, empowerment, meaningful work, and leadership development.
Employee engagement ideas and best practicesMutual Force
Employee engagement is more than perks and surveys; it requires leadership development and facilitating employee commitment, passion, and well-being. Current engagement programs rely on outdated surveys and rewards that fail to create real change or understand engagement's impact. Leadership development is key, but managers are often not suited or trained to facilitate engagement. Skilled managers set clear expectations, provide tools for success, and recognize employees. When properly developed and integrated into all business areas using quality technology infrastructure, engagement programs boost performance, retention and growth.
Transition from Annual Performance Evaluations to an Atmosphere of Coaching:
1) Realize the flawed nature of the performance appraisals.
2) Take the steps to get out of your current situation.
3) Identify the common threads of coaching and development.
4) Learn to identify job fit and specialized knowledge about employees.
5) Determine job fit and compatibility with co-workers.
Running Head Talent Acquisition and ManagementTalent Acquisitio.docxtoltonkendal
Running Head: Talent Acquisition and Management
Talent Acquisition and Management
TALENT ACQUISTION AND MANAGEMENT
Name:
Instructor:
Course Title:
Date:
Talent Management Plan
For an organization, the employees are usually the most valuable asset. They therefore ought to be managed in a manner that encourages them to be more productive and more loyal to the organization. There are many means of managing talents and therefore most organizations often get up overwhelmed (Berger, 2010). A talent management system ensures that an organization has the necessary professionals with the required requirements for specific posts. This guarantees that an organization is able to meet their current as well as their future business objectives.
The first step in coming up with an effective talent management plan is to identify the goals of an organization as well as its drivers. Customer service is an integral aspect of any business as it is the image of an organization to its clientele. The organization’s talent management plan focuses on the strengthening of the customer service department. The organization has been focusing on coordinating the training of the customer service department and their competencies to ensure that they sufficiently support the functionality of the organization. The organization ensures that they identify the relevant courses that the department should undertake have been identified. On identification, the courses should be undertaken within a given timeframe (Berger, 2010). The courses should be done be the entire department as well as all the mangers in charge of customer support. The courses are sent to each individual through email and the relevant personnel are expected to give monthly feedback on the relevance and effectiveness of the programs. Similarly quarterly updates are provided by the managers on the rate of completion of the customer service scheduled courses by the staff.
Performance appraisal
The current performance appraisal requires that the supervisor gives to the employee undergoing the appraisal a form which they should fill and return it within the shortest time possible. Upon receipt of the form, the supervisor ought to fill the supervisor’s section and hand it back to the human resource manager. The appraisal is made up of two key sections, the personal competencies and the social competencies. In the personal competencies section, the appraisal focuses on self-motivation, self-regulation and self-awareness while on the social competencies section, it focuses more on social skills and empathy. The current performance appraisal is satisfactory but to make it even better, it should include an extra section that targets the performance of an employee’s key duties. This would require the employee to look at their job description as was required of them during recruitment or promotion. They would then rate themselves on how they have performed each of the duties that were assigned to th ...
Best practices for employee engagementMutual Force
The document introduces a 50/50 employee engagement model that balances employee engagement factors (input) with organizational health indicators (output). It assigns equal weight (50 points) to factors like manager relationship, work environment, and recognition (input) as well as customer happiness, productivity, and innovation (output). The model aims to measure overall employee engagement by assessing whether both input and output scores are above average (5 points). It provides examples of how the model can identify engagement issues at different organizations. The document also describes how organizations can use feedback and action planning to improve engagement scores according to this model.
The document discusses a case study of National Office Supplies, where the new HR advisor is reviewing the company's performance appraisal methods. It finds that the current graph rating scale method leads to inflated ratings that don't accurately reflect performance. The advisor recommends switching to a 360 degree feedback approach to get more objective inputs from managers, peers and direct reports, in order to make performance appraisals and compensation decisions more valid and meaningful.
This document discusses the importance of strategy execution for companies. It notes that between 70-90% of companies fail to properly execute their strategies. Only 63% of planned performance is actually delivered on average. The key issues are that no one is clearly responsible for execution, employees do not understand what is expected of them, and there is no accountability. It then provides a 13 step process for connecting strategy to daily employee actions through defining success metrics, aligning job roles and goals, using metrics for management, and ongoing communication. The overall message is that effective strategy execution requires focusing employees on measurable results rather than activities.
Employee Motivation 101: 5 HR Tips for ManagementKashish Trivedi
Employee motivation is a complex thing and something most HR professionals have struggled with at some point.
If you’re wondering how to increase employee satisfaction, productivity, and, in turn, business outcomes, you’re not alone.
Psychologists have long debated this topic, and their findings provide a gateway to effective employee management.
In this blog post, we’ll explore the psychology behind employee motivation and dive into the solutions that will make your employees thrive.
In this file, you can ref useful information about performance appraisal hrm such as performance appraisal hrm methods, performance appraisal hrm tips, performance appraisal hrm forms, performance appraisal hrm phrases … If you need more assistant for performance appraisal hrm, please leave your comment at the end of file.
The document discusses six key factors for assessing an organization's health and success:
1. Success and reputation - how the organization defines and communicates success internally
2. Leadership - ensuring leaders communicate frequently and link actions to business conditions
3. Challenging work - ensuring employees' work is appropriately challenging through feedback mechanisms
4. Opportunities for growth - having promotion processes and celebrating promotions
5. Total rewards - communicating a philosophy around various reward programs, not just compensation
6. Sense of community - creating frameworks and culture to foster trust and common purpose among employees
The document advocates reviewing these factors, especially during economic uncertainty, to strengthen organizational foundations.
Target Corporation places strong emphasis on human resources practices like job design, training, recruitment, selection, and performance appraisal. Their detailed job design clarifies employee responsibilities and has improved focus, relationships, and productivity. Target also provides new employees with extensive initial and ongoing training programs. They recruit both internally and externally, using methods like job fairs and social events. Candidate selection is an open process aimed at choosing the most competitive applicants. Performance appraisals at Target use a positive approach to motivate employees and are conducted periodically by supervisors.
Similar to Running head RESOLVING EMPLOYEE PERFORMANCE ISSUE .docx (20)
Elementary CurriculaBoth articles highlight the fact that middle.docxtoltonkendal
Elementary Curricula
Both articles highlight the fact that middle-class students seem to benefit more from summer reading programs than their lower-SES peers. While we would hope that summer reading programs would have the same positive impact on all students, this information did not totally surprise me. Differences in funding, materials, and ability to recruit enough high-quality teachers for summer programs could be more difficult in lower-socioeconomic areas. In addition, the articles did not dive into other factors in the students’ lives that may be contributing to their performance such as attendance, how well-rested they are, trauma they have experiences that impacts their ability to focus during instruction, and the impact of being taught by a teacher who the students may not know or have a relationship with. Additionally, there could be a mismatch between the instructional practices and the specific needs of the students. Even though summer reading programs are only for a short time, I would challenge teachers to put energy into getting to know the students and building trust with them. This is a key foundation that is needed for learning to take place.
In challenging teachers during summer program and the regular school year to ”break out of the mold” to create better outcomes for students classified with low SES, in addition to building relationships with students, I would encourage them to build connections with their families. This may involve thinking outside the box and leaving their comfort zone. It could entail holding a parent-teacher conference off campus, closer to their home or in their community. It could also include providing resources and instructional videos to parents so they can help support their children at home. There are many parents who want to support their children academically, but they do not know how and may be uncomfortable asking the teacher for assistance. In addition, I would urge teachers to capitalize on the strengths and interests of their students to engage them in learning activities and provide them with opportunities to shine. We do not have to, and should not, be satisfied with the idea that low SES students will automatically not be able to perform. These students are capable of learning and growth just as much as any other student. I think data from test scores that demonstrate a gap between the performance of students classified as economically disadvantaged and not economically disadvantaged has led some people to hold the belief that students classified as low SES will not perform well. I think the way that school “report card” grades are published also perpetuates this belief, as it shows the test scores, but does not provide an explanation of or include any solutions for the many larger societal factors that contribute to those scores including high teacher turn over, lack of resources, child trauma, lack of sleep, lack of nutrition, crime & safety, and education level of parents.
It w.
Elementary Statistics (MATH220)
Assignment:
Statistical Project & Presentation
Purpose:
The purpose of this project is to supplement lecture material by having the students to do a case study on collecting, analyzing, and interpreting data.
***The best way to understand something is to experience it for yourself.
Guideline for Analyzing Data and Writing a Report
Below is a general outline of the topics that should be included in your report.
1.
Introduction.
State the topic of your study.
2.
Define Population.
Define the population that you intend for your study to represent.
3.
Define Variable.
Define clearly the variable that you obtained during your data collection; this should include information on how the variable is measured and what possible values this variable has.
4.
Data Collection.
Describe your data collection process, including your data source, your sampling strategy, and what steps you took to avoid bias.
5.
Study Design.
Describe the procedures you followed to analyze your data.
6.
Results: Descriptive Statistics.
Give the relevant descriptive statistics for the sample you collected.
7.
Results: Statistical Analysis.
Describe the results of your statistical analysis.
8.
Findings.
Interpret the results of your analysis in the context of your original research question. Was your hypothesis supported by your statistical analyses? Explain.
9.
Discussion.
What conclusions, if any, do you believe you can draw as a result of your study? If the results were not what you expected, what factors might explain your results? What did you learn from the project about the population you studied? What did you learn about the research variable? What did you learn about the specific statistical test you conducted?
.
Elements of Religious Traditions PaperWritea 700- to 1,050-word .docxtoltonkendal
Elements of Religious Traditions Paper
Write
a 700- to 1,050-word paper that does the following:
Describes these basic components of religious traditions and their relationship to the sacred
:
What a religious tradition says—its teachings, texts, doctrine, stories, myths, and others
What a religious tradition does—worship, prayer, pilgrimage, ritual, and so forth
How a religious tradition organizes—leadership, relationships among members, and so forth
Identifies key critical issues in the study of religion.
Includes specific examples from the various religious traditions described in the Week One readings that honor the sacred—such as rituals of the Igbo to mark life events, the vision quest as a common ritual in many Native American societies, or the influence of the shaman as a leader. You may also include examples from your own religious tradition or another religious tradition with which you are familiar.
Format
your paper consistent with APA guidelines
.
Elements of MusicPitch- relative highness or lowness that we .docxtoltonkendal
Elements of Music
Pitch- relative highness or lowness that we hear in a sound.
Tone- sound that has a definite pitch.
(For example striking a bat against a ball does not produce a D# but striking a D#
on a piano does)
Dynamics- the degree of loudness or softness in music
pp pianissimo /very soft
p piano /soft
mp mezzo-piano /medium-soft
mf mezzo-forte /medium-loud
f forte /loud
ff fortissimo /very loud
When dynamics are altered in a piece of music, they are termed as follows:
decrescendo/ diminuendo gradually softer
crescendo gradually louder
Timbre/Tone Color- the character or quality of a sound.
dark, bright, mellow, cool, metallic, rich, brilliant, thin, etc.
Rhythm- a) the flow (or pattern) of music through time. b) the particular arrangement of
note lengths in a piece of music.
Syncopation- An accent placed on a beat where it is not normally expected.
Beat- the steady pulse in a piece of music.
Downbeat- the first or stressed beat of a measure.
Meter- the pattern in which beats are organized within a piece of music.
Examples:
3/4= three beats per measure
4/4= four beats per measure
6/8= six beats per measure
*In some musics, meter is not present- this is termed non-metric.
(Ex: Chant, some 20th century genres, world musics).
Melody- a series of single notes that add up to a recognizable whole.
*A melodic line has a shape -it ascends and descends in a series of continuous pitches.
Sequence- a repetition of a pattern at a higher or lower pitch.
Phrase- A short unit of music within a melodic line.
Cadence- The rest at the end of a musical phrase. Think of this as a musical period at the
end of a sentence.
Harmony- A) How chords are constructed and how they follow each other. B) The
relationship of tones when sounded in a group.
Chord- a combination of three or more tones sounded at once.
Consonance- a stable tone combination in a chord
Dissonance- and unstable tone combination in a chord; usually, an expected
and stable resolution will follow.
Tonic- a) the main key of a piece of music. b) the first note of a scale
Key- the central tone or scale in a piece of music.
(example: A major, b minor)
Modulation- a shift from one key to another within the same piece of music.
Texture- layering of musical sounds or instruments within a piece of music.
Monophonic- single, unaccompanied melodic line.
Homophonic- a melody with an accompaniment of chords.
Polyphonic- th.
Elevated Blood Lead Levels in Children AssociatedWith the Fl.docxtoltonkendal
The percentage of children in Flint, Michigan with elevated blood lead levels increased after the city changed its water source in 2014. Before the change, 2.4% of Flint children under 5 had elevated blood lead levels, but after the change this increased to 4.9%, a statistically significant increase. The neighborhoods with the highest water lead levels experienced the largest increases, with elevated blood lead levels rising from 4.0% to 10.6%. Spatial analysis identified disadvantaged neighborhoods as having the greatest increases in elevated blood lead levels, informing the public health response.
Elements of the Communication ProcessIn Chapter One, we learne.docxtoltonkendal
Elements of the Communication Process
In Chapter One, we learned communication is the process of creating or sharing meaning in informal conversation, group interaction, or public speaking. To understand how the process works, we described the essential elements in the process.
For the following interaction, identify the contexts, participants, channels. message, interference (noise), and feedback.
"Maria and Damien are meandering through the park, talking and drinking bottled water. Damien finishes his bottle, replaces the lid, and tosses the bottle into the bushes at the side of the path. Maria, who has been listening to Damien talk, comes to a stop, puts her hand on her hips, stares at Damien, and says angrily, " I can't believe what you just did! Damien blushes, averts his gaze, and mumbles, "Sorry, I'll get it- I just wasn't thinking." As the tension drains from Maria's face. she gives her head a playful toss, smiles, and says, Well, just see that it doesn't happen again.
1. Contexts
a. Physical
b. Social
c. Historical
d. Psychological
2. Participants
3. Channels
4. Message
5. Interference (Noise)
6. Feedback
.
Elements of Music #1 Handout1. Rhythm the flow of music in te.docxtoltonkendal
Elements of Music #1 Handout
1. Rhythm
the flow of music in terms of time
2. Beat
the pulse that recurs regularly in music
3. Meter
the regular pattern of stressed and unstressed beats
4. Tempo
the speed of the beats in a piece of music
5. Polyrhythm
two or more rhythm patterns occurring simultaneously
6. Pitch
the perceived highness or lowness of a musical sound
7. Melody
a series of consecutive pitches that form a cohesive musical entity
8. Counterpoint
two or more independent lines with melodic character occurring at the same time
9. Harmony
the simultaneous sounds of several pitches, usually in accompanying a melody
10. Dynamics
the amount of loudness in music
11. Timbre
tone quality or tone color in music
12. Form
the pattern or plan of a musical work
Framework for Improving
Critical Infrastructure Cybersecurity
Version 1.1
National Institute of Standards and Technology
April 16, 2018
April 16, 2018 Cybersecurity Framework Version 1.1
This publication is available free of charge from: https://doi.org/10.6028/NIST.CSWP.04162018 ii
No t e t o Rea d er s o n t h e U p d a t e
Version 1.1 of this Cybersecurity Framework refines, clarifies, and enhances Version 1.0, which
was issued in February 2014. It incorporates comments received on the two drafts of Version 1.1.
Version 1.1 is intended to be implemented by first-time and current Framework users. Current
users should be able to implement Version 1.1 with minimal or no disruption; compatibility with
Version 1.0 has been an explicit objective.
The following table summarizes the changes made between Version 1.0 and Version 1.1.
Table NTR-1 - Summary of changes between Framework Version 1.0 and Version 1.1.
Update Description of Update
Clarified that terms like
“compliance” can be
confusing and mean
something very different
to various Framework
stakeholders
Added clarity that the Framework has utility as a structure and
language for organizing and expressing compliance with an
organization’s own cybersecurity requirements. However, the
variety of ways in which the Framework can be used by an
organization means that phrases like “compliance with the
Framework” can be confusing.
A new section on self-
assessment
Added Section 4.0 Self-Assessing Cybersecurity Risk with the
Framework to explain how the Framework can be used by
organizations to understand and assess their cybersecurity risk,
including the use of measurements.
Greatly expanded
explanation of using
Framework for Cyber
Supply Chain Risk
Management purposes
An expanded Section 3.3 Communicating Cybersecurity
Requirements with Stakeholders helps users better understand
Cyber Supply Chain Risk Management (SCRM), while a new
Section 3.4 Buying Decisions highlights use of the Framework
in understanding risk associated with commercial off-the-shelf
products and services. Additional Cyber SCRM criteria we.
Elements of Music Report InstrumentsFor the assignment on the el.docxtoltonkendal
Elements of Music Report Instruments
For the assignment on the elements of music, students will write a report with a minimum of 300 words.
Students must select one element of music that they consider to be the most important element:
Melody
Rhythm
Harmony
Form
When writing the report, be sure you address the following questions:
Why did you select this element from among all the rest?
Do you think that all kinds of music could exist without your selected element? Elaborate on your view.
Describe a piece of music that highlights the use of your selected element.
I encourage students do research on their element of music in order to get ideas for their reports. All reports must be original works!
Do not quote any source or anybody’s thoughts. Quotes are not permitted in this Instruments Report. I am interested in your own personal thoughts, opinions, and the material you have learned from your research.
.
Elements of GenreAfter watching three of the five .docxtoltonkendal
Elements of Genre
After watching three of the five movie clips listed in the
Multimedia
section, above, describe how they fit into a specific genre (or subgenre) as explained in the text. What elements of the film are characteristic of that genre? How does it fulfill the expectations of that genre? How does it play against these expectations?
Your initial post should be at least 150 words in length. Support your claims with examples from required material(s) and/or other scholarly resources, and properly cite any references.
.
Elements of DesignDuring the process of envisioning and designing .docxtoltonkendal
Elements of Design
During the process of envisioning and designing a film, the director, production designer, and art director (in collaboration with the cinematographer) are concerned with several major spatial and temporal elements. These design elements punctuate and underscore the movement of figures within the frame, including the following: setting, lighting, costuming, makeup, and hairstyles. Choose a scene from movieclips.com. In a three to five page paper, (excluding the cover and reference pages) analyze the mise-en-scène.
Respond to the following prompts with at least one paragraph per bulleted topic:
Identify the names of the artists involved in the film’s production: the director, the production designer, and the art director. Describe in separate paragraphs each artist’s role in the overall design process. Conduct additional research if necessary, citing your book, film, and other external sources correctly in APA format.
Explain how the artists utilize lighting in the scene. How does the lighting affect our emotional understanding of certain characters? What sort of mood does the lighting evoke? How does lighting impact the overall story the filmmaker is attempting to tell?
Describe the setting, including the time period, location, and culture in which the film takes place.
Explain what costuming can tell us about a character. In what ways can costuming be used to reflect elements of the film's plot?
Explain how hairstyle and makeup can help tell the story. What might hairstyle and makeup reveal about the characters?
Discuss your opinion regarding the mise-en-scène. Do the elements appear to work together in a harmonious way? Does the scene seem discordant? Do you think the design elements are congruent with the filmmaker’s vision for the scene?
.
Elements of Critical Thinking [WLOs 2, 3, 4] [CLOs 2, 3, 4]P.docxtoltonkendal
This document provides resources for students to develop their critical thinking skills. It includes readings on common misconceptions of critical thinking, combating fake news, and teaching critical thinking. Videos define critical thinking and discuss recognizing fake news. Students are prompted to explain elements of critical thinking, analyze examples demonstrating strong and weak critical thinking, and reflect on applying their education to their career and community.
Elements of DesignDuring the process of envisioning and design.docxtoltonkendal
Elements of Design
During the process of envisioning and designing a film, the director, production designer, and art director (in collaboration with the cinematographer) are concerned with several major spatial and temporal elements. These design elements punctuate and underscore the movement of figures within the frame, including the following: setting, lighting, costuming, makeup, and hairstyles. Choose a scene from movieclips.com. In a three to five page paper, (excluding the cover and reference pages) analyze the mise-en-scène.
Respond to the following prompts with at least one paragraph per bulleted topic:
Identify the names of the artists involved in the film’s production: the director, the production designer, and the art director. Describe in separate paragraphs each artist’s role in the overall design process. Conduct additional research if necessary, citing your book, film, and other external sources correctly in APA format.
Explain how the artists utilize lighting in the scene. How does the lighting affect our emotional understanding of certain characters? What sort of mood does the lighting evoke? How does lighting impact the overall story the filmmaker is attempting to tell?
Describe the setting, including the time period, location, and culture in which the film takes place.
Explain what costuming can tell us about a character. In what ways can costuming be used to reflect elements of the film's plot?
Explain how hairstyle and makeup can help tell the story. What might hairstyle and makeup reveal about the characters?
Discuss your opinion regarding the mise-en-scène. Do the elements appear to work together in a harmonious way? Does the scene seem discordant? Do you think the design elements are congruent with the filmmaker’s vision for the scene?
.
Elements of a contact due 16 OctRead the Case Campbell Soup Co. v..docxtoltonkendal
Elements of a contact due 16 Oct
Read the Case Campbell Soup Co. v. Wentz in the text. Answer the following questions:
1. What were the terms of the contract between Campbell and the Wentzes?
2. Did the Wentzes perform under the contract?
3. Did the court find specific performance to be an adequate legal remedy in this case?
4. Why did the court refuse to help Campbell in enforcing its legal contract?
5. How could Campbell change its contract in the future so as to avoid the unconsionability problem?
Facts:
Per
a
written
contract
between
Campbell
Soup
Company
(a
New
Jersey
company)
and
the
Wentzes
(carrot
farmers
in
Pennsylvania),
the
Wentzes
would
deliver
to
Campbell
all
the
Chantenay
red
cored
carrots
to
be
grown
on
the
Wentz
farm
during
the
1947
season.
The
contract
price
for
the
carrots
was
$30
per
ton.
The
contract
between
Campbell
Soup
and
all
sellers
of
carrots
was
drafted
by
Campbell
and
it
had
a
provision
that
prohibited
farmers/sellers
from
selling
their
carrots
to
anyone
else,
except
those
carrots
that
were
rejected
by
Campbell.
The
contract
also
had
a
liquidated
damages
provision
of
$50
per
ton
if
the
seller
breached,
but
it
had
no
similar
provision
in
the
event
Campbell
breached.
The
contract
not
only
allowed
Campbell
to
reject
nonconforming
carrots,
but
gave
Campbell
the
right
to
determine
who
could
buy
the
carrots
it
had
rejected.
The
Wentzes
harvested
100
tons
of
carrots,
but
because
the
market
price
at
the
time
of
harvesting
was
$90
per
ton
for
these
rare
carrots,
the
Wentzes
refused
to
deliver
them
to
Campbell
and
sold
62
tons
of
their
carrots
to
a
farmer
who
sold
some
of
those
carrots
to
Campbell.
Campbell
sued
the
Wentzes,
asking
for
the
court's
order
to
stop
further
sale
of
the
contracted
carrots
to
others
and
to
compel
specific
performance
of
the
contract.
The
trial
court
ruled
for
the
Wentzes
and
Campbell
appealed.
Issues:
Is
specific
performance
an
appropriate
legal
remedy
in
this
case
or
is
the
contract
unconscionable?
Discussion:
In
January
1948,
it
was
virtually
impossible
to
obtain
Chantenay
carrots
in
the
open
market.
Campbell
used
Chantenay
carrots
(which
are
easier
to
process
for
soup
making
than
other
carrots)
in
large
quantities
and
furnishes
the
seeds
to
farmers
with
whom
it
contracts.
Campbell
contracted
for
carrots
long
ahead,
and
farmers
entered
into
the
contract
willingly.
If
the
facts
of
this
case
were
this
simple,
specific
performance
should
have
been
granted.
However,
the
problem
is
with
the
contract
itself,
which
was
one-sided.
According
to
the
appellate
court,
the
most
direct
example
of
unconscionability
was
the
provision
that,
under
certain
.
Elements for analyzing mise en sceneIdentify the components of.docxtoltonkendal
Elements for analyzing mise en scene
Identify the components of the shot, but explaining the meaning or significance behind those components and connecting the shot to the themes of the film
1. Dominant: Where is the eye attracted first? Why?
2. Lighting key: High key? Low key? High contrast? Some combination of these?
3. Shot and camera proxemics: What type of shot? How far away is the camera from the action?
4. Angle: Is the viewer (through the eye of the camera) looking up or down on the subject? Or is the camera neutral (eye level)?
5. Color values: What is the dominant color? Are there contrasting foils? Is there color symbolism?
6. Lens/filter/stock: How do these distort or comment on the
photographed materials?
7. Subsidiary contrasts: What are the main eye-stops after taking in the dominant?
8. Density: How much visual information is packed into the image? Is the texture stark, moderate, or highly detailed?
9. Composition: How is the two-dimensional space segmented and organized? What is the underlying design?
10. Form: Open or closed? Does the image suggest a window that arbitrarily isolates a fragment of the scene? Or a proscenium arch, in which the visual elements are carefully arranged and held in balance?
11. Framing: Tight or loose? Do characters have little to no room to move, or can they move freely without impediments?
12. Depth: On how many planes is the image composed? Does the background or foreground comment in any way on the midground?
13. Character placement: What part of the framed space do the characters occupy? Center? Top? Bottom? Edges? Why?
14. Staging positions: Which way do the characters look vis-à-vis the camera?
15. Character proxemics: How much space is between the
characters?
What are the 4 distinct formal elements that make up a film's mise en scene?
• staging of the action
• physical setting and decor
• the manner in which these materials are framed
• the manner in which they are photographed
.
Elements in the same row have the same number of () levelsWhi.docxtoltonkendal
Elements in the same row have the same number of (*) levels
Which elements in B O U L A N would be in the same family? Which would have the same number of energy levels? Highest mass? Lowest mass?
Which is more reactive? Uranium or Lithium
Will elements B and U lose electrons in a chemical reactor?
Will elements B and U form positive or negative ions?
Thanks so much (:
.
ELEG 421 Control Systems Transient and Steady State .docxtoltonkendal
ELEG 421
Control Systems
Transient and Steady State
Response Analyses
Dr. Ashraf A. Zaher
American University of Kuwait
College of Arts and Science
Department of Electrical and Computer Engineering
Layout
2
Objectives
This chapter introduces the analysis of the time response of different
control systems under different scenarios. Only first and second order
systems will be considered in details using analytical and numerical
methods. Extension to higher order systems will be developed. Both
transient and steady state responses will be evaluated. Stability analysis
will be analyzed for different kinds of feedback, while investigating the
effect of both proportional and derivative control actions on the
performance of the closed-loop system. Finally systems types and
steady state errors will be calculated for unity feedback.
Outcomes
By the end of this chapter, students will be able to:
evaluate both transient/steady state responses for control systems,
analyze the stability of closed-loop LTI systems,
investigate the effect of P and I control actions on performance, and
understand dominant dynamics of higher order systems.
Dr. Ashraf Zaher
Introduction
3
Test signals
Transient response
Steady state response
Analytical techniques, and
Numerical (simulation) techniques.
Stability (definition and analysis methods),
Relative stability, and
Effect of P/I control actions on stability and performance.
Summary of the used systems:
First order systems,
Second order systems, and
Higher order systems.
Dr. Ashraf Zaher
Test Signals
4 Dr. Ashraf Zaher
Impulse function:
Used to simulate shock inputs,
Laplace transform: 1.
Step function:
Used to simulate sudden disturbances,
Laplace transform: 1/s.
Ramp function:
Used to simulate gradually changing inputs,
Laplace transform: 1/s2.
Sinusoidal function(s):
Used to test response to a certain frequency,
Laplace transform: s/(s2+ω2) for cos(ωt) and ω/(s2+ω2) for sin(ωt).
White noise function:
Used to simulate random noise,
It is a stochastic signal that is easier to deal with in the time domain.
Total response:
C(s) = R(s)*TF(s) = Ctr(s) + Css(s) → c(t) = ctr(t) + css(t)
Fundamentals
5 Dr. Ashraf Zaher
Definitions:
Zeros (Z) of the TF
Poles (P) of the TF
Transient Response (Natural)
Steady State Response (Forced)
Total Response
Limits:
Initial values
Final values
Systems (?Zs):
First order (one P)
Second order (two Ps)
Higher order!
More:
Stability and relative stability
Steady state errors (unity feedback)
First Order Systems
6 Dr. Ashraf Zaher
TF:
T: time constant
Unit Step Response:
1
1
)(
)(
+
=
TssR
sC
)/1(
11
1
1
1
11
)(
TssTs
T
sTss
sC
+
−=
+
−=
+
=
Ttetc /1)( −−=
632.01)( 1 =−== −eTtc
T
e
Tdt
tdc Tt
t
11)( /
0
== −
=
01)0( 0 =−== etc
11)( =−=∞= −∞etc
First Order Systems.
Element 010 ASSIGNMENT 3000 WORDS (100)Task Individual assign.docxtoltonkendal
Element 010 ASSIGNMENT: 3000 WORDS (100%)
Task: Individual assignment (3000 words)
Weighting: 100%
Assessment Case Study:
Greenland Garden Centre
[1]
Jon Smith spread his arms widely as he surveyed his garden centre.
‘Of course the whole market for leisure products and services, especially garden-related products, has been expanding over the last few years. Even so, we have been particularly successful. Partly this is because we are conveniently located, but it is also because we have developed a reputation for excellent service. Customers like coming to us for advice. We have also been successful in attracting some of the ‘personality gardeners’ from television to make special appearances. My main ambition now is to fully develop all of our twelve hectares to make the centre a place people will want to visit in its own right. I envisage the centre developing into almost a mini gardening theme park with special gardens, beautiful grounds and special events.’
Greenland is a large village situated in the Cotswolds, a popular tourist area of the UK. It has an interesting range of shops and restaurants, mainly catering for the tourist trade. About half a mile outside the village is the Greenland Garden Centre. The garden centre is served by a good network of main roads but is inaccessible by public transport.
Growth over the last five years has been dramatic and the garden centre now sells many other goods as well as gardening requisites. It also has a restaurant. It is open seven days a week, only closing on Christmas Day. Its opening hours are Monday– Saturday 9 a.m. to 6 p.m. and Sunday 10 a.m. to 5 p.m. all year round.
Outside the centre
The centre has a large car park which can accommodate about 350 cars. Outside the entrance a map indicates the various areas in the garden centre. Most customers walk round the grounds before making their purchases. The length of time people spend in the centre varies but, according to a recent study, averages 53 minutes during the week and 73 minutes at weekends.
The same study shows the extent to which the number of customers arriving at the garden centre varies depending on the time of year, day of the week, and time of day. There are two peaks in customer numbers, one during the late spring/early summer period and another in the build up to Christmas, as Greenland puts on particularly good Christmas displays.
Indoor sales area
The range of goods has increased dramatically over the past few years and now includes items such as:
pets and aquatics
seeds
fertilisers
indoor pots and plants
gardening equipment
garden lighting
conservatory-style furniture
outdoor clothing
picture gallery
books and toys
delicatessen
wine
kitchen equipment
soft furnishing
outdoor eating equipment
gifts, stationery, cards, aromatherapy products
freshly cut flowers
dried flowers.
Outside sales area
In the open air and in large glasshouses there is a complete range of plants, shrubs and trees. Gre.
ELEG 320L – Signals & Systems Laboratory Dr. Jibran Khan Yous.docxtoltonkendal
ELEG 320L – Signals & Systems Laboratory /Dr. Jibran Khan Yousafzai Lab 4
1
LAB 4: CONVOLUTION
Background & Concepts
Convolution is denoted by:
𝑦[𝑛] = 𝑥[𝑛] ∗ ℎ[𝑛]
Your book has described the "flip and shift" method for performing convolution. First, we
set up two signals 𝑥[𝑘] and ℎ[𝑘]:
Flip one of the signals, say ℎ[𝑘], to form ℎ[−𝑘]:
ELEG 320L – Signals & Systems Laboratory /Dr. Jibran Khan Yousafzai Lab 4
2
Shift ℎ[−𝑘] by n to form ℎ[𝑛 − 𝑘]. For each value of 𝑛, form 𝑦[𝑛] by multiplying and
summing all the element of the product of𝑥[𝑘]ℎ[𝑛 − 𝑘], −∞ < 𝑘 < ∞. The figure
below shows an example of the calculation of𝑦[1]. The top panel shows𝑥[𝑘]. The
middle panel showsℎ[1 − 𝑘]. The lower panel shows𝑥[𝑘]𝑦[1 − 𝑘]. Note that this is a
sequence on a 𝑘 axis. The sum of the lower sequence over all k gives 𝑦[1] = 2.
We repeat this shifting, multiplication and summing for all values of 𝑛 to get the
complete sequence 𝑦[𝑛]:
ELEG 320L – Signals & Systems Laboratory /Dr. Jibran Khan Yousafzai Lab 4
3
The conv Command
conv(x,h) performs a 1-D convolution of vectors 𝑥 and ℎ. The resulting vector 𝑦
has length length(𝑦) = length(𝑥) + length(ℎ) − 1. Imagine vector 𝑥 as being
stationary and the flipped version of ℎ is slid from left to right. Note that conv(x,h) =
conv(h,x). An example of the convolution of two signals and plotting the result is
below:
>> x = [0.5 0.5 0.5]; %define input signal x[n]
>> h = [3.0 2.0 1.0]; %unit-pulse response h[n]
>> y = conv(x,h); %compute output y[n] via convolution
>> n = 0:(length(y)-1); %for plotting y[n]
>> stem(n,y) % plot y[n]
>> grid;
>> xlabel('n');
>> ylabel('y[n]');
>> title('Output of System via Convolution');
ELEG 320L – Signals & Systems Laboratory /Dr. Jibran Khan Yousafzai Lab 4
4
Deconvolution
The command [q,r] = deconv(v,u), deconvolves vector u out of vector v, using long
division. The quotient is returned in vector q and the remainder in vector r such that
v = conv(u,q)+r. If u and v are vectors of polynomial coefficients, convolving them is
equivalent to multiplying the two polynomials, and deconvolution is polynomial
division. The result of dividing v by u is quotient q and remainder r. An examples is
below:
If
>> u = [1 2 3 4];
>> v = [10 20 30];
The convolution is:
>> c = conv(u,v)
c =
10 40 100 160 170 120
Use deconvolution to recover v.
>> [q,r] = deconv(c,u)
q =
10 20 30
r =
0 0 0 0 0 0
This gives a quotient equal to v and a zero remainder.
Structures
Structures in Matlab are just like structures in C. They are basically containers that
allow one
Electronic Media PresentationChoose two of the following.docxtoltonkendal
Electronic Media Presentation
Choose
two of the following types of electronic media:
Radio
Sound recording
Motion pictures
Broadcast television
Research
the history of the media types your team selected. Include the following information in your presentation:
Introduction
Notable founders and parent organizations of your electronic media types
Notable historical dates
Dates of mergers with other radio stations, record production companies, motion picture companies, or television networks to form a large media conglomerate
Date the media types launched their websites, became active on the Internet, or became active in social media integration
Identify past, present, and future challenges confronting these types of media. How has the digital era affected them? Which types are best suited to adapt to the future? Explain why
How do these challenges affect advertising in these organizations--outside companies advertising--and advertising for these media--companies promoting themselves to others? What are innovative advertising strategies these media have engaged in?
What are two similarities and two differences between the two media types?
Conclusion
Present your Electronic Media Presentation.
These are 10- to 12-slideMicrosoft
®
PowerPoint
®
presentations with notes.
.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Communicating effectively and consistently with students can help them feel at ease during their learning experience and provide the instructor with a communication trail to track the course's progress. This workshop will take you through constructing an engaging course container to facilitate effective communication.
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
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
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.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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.
Running head RESOLVING EMPLOYEE PERFORMANCE ISSUE .docx
1. Running head: RESOLVING EMPLOYEE PERFORMANCE
ISSUE 1
RESOLVING EMPLOYEE PERFORMANCE ISSUE
11
Resolving Employee Performance Issue
Resolving Employee Performance Issue
Abstract
Most companies are struggling with the achievement of the set
goals. Among all the resources available, it is important to note
that the employees are the most fundamental. Their
ineffectiveness would thus be extremely disadvantages to a
large number of individuals that are essentially important to
consider. The employee underperformance has been a downfall
for most of the companies. Among the many companies that are
currently facing challenges in employee effectiveness include
the Brime Wear Company, which involves in the activities of
selling clothes online. In this organization, employee
ineffectiveness can be associated to the inability of the follow
2. the right procedures while dealing with employee disciplinary
issues.
The organizational management is currently seeking solutions
which can help in making sure that the organization regains its
general effectiveness, first by regaining the effectiveness of its
employees. According to Devito, (2016), every employee is
motivated by issues differently and thus the first step of the
plan proposed by the study is evaluating the specific
organizational employees that are ineffective and then
identifying the cause of this ineffectiveness. The next step
should then be confronting the employee on a counseling and
skill development session to help them improve their work
performance (Devito, 2016). After that, if no change is
recorded, then the management can issue a warning letter the, a
reprimand before dismissal. The process is procedural and thus
ensuring that every step is clear and that every employee is
treated with respect. The study thus provides an effective model
that an organization can utilize to ensure that at all times,
employees of Brime Wear Company can remain completely
effective and motivated to work.
Introduction
Brime wear is completely conversant with the fact that
organizational employees are the most essential and important
resource in an organization. Resolving employee performance
issues is thus an essentially important issue for the organization
to consider. It is unfortunate that most of the companies have
not invested in understanding the most ideal process they can
use to deal with the issue of employee ineffectiveness. Brime
Wear is among these organizations and it requires a solid
strategy that will be used to handle all cases of employee
ineffectiveness. The employees are delicate resources, and they
are characterized by diverse skills that are important in ensuring
that the workforce is diversified. It is for this among other
reasons that it is important to ensure that they remain
completely effective and motivated to work for the
organization.
3. This study is completely dedicated to providing and justifying a
proposal through which the issues of employee performance can
completely be solved. It is guided by the thesis statement that
“evaluating the cause of employee ineffectiveness and then
creating a strategy to address this issue for every organizational
employee is the right solution for Brime Wear Company to use
because it will help the organization understand the issues that
are causing employees to reduce their effectiveness, address
every performance issue individually for every employee and
completely solve the problems that are contributing to increased
employee ineffectiveness.”
Discussion
For any given organization, the development to achieve its
goals is highly dependent on the input of the employees. They
are the basis of the company since they are responsible for
implementing all the plans made by the management. Therefore,
resolving their issues will see the company in another step of
growth. In Brime Wear Company it is important to note that
there has been tremendous complains from the employees on the
way they are treated. Additionally, company’s management has
experienced the problem of hiring and firing of their workforce
year in year out. Therefore, there is need to come up with the
recommendations that will help the organization to cease the
hiring and firing process, but manage to obtain and sustain a
solid solution.
Criteria upon which recommendations will be based
The recommendations to solve the poor performance by
employees will be based on the cause of the poor performance.
Before the recommendations on the process of solving the
employee performance issues, it is important to develop the
cause of the problem. Employee performance is tied to the
ability to work as well as the motivation they get to perform the
task. Most of the employees are fired because of the inability to
perform and meet their assigned targets. Some of the factors
that cause the employees not to perform in their line of duty are
the lack of ability as well as lack of motivation in the
4. workplace.
Lack of ability
Lack of ability is the absence of some of the essential factors in
the process of carrying out a task. After carrying out a thorough
evaluation of the company and how the employees of the
organization operate, I managed to identify a number of
possible causes to employee ineffectiveness in the work place.
To begin with, the employees failed to perform because they
lack the necessary resources such as the personnel, Time,
supplies or even money. When employees experience issues, it
is advisable that they inform the employer or rather the
management of the challenge instead of trying to carry out the
duty without the resources and thus ending up being shoddy
(Lazaroiu, 2015).
Also, the employees might come across obstacles in their
process of carrying out their duty. Some of the obstacles would
include the inability to agree with different departments, issues
with the clients, issues with the supervisors or any other
obstacles that are not within the control of the employees. It is
necessary that the company’s management come in handy to
help the employee reduce the effect of the obstacles on the
results.
Inadequate skills also proved to be the greatest challenge in the
employee performance. The employees lack the skills necessary
for the duty because they are being promoted to higher positions
before they are ready or rather they are promoted with no
further training and thus having employees with poor leadership
skills. Finally, all the job descriptions have expectations or the
goals that are to be achieved at the end of the process.
Considering this, if the employees have no clear goals or the
expectations are misunderstood, it thus leads to poor
performance.
Lack of motivation
Employees can lack the necessary motivation in the workplace
due to lack of carrots, lack of sticks also burn out. No carrots
mean the absence of the motivation through rewards. If the
5. employees are not rewarded after any attainment of the set
goals, then, it means that their hard work is not recognized. In
the process, they are not motivated to work for their targets.
Also, no sticks, on the other hand, refers to the absence of the
consequences in case the employees do not attain their goals. If
there are no sticks, the employees feel like they can run away
with the wrong that they have done, or even turning in shoddy
work. There is a need for the management to communicate the
consequences of not performing. Finally, burn out of the
employees causes poor performance. The employees are
considered to burn out after some time working and this should
be an indicator to the employer that they are bored and there is
need to bring up some motivation to reenergize the workforce
Data and research findings
According to the research carried out in a bank in Bangladesh,
the employees were issued with questionnaires that were
intended to provide information on the extent to which the
performance appraisal as a way of motivating the employees
affects the employee performance. From the research, the
employee motivation is highly dependent on the leadership
style, and the appraisal they receive from the management. 72%
of the total population strongly agreed that the environment is a
key factor in the employee population. For Brime Wear
Company, the environment involves the support they receive
from the management as well as the stability of the external
environment. Only 4% disagree that the environment does not
affect them in the process if achieving their goals in work and
meeting the already set targets.
Additionally, 52% of the population affirmed that, when
responsibilities are bestowed upon the employees, it motivates
them to perform their duties with much more desire. Only 9%
disagree with the positive influence of responsibility on positive
employee motivation. 65% of the total population interviewed
agreed that promotion increases employee motivation to a great
extent while only 3% disagree. Finally, 72% of the employees
affirmed that recognition and appraisal lead to employee
6. motivation through the feeling of inclusion. The employees feel
part of the company and that their contribution matter to the
performance of the company and thus taking their duties more
seriously.
Analysis of data against criteria
From the data obtained in the research, the four main factors
that would be of importance in the employee performance
improvement is promotion, responsibilities, environment, and
recognition as well as the appraisal. For the company
management to ensure that employees at Brime Wear Company
perform to their best, it is important that they provide them with
the necessary resources for example supply of the necessary
materials and also the training and required coaching. For
example, before any individual is promoted to a leadership
position, he or she should be ensured to go through additional
training which will equip him or her with the necessary skills
need in the new position where roles and duties relies on him or
her. However, more often, the employees may fail to perform
because the absence of consequences of failure to perform. To
avoid such an occurrence, the organization should establish a
disciplinary body which will solely involve in the activities of
creating consequences for any inappropriate action or behavior
by an organizational employee. The disciplinary should be
introduced at early stages before the offense is over the board.
Progressive disciplinary is defined as the attempt to correct the
offensive occurrence in the process of work through counseling,
warnings, and reprimand in a manner that is favorable to the
employee’s environment and behavior. Early recognition of the
presence of a need for the discipline is paramount to ensure that
the process of disciplining an employee does not end up
demoralizing that employee. Additionally, at the end of the
process, if the employee record improvements, there is a need
for them to be rewarded. In this manner, the discipline process
would be positive, and the employee would recognize it as a
method of correction and not punishment (Mujtaba, 2013).
The pre-counseling activity involved in the process is
7. counseling to ensure that the employee understands the
objective of the process. Progressive discipline is a step by step
process, and it involves written warning, letter of reprimand,
suspension, demotion, and finally dismissal. The verbal
counseling process is important in the process of poor employee
performance. Most of the verbal counseling meetings are carried
out in a casual manner which causes the problem to persist. The
process should be formal with a time set for the discussion. The
discussion should be objective in pointing out the weak points
of the work performance and coming up with reasonable
solutions (Sims, 2015). It should be accompanied by the
recording of the session on a counseling book or a diary for
future references to act in future if the same mistake persists.
After the verbal counseling but no improvement is recorded, it
warrants the employee a written warning. The warning should
be objective in its intent and tone. The communication is meant
to be recorded instead of the usual verbal warnings. The
information to the employee at this point is that, if no
improvement is recorded with all the ideal conditions for work
is provided, then a disciplinary action will be taken upon them.
With all these measures through which improvements can be
implemented in the workplace, Brime Wear Company will thus
have a solid plan of adressing employee ineffectiveness. Being
the team that deals with employee behavior and capabilities in
the work place, the human resource department of the
organization has the mandate to involve in all the essential
employee management activivities. These activities should
include a regular evaluation of every employees performance in
the organization. in realization of any performance enhnacement
necessity for any employee, the individuals should then begin
with the first step of employee improvements solution. The
following are the proposed steps that should be followed to
adress employee effectiveness issues by the organization. The
steps begin after the identification of an employee who is less
effectiveness in the organization.
Evaluation of the cause of ineffectiveness for the emeployee. It
8. should be categorised into the following; lack of skills needed
at work, understanding that the organization lacks effective
disciprinary actions for ineffective employees, low motivattion
to work for the organization and lack of sufficient resources to
complete work.
Depending on the category the ineffectiveness of the employee
is grouped, different measures are taken in this group.
For employees that lack skills needed to work, - an employee
development program is established where he and other
employees that might need futher training are trained.
For the ignorant employees who are ineffective because the
organziation does not seem to have a sufficient disciplinary
action for ineffectiveness – a thorough disiplinary action is
established, depending on hisnor her level of ineffectiveness
and attitude at work.
For the lowly motivated employees, - source of their
demotivation is identified and motivation strategies and
measures established.
For those that lack sufficient resources – the organization makes
arrangement to provide the resources needed to work
Evaluation on the performance of the employees after the
measures have been established is carried out.
Determination whether the employees have regained their
effectiveness or not is ade. When they have regained their
effectiveness, there is no need for other measures. In case they
have not, they repeat the first step of ths method again.
Conclusion
A large percentage of the employees do not perform because of
the in availability of the resources and motivation. In a case
where motivation is provided, the employees have no option to
perform. Failure to perform will warrant a progressive
disciplinary process. Before carrying out the process, the
management should first establish the cause of the poor
performance, engage the employee in a one on one official
discussion, then assist the employee to improve. Failure to
9. improve from that point, therefore, would lead to a warning
letter, reprimand and finally dismissal. With Brime Wear
Company implimnting this process the employees of the
organization are likely to remain completely effective and
capable of providing high quality work at all times. Like the
thesis of the study states, therefore, evaluating the issue with
every individual employee and addressing that issue is a
significantly effective method of solving the employee
ineffectiveness issues that the organization is currently facing.
References
Devito, L. B. (2016). Employee Motivation based on the
Hierarchy of Needs, Expectancy and the Two-Factor Theories
Applied with Higher Education Employees. International
Journal of Advances in Management, Economics and
Entrepreneurship, , 3(1), 20.
Lazaroiu, G. (2015). Employee Motivation and Job
Performance. Linguistic and Philosophical Investigations, 14,
97.
Mujtaba, B. G. (2013). Managerial skills and practices for
global leadership. ILEAD Academy.
Sims, R. R. (2015). Leadership: Succeeding in the private,
public, and not-for-profit sectors. Routledge.
10. NRS-451V Singapore Airlines Case Study
(Student paper)
Singapore Airlines was created in 1972 following a
separation from Malaysian Airlines. In the wake of
reorganization, Singapore Airlines undertook aggressive
growth, investing and trading to maximize profitability and
expand market share. Through this change, a new company
philosophy emerged, “Success or failure is largely dictated by
the quality of service it provides” (Wyckoff, 1989). By
reinventing the company infrastructure and introducing new
initiatives focused on excellence in customer service, Singapore
Airlines became a global leader in the service industry,
elevating existing standards among competitors.Evaluation of
Workforce Management Program
The strategy widely utilized by Singapore Airlines to ensure
differentiation in an increasingly competitive market was its
attention to in-flight service. “Good flight service [was]
important in its own right and is a reflection of attention to
detail throughout the airline” (Wyckoff, 1989). This statement
perpetuated the belief that excellence in service was directly
tied to the careful selection and individual performance of in-
flight crews charged with the responsibility of fulfilling the
needs of individual passengers and exuding the levels of service
demanded by the organization. Applicants destined to work as
flight stewards were drawn from a very young population,
typically spanning the ages of 18-25 years of age with high
school equivalency against the English system of education.
Selection of applications was competitive largely due to the
degree of skill, poise, and experience required of its candidates.
These policies led to the on-boarding of a highly skilled and
youthful workforce with positive attitudes and a willingness to
be trained. Critique of this approach revealed several
disadvantages. The most significant being the potential for
greater turnover when hiring a younger population as opposed
to an older, more experienced crew. Experience alone would
11. play some role in the development of new employees, as greater
experience would bring greater poise and confidence. However,
in light of the predominant population Singapore Airlines
catered to, a younger in-flight crew would remedy the
awkwardness likely to be encountered by older clients being
served by older crew members. In addition, a younger crew
would likely be more accepting of new procedures and less
cynical of the requirements of employment.
In light of the young demographic most desired in this role,
recruitment, training and “conversion” processes were both
stringent and comprehensive. All aspects of in-flight service,
including training related to terminology, amenities and food
preparation were provided in great detail, as were training for
emergency preparedness and response to every potential
scenario encountered in the air and on the ground. Formalized
on-boarding, training and continued development were the
hallmarks of the comprehensive workforce program. Even well
into a crew member’s employment, on-going training and
cyclical evaluation provided a mechanism for employees to be
aware of individual performance and gain exposure to methods
of continuous improvement. With an on-going plan of
evaluation, communication, and development, the workforce
was well-positioned for high levels of performance and quality
improvements.
Though it would seem that Singapore Airlines’ work
management program suited the organization well, it greatly
narrowed the pool of applicants and kept many, well-qualified
and experienced candidates from positions that would create
diversity among the largely homogeneous workforce and place
the organization in a better position to serve populations whose
ethnic origins were not of Asian descent. If the organization
aims to be the leader in an increasingly global marketplace, the
workforce must mirror the diverse needs and perceptions of the
greater population.
Advertising Campaign
12. Singapore Airlines is known in the airline industry for its
quality of service. This emphasis on customer service and
customer satisfaction is largely reflective of the Asian culture
for which the company embodies. Attention to detail,
impeccable presentation, and care for others are traits
synonymous with countries of Asian heritage. Similarly, Asian
countries revere conservatism, organization and hierarchy
(Allik, n.d.) so, it would follow that young Asian individuals
demonstrate the same gracious, caring behaviors to others. The
expectation of “gentle, courteous service” is consistent with
these norms and with the approaches taken by the organization.
So much are these standards and stereotypes linked to Asian
culture and the epitome of service, that the symbol applied to
the airline is that of a young Asian woman. This image is
resoundingly more beguiling and traditional, recognized by
nearly 50% of consumers over typical marketing imparted by
competitors, with a marginal recognition of 9.6%. In light of the
positive impact and recognition of the existing marketing
campaign, it was considered advisable to retain the current
marketing strategy.
Systems for Measuring Service Quality
Singapore Airlines has two primary components involved in
measuring service quality. The first is a system to measure
customer complaints and compliments for every 10,000
passengers. The second measurement is a comparative rating of
airline services prepared by the International Research
Associates (INRA).
The first component, customers’ complaints and compliments,
stayed relatively the same despite rapid organizational
expansion. This type of analysis has shown a generally high
satisfaction level, but could be skewed due to the vast areas the
complaints and compliments could cover; from ticket sales and
baggage areas to in-flight crews. To address this concern the
complaints were split between the areas. However, to get an
accurate barometer of customer satisfaction, it was
13. recommended that the airline conduct routine surveys of
customers. Often, customers submitting comments fell into one
of two categories; those having complaints or those having
compliments.
The second component to gauge customer satisfaction involved
the INRA surveys. The airline executives paid particular
attention to these scores as they indicated levels of satisfaction
among the general consumer population and identified areas
requiring continuous improvement. In 1973 Singapore Airlines
scored 68, in 1974 the company scored 74 and in 1979 they
scored 78. The scores of 39 other airlines demonstrated that two
other competitors, Cathy Pacific and Thai International, were
improving rapidly. This provided one indicator of competitive
advantage. In order for Singapore Airlines to stay ahead of their
competitors they would need to evaluate their position against
industry leaders and determine if changes would be needed to
stay competitive, particularly with respect to customer service
and customer satisfaction (Wyckoff, 1989).
Plan to Introduce Slot Machines
Singapore Airlines has responded to many changes in order to
differentiate itself within an increasingly competitive market
place. One responsive action was to remove sleepers, replacing
them with a business class section. Reactions from consumers
were less than favorable. The move strayed from what
consumers came to expect of elite levels of customer service,
which were in large part, due to the attention paid to the
personal needs of its elite customers. Although intended to be
innovative and distinctive, the inclusion of slot machines on
transatlantic flights was another idea met with considerable
consumer dissatisfaction. While potentially generating a new
stream of revenue, the idea only worked to incite passengers
with a new category of charges. In addition to generating cost
for the consumer, the machines took valuable space away from
seats and posed problems in light of weight restrictions (Time,
1981). These changes only compounded issues and introduced
new problems such as the potential for in-flight injury, rather
15. WHAT: Design and develop a 5-minute PPT Presentation that
persuades your classmates to accept or
consider the recommendations—and the criteria used to
determine the recommendations—to the
problem identified in your Recommendation Report.
On-ground sections of this course will conduct the PPT
presentation in class for face-to-face
audience members. Online sections of this course will add
audio and appropriate slide-transition
timing to the PPT and post it for viewing by Bb audience
members.
HOW: Create a 5-minute PPT presentation using 7 to 10 slides.
e, include audio and slide
timing.
presentation to deliver while showing
your slides in class.
appropriate for your audience (your
classmates) and subject.
strategies to demonstrate quality
skills in writing, visual presentation, and audio/speaking.
o Introduces the audience to the
ose of the Recommendation Report
16. o Discusses
solution(s)
will be based
o Concludes with a
conclusion based on
data/findings in the Recommendation Report
based on
discussion in the Recommendation Report
o Provides research references used in Recommendation Report
Please refer to your course textbook for tips on using PPT and
for developing effective visual
presentations. The final version of the PPT Presentation will be
presented in class.
WHY: Companies dedicate resources to attract consumers to
their products and services. Print and
broadcast advertisements, social media, and community
outreach are just some of the ways
companies connect with people. A PPT presentation is another
way companies communicate
information and needs, and it can be an important tool for
17. sharing ideas and pitching new products,
especially within a company or targeted community. This
assignment requires you to build a 5-
ENG 3107: Writing for the Professions—Business & Social
Sciences
Rev.3.10.16
minute PPT presentation that will capture the attention and
imagination of your audience by
introducing them to work completed for your Recommendation
Report. The assignment expands
your skills in effective use of visual presentations, enhances
your understanding of appeals to reason
(ethos, logos, pathos), and promotes your ability to craft
persuasive and informative visual
productions.
Rev.7.20.16
PPT Presentation Grading Criteria
ENG3107: Writing for the Professions-Business & Social
Sciences
College of Professional Studies
18. Criteria Elements of Review Points
Content Introduces audience to the
Discusses
ommended solution(s) will be based;
Concludes with a
conclusion
based on data/findings in report;
ps or course of action to be taken
based on
discussion in report.
Provides research references used in report.
_______/3 pts
Quality &
Organization
Slides