Running head: TOPICS IN I/O PSYCHOLOGY 1
TOPICS IN I/O PSYCHOLOGY 2
Topics in Industrial/Organizational Psychology
John Q. Student
Columbia Southern University
Abstract
The paper presents an overview of seven topics in industrial/organizational (I/O) psychology. These topics include (a) authenticity and the future of I/O psychology, (b) reliability and validity of assessment measures within scientific research, (c) personality assessments, (d) organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB), (e) 360 degree feedback systems, (f) the multi-hurdle staffing model, and (g) the role of needs analysis in the training process. For each topic, the paper presents an overview, as well as the reason for selecting the topic. In addition, the paper presents information about the importance of each topic to the I/O psychology profession, plus any relevant social, ethical, or legal concerns.
Keywords: I/O psychology, authenticity, reliability, validity, personality assessments, OCB, CWB, 360 degree feedback, multi-source feedback (MSF), multi-hurdle staffing model, needs analysis in training development
Topics in Industrial/Organizational Psychology
The paper presents an overview of selected topics from each of seven chapters in the text by Landy and Conte (2009) addressed in the course. The key topics include authenticity, reliability and validity of research measures, personality assessments, organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB). In addition, the paper presents an overview of 360 degree systems, the multi-hurdle staffing model, and the role of needs analysis in developing a training program.
The topics follow the same order as the textbook chapters, and the paper presents a brief overview of each one, along with reasons for choosing the various topics and a brief description of how those topics are important to the I/O psychology profession. In addition, the paper presents any social, ethical, or legal concerns related to each topic. The paper does not present a central theme, but rather serves to demonstrate a grasp on key concepts within each chapter of the Landy and Conte (2009) text.
History and Future of I/O Psychology: Authenticity
Landy and Conte (2009) refer to the concept of authenticity as something or someone that is “real, genuine, not artificial” (p. 7). Authenticity is a new trend in I/O psychology—not found in the literature prior to 1999—reflecting society’s desire to grasp onto things and people that seem “real” in a world of ever-increasing virtual connectivity. I/O psychologists are noting that authenticity is “reflected in the search for ‘good work’ and inspirational leadership” (Landy & Conte, 2009, p. 8). Authenticity and the perception of how authentic a thing or person is will be important in future studies in the I/O psychology profession.
The primary reason for choosing authenticity is that I have long been interested in transformational.
Industrial And Organizational Psychology (SIOP)Jessica Lopez
1. The Society for Industrial and Organizational Psychology (SIOP) is a membership organization for those practicing, teaching, or learning I/O psychology.
2. SIOP provides various resources and support to members, including webinars, continuing education, research grants, and a documents library.
3. SIOP also aims to promote public awareness of I/O psychology and its benefits to members and practitioners.
critically analyze the article attached and post your article anal.docxrichardnorman90310
critically analyze the article attached and post your article analysis to the discussion forum. The original post content should be comprehensive, accurate, and persuasive. Major points should be clearly stated and well supported based upon knowledge gained throughout the program of study. You should not summarize the article but instead, point out areas of agreement with the article information based upon your knowledge of the content, areas of weakness and/or disagreement with the author(s) positions and overall analysis of the content under discussion.
Supporting research should be appropriate for academic discussion and address related concepts. As emerging academics, this is your opportunity to critically evaluate published research. You should also raise questions and seek clarifications from your classmates.
ORIGINAL PAPER
Decent Work: The Moral Status of Labor in Human Resource
Management
Miguel Alzola1
Received: 1 December 2015 / Accepted: 10 March 2017 / Published online: 24 June 2017
� Springer Science+Business Media Dordrecht 2017
Abstract In this paper, I aim to critically examine a set of
assumptions that pervades human resource management
and HR practices. I shall argue that they experience a
remarkable ethics deficit, explain why this is so, and
explore how the UN Global Compact labor principles may
help taking ethics seriously in HRM. This paper contributes
to the understanding and critical examination of the
undisclosed beliefs underlying theory and practice in
human resource management and to the examination of
how the UN Global Compact’s ideal of ‘‘decent work’’
may offer some promising avenues for the development of
ethics in HRM.
Keywords Human resource management � Ethics of
labor � UN Global Compact � Decent work � Property rights
[H]itherto there has been no alternative for those who
lived by their labour, but that of labouring either each
for himself alone, or for a master. But the civilizing
and improving influences of association, and the
efficiency and economy of production on a large
scale, may be obtained without dividing the produc-
ers into two parties with hostile interests and feelings,
the many who do the work being mere servants under
the command of the one who supplies the funds, and
having no interest of their own in the enterprise
except to earn their wages with as little labour as
possible. (John Stuart Mill, Principles of Political
Economy, Book IV, Chapter VII)
The central tenet of this article is that human resources
management research and practices experience a remark-
able ethics deficit, which can be explained by some—often
undisclosed—threshold assumptions and ideals about the
nature of the field and the economic and political institu-
tions in which it is embedded. The invitation of this paper
is to consider whether the United Nations Global Compact
can help remedy such a shortfall.1
The UNGC labor standards—which are derived from
the Internatio.
The five main approaches of psychology are behavioral, cognitive, biological, humanistic, and psychodynamic. The behavioral approach focuses on how environmental stimuli shape learning and behavior. The cognitive approach examines internal mental processes like thinking and memory. The biological approach studies how biology and neuroscience influence behavior. The humanistic approach emphasizes self-actualization, free will, and human potential. The psychodynamic approach developed by Freud focuses on unconscious thoughts and drives and their influence on behavior. Each approach provides a different perspective on understanding human behavior and the mind.
The Success of Business Ethics
Amenia Payne
Columbia Southern University
A moral philosophy that would allow one to systematize, defend, and develop concepts of right and wrong behavior is how James Fieser defines ethics in his 2014 article (Fieser 2014). For over ten years ethics has been present in our society, in fact ethics have been a sector of philosophy for centuries (Morrison 2011). More than half of the ethic theories that are being practiced by business professionals today were developed by Aquinas, Aristotle, Buber, Frankl, Kant, Kohlberg, Mill, and Pawls. This group of philosophers became known as the “Big 8” (Morrison 2011). In the early years of A.D., these individuals were developing theories and concepts. (Morrison 2011). We can provide sufficient evidence that supports the fact concerning the existence of ethical concepts which have been around for quite some time, business ethics on the other hand only date back to the twentieth century (Holland & Albrecht 2013).
With ethical behavior being polluted by corporate America, can business ethics succeed in today's unethical society? Yes, I believe despite its short presence among societies concepts, business ethics are rich with history and destine to succeed in today's unethical culture, but it is imperative that clear reasoning, analysis, and development penetrate fields of academia, psychology, healthcare, and corporate America.
In the early twentieth century, business ethics began to appear in academia during the materialization of business schools that were becoming available to the public (Abend 2013). In 1904, the Universities of California and Yale began addressing their students on the importance of business ethics (Abend 2013). During the 1960’s, fear was ignited among the corporate world do to the exposure of many corporate scandals. A revolution emerged, that resulted in business ethics becoming a required course for students studying business. Business ethics became important for the students entering into the workforce (Abend 2013). In 1961, R.C.Baumhart, a doctoral student at Harvard conducted research to answer the question of “How Ethical are Businessmen?” (Ciulla 2011). As a result of his research, he received information indicating that executives desired knowledge that would assist in improving the ethical practices of their employees (Ciulla 2011).
Business schools have progressively adhered to the challenge of qualifying student to deal with ethical issues that may arise during an organizational life (Nelson et al 2012). Thru this process the schools are ensuring that future business graduates are equipped with the tools and skills to manage ethical issues successfully (Nelson et al 2012). Edward O’Boyle and
Luca Sandonà (2014) used their teaching experience to experiment with popular featured films in order to get students to understand the different ethical areas. The experiment rested on four pillars: popular feature films, a .
Responses1-LA1 The human race is structured in a way that diff.docxronak56
Responses
1-LA1 The human race is structured in a way that different individual have different opinions. Similarly, people might have some similar moral ethics while others differ. The Virtue ethical theory is universal in that attributes are universally recognized as good or bad (The Universal Moral Code). Kant’s and the Utilitarian theories are relative. First, Kant’s theory dwells on the fulfillment of a responsibility. Some responsibilities are accepted in some communities while others do not. Similarly, utilitarianism looks at the consequences of the actions, which differ according to the community.
Ethical relativism and universalism differ in more than one way. However, with the correct attitude towards a particular action, one will be able to distinguish whether it is beneficial or not. Activities that evoke difference in opinions should be minimized at all times. In addition, making sure that the actions are clear so that an individual is able to distinguish between right and wrong is also important. Furthermore, appreciating the different cultures help individuals to adapt to any change brought forward.
Reference
The Universal Moral Code. Retrieved from http://www.universalmoralcode.com/
1-LA2 This is a technological era that we expect more technological discoveries to continue coming in. One of such discoveries is the self-driving car, which makes the effort being put in by human beings almost negligible. Concerns about the vehicle come in when a decision has to be made in the case of an unexpected accident (Why Self-Driving Cars Must Be Programmed to Kill, 2015). Some people will choose to go over the ten people on crossing the road, while others will choose to have the individual by the sidewalk be a sacrifice.
It is very rare for an individual who bought the car to make himself or herself a sacrifice. This means that in the case of an accident, they are bound to run over other people. The self-driving car evokes different views by different people. However, one thing is clear, one has to either kill others or risk dying. In my opinion, I would rather stay die than see ten other people die.
Reference
Why Self-Driving Cars Must Be Programmed to Kill. (2015, October 22). Retrieved from https://www.technologyreview.com/s/542626/why-self-driving-cars-must-be-programmed-to-kill/
2-LA1 From a teleological Virtue Ethic approach, supporters of this theory would conclude that morality is universal. According to Keith (2003), the universal moral code is separated into two sets of statements that involve “do no harm” and “do good.” This concept is based on people acting virtuously. An opposing view may argue the concept of relativism stating a moral code is relative to an individual’s or groups geographical location (Basilthegiant, n.d.). Using an example from Keith’s universal code such as do not murder is something that disproves the opposing view. Some may argue that there are times when murder can be justified such as war or se ...
Prompt What can average employees do in an ethical environment t.docxbfingarjcmc
Prompt:
* What can average employees do in an ethical environment that they can't do in an unethical one?
* If we believe that employees are more attracted to ethical organizations, does that support the contention that moral motives are every bit as powerful as economic ones in peoples' decision making?
* What are the flaws in thinking only about economic motives?
* What are the flaws in thinking only about moral motives?
* Initial Post
*
* First Reply
In an ethical environment employees can report ethical violations without fear of repercussion. "...You and your employer have a special relationship, and each owes the other a modicum of loyalty based on the relationship" (Trevino & Nelson, 2014, p. 131.) As an agent of a company, an employee is a representative of the brand; the brand embraces this loyalty in an ethical environment.
Employees are more attracted to ethical organizations, because loyalty is comforting. The notion supports the contention that moral motives are as powerful as economic ones in peoples' decision making. "The evidence suggests that employees are more attracted to and more committed to ethical organizations" (Trevino & Nelson, 2014, p. 23.) In addition, the clear communication offered by ethical organizations is a key performance indicator of employee retention, as it engages in structured processes.
The flaws in thinking only about economic motives entail an oversight of moral values for short-term fiscal gain. The flaws in thinking only about moral motives are that one may overlook cost-analysis. "The economic responsibilities of a business involve its primary function of producing goods or services that consumers need and want, while making an acceptable profit" (Trevino & Nelson, 2014, p. 325.)
References:
Trevino, L., & Nelson., K. (2014). Managing Business Ethics: Straight Talk About How To Do It
Right. John Wiley and Sons. United States
*
* Second Reply
Average employees could most likely get away with having less than stellar sales in an ethical environment. They could not do that in an unethical environment. Unethical environments will do whatever it takes to get a sale. Sometimes managers will even encourage their sales representatives to engage in deceit to make a sale. Average employees in an ethical environment would be in a situation where their director/manager is more understanding if the market isn’t there.
If we were to believe that employees are more attracted to ethical organizations, it does support the contention that moral motives are every bit as powerful as economic ones in people’s decision making. “A 2006 study found that 82 percent of Americans would actually prefer to be paid less but work for an ethical company than be paid more but work for an unethical company” (Trevino & Nelson, 2017, p. 155). Money is an extremely powerful motivator, but to say that Americans would prefer to work for less money just to .
The document discusses defining core competencies for organizations and leadership. It states that core competencies should focus on 5-7 key areas that are crucial for success. Some important leadership core competencies discussed include:
1. Knowledge - In-depth knowledge and expertise in relevant fields.
2. Communication - Effective communication skills both written and verbal.
3. Strategic thinking - Ability to envision the future and develop strategies.
4. Decision making - Ability to make timely, informed decisions under pressure.
5. Inspiring others - Inspiring and motivating team members.
Examples Of Discourse Analysis
Essay On Business Analytics
Essay On Survey Analysis
Journal Article Analysis Essay example
Business Analysis : Business Analytics Essay
Examples Of Semiotic Analysis
Example Of Meta-Analysis Essay
Textual Analysis Essay example
Example Of A Play Analysis
Example Of Analytic Epidemiology
Decision-Making Model Analysis Essay example
Analytical Essay Examples
Analytic Essay : An Article On Facts
Example Of A Meta-Analysis Paper
Business Analytics
Data Analytic Analysis Paper Example
Artifact Analysis Examples
Example Of Decision Analytic Models
Organizational Analysis Essay examples
Industrial And Organizational Psychology (SIOP)Jessica Lopez
1. The Society for Industrial and Organizational Psychology (SIOP) is a membership organization for those practicing, teaching, or learning I/O psychology.
2. SIOP provides various resources and support to members, including webinars, continuing education, research grants, and a documents library.
3. SIOP also aims to promote public awareness of I/O psychology and its benefits to members and practitioners.
critically analyze the article attached and post your article anal.docxrichardnorman90310
critically analyze the article attached and post your article analysis to the discussion forum. The original post content should be comprehensive, accurate, and persuasive. Major points should be clearly stated and well supported based upon knowledge gained throughout the program of study. You should not summarize the article but instead, point out areas of agreement with the article information based upon your knowledge of the content, areas of weakness and/or disagreement with the author(s) positions and overall analysis of the content under discussion.
Supporting research should be appropriate for academic discussion and address related concepts. As emerging academics, this is your opportunity to critically evaluate published research. You should also raise questions and seek clarifications from your classmates.
ORIGINAL PAPER
Decent Work: The Moral Status of Labor in Human Resource
Management
Miguel Alzola1
Received: 1 December 2015 / Accepted: 10 March 2017 / Published online: 24 June 2017
� Springer Science+Business Media Dordrecht 2017
Abstract In this paper, I aim to critically examine a set of
assumptions that pervades human resource management
and HR practices. I shall argue that they experience a
remarkable ethics deficit, explain why this is so, and
explore how the UN Global Compact labor principles may
help taking ethics seriously in HRM. This paper contributes
to the understanding and critical examination of the
undisclosed beliefs underlying theory and practice in
human resource management and to the examination of
how the UN Global Compact’s ideal of ‘‘decent work’’
may offer some promising avenues for the development of
ethics in HRM.
Keywords Human resource management � Ethics of
labor � UN Global Compact � Decent work � Property rights
[H]itherto there has been no alternative for those who
lived by their labour, but that of labouring either each
for himself alone, or for a master. But the civilizing
and improving influences of association, and the
efficiency and economy of production on a large
scale, may be obtained without dividing the produc-
ers into two parties with hostile interests and feelings,
the many who do the work being mere servants under
the command of the one who supplies the funds, and
having no interest of their own in the enterprise
except to earn their wages with as little labour as
possible. (John Stuart Mill, Principles of Political
Economy, Book IV, Chapter VII)
The central tenet of this article is that human resources
management research and practices experience a remark-
able ethics deficit, which can be explained by some—often
undisclosed—threshold assumptions and ideals about the
nature of the field and the economic and political institu-
tions in which it is embedded. The invitation of this paper
is to consider whether the United Nations Global Compact
can help remedy such a shortfall.1
The UNGC labor standards—which are derived from
the Internatio.
The five main approaches of psychology are behavioral, cognitive, biological, humanistic, and psychodynamic. The behavioral approach focuses on how environmental stimuli shape learning and behavior. The cognitive approach examines internal mental processes like thinking and memory. The biological approach studies how biology and neuroscience influence behavior. The humanistic approach emphasizes self-actualization, free will, and human potential. The psychodynamic approach developed by Freud focuses on unconscious thoughts and drives and their influence on behavior. Each approach provides a different perspective on understanding human behavior and the mind.
The Success of Business Ethics
Amenia Payne
Columbia Southern University
A moral philosophy that would allow one to systematize, defend, and develop concepts of right and wrong behavior is how James Fieser defines ethics in his 2014 article (Fieser 2014). For over ten years ethics has been present in our society, in fact ethics have been a sector of philosophy for centuries (Morrison 2011). More than half of the ethic theories that are being practiced by business professionals today were developed by Aquinas, Aristotle, Buber, Frankl, Kant, Kohlberg, Mill, and Pawls. This group of philosophers became known as the “Big 8” (Morrison 2011). In the early years of A.D., these individuals were developing theories and concepts. (Morrison 2011). We can provide sufficient evidence that supports the fact concerning the existence of ethical concepts which have been around for quite some time, business ethics on the other hand only date back to the twentieth century (Holland & Albrecht 2013).
With ethical behavior being polluted by corporate America, can business ethics succeed in today's unethical society? Yes, I believe despite its short presence among societies concepts, business ethics are rich with history and destine to succeed in today's unethical culture, but it is imperative that clear reasoning, analysis, and development penetrate fields of academia, psychology, healthcare, and corporate America.
In the early twentieth century, business ethics began to appear in academia during the materialization of business schools that were becoming available to the public (Abend 2013). In 1904, the Universities of California and Yale began addressing their students on the importance of business ethics (Abend 2013). During the 1960’s, fear was ignited among the corporate world do to the exposure of many corporate scandals. A revolution emerged, that resulted in business ethics becoming a required course for students studying business. Business ethics became important for the students entering into the workforce (Abend 2013). In 1961, R.C.Baumhart, a doctoral student at Harvard conducted research to answer the question of “How Ethical are Businessmen?” (Ciulla 2011). As a result of his research, he received information indicating that executives desired knowledge that would assist in improving the ethical practices of their employees (Ciulla 2011).
Business schools have progressively adhered to the challenge of qualifying student to deal with ethical issues that may arise during an organizational life (Nelson et al 2012). Thru this process the schools are ensuring that future business graduates are equipped with the tools and skills to manage ethical issues successfully (Nelson et al 2012). Edward O’Boyle and
Luca Sandonà (2014) used their teaching experience to experiment with popular featured films in order to get students to understand the different ethical areas. The experiment rested on four pillars: popular feature films, a .
Responses1-LA1 The human race is structured in a way that diff.docxronak56
Responses
1-LA1 The human race is structured in a way that different individual have different opinions. Similarly, people might have some similar moral ethics while others differ. The Virtue ethical theory is universal in that attributes are universally recognized as good or bad (The Universal Moral Code). Kant’s and the Utilitarian theories are relative. First, Kant’s theory dwells on the fulfillment of a responsibility. Some responsibilities are accepted in some communities while others do not. Similarly, utilitarianism looks at the consequences of the actions, which differ according to the community.
Ethical relativism and universalism differ in more than one way. However, with the correct attitude towards a particular action, one will be able to distinguish whether it is beneficial or not. Activities that evoke difference in opinions should be minimized at all times. In addition, making sure that the actions are clear so that an individual is able to distinguish between right and wrong is also important. Furthermore, appreciating the different cultures help individuals to adapt to any change brought forward.
Reference
The Universal Moral Code. Retrieved from http://www.universalmoralcode.com/
1-LA2 This is a technological era that we expect more technological discoveries to continue coming in. One of such discoveries is the self-driving car, which makes the effort being put in by human beings almost negligible. Concerns about the vehicle come in when a decision has to be made in the case of an unexpected accident (Why Self-Driving Cars Must Be Programmed to Kill, 2015). Some people will choose to go over the ten people on crossing the road, while others will choose to have the individual by the sidewalk be a sacrifice.
It is very rare for an individual who bought the car to make himself or herself a sacrifice. This means that in the case of an accident, they are bound to run over other people. The self-driving car evokes different views by different people. However, one thing is clear, one has to either kill others or risk dying. In my opinion, I would rather stay die than see ten other people die.
Reference
Why Self-Driving Cars Must Be Programmed to Kill. (2015, October 22). Retrieved from https://www.technologyreview.com/s/542626/why-self-driving-cars-must-be-programmed-to-kill/
2-LA1 From a teleological Virtue Ethic approach, supporters of this theory would conclude that morality is universal. According to Keith (2003), the universal moral code is separated into two sets of statements that involve “do no harm” and “do good.” This concept is based on people acting virtuously. An opposing view may argue the concept of relativism stating a moral code is relative to an individual’s or groups geographical location (Basilthegiant, n.d.). Using an example from Keith’s universal code such as do not murder is something that disproves the opposing view. Some may argue that there are times when murder can be justified such as war or se ...
Prompt What can average employees do in an ethical environment t.docxbfingarjcmc
Prompt:
* What can average employees do in an ethical environment that they can't do in an unethical one?
* If we believe that employees are more attracted to ethical organizations, does that support the contention that moral motives are every bit as powerful as economic ones in peoples' decision making?
* What are the flaws in thinking only about economic motives?
* What are the flaws in thinking only about moral motives?
* Initial Post
*
* First Reply
In an ethical environment employees can report ethical violations without fear of repercussion. "...You and your employer have a special relationship, and each owes the other a modicum of loyalty based on the relationship" (Trevino & Nelson, 2014, p. 131.) As an agent of a company, an employee is a representative of the brand; the brand embraces this loyalty in an ethical environment.
Employees are more attracted to ethical organizations, because loyalty is comforting. The notion supports the contention that moral motives are as powerful as economic ones in peoples' decision making. "The evidence suggests that employees are more attracted to and more committed to ethical organizations" (Trevino & Nelson, 2014, p. 23.) In addition, the clear communication offered by ethical organizations is a key performance indicator of employee retention, as it engages in structured processes.
The flaws in thinking only about economic motives entail an oversight of moral values for short-term fiscal gain. The flaws in thinking only about moral motives are that one may overlook cost-analysis. "The economic responsibilities of a business involve its primary function of producing goods or services that consumers need and want, while making an acceptable profit" (Trevino & Nelson, 2014, p. 325.)
References:
Trevino, L., & Nelson., K. (2014). Managing Business Ethics: Straight Talk About How To Do It
Right. John Wiley and Sons. United States
*
* Second Reply
Average employees could most likely get away with having less than stellar sales in an ethical environment. They could not do that in an unethical environment. Unethical environments will do whatever it takes to get a sale. Sometimes managers will even encourage their sales representatives to engage in deceit to make a sale. Average employees in an ethical environment would be in a situation where their director/manager is more understanding if the market isn’t there.
If we were to believe that employees are more attracted to ethical organizations, it does support the contention that moral motives are every bit as powerful as economic ones in people’s decision making. “A 2006 study found that 82 percent of Americans would actually prefer to be paid less but work for an ethical company than be paid more but work for an unethical company” (Trevino & Nelson, 2017, p. 155). Money is an extremely powerful motivator, but to say that Americans would prefer to work for less money just to .
The document discusses defining core competencies for organizations and leadership. It states that core competencies should focus on 5-7 key areas that are crucial for success. Some important leadership core competencies discussed include:
1. Knowledge - In-depth knowledge and expertise in relevant fields.
2. Communication - Effective communication skills both written and verbal.
3. Strategic thinking - Ability to envision the future and develop strategies.
4. Decision making - Ability to make timely, informed decisions under pressure.
5. Inspiring others - Inspiring and motivating team members.
Examples Of Discourse Analysis
Essay On Business Analytics
Essay On Survey Analysis
Journal Article Analysis Essay example
Business Analysis : Business Analytics Essay
Examples Of Semiotic Analysis
Example Of Meta-Analysis Essay
Textual Analysis Essay example
Example Of A Play Analysis
Example Of Analytic Epidemiology
Decision-Making Model Analysis Essay example
Analytical Essay Examples
Analytic Essay : An Article On Facts
Example Of A Meta-Analysis Paper
Business Analytics
Data Analytic Analysis Paper Example
Artifact Analysis Examples
Example Of Decision Analytic Models
Organizational Analysis Essay examples
Recognition, Reification, and Practices of ForgettingEthica.docxdanas19
Recognition, Reification, and Practices of Forgetting:
Ethical Implications of Human Resource Management
Gazi Islam
Received: 3 June 2011 / Accepted: 28 July 2012 / Published online: 17 August 2012
� Springer Science+Business Media B.V. 2012
Abstract This article examines the ethical framing of
employment in contemporary human resource management
(HRM). Using Axel Honneth’s theory of recognition and
classical critical notions of reification, I contrast recogni-
tion and reifying stances on labor. The recognition
approach embeds work in its emotive and social particu-
larity, positively affirming the basic dignity of social
actors. Reifying views, by contrast, exhibit a forgetfulness
of recognition, removing action from its existential and
social moorings, and imagining workers as bundles of
discrete resources or capacities. After discussing why
reification is a problem, I stress that recognition and reifi-
cation embody different ethical standpoints with regards to
organizational practices. Thus, I argue paradoxically that
many current HRM best practices can be maintained while
cultivating an attitude of recognition. If reification is a type
of forgetting, cultivating a recognition attitude involves
processes of ‘‘remembering’’ to foster work relations that
reinforce employee dignity.
Keywords Human resources � Recognition � Dignity �
Frankfurt School � Critical theory � Reification
Introduction
The rapid growth of Human Resource Management (HRM)
has involved attempts to frame HRM’s role in under-
standing the human consequences of the contemporary
world of work (Heery 2008). Such attempts have generated
discussions around the ethics of HRM (Pinnington et al.
2007), varying from principled and ‘‘purist’’ perspectives
drawn from moral theory and philosophy (Rowan 2000) to
more ‘‘user-friendly’’ approaches that mix ethical-theoret-
ical foundations and formulate managerial guidelines for
practice (Winstanley and Woodall 2000; Heery 2008).
More recent approaches to HRM have begun to emerge
from critical theory, focusing on ideological and exploit-
ative aspects of HRM, and challenging mainstream
approaches to ethics by combining a practice-based
approach with a critical lens (Greenwood 2002).
The growing importance of critical ethical approaches
brings with it an increased focus on ‘‘macro’’ critiques of
HRM (Townley 1993; Islam and Zyphur 2008), calling into
question the ethical grounding of the field in general
(Greenwood 2002). While traditional views frame human
resources as costs to be minimized or resources to be
deployed strategically, critical ethical views highlight the
potentially problematic idea of ‘‘using’’ people (Green-
wood 2002), inherent in such framings. In Simon’s (1951)
seminal work, the employee is defined as one who ‘‘permits
his behavior to be guided by a decision reached by another,
irrespective of his own judgment as to the merits of that
decision’’ (p. 21), a characte.
Recognition, Reification, and Practices of ForgettingEthica.docxaudeleypearl
Recognition, Reification, and Practices of Forgetting:
Ethical Implications of Human Resource Management
Gazi Islam
Received: 3 June 2011 / Accepted: 28 July 2012 / Published online: 17 August 2012
� Springer Science+Business Media B.V. 2012
Abstract This article examines the ethical framing of
employment in contemporary human resource management
(HRM). Using Axel Honneth’s theory of recognition and
classical critical notions of reification, I contrast recogni-
tion and reifying stances on labor. The recognition
approach embeds work in its emotive and social particu-
larity, positively affirming the basic dignity of social
actors. Reifying views, by contrast, exhibit a forgetfulness
of recognition, removing action from its existential and
social moorings, and imagining workers as bundles of
discrete resources or capacities. After discussing why
reification is a problem, I stress that recognition and reifi-
cation embody different ethical standpoints with regards to
organizational practices. Thus, I argue paradoxically that
many current HRM best practices can be maintained while
cultivating an attitude of recognition. If reification is a type
of forgetting, cultivating a recognition attitude involves
processes of ‘‘remembering’’ to foster work relations that
reinforce employee dignity.
Keywords Human resources � Recognition � Dignity �
Frankfurt School � Critical theory � Reification
Introduction
The rapid growth of Human Resource Management (HRM)
has involved attempts to frame HRM’s role in under-
standing the human consequences of the contemporary
world of work (Heery 2008). Such attempts have generated
discussions around the ethics of HRM (Pinnington et al.
2007), varying from principled and ‘‘purist’’ perspectives
drawn from moral theory and philosophy (Rowan 2000) to
more ‘‘user-friendly’’ approaches that mix ethical-theoret-
ical foundations and formulate managerial guidelines for
practice (Winstanley and Woodall 2000; Heery 2008).
More recent approaches to HRM have begun to emerge
from critical theory, focusing on ideological and exploit-
ative aspects of HRM, and challenging mainstream
approaches to ethics by combining a practice-based
approach with a critical lens (Greenwood 2002).
The growing importance of critical ethical approaches
brings with it an increased focus on ‘‘macro’’ critiques of
HRM (Townley 1993; Islam and Zyphur 2008), calling into
question the ethical grounding of the field in general
(Greenwood 2002). While traditional views frame human
resources as costs to be minimized or resources to be
deployed strategically, critical ethical views highlight the
potentially problematic idea of ‘‘using’’ people (Green-
wood 2002), inherent in such framings. In Simon’s (1951)
seminal work, the employee is defined as one who ‘‘permits
his behavior to be guided by a decision reached by another,
irrespective of his own judgment as to the merits of that
decision’’ (p. 21), a characte ...
This study examines whether people truly behave rationally as assumed in many economic models. The author surveys 227 University of San Diego undergraduate students, asking them to complete two games: Prisoner's Dilemma and a Pick-the-Average game. Contrary to the hypotheses, factors like being an economics major or having a higher GPA did not significantly impact rational decision making. While some limitations exist, the study questions the validity of Rational Choice Theory and assumptions of rational behavior in economic models. The results indicate people may not behave uniformly or predictably rationally as assumed.
Week 1 Ethical Behavior and Theory in AccountingDawn Church
The document summarizes a presentation on ethics and ethical theories. It discusses the definition of ethics, reasons for studying ethics, bases of ethical theory, primary ethical challenges in accounting/auditing, and five ethical theories (utilitarianism, egoism, deontological ethics, categorical imperative, virtue ethics). It provides examples of how these theories relate to and can conflict within accounting/auditing contexts.
Research Paper Presentation Organizational Change - AcademicPaper.net Academic Paper Inc.,
Topic : Organizational Change
Type Of Document : Research Paper
Desired style of Citation : APA
Number Of Sources : 5
Desired Number Of Pages : 1 (Min 250 Words)
Educational Level : Undergraduate
Implicit theories and their implications over talent development policies and...Lia Steindler
Carol Dweck and her colleagues became interested in students' attitudes about failure. They noticed that some students rebounded while other students seemed devastated by even the smallest setbacks. After studying the behavior of thousands of people, Dr. Dweck coined the terms fixed mindset and growth mindset to describe the underlying beliefs people have about learning and intelligence. Her research has important implications over talent development as well as over management and leadership.
Implicit theories and their implications over talent development policies and...Lia Steindler
This document discusses how implicit theories, as defined by Carol Dweck, can provide insights into talent recruitment, development, and high-potential identification practices in companies. It describes Dweck's research showing that people can hold either incremental theories (believing abilities can grow) or entity theories (believing abilities are fixed). Companies tend to foster either an incremental or entity culture depending on how they give feedback and handle mistakes. An incremental culture is better for innovation while an entity culture works for roles requiring strict execution. Understanding a company's implicit theories can reveal its actual values and management approach beyond any rhetoric.
CONM 7050 Research Methods For Construction Management.docxwrite31
This document discusses research on young people's motivations for pursuing careers in construction. It summarizes several research studies that applied the Theory of Planned Behavior to understand factors influencing career choice. The studies found that previous experience in construction and motivations like job security, helping family/community, and enjoying hands-on work were among the key reasons young people chose construction careers. Presenting a holistic view of these diverse motivations could help attract more young talent to the industry.
Read each of the posts bellow A, B and C and respond to each with .docxcatheryncouper
Read each of the posts bellow A, B and C and respond to each with 100 words.1 reference each
DISCUSSION A 100 words 1 reference
Class, might the same method be used effectively to create a policy decision for the public-sector as in the private-sector?
DISCUSSION B 100 words 1 reference
Policy analysts are often faced with multiple advocacy choices when developing a policy recommendation. These choices are known as advocative claims. What are the characteristics of an advocative claim?
Advocative claims have four different main characteristics that are actionable, prospective, value laden, and ethically complex (Dunn, 2008). The claims below are described by Dunn as:
· Actionable.Advocative claims focus on actions that may be taken to resolve a policy problem. Although advocative claims require prior information about what will occur and what is valuable, they go beyond questions of "fact" and "value" and include arguments about what should be done to solve a problem (Dunn, 2008).
· Prospective.Advocative claims are prospective, because they occur prior to the time that actions are taken (ex ante). While policy-analytic procedures of monitoring and evaluation are retrospective, because they are applied after actions are taken (ex post), forecasting and recommendation are both applied prospectively (ex ante) (Dunn, 2008).
· Value laden.Advocative claims depend as much on "facts" as they do on "values." To claim that a particular policy alternative should be adopted requires not only that the action being recommended will have the predicted consequences; it also requires that the predicted consequences are valued by individuals, groups, or society as a whole (Dunn, 2008).
· Ethically complex.The values underlying advocative claims are ethically complex. A given value (e.g., health) may be regarded as both intrinsic and extrinsic. Intrinsic values are those that are valued as ends in themselves; extrinsic values are those that are valued because they will produce some other value. Health may be regarded as an end in itself and as a condition necessary for the attainment of other values, including security, freedom, and self-actualization. Similarly, democratic participation may be valued as an end in itself (intrinsic value) and a means to political stability (extrinsic value) (Dunn, 2008).
Each claim focuses on some sort of action or value that is perceived or occurred. The claims further describe the different choices that may occur when further developing policy recommendation.
What methods of advocative claims affect a public policy recommendation?
Public choice and the multiple legitimate stakeholders is one of the methods that affect public policy recommendations that I see more than others. With the numerous people that feel that their stake in the policy is the most important can cause the policy to be skewed towards whom benefits the most from the policy (Dunn, 2008). This can be problematic when it pertains to safety and people's fr ...
The presentations should analyze the reading and its connections t.docxgabrielaj9
The presentations should analyze the reading and its connections to the concepts covered in the text in the previous weeks. Provide additional analysis that connects the reading to concepts (pro or con) from your own current organization of T-Mobile
Week Five Topic: "Organizational Justice;" how Senior Leadership can create a climate/culture that fosters fairness.
Text Reading 7.2 "The Management of Organizational Justice"
READING 7.2: The Management of Organizational Justice
Russell Cropanzano
David E. Bowen
Stephen W. Gilliland
Executive Overview
Organizational justice has the potential to create powerful benefits for organizations and employees alike. These include greater trust and commitment, improved job performance, more helpful citizenship behaviors, improved customer satisfaction, and diminished conflict. We demonstrate the management of organizational justice with some suggestions for building fairness into widely used managerial activities. These include hiring, performance appraisal, reward systems, conflict management, and downsizing.
Justice, Sir, is the greatest interest of man on earth
—Daniel Webster
Business organizations are generally understood to be economic institutions. Sometimes implicitly, other times explicitly, this “rational” perspective has shaped the relationship that many employers have with their workforce (Ashforth & Humphrey, 1995). Many organizations, for example, emphasize the quid pro quo exchange of monetary payment for the performance of concrete tasks (Barley & Kunda, 1992). These tasks are often rationally described via job analysis and formally appraised by a supervisor. Hierarchical authority of this type is legitimized based upon the manager’s special knowledge or expertise (Miller & O’Leary, 1989). Employee motivation is viewed as a quest for personal economic gain, so individual merit pay is presumed to be effective. Using the rational model, one can make a case for downsizing workers who are not contributing adequately to the “bottom line.” And the rational model is found at the heart of the short-term uptick in the stock price of firms that carry out aggressive cost-cutting measures (Pfeffer, 1998).
Businesses certainly are economic institutions, but they are not only economic institutions. Indeed, adherence to this paradigm without consideration of other possibilities can have problematic side effects. Merit pay is sometimes ineffective (Pfeffer & Sutton, 2006), downsizing often has pernicious long-term effects (Pfeffer, 1998), and bureaucratic management can straitjacket workers and reduce innovation. We should attend to economic matters, but also to the sense of duty that goes beyond narrowly defined quid pro quo exchanges. It includes the ethical obligations that one party has to the other. Members may want a lot of benefits, but they also want something more. Organizational justice—members’ sense of the moral propriety of how they are treated—is the “glue” that allows people to work tog.
Sample Summaries of Emily Raine’s Why Should I Be Nice to You.docxagnesdcarey33086
Sample Summaries of Emily Raine’s “Why Should I Be Nice to You”
Sample Summary 1
Most people at some point in their life have worked in the service industry. This particular
industry can be quite satisfying whether it be working in fine dining, as a cocktail waitress, or at a local
diner, but for Emily Raine, who had done all of these things, the only place she ever felt “whipped” was
working as a barista at one of largest specialty coffee chains in the world (358). Raine is bothered by
how the café industry has set up the impersonal server/customer relationship and feels the best way to
solve the issue is be to “be rude” (365). In 2005, Raine expanded in an essay that appeared in the
online journal, Bad Subjects, on her frustration within the service industry and what good service really
means.
Good service in the coffee industry does not require much skill these days. Most people are
usually talking on their cell phone while ordering their daily coffee and pastry while also paying and then
out as fast as they walked into the café probably not even noticing or acknowledging any interaction
with the people serving. The coffee sector has recognized this and has set up the counters as linear
coffee bars that act the same as an assembly line. The workers are trained and assigned specific jobs in
the coffee preparing process, such as taking the order, handling the money, making the drink, to
delivery. This makes the interaction with the customer very limited, mostly just seconds. This is where
Raine feels some of the problem with the customer and server interaction. Although this is the most
effective and efficient way of working, Raine describes productive work as “dreary and repetitive” (359).
Since the 1960’s companies have been branding themselves with the quality of having “good
service” distinguishing them from the rest of the competition. Raines explains that in good service there
is an exchange between two parties: “the ‘we’ that gladly serves and the ‘you’ that happily receives,”
but also a third party, the boss, which is the ultimate decider on exactly what good service will be (360).
Companies in the service industry must market their products on servers’ friendliness; therefore
it is monitored and controlled from the people on top. Raine notes that cafés “layouts and management
styles” help create a cozy atmosphere that plays a factor in good service, but in a way that will not
disrupt the output (361). In Raine’s essay, she gives the example of an employee Starbucks has
branded; “The happy, wholesome perfume-free barista” (361). She points out that the company offers
workers stock options, health insurance, dental plans, as well as other perks of discounts and giveaways,
while also using moving personal accounts from workers who “never deemed corporate America could
care so much” (362). Raines also adds that the company does not give into unionization and although
the company pay.
SAMPLEExecutive Summary The following report is an evalua.docxagnesdcarey33086
SAMPLE:
Executive Summary
The following report is an evaluation of multiple facets of the Uruguayan economy, its overall investment attractiveness, and feasibility of doing business. After conducting research and analysis on the country in areas such as legal frameworks, fiscal policy, trade relations, infrastructure, housing, and monetary policy, Uruguay proves to be an economy of strong opportunity when evaluated against its regional/continental partners, but with significant and pressing challenges that would place the nation lower when considered at a global level. The national government and political system are proven to be stable, offering legal protections and investment frameworks that are comparable to developed economies. As a member of MERCOSUR and independently, Uruguay has ratified trade agreements, particularly with developed nations and Latin America, in a variety of structures, namely goods, services, investment promotion and protection, public procurement, and double taxation avoidance. The country offers valuable exports, and derives its imports significantly from MERCOSUR members in which people, goods, and currency are permitted to move freely. Uruguay has shown strong numbers in growth, particularly GDP and unemployment rate. Having reacted appropriately to an economic and banking crisis in the early 2000s, Uruguay was one of the few countries that was not significantly impacted by the 2008-09 economic crisis. The housing market has also seen considerable growth and looks to continue growing as the level of foreign direct investment in construction increases. Challenges that have limited the country and are foreseeable as continuing to limit Uruguay’s attractiveness include a public banking system that offers limited access to credit, undesired volatility in prime rate lending, seemingly unsustainable fiscal policy, and a lack of coordination in monetary and exchange rate policies. Given the widespread availability and transparency of information on the country and having taken all these factors into consideration, we determine Uruguay to be one of best investment opportunities in terms of a Latin American scope, but as still significantly behind developed economies. A total score of 30.5 points out of a possible 55 was assigned.
Description and Analysis of Each Measured Attribute
A.1 Government Expenditure, Tax System, Rule of Law, and Education System - 2/5; This ranking reflects Uruguay’s controlled government spending and competitive tax rate. The tax free zones are a great way to incentivize companies to operating in Uruguay. However, it does take into account the difficult experiences that corporations undergo in paying taxes. Uruguay benefits from a mature democracy with a stable political system and independent judiciary system. Uruguay has a well-established education system that provides free education and equal access to all students through the university level. However, the socioeconomic gap become.
Sample Student Industry AnalysisExecutive SummaryCom.docxagnesdcarey33086
Sample Student Industry Analysis
Executive Summary
Company Description
Seg and Cycle the City is a Koblenz, Germany based company specializing in offering rentals for recreational vehicles (Segways, bikes, tandems and inline skates), guiding and informational services to mainly tourists, locals and their visitors, students or for event entertainment purposes. The company will begin operations in April, 2010, as a Limited Liability Company (Unternehmensgesellschaft). The company will take advantage of the increasing popularity of Segway scooters: two-wheeled, self-balancing electric vehicles invented by Dean Kamen in 2001, as a new, more exiting and relaxing alternative to walking tours for tourists to enjoy the sights and atmosphere of the city. Also, the company will provide high quality MP3 Audio-City Guides to capture the large number of visitors who are more independent-minded, not willing to participate in guiding services offered by the tourism board of Koblenz and thereby gain significant market share.
Mission Statement
“Seg and Cycle the City is a speciality tour operator committed to providing a unique, entertaining, memorable and educational experience of the city that meets the needs of both kinds of tourists: those who seek a guided experience and those who are more independent minded.
We will take pride in doing our best to present our city tour in a memorable way and leave our customers with the image that Koblenz is a place to go back to. We will achieve this by building strong personal relationships with our customers during our guided tours and by suggesting journeys for the individual exploration.
As an advocate for sustainability, we want to promote the use of environmentally friendly transportation devices and, thereby, improve the image of our beloved city. We will also fulfil this mission of sustainability by providing an affordable opportunity for college students to rent a bike.”
Industry Analysis & Trends
The services provided by Seg and Cycle the City as a player in the service industry are affected by the developments in the recreational and sports equipment rental trade and by developments in the city and bike tourism industry in Germany, Rhineland Palatinate and, specifically, Koblenz.
Size and Growth
The personal service industry in Germany generally shows a stable performance with relatively stable revenue regardless of the difficult economic situation. A high employment rate, increased wages, and a decreasing inflation rate have increased disposable income, which especially benefits the leisure industry (German Chamber of Commerce e.V).The following graph shows that the service industry (blue line), as the leading sector concerning economic added value in the Koblenz (including surrounding communities) underwent major growth compared to other main sectors from 1992 to 2005. Since 2004, growth rate appears to be stable and rather low, but remains in a leading position.
Travel Germany, Rhineland-Pa.
SAMPLING MEAN DEFINITION The term sampling mean is.docxagnesdcarey33086
The document provides definitions and explanations of statistical concepts including:
- Sampling mean, which is an estimate of the population mean based on a sample.
- Sample variance, which measures the spread or variation of values in a sample from the sample mean.
- Standard deviation, which is the square root of the sample variance and measures how dispersed the values are from the mean.
- Hypothesis testing, which determines the validity of claims about a population by distinguishing rare events that occur by chance from those unlikely to occur by chance.
- Decision trees, which use a tree structure to systematically layout and analyze decisions and their potential consequences.
SAMPLING MEANDEFINITIONThe term sampling mean is a stati.docxagnesdcarey33086
SAMPLING MEAN:
DEFINITION:
The term sampling mean is a statistical term used to describe the properties of statistical distributions. In statistical terms, the sample meanfrom a group of observations is an estimate of the population mean. Given a sample of size n, consider n independent random variables X1, X2... Xn, each corresponding to one randomly selected observation. Each of these variables has the distribution of the population, with mean and standard deviation. The sample mean is defined to be
WHAT IT IS USED FOR:
It is also used to measure central tendency of the numbers in a database. It can also be said that it is nothing more than a balance point between the number and the low numbers.
HOW TO CALCULATE IT:
To calculate this, just add up all the numbers, then divide by how many numbers there are.
Example: what is the mean of 2, 7, and 9?
Add the numbers: 2 + 7 + 9 = 18
Divide by how many numbers (i.e., we added 3 numbers): 18 ÷ 3 = 6
So the Mean is 6
SAMPLE VARIANCE:
DEFINITION:
The sample variance, s2, is used to calculate how varied a sample is. A sample is a select number of items taken from a population. For example, if you are measuring American people’s weights, it wouldn’t be feasible (from either a time or a monetary standpoint) for you to measure the weights of every person in the population. The solution is to take a sample of the population, say 1000 people, and use that sample size to estimate the actual weights of the whole population.
WHAT IT IS USED FOR:
The sample variance helps you to figure out the spread out in the data you have collected or are going to analyze. In statistical terminology, it can be defined as the average of the squared differences from the mean.
HOW TO CALCULATE IT:
Given below are steps of how a sample variance is calculated:
· Determine the mean
· Then for each number: subtract the Mean and square the result
· Then work out the mean of those squared differences.
To work out the mean, add up all the values then divide by the number of data points.
First add up all the values from the previous step.
But how do we say "add them all up" in mathematics? We use the Roman letter Sigma: Σ
The handy Sigma Notation says to sum up as many terms as we want.
· Next we need to divide by the number of data points, which is simply done by multiplying by "1/N":
Statistically it can be stated by the following:
·
· This value is the variance
EXAMPLE:
Sam has 20 Rose Bushes.
The number of flowers on each bush is
9, 2, 5, 4, 12, 7, 8, 11, 9, 3, 7, 4, 12, 5, 4, 10, 9, 6, 9, 4
Work out the sample variance
Step 1. Work out the mean
In the formula above, μ (the Greek letter "mu") is the mean of all our values.
For this example, the data points are: 9, 2, 5, 4, 12, 7, 8, 11, 9, 3, 7, 4, 12, 5, 4, 10, 9, 6, 9, 4
The mean is:
(9+2+5+4+12+7+8+11+9+3+7+4+12+5+4+10+9+6+9+4) / 20 = 140/20 = 7
So:
μ = 7
Step 2. Then for each number: subtract the Mean and square the result
This is t.
sampleReportt.docx
Power Electronics
Contents Comment by adtaylor: This table of contents is clear and precise: I can see the flow of ideas and were the report will go
1.1 Introduction 2
1.2 Aim 2
1.3 Objectives 2
2.1 Diode Origins 3
2.1.1 Early Diodes 3
2.1.2 Thermionic Diodes 3-4
2.1.3 Crystal Diodes 4
2.2 Diode Fundamentals 5
2.2.1 Semiconductors 5
2.2.2 Doping 5-6
2.2.3 PN Junctions 6
2.2.4 Forward and Reverse Bias 7
2.3 Diode Operation 8
2.3.1 PN Junction Diode 8
2.3.2 Diode DC Operation 9
2.3.3 Diode AC Operation 10
2.4 Full Wave Bridge Rectification 11
2.4.1 Bridge Configuration 11
2.4.2 Diode Conduction Pairing 11
2.5 Three Phase Full Wave Bridge Rectification 12
2.5.1 Bridge Configuration 12
2.5.2 Diode Conduction Sequence 12-14
2.5.3 Output Voltage and current characteristics 14-15
3 Lab Report 16
3.1 Lab Report Objectives 16
3.2 Lab Report important notes 16
3.3 Output Signal 17
3.4 Output Signal (D1 removed) 18
3.5 Output Signal (D5 removed) 19
3.6 Output Signal (D6 removed) 20
4 Results, Comparisons and Discussions 21-22
5 Conclusions 23
6 References 24
1.1 Introduction
1. Rectifiers are electrical devices that convert an AC supply into a DC output through a process known as rectification. The theory of rectification has been around for over one hundred years, when early discoveries uncovered the unidirectional current flow (polarity dependent) in vacuum valves and crystal (solid state) devices. These devices were known as rectifiers; however the naming convention was changed in 1919 to diode. The name diode was derived from the Greek words ‘dia’ (through) and ‘ode’ (path). Comment by adtaylor: I don’t really think this sort of thing is necessary: the project report is supposed to be on investigating these devices or technology, not its 100 year old history.
When the marker sees this sort of thing, the first thing that springs to mind is that the student is padding out their report. It is very clear when this happens
2. Diodes are commonly known as switching devices; however due to there complex non-linear voltage and current characteristics, there applications have become numerous depending on the PN junction construction. Some special diode applications are as follows: Comment by adtaylor: This is good in an introduction, giving the reader some background on the device and what it does: this is the objective of this report after all
a. Voltage regulator (Zener diodes),
b. Tuners (Varactor diodes),
c. RF oscillators (Tunnel diodes), and
d. Light emitters (LED’s).
1.2 Aim
1. To observe the operation of a three phase uncontrolled rectifier circuit with a purely resistive load. Comment by adtaylor: This aim i.
Sample Investment PropertyAverage InlandSan Diego HomeASSUMPTION.docxagnesdcarey33086
This document provides a 30-year pro forma analysis of an investment property in San Diego, California. It outlines key assumptions and projected financial details including purchase price, loan amounts, rental income, operating expenses, debt service, cash flows, taxes, and projected property value over 30 years. The analysis estimates an after-tax cash flow of $36,359.19 in year 1 and projected property value growth from $500,000 to nearly $1,000,000 over the 30-year period.
SAMPLE Project (Answers and explanations are in red)I opened t.docxagnesdcarey33086
SAMPLE Project (Answers and explanations are in red)
I opened the Week 1 Project from Doc Sharing.
Projects
Project 1: Working With the Data Editor.
Downloading Statdisk
1) First go to the website at www.statdisk.org and then scroll down to the bottom of the page to download
the Statdisk program version 11.1.0. by clicking on the windows or the MAC version.
I went to www.statdisk.org and downloaded the statdisk 11.1.0 windows version.
Download Statdisk Version 11.1.0
Statdisk 11.1.0 Windows 2K, XP, Vista
Statdisk 11.1.0 OSX
See the included ReadMe.txt file for details.
Open A Saved Data File
2) After you have opened the Statdisk program, go to Datasets and then Elementary Stats, 9th Edition.
Open the file named SUGAR. The data will appear in column 1 in the Sample Editor.
I opened the statdisk program, went to Datasets, then Elementary Stats, 9th edition and opened the Sugar file.
Copy and Paste a Data File
3) Make a copy of the data values listed in column 1. Paste the data files into column 2. Re-name the title
of column 2 to COPY.
I went to Copy and then selected column 1. I then selected copy. Then I clicked on Paste and chose column 2. I then had 2 identical columns of the Sugar data.
Sorting Data Values
4) Make another copy of the data values listed in column 1 and paste those into column 3. Then sort only
the data values in column 3. Label the column SORT.
I selected Copy and clicked on column 1 and then pasted them into column 3. I clicked on Sort and then selected column 3.
Entering a Set of Data Values
5) Manually enter all of the data values listed below into column 4 in the Statdisk editor. Type all of the data values into the one column in vertical fashion like the other data values are listed in the other columns. It does not matter what order you input the data values. Label the data values with the name of IQ.
I typed the following data into column 4.
83
56
43
65
74
28
88
77
74
51
65
46
55
66
35
75
54
63
74
48
37
57
37
62
32
48
43
52
52
61
80
75
54
45
44
60
65
44
33
32
41
52
38
62
74
74
46
37
37
39
6) What are some of the problems that could occur when entering data values into a statistics technology
editor?
Problems that could occur when entering data values into a statistics technology editor include ………………………………………………………………………..
Sample Transformation
7) Go to the Data menu then select Sample Transformations to add 100 to all of the data values in column 4 and then paste them into column 5.
I went to the Data menu and ……………………………………………………………………………..
Classifying Variables
8) Would the grams of sugar data in column 1 be considered a sample or a population?
The grams of sugar data in column 1 would be considered a ……………..
9) State whether the sugar variable is qualitative or quantitative?
The sugar variable is ……………………………..
10) State whether the sugar variable is discrete, continuous or neither?.
Sample Questions to Ask During an Informational Interview .docxagnesdcarey33086
Sample Questions to Ask During an Informational Interview
You will not have time to ask all of the questions that you will want to ask the interviewee. Remember to
focus on the ones you feel will be most useful to you personally. Pick10-15 to use as a guideline but leave
room for the possibility that other questions will develop from your conversation.
x What is your job like?
o A typical day?
o What do you do? What are the duties/functions/responsibilities of your job?
o What kind of problems do you deal with?
o What kinds of decisions do you make?
o What percentage of your time is spent doing what?
o How does the time use vary? Are there busy and slow times or is the work activity fairly
constant?
x Why did this type of work interest you and how did you get started?
x How did you get your job? What jobs and experiences have led you to your present position?
x Can you suggest some ways a student could obtain this necessary experience?
x What are the most important personal satisfactions and dissatisfactions connected with your
occupation? What part of this job do you personally find most satisfying? Most challenging?
What do you like and not like about working in this industry?
x What things did you do before you entered this occupation?
o Which have been most helpful?
o What other jobs can you get with the same background?
x What are the various jobs in this field or organization?
x Why did you decide to work for this company?
x What do you like most about this company?
x How does your company differ from its competitors?
x Are you optimistic about the company’s future and your future with the company?
x What does the company do to contribute to its employees’ professional development?
x How does the company make use of technology for internal communication and outside
marketing?
x What sorts of changes are occurring in your occupation?
x How does a person progress in your field? What is a typical career path in this field or
organization?
o What is the best way to enter this occupation?
o What are the advancement opportunities?
o What are the major qualifications for success in this occupation?
x What are the skills that are most important for a position in this field?
x What particular skills or talents are most essential to be effective in your job? How did you learn
these skills? Did you enter this position through a formal training program? How can I evaluate
whether or not I have the necessary skills for a position such as yours?
x How would you describe the working atmosphere and the people with whom you work?
x What can you tell me about the corporate culture?
x Is there flexibility related to dress, work hours, vacation schedule, place of residence, etc.?
x What work-related values are strongest in this type of work (security, high income, variety,
independence)?
x If you job progresses as you like, what would be the next step in your career?
Kori Ryerson
Though these a.
Sample Table.pdfTopic RatingPatients Goal Able to walk .docxagnesdcarey33086
This document provides information about assessing body composition and circumference measurements. It discusses calculating BMI from height and weight measurements and interpreting the results. Abdominal circumference is highlighted as an important indicator of health risk. Standard procedures for measuring circumferences at various body sites are outlined. The waist-to-hip ratio is also described as a method for assessing body fat distribution and health risk. Cut-off values for high health risk based on waist-to-hip ratio and age/gender are provided.
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Recognition, Reification, and Practices of ForgettingEthica.docxdanas19
Recognition, Reification, and Practices of Forgetting:
Ethical Implications of Human Resource Management
Gazi Islam
Received: 3 June 2011 / Accepted: 28 July 2012 / Published online: 17 August 2012
� Springer Science+Business Media B.V. 2012
Abstract This article examines the ethical framing of
employment in contemporary human resource management
(HRM). Using Axel Honneth’s theory of recognition and
classical critical notions of reification, I contrast recogni-
tion and reifying stances on labor. The recognition
approach embeds work in its emotive and social particu-
larity, positively affirming the basic dignity of social
actors. Reifying views, by contrast, exhibit a forgetfulness
of recognition, removing action from its existential and
social moorings, and imagining workers as bundles of
discrete resources or capacities. After discussing why
reification is a problem, I stress that recognition and reifi-
cation embody different ethical standpoints with regards to
organizational practices. Thus, I argue paradoxically that
many current HRM best practices can be maintained while
cultivating an attitude of recognition. If reification is a type
of forgetting, cultivating a recognition attitude involves
processes of ‘‘remembering’’ to foster work relations that
reinforce employee dignity.
Keywords Human resources � Recognition � Dignity �
Frankfurt School � Critical theory � Reification
Introduction
The rapid growth of Human Resource Management (HRM)
has involved attempts to frame HRM’s role in under-
standing the human consequences of the contemporary
world of work (Heery 2008). Such attempts have generated
discussions around the ethics of HRM (Pinnington et al.
2007), varying from principled and ‘‘purist’’ perspectives
drawn from moral theory and philosophy (Rowan 2000) to
more ‘‘user-friendly’’ approaches that mix ethical-theoret-
ical foundations and formulate managerial guidelines for
practice (Winstanley and Woodall 2000; Heery 2008).
More recent approaches to HRM have begun to emerge
from critical theory, focusing on ideological and exploit-
ative aspects of HRM, and challenging mainstream
approaches to ethics by combining a practice-based
approach with a critical lens (Greenwood 2002).
The growing importance of critical ethical approaches
brings with it an increased focus on ‘‘macro’’ critiques of
HRM (Townley 1993; Islam and Zyphur 2008), calling into
question the ethical grounding of the field in general
(Greenwood 2002). While traditional views frame human
resources as costs to be minimized or resources to be
deployed strategically, critical ethical views highlight the
potentially problematic idea of ‘‘using’’ people (Green-
wood 2002), inherent in such framings. In Simon’s (1951)
seminal work, the employee is defined as one who ‘‘permits
his behavior to be guided by a decision reached by another,
irrespective of his own judgment as to the merits of that
decision’’ (p. 21), a characte.
Recognition, Reification, and Practices of ForgettingEthica.docxaudeleypearl
Recognition, Reification, and Practices of Forgetting:
Ethical Implications of Human Resource Management
Gazi Islam
Received: 3 June 2011 / Accepted: 28 July 2012 / Published online: 17 August 2012
� Springer Science+Business Media B.V. 2012
Abstract This article examines the ethical framing of
employment in contemporary human resource management
(HRM). Using Axel Honneth’s theory of recognition and
classical critical notions of reification, I contrast recogni-
tion and reifying stances on labor. The recognition
approach embeds work in its emotive and social particu-
larity, positively affirming the basic dignity of social
actors. Reifying views, by contrast, exhibit a forgetfulness
of recognition, removing action from its existential and
social moorings, and imagining workers as bundles of
discrete resources or capacities. After discussing why
reification is a problem, I stress that recognition and reifi-
cation embody different ethical standpoints with regards to
organizational practices. Thus, I argue paradoxically that
many current HRM best practices can be maintained while
cultivating an attitude of recognition. If reification is a type
of forgetting, cultivating a recognition attitude involves
processes of ‘‘remembering’’ to foster work relations that
reinforce employee dignity.
Keywords Human resources � Recognition � Dignity �
Frankfurt School � Critical theory � Reification
Introduction
The rapid growth of Human Resource Management (HRM)
has involved attempts to frame HRM’s role in under-
standing the human consequences of the contemporary
world of work (Heery 2008). Such attempts have generated
discussions around the ethics of HRM (Pinnington et al.
2007), varying from principled and ‘‘purist’’ perspectives
drawn from moral theory and philosophy (Rowan 2000) to
more ‘‘user-friendly’’ approaches that mix ethical-theoret-
ical foundations and formulate managerial guidelines for
practice (Winstanley and Woodall 2000; Heery 2008).
More recent approaches to HRM have begun to emerge
from critical theory, focusing on ideological and exploit-
ative aspects of HRM, and challenging mainstream
approaches to ethics by combining a practice-based
approach with a critical lens (Greenwood 2002).
The growing importance of critical ethical approaches
brings with it an increased focus on ‘‘macro’’ critiques of
HRM (Townley 1993; Islam and Zyphur 2008), calling into
question the ethical grounding of the field in general
(Greenwood 2002). While traditional views frame human
resources as costs to be minimized or resources to be
deployed strategically, critical ethical views highlight the
potentially problematic idea of ‘‘using’’ people (Green-
wood 2002), inherent in such framings. In Simon’s (1951)
seminal work, the employee is defined as one who ‘‘permits
his behavior to be guided by a decision reached by another,
irrespective of his own judgment as to the merits of that
decision’’ (p. 21), a characte ...
This study examines whether people truly behave rationally as assumed in many economic models. The author surveys 227 University of San Diego undergraduate students, asking them to complete two games: Prisoner's Dilemma and a Pick-the-Average game. Contrary to the hypotheses, factors like being an economics major or having a higher GPA did not significantly impact rational decision making. While some limitations exist, the study questions the validity of Rational Choice Theory and assumptions of rational behavior in economic models. The results indicate people may not behave uniformly or predictably rationally as assumed.
Week 1 Ethical Behavior and Theory in AccountingDawn Church
The document summarizes a presentation on ethics and ethical theories. It discusses the definition of ethics, reasons for studying ethics, bases of ethical theory, primary ethical challenges in accounting/auditing, and five ethical theories (utilitarianism, egoism, deontological ethics, categorical imperative, virtue ethics). It provides examples of how these theories relate to and can conflict within accounting/auditing contexts.
Research Paper Presentation Organizational Change - AcademicPaper.net Academic Paper Inc.,
Topic : Organizational Change
Type Of Document : Research Paper
Desired style of Citation : APA
Number Of Sources : 5
Desired Number Of Pages : 1 (Min 250 Words)
Educational Level : Undergraduate
Implicit theories and their implications over talent development policies and...Lia Steindler
Carol Dweck and her colleagues became interested in students' attitudes about failure. They noticed that some students rebounded while other students seemed devastated by even the smallest setbacks. After studying the behavior of thousands of people, Dr. Dweck coined the terms fixed mindset and growth mindset to describe the underlying beliefs people have about learning and intelligence. Her research has important implications over talent development as well as over management and leadership.
Implicit theories and their implications over talent development policies and...Lia Steindler
This document discusses how implicit theories, as defined by Carol Dweck, can provide insights into talent recruitment, development, and high-potential identification practices in companies. It describes Dweck's research showing that people can hold either incremental theories (believing abilities can grow) or entity theories (believing abilities are fixed). Companies tend to foster either an incremental or entity culture depending on how they give feedback and handle mistakes. An incremental culture is better for innovation while an entity culture works for roles requiring strict execution. Understanding a company's implicit theories can reveal its actual values and management approach beyond any rhetoric.
CONM 7050 Research Methods For Construction Management.docxwrite31
This document discusses research on young people's motivations for pursuing careers in construction. It summarizes several research studies that applied the Theory of Planned Behavior to understand factors influencing career choice. The studies found that previous experience in construction and motivations like job security, helping family/community, and enjoying hands-on work were among the key reasons young people chose construction careers. Presenting a holistic view of these diverse motivations could help attract more young talent to the industry.
Read each of the posts bellow A, B and C and respond to each with .docxcatheryncouper
Read each of the posts bellow A, B and C and respond to each with 100 words.1 reference each
DISCUSSION A 100 words 1 reference
Class, might the same method be used effectively to create a policy decision for the public-sector as in the private-sector?
DISCUSSION B 100 words 1 reference
Policy analysts are often faced with multiple advocacy choices when developing a policy recommendation. These choices are known as advocative claims. What are the characteristics of an advocative claim?
Advocative claims have four different main characteristics that are actionable, prospective, value laden, and ethically complex (Dunn, 2008). The claims below are described by Dunn as:
· Actionable.Advocative claims focus on actions that may be taken to resolve a policy problem. Although advocative claims require prior information about what will occur and what is valuable, they go beyond questions of "fact" and "value" and include arguments about what should be done to solve a problem (Dunn, 2008).
· Prospective.Advocative claims are prospective, because they occur prior to the time that actions are taken (ex ante). While policy-analytic procedures of monitoring and evaluation are retrospective, because they are applied after actions are taken (ex post), forecasting and recommendation are both applied prospectively (ex ante) (Dunn, 2008).
· Value laden.Advocative claims depend as much on "facts" as they do on "values." To claim that a particular policy alternative should be adopted requires not only that the action being recommended will have the predicted consequences; it also requires that the predicted consequences are valued by individuals, groups, or society as a whole (Dunn, 2008).
· Ethically complex.The values underlying advocative claims are ethically complex. A given value (e.g., health) may be regarded as both intrinsic and extrinsic. Intrinsic values are those that are valued as ends in themselves; extrinsic values are those that are valued because they will produce some other value. Health may be regarded as an end in itself and as a condition necessary for the attainment of other values, including security, freedom, and self-actualization. Similarly, democratic participation may be valued as an end in itself (intrinsic value) and a means to political stability (extrinsic value) (Dunn, 2008).
Each claim focuses on some sort of action or value that is perceived or occurred. The claims further describe the different choices that may occur when further developing policy recommendation.
What methods of advocative claims affect a public policy recommendation?
Public choice and the multiple legitimate stakeholders is one of the methods that affect public policy recommendations that I see more than others. With the numerous people that feel that their stake in the policy is the most important can cause the policy to be skewed towards whom benefits the most from the policy (Dunn, 2008). This can be problematic when it pertains to safety and people's fr ...
The presentations should analyze the reading and its connections t.docxgabrielaj9
The presentations should analyze the reading and its connections to the concepts covered in the text in the previous weeks. Provide additional analysis that connects the reading to concepts (pro or con) from your own current organization of T-Mobile
Week Five Topic: "Organizational Justice;" how Senior Leadership can create a climate/culture that fosters fairness.
Text Reading 7.2 "The Management of Organizational Justice"
READING 7.2: The Management of Organizational Justice
Russell Cropanzano
David E. Bowen
Stephen W. Gilliland
Executive Overview
Organizational justice has the potential to create powerful benefits for organizations and employees alike. These include greater trust and commitment, improved job performance, more helpful citizenship behaviors, improved customer satisfaction, and diminished conflict. We demonstrate the management of organizational justice with some suggestions for building fairness into widely used managerial activities. These include hiring, performance appraisal, reward systems, conflict management, and downsizing.
Justice, Sir, is the greatest interest of man on earth
—Daniel Webster
Business organizations are generally understood to be economic institutions. Sometimes implicitly, other times explicitly, this “rational” perspective has shaped the relationship that many employers have with their workforce (Ashforth & Humphrey, 1995). Many organizations, for example, emphasize the quid pro quo exchange of monetary payment for the performance of concrete tasks (Barley & Kunda, 1992). These tasks are often rationally described via job analysis and formally appraised by a supervisor. Hierarchical authority of this type is legitimized based upon the manager’s special knowledge or expertise (Miller & O’Leary, 1989). Employee motivation is viewed as a quest for personal economic gain, so individual merit pay is presumed to be effective. Using the rational model, one can make a case for downsizing workers who are not contributing adequately to the “bottom line.” And the rational model is found at the heart of the short-term uptick in the stock price of firms that carry out aggressive cost-cutting measures (Pfeffer, 1998).
Businesses certainly are economic institutions, but they are not only economic institutions. Indeed, adherence to this paradigm without consideration of other possibilities can have problematic side effects. Merit pay is sometimes ineffective (Pfeffer & Sutton, 2006), downsizing often has pernicious long-term effects (Pfeffer, 1998), and bureaucratic management can straitjacket workers and reduce innovation. We should attend to economic matters, but also to the sense of duty that goes beyond narrowly defined quid pro quo exchanges. It includes the ethical obligations that one party has to the other. Members may want a lot of benefits, but they also want something more. Organizational justice—members’ sense of the moral propriety of how they are treated—is the “glue” that allows people to work tog.
Similar to Running head TOPICS IN IO PSYCHOLOGY1TOPICS IN IO PSYCHOLOGY.docx (10)
Sample Summaries of Emily Raine’s Why Should I Be Nice to You.docxagnesdcarey33086
Sample Summaries of Emily Raine’s “Why Should I Be Nice to You”
Sample Summary 1
Most people at some point in their life have worked in the service industry. This particular
industry can be quite satisfying whether it be working in fine dining, as a cocktail waitress, or at a local
diner, but for Emily Raine, who had done all of these things, the only place she ever felt “whipped” was
working as a barista at one of largest specialty coffee chains in the world (358). Raine is bothered by
how the café industry has set up the impersonal server/customer relationship and feels the best way to
solve the issue is be to “be rude” (365). In 2005, Raine expanded in an essay that appeared in the
online journal, Bad Subjects, on her frustration within the service industry and what good service really
means.
Good service in the coffee industry does not require much skill these days. Most people are
usually talking on their cell phone while ordering their daily coffee and pastry while also paying and then
out as fast as they walked into the café probably not even noticing or acknowledging any interaction
with the people serving. The coffee sector has recognized this and has set up the counters as linear
coffee bars that act the same as an assembly line. The workers are trained and assigned specific jobs in
the coffee preparing process, such as taking the order, handling the money, making the drink, to
delivery. This makes the interaction with the customer very limited, mostly just seconds. This is where
Raine feels some of the problem with the customer and server interaction. Although this is the most
effective and efficient way of working, Raine describes productive work as “dreary and repetitive” (359).
Since the 1960’s companies have been branding themselves with the quality of having “good
service” distinguishing them from the rest of the competition. Raines explains that in good service there
is an exchange between two parties: “the ‘we’ that gladly serves and the ‘you’ that happily receives,”
but also a third party, the boss, which is the ultimate decider on exactly what good service will be (360).
Companies in the service industry must market their products on servers’ friendliness; therefore
it is monitored and controlled from the people on top. Raine notes that cafés “layouts and management
styles” help create a cozy atmosphere that plays a factor in good service, but in a way that will not
disrupt the output (361). In Raine’s essay, she gives the example of an employee Starbucks has
branded; “The happy, wholesome perfume-free barista” (361). She points out that the company offers
workers stock options, health insurance, dental plans, as well as other perks of discounts and giveaways,
while also using moving personal accounts from workers who “never deemed corporate America could
care so much” (362). Raines also adds that the company does not give into unionization and although
the company pay.
SAMPLEExecutive Summary The following report is an evalua.docxagnesdcarey33086
SAMPLE:
Executive Summary
The following report is an evaluation of multiple facets of the Uruguayan economy, its overall investment attractiveness, and feasibility of doing business. After conducting research and analysis on the country in areas such as legal frameworks, fiscal policy, trade relations, infrastructure, housing, and monetary policy, Uruguay proves to be an economy of strong opportunity when evaluated against its regional/continental partners, but with significant and pressing challenges that would place the nation lower when considered at a global level. The national government and political system are proven to be stable, offering legal protections and investment frameworks that are comparable to developed economies. As a member of MERCOSUR and independently, Uruguay has ratified trade agreements, particularly with developed nations and Latin America, in a variety of structures, namely goods, services, investment promotion and protection, public procurement, and double taxation avoidance. The country offers valuable exports, and derives its imports significantly from MERCOSUR members in which people, goods, and currency are permitted to move freely. Uruguay has shown strong numbers in growth, particularly GDP and unemployment rate. Having reacted appropriately to an economic and banking crisis in the early 2000s, Uruguay was one of the few countries that was not significantly impacted by the 2008-09 economic crisis. The housing market has also seen considerable growth and looks to continue growing as the level of foreign direct investment in construction increases. Challenges that have limited the country and are foreseeable as continuing to limit Uruguay’s attractiveness include a public banking system that offers limited access to credit, undesired volatility in prime rate lending, seemingly unsustainable fiscal policy, and a lack of coordination in monetary and exchange rate policies. Given the widespread availability and transparency of information on the country and having taken all these factors into consideration, we determine Uruguay to be one of best investment opportunities in terms of a Latin American scope, but as still significantly behind developed economies. A total score of 30.5 points out of a possible 55 was assigned.
Description and Analysis of Each Measured Attribute
A.1 Government Expenditure, Tax System, Rule of Law, and Education System - 2/5; This ranking reflects Uruguay’s controlled government spending and competitive tax rate. The tax free zones are a great way to incentivize companies to operating in Uruguay. However, it does take into account the difficult experiences that corporations undergo in paying taxes. Uruguay benefits from a mature democracy with a stable political system and independent judiciary system. Uruguay has a well-established education system that provides free education and equal access to all students through the university level. However, the socioeconomic gap become.
Sample Student Industry AnalysisExecutive SummaryCom.docxagnesdcarey33086
Sample Student Industry Analysis
Executive Summary
Company Description
Seg and Cycle the City is a Koblenz, Germany based company specializing in offering rentals for recreational vehicles (Segways, bikes, tandems and inline skates), guiding and informational services to mainly tourists, locals and their visitors, students or for event entertainment purposes. The company will begin operations in April, 2010, as a Limited Liability Company (Unternehmensgesellschaft). The company will take advantage of the increasing popularity of Segway scooters: two-wheeled, self-balancing electric vehicles invented by Dean Kamen in 2001, as a new, more exiting and relaxing alternative to walking tours for tourists to enjoy the sights and atmosphere of the city. Also, the company will provide high quality MP3 Audio-City Guides to capture the large number of visitors who are more independent-minded, not willing to participate in guiding services offered by the tourism board of Koblenz and thereby gain significant market share.
Mission Statement
“Seg and Cycle the City is a speciality tour operator committed to providing a unique, entertaining, memorable and educational experience of the city that meets the needs of both kinds of tourists: those who seek a guided experience and those who are more independent minded.
We will take pride in doing our best to present our city tour in a memorable way and leave our customers with the image that Koblenz is a place to go back to. We will achieve this by building strong personal relationships with our customers during our guided tours and by suggesting journeys for the individual exploration.
As an advocate for sustainability, we want to promote the use of environmentally friendly transportation devices and, thereby, improve the image of our beloved city. We will also fulfil this mission of sustainability by providing an affordable opportunity for college students to rent a bike.”
Industry Analysis & Trends
The services provided by Seg and Cycle the City as a player in the service industry are affected by the developments in the recreational and sports equipment rental trade and by developments in the city and bike tourism industry in Germany, Rhineland Palatinate and, specifically, Koblenz.
Size and Growth
The personal service industry in Germany generally shows a stable performance with relatively stable revenue regardless of the difficult economic situation. A high employment rate, increased wages, and a decreasing inflation rate have increased disposable income, which especially benefits the leisure industry (German Chamber of Commerce e.V).The following graph shows that the service industry (blue line), as the leading sector concerning economic added value in the Koblenz (including surrounding communities) underwent major growth compared to other main sectors from 1992 to 2005. Since 2004, growth rate appears to be stable and rather low, but remains in a leading position.
Travel Germany, Rhineland-Pa.
SAMPLING MEAN DEFINITION The term sampling mean is.docxagnesdcarey33086
The document provides definitions and explanations of statistical concepts including:
- Sampling mean, which is an estimate of the population mean based on a sample.
- Sample variance, which measures the spread or variation of values in a sample from the sample mean.
- Standard deviation, which is the square root of the sample variance and measures how dispersed the values are from the mean.
- Hypothesis testing, which determines the validity of claims about a population by distinguishing rare events that occur by chance from those unlikely to occur by chance.
- Decision trees, which use a tree structure to systematically layout and analyze decisions and their potential consequences.
SAMPLING MEANDEFINITIONThe term sampling mean is a stati.docxagnesdcarey33086
SAMPLING MEAN:
DEFINITION:
The term sampling mean is a statistical term used to describe the properties of statistical distributions. In statistical terms, the sample meanfrom a group of observations is an estimate of the population mean. Given a sample of size n, consider n independent random variables X1, X2... Xn, each corresponding to one randomly selected observation. Each of these variables has the distribution of the population, with mean and standard deviation. The sample mean is defined to be
WHAT IT IS USED FOR:
It is also used to measure central tendency of the numbers in a database. It can also be said that it is nothing more than a balance point between the number and the low numbers.
HOW TO CALCULATE IT:
To calculate this, just add up all the numbers, then divide by how many numbers there are.
Example: what is the mean of 2, 7, and 9?
Add the numbers: 2 + 7 + 9 = 18
Divide by how many numbers (i.e., we added 3 numbers): 18 ÷ 3 = 6
So the Mean is 6
SAMPLE VARIANCE:
DEFINITION:
The sample variance, s2, is used to calculate how varied a sample is. A sample is a select number of items taken from a population. For example, if you are measuring American people’s weights, it wouldn’t be feasible (from either a time or a monetary standpoint) for you to measure the weights of every person in the population. The solution is to take a sample of the population, say 1000 people, and use that sample size to estimate the actual weights of the whole population.
WHAT IT IS USED FOR:
The sample variance helps you to figure out the spread out in the data you have collected or are going to analyze. In statistical terminology, it can be defined as the average of the squared differences from the mean.
HOW TO CALCULATE IT:
Given below are steps of how a sample variance is calculated:
· Determine the mean
· Then for each number: subtract the Mean and square the result
· Then work out the mean of those squared differences.
To work out the mean, add up all the values then divide by the number of data points.
First add up all the values from the previous step.
But how do we say "add them all up" in mathematics? We use the Roman letter Sigma: Σ
The handy Sigma Notation says to sum up as many terms as we want.
· Next we need to divide by the number of data points, which is simply done by multiplying by "1/N":
Statistically it can be stated by the following:
·
· This value is the variance
EXAMPLE:
Sam has 20 Rose Bushes.
The number of flowers on each bush is
9, 2, 5, 4, 12, 7, 8, 11, 9, 3, 7, 4, 12, 5, 4, 10, 9, 6, 9, 4
Work out the sample variance
Step 1. Work out the mean
In the formula above, μ (the Greek letter "mu") is the mean of all our values.
For this example, the data points are: 9, 2, 5, 4, 12, 7, 8, 11, 9, 3, 7, 4, 12, 5, 4, 10, 9, 6, 9, 4
The mean is:
(9+2+5+4+12+7+8+11+9+3+7+4+12+5+4+10+9+6+9+4) / 20 = 140/20 = 7
So:
μ = 7
Step 2. Then for each number: subtract the Mean and square the result
This is t.
sampleReportt.docx
Power Electronics
Contents Comment by adtaylor: This table of contents is clear and precise: I can see the flow of ideas and were the report will go
1.1 Introduction 2
1.2 Aim 2
1.3 Objectives 2
2.1 Diode Origins 3
2.1.1 Early Diodes 3
2.1.2 Thermionic Diodes 3-4
2.1.3 Crystal Diodes 4
2.2 Diode Fundamentals 5
2.2.1 Semiconductors 5
2.2.2 Doping 5-6
2.2.3 PN Junctions 6
2.2.4 Forward and Reverse Bias 7
2.3 Diode Operation 8
2.3.1 PN Junction Diode 8
2.3.2 Diode DC Operation 9
2.3.3 Diode AC Operation 10
2.4 Full Wave Bridge Rectification 11
2.4.1 Bridge Configuration 11
2.4.2 Diode Conduction Pairing 11
2.5 Three Phase Full Wave Bridge Rectification 12
2.5.1 Bridge Configuration 12
2.5.2 Diode Conduction Sequence 12-14
2.5.3 Output Voltage and current characteristics 14-15
3 Lab Report 16
3.1 Lab Report Objectives 16
3.2 Lab Report important notes 16
3.3 Output Signal 17
3.4 Output Signal (D1 removed) 18
3.5 Output Signal (D5 removed) 19
3.6 Output Signal (D6 removed) 20
4 Results, Comparisons and Discussions 21-22
5 Conclusions 23
6 References 24
1.1 Introduction
1. Rectifiers are electrical devices that convert an AC supply into a DC output through a process known as rectification. The theory of rectification has been around for over one hundred years, when early discoveries uncovered the unidirectional current flow (polarity dependent) in vacuum valves and crystal (solid state) devices. These devices were known as rectifiers; however the naming convention was changed in 1919 to diode. The name diode was derived from the Greek words ‘dia’ (through) and ‘ode’ (path). Comment by adtaylor: I don’t really think this sort of thing is necessary: the project report is supposed to be on investigating these devices or technology, not its 100 year old history.
When the marker sees this sort of thing, the first thing that springs to mind is that the student is padding out their report. It is very clear when this happens
2. Diodes are commonly known as switching devices; however due to there complex non-linear voltage and current characteristics, there applications have become numerous depending on the PN junction construction. Some special diode applications are as follows: Comment by adtaylor: This is good in an introduction, giving the reader some background on the device and what it does: this is the objective of this report after all
a. Voltage regulator (Zener diodes),
b. Tuners (Varactor diodes),
c. RF oscillators (Tunnel diodes), and
d. Light emitters (LED’s).
1.2 Aim
1. To observe the operation of a three phase uncontrolled rectifier circuit with a purely resistive load. Comment by adtaylor: This aim i.
Sample Investment PropertyAverage InlandSan Diego HomeASSUMPTION.docxagnesdcarey33086
This document provides a 30-year pro forma analysis of an investment property in San Diego, California. It outlines key assumptions and projected financial details including purchase price, loan amounts, rental income, operating expenses, debt service, cash flows, taxes, and projected property value over 30 years. The analysis estimates an after-tax cash flow of $36,359.19 in year 1 and projected property value growth from $500,000 to nearly $1,000,000 over the 30-year period.
SAMPLE Project (Answers and explanations are in red)I opened t.docxagnesdcarey33086
SAMPLE Project (Answers and explanations are in red)
I opened the Week 1 Project from Doc Sharing.
Projects
Project 1: Working With the Data Editor.
Downloading Statdisk
1) First go to the website at www.statdisk.org and then scroll down to the bottom of the page to download
the Statdisk program version 11.1.0. by clicking on the windows or the MAC version.
I went to www.statdisk.org and downloaded the statdisk 11.1.0 windows version.
Download Statdisk Version 11.1.0
Statdisk 11.1.0 Windows 2K, XP, Vista
Statdisk 11.1.0 OSX
See the included ReadMe.txt file for details.
Open A Saved Data File
2) After you have opened the Statdisk program, go to Datasets and then Elementary Stats, 9th Edition.
Open the file named SUGAR. The data will appear in column 1 in the Sample Editor.
I opened the statdisk program, went to Datasets, then Elementary Stats, 9th edition and opened the Sugar file.
Copy and Paste a Data File
3) Make a copy of the data values listed in column 1. Paste the data files into column 2. Re-name the title
of column 2 to COPY.
I went to Copy and then selected column 1. I then selected copy. Then I clicked on Paste and chose column 2. I then had 2 identical columns of the Sugar data.
Sorting Data Values
4) Make another copy of the data values listed in column 1 and paste those into column 3. Then sort only
the data values in column 3. Label the column SORT.
I selected Copy and clicked on column 1 and then pasted them into column 3. I clicked on Sort and then selected column 3.
Entering a Set of Data Values
5) Manually enter all of the data values listed below into column 4 in the Statdisk editor. Type all of the data values into the one column in vertical fashion like the other data values are listed in the other columns. It does not matter what order you input the data values. Label the data values with the name of IQ.
I typed the following data into column 4.
83
56
43
65
74
28
88
77
74
51
65
46
55
66
35
75
54
63
74
48
37
57
37
62
32
48
43
52
52
61
80
75
54
45
44
60
65
44
33
32
41
52
38
62
74
74
46
37
37
39
6) What are some of the problems that could occur when entering data values into a statistics technology
editor?
Problems that could occur when entering data values into a statistics technology editor include ………………………………………………………………………..
Sample Transformation
7) Go to the Data menu then select Sample Transformations to add 100 to all of the data values in column 4 and then paste them into column 5.
I went to the Data menu and ……………………………………………………………………………..
Classifying Variables
8) Would the grams of sugar data in column 1 be considered a sample or a population?
The grams of sugar data in column 1 would be considered a ……………..
9) State whether the sugar variable is qualitative or quantitative?
The sugar variable is ……………………………..
10) State whether the sugar variable is discrete, continuous or neither?.
Sample Questions to Ask During an Informational Interview .docxagnesdcarey33086
Sample Questions to Ask During an Informational Interview
You will not have time to ask all of the questions that you will want to ask the interviewee. Remember to
focus on the ones you feel will be most useful to you personally. Pick10-15 to use as a guideline but leave
room for the possibility that other questions will develop from your conversation.
x What is your job like?
o A typical day?
o What do you do? What are the duties/functions/responsibilities of your job?
o What kind of problems do you deal with?
o What kinds of decisions do you make?
o What percentage of your time is spent doing what?
o How does the time use vary? Are there busy and slow times or is the work activity fairly
constant?
x Why did this type of work interest you and how did you get started?
x How did you get your job? What jobs and experiences have led you to your present position?
x Can you suggest some ways a student could obtain this necessary experience?
x What are the most important personal satisfactions and dissatisfactions connected with your
occupation? What part of this job do you personally find most satisfying? Most challenging?
What do you like and not like about working in this industry?
x What things did you do before you entered this occupation?
o Which have been most helpful?
o What other jobs can you get with the same background?
x What are the various jobs in this field or organization?
x Why did you decide to work for this company?
x What do you like most about this company?
x How does your company differ from its competitors?
x Are you optimistic about the company’s future and your future with the company?
x What does the company do to contribute to its employees’ professional development?
x How does the company make use of technology for internal communication and outside
marketing?
x What sorts of changes are occurring in your occupation?
x How does a person progress in your field? What is a typical career path in this field or
organization?
o What is the best way to enter this occupation?
o What are the advancement opportunities?
o What are the major qualifications for success in this occupation?
x What are the skills that are most important for a position in this field?
x What particular skills or talents are most essential to be effective in your job? How did you learn
these skills? Did you enter this position through a formal training program? How can I evaluate
whether or not I have the necessary skills for a position such as yours?
x How would you describe the working atmosphere and the people with whom you work?
x What can you tell me about the corporate culture?
x Is there flexibility related to dress, work hours, vacation schedule, place of residence, etc.?
x What work-related values are strongest in this type of work (security, high income, variety,
independence)?
x If you job progresses as you like, what would be the next step in your career?
Kori Ryerson
Though these a.
Sample Table.pdfTopic RatingPatients Goal Able to walk .docxagnesdcarey33086
This document provides information about assessing body composition and circumference measurements. It discusses calculating BMI from height and weight measurements and interpreting the results. Abdominal circumference is highlighted as an important indicator of health risk. Standard procedures for measuring circumferences at various body sites are outlined. The waist-to-hip ratio is also described as a method for assessing body fat distribution and health risk. Cut-off values for high health risk based on waist-to-hip ratio and age/gender are provided.
SAMPLE QUESTIONExercise 1 Consider the functionf (x,C).docxagnesdcarey33086
SAMPLE QUESTION:
Exercise 1: Consider the function
f (x,C)=
sin(C x)
Cx
(a) Create a vector x with 100 elements from -3*pi to 3*pi. Write f as an inline or anonymous function
and generate the vectors y1 = f(x,C1), y2 = f(x,C2) and y3 = f(x,C3), where C1 = 1, C2 = 2 and
C3 = 3. Make sure you suppress the output of x and y's vectors. Plot the function f (for the three
C's above), name the axis, give a title to the plot and include a legend to identify the plots. Add a
grid to the plot.
(b) Without using inline or anonymous functions write a function+function structure m-file that does
the same job as in part (a)
SAMPLE LAB WRITEUP:
MAT 275 MATLAB LAB 1 NAME: __________________________
LAB DAY and TIME:______________
Instructor: _______________________
Exercise 1
(a)
x = linspace(-3*pi,3*pi); % generating x vector - default value for number
% of pts linspace is 100
f= @(x,C) sin(C*x)./(C*x) % C will be just a constant, no need for ".*"
C1 = 1, C2 = 2, C3 = 3 % Using commans to separate commands
y1 = f(x,C1); y2 = f(x,C2); y3 = f(x,C3); % supressing the y's
plot(x,y1,'b.-', x,y2,'ro-', x,y3,'ks-') % using different markers for
% black and white plots
xlabel('x'), ylabel('y') % labeling the axis
title('f(x,C) = sin(Cx)/(Cx)') % adding a title
legend('C = 1','C = 2','C = 3') % adding a legend
grid on
Command window output:
f =
@(x,C)sin(C*x)./(C*x)
C1 =
1
C2 =
2
C3 =
3
(b)
M-file of structure function+function
function ex1
x = linspace(-3*pi,3*pi); % generating x vector - default value for number
% of pts linspace is 100
C1 = 1, C2 = 2, C3 = 3 % Using commans to separate commands
y1 = f(x,C1); y2 = f(x,C2); y3 = f(x,C3); % function f is defined below
plot(x,y1,'b.-', x,y2,'ro-', x,y3,'ks-') % using different markers for
% black and white plots
xlabel('x'), ylabel('y') % labeling the axis
title('f(x,C) = sin(Cx)/(Cx)') % adding a title
legend('C = 1','C = 2','C = 3') % adding a legend
grid on
end
function y = f(x,C)
y = sin(C*x)./(C*x);
end
Command window output:
C1 =
1
C2 =
2
C3 =
3
Joe Bob
Mon lab: 4:30-6:50
Lab 3
Exercise 1
(a) Create function M-file for banded LU factorization
function [L,U] = luband(A,p)
% LUBAND Banded LU factorization
% Adaptation to LUFACT
% Input:
% A diagonally dominant square matrix
% Output:
% L,U unit lower triangular and upper triangular such that LU=A
n = length(A);
L = eye(n); % ones on diagonal
% Gaussian Elimination
for j = 1:n-1
a = min(j+p.
Sample PowerPoint Flow Week 5Select a current product with which.docxagnesdcarey33086
Sample PowerPoint Flow Week 5
Select a current product with which you are familiar, and pitch a new Integrated Marketing Communication plan (IMC) to your client.
Create a Microsoft PowerPoint presentation of 8-10 slides that includes the following components:
· Identify any considerations you will need to employ to build and maintain the brand and customer loyalty.
· Make a recommendation for an integrated marketing communications program. Include at least three of the five communication channels (Advertising, Sales Promotion, Personal Selling, Direct Marketing, Public Relations).
· First state who the target market is that you are communicating with
· Next discuss each channel of communication individually that you have selected and explain your rationale. State what the purpose of the channel is, give your objectives, and explain the strategy or how you will use this to accomplish the objectives.
-PowerPoint Outline-
Integrated Marketing Communication plan (IMC)
· Background on the product
· Target Market (describe)
· Choose at least 3 Marketing Communications to fit best with your product (most important component is that you can distinguish between the three)
1. Advertising (the purpose of advertising, explain that you know what it is)
· Purpose
· Objectives
· Strategy (How will you do this? TV, Radio, Mag, Internet)
2. Sales Promotion
· Purpose
· Objectives
· (
Only choose 3 of these Marketing Communications
)Strategy
3. Personal Selling
· Purpose
· Objectives
· Strategy
4. Direct Marketing
· Purpose
· Objectives
· Strategy
5. Public Relations
· Purpose
· Objectives
· Strategy
Please remember to include: Identify any considerations you will need to employ to build and maintain the brand and customer loyalty. (Beginning on the Background slide)
(
Remember: Identify any considerations you will need to employ to build and maintain the brand and customer loyalty.
)
Integrated Marketing Communicaitons Plan (title slide)
Background
Background of the product
Communication 3
Target Market
Communication 1
Communication 2
Purpose
Objective
Strategy
Purpose
Objective
Strategy
Purpose
Objective
Strategy
Introduction
.
Sample Of assignmentIntroductionComment by Jane Summers Introd.docxagnesdcarey33086
The document summarizes a reflective paper about an ethical issue that arose in a law firm. There were three main ethical issues: whether to accept the client's claims at face value, whether to properly assess the mental capacity of one individual involved, and whether an independent lawyer should have been involved to avoid conflicts of interest. After drafting the necessary documents, the intended outcome of protecting the grandparents failed, and legal action was taken. Upon reflection, the author realized they took a utilitarian approach that did not properly consider all ethical perspectives or parties' rights. Going forward, they would take a virtue ethics approach to ensure all actions were ethical.
Sample Access Control Policy1.Purpose2.Scope3.Pol.docxagnesdcarey33086
Sample Access Control Policy
1. Purpose
2. Scope
3. Policy
Access control policy
Who and how is authorisation for access to systems and business applications granted?User access
How is access to information systems to be granted (eg passwords etc)?
Who is responsible for monitoring and reviewing access rights?
Who is responsible for removing and notifying of redundant User IDs and accounts and what is the process?
Who is responsible for granting access to systems utilities and privilege management?
How is access and use of systems utilities monitored?User responsibilities
How are users to be educated and made aware of access responsibilities?
What are users’ responsibilities for access and passwords?Network access
Who is responsible for authorising network access (both internally and external connections)?
What is the process for enforced network paths, user authentication for external connection, Node authentication, use of remote diagnostic ports?
How will network domains and groups be segregated?
What network connection controls will be in place – eg. times, type and size of file transfers to external source?Operating system access
How is automatic terminal identification used to authenticate connections to specific locations and portable equipment?
What is the secure logon and logoff process for access?
Are there restrictions on connection times in place?
How will passwords be issued and managed – what are the rules for passwords?
How will systems utilities’ use be controlled? Application access
Who authorises application access eg read, write?
What is the process for authorising access to information when systems share resources, eg. two separate systems are integrated to form a third application or system?Monitoring system access
What system events will be logged, eg. date, IP address, User-IDs, unsuccessful logins, alerts from intrusion detection systems (firewall)?
When and who will review and monitor system logs? And where are they stored?Mobile computing and telecommuting
Outline Agency policy for each type of mobile device – eg. physical storage, personal usage, protection of information held on the device, access mechanisms (eg password), virus protection, backup.
Policy on use of computer equipment for telecommuting, eg. authorisation process, system access, physical security, etc.
Template - Access Control Policy Page 1 of 2 June 06
.
SAMPLE GED 501 RESEARCH PAPERTechnology Based Education How.docxagnesdcarey33086
1) The document discusses how Vygotsky's sociocultural theory of development can guide the use of technology in teaching immigrant and English language learners. 2) It notes that the number of English language learners in US classrooms is rapidly increasing as the number of immigrant students grows. 3) Vygotsky's theory emphasizes that social interaction and culture play important roles in cognitive development, and that instruction should be tailored to students' zones of proximal development to help them progress to more advanced levels.
Sample Action Research Report 1 Effect of Technol.docxagnesdcarey33086
Sample Action Research Report 1
Effect of Technology on Enthusiasm for Learning Science
Jane L. Hollis
Lake City Middle School
Lake City, Florida
ABSTRACT
The effect of technology on students’ enthusiasm for learning science (both at school and
away from school) was investigated. Pre- and post-student and parent surveys, student and
parent written comments, and teacher observations were used to record changes in enthusi-
asm for learning science during a six-week study period.
In this study, I investigated how the integration of technology into my middle school
science curriculum would impact my students’ enthusiasm for learning science. Enthusiasm
for learning science can be defined as the students’ eagerness to participate in science activi-
ties in the classroom, as well as away from school. My motivation for focusing on technol-
ogy was twofold. First, I have had an interest in integrating technology into my students’
studies of science for some time. Secondly, the funding for technological equipment and
software recently became available. During the 1993–1994 school year, my school was
awarded a $115,000 incentive grant to purchase equipment and software and to train
teachers in the use of this software and technological equipment. One of the stipulations of
the grant was that the equipment and software must be for student use.
According to Calvert (1994), American education is a system searching for solutions.
Our children drop out, fail to sustain interest in learning, and perform below capacity. Some
have argued that television is the culprit. Others have argued that computers may be the
answer.
Today’s middle school students have grown up in a technological world with television,
electronic toys, video games, VCRs, cellular phones, and more. They are accustomed to
receiving and processing information through multi-sensory sources.
I wanted to bring technology into my classroom and incorporate it into my science
curriculum using multimedia computer presentations. Barbara ten Brink (1993) noted, “. . .
students look to us [teachers] to prepare them for an increasingly technological world.
Fortunately, with videodiscs, we are meeting the challenge by delivering curriculums in
ways that engage, motivate, and thrill our students.” In this study my students had an
opportunity to use assorted multimedia technology as they explored a segment of a middle
school science curriculum.
THEORETICAL FRAMEWORKS
Learning is an extremely complex human process. During my twenty-four years of teaching
I have used many strategies to enhance student learning and to teach new concepts. I am still
not convinced that I thoroughly understand how children learn. Yet, at this point, I do
believe children learn through experiences. They build on past experiences and previous
knowledge to process new concepts. As children redefine old understandings of concepts
and integrate new experiences into thei.
Sample Case with a report Dawit Zerom, Instructor Cas.docxagnesdcarey33086
Sample Case with a report
Dawit Zerom, Instructor
Case Study: Ft. Myers Home Sales
Due to a crisis in subprime lending, obtaining a mortgage has become difficult even for
people with solid credit. In a report by the Associated Press (August 25, 2007), sales of
existing homes fell for a 5th consecutive month, while home prices dropped for a record
12th month in July 2007. Mayan Horowitz, a research analyst for QuantExperts, wishes to
study how the mortgage crunch has impacted the once booming market of Florida. He
collects data on the sale price (in $1, 000s) of 25 single-family homes in Fort Myers,
Florida, in January 2007 and collects another sample in July 2007. For a valid
comparison, he samples only three bedroom homes, each with 1,500 square feet or less of
space on a lot size of 10, 000 square feet or less.
Excel data are available in Titanium page.
Use the sample information (appropriate descriptive statistics) to address the following
aspects. Your report should not exceed one page.
1. Compare the mean and median in each of the two sample periods.
2. Compare the standard deviation and coefficient of variation in each of the two sample
periods. Also incorporate quartiles.
3. Discuss significant changes in the housing market in Fort Myers over the 6-month
period.
Sample Case with a report
Dawit Zerom, Instructor
Sample Report
The steady stream of dismal housing market statistics lately is a clear indication that the national
real estate market is in a serious crisis. The uncertainty is also forcing lenders to slow down on
their lending, and as a result obtaining a mortgage is becoming increasingly difficult even for
people with solid credit. In light of this situation, Mayan Horowitz conducts a small study to
learn if the national trend also affects the once booming market of Florida by focusing on Fort
Myers, Florida. To see the trend of the housing market over a 6-month period, he obtains price of
25 single family homes in January 2007 and another comparable 25 single family homes in July
2007. Table 1 below shows the most relevant descriptive analysis.
The average home price in January of 2007 was $231, 080 versus $182, 720 in July of the same
year. That is about a 21% drop in the average home price. Also in January, half of the homes
sold for more than $205,000, versus only $180,000 in July (see the median). Since the mean is
more effected by outliers (in this case, a few relatively high prices), the median is an appropriate
measure of central location.
While measures of central location typically represent where the data clusters, these measures do
not relay information about the variability in the data. Both the standard deviation and the
coefficient of variation are higher in January indicating that home prices were more dispersed in
January. Further, while 25% of the houses were sold at the price of $158, 000 or less in Janua.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Physiology and chemistry of skin and pigmentation, hairs, scalp, lips and nail, Cleansing cream, Lotions, Face powders, Face packs, Lipsticks, Bath products, soaps and baby product,
Preparation and standardization of the following : Tonic, Bleaches, Dentifrices and Mouth washes & Tooth Pastes, Cosmetics for Nails.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 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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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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How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Running head TOPICS IN IO PSYCHOLOGY1TOPICS IN IO PSYCHOLOGY.docx
1. Running head: TOPICS IN I/O PSYCHOLOGY 1
TOPICS IN I/O PSYCHOLOGY 2
Topics in Industrial/Organizational Psychology
John Q. Student
Columbia Southern University
Abstract
The paper presents an overview of seven topics in
industrial/organizational (I/O) psychology. These topics include
(a) authenticity and the future of I/O psychology, (b) reliability
and validity of assessment measures within scientific research,
(c) personality assessments, (d) organizational citizenship
behaviors (OCB) and counterproductive work behaviors (CWB),
(e) 360 degree feedback systems, (f) the multi-hurdle staffing
model, and (g) the role of needs analysis in the training process.
For each topic, the paper presents an overview, as well as the
reason for selecting the topic. In addition, the paper presents
information about the importance of each topic to the I/O
psychology profession, plus any relevant social, ethical, or legal
concerns.
Keywords: I/O psychology, authenticity, reliability, validity,
personality assessments, OCB, CWB, 360 degree feedback,
multi-source feedback (MSF), multi-hurdle staffing model,
needs analysis in training development
Topics in Industrial/Organizational Psychology
The paper presents an overview of selected topics from each of
seven chapters in the text by Landy and Conte (2009) addressed
in the course. The key topics include authenticity, reliability
and validity of research measures, personality assessments,
2. organizational citizenship behaviors (OCB) and
counterproductive work behaviors (CWB). In addition, the
paper presents an overview of 360 degree systems, the multi-
hurdle staffing model, and the role of needs analysis in
developing a training program.
The topics follow the same order as the textbook chapters, and
the paper presents a brief overview of each one, along with
reasons for choosing the various topics and a brief description
of how those topics are important to the I/O psychology
profession. In addition, the paper presents any social, ethical, or
legal concerns related to each topic. The paper does not present
a central theme, but rather serves to demonstrate a grasp on key
concepts within each chapter of the Landy and Conte (2009)
text.
History and Future of I/O Psychology: Authenticity
Landy and Conte (2009) refer to the concept of authenticity as
something or someone that is “real, genuine, not artificial” (p.
7). Authenticity is a new trend in I/O psychology—not found in
the literature prior to 1999—reflecting society’s desire to grasp
onto things and people that seem “real” in a world of ever-
increasing virtual connectivity. I/O psychologists are noting
that authenticity is “reflected in the search for ‘good work’ and
inspirational leadership” (Landy & Conte, 2009, p. 8).
Authenticity and the perception of how authentic a thing or
person is will be important in future studies in the I/O
psychology profession.
The primary reason for choosing authenticity is that I have long
been interested in transformational leadership, integrity, and
character development. Authenticity is a big factor in the
success of each of those areas, and I am excited to see it
becoming a factor in I/O psychology research and application.
Importance to Profession and Career
Authenticity is important to I/O psychologists because it helps
them understand the quest for balance between work and
personal life. In addition, this concept is important to the
discipline of leadership (Landy & Conte, 2009). Leadership
3. trainees and those already leading realize that credible and
respected leadership today consists of “integrity and
genuineness, not projecting an artificial persona” (p. 564).
Authentic leadership is becoming even more important as the
compensation gap between highly-paid executives and the rest
of an organization’s workforce grows, especially in the United
States (Joseph, 1999). In addition, the societal dislike for “big
business” and the characterizations of many companies by the
mainstream media organizations propel that dislike until it
becomes distrust (Indiviglio, 2011). Authenticity can help
overcome these issues. It can also help individuals and
organizations stand out in the crowded business world (Joseph,
1999).
In my consultancy, authenticity helps builds trust with clients.
It helps me stand out in a competitive marketplace because even
if I am an expert in digital marketing or (eventually) I/O
psychology, but I cannot relate to clients, they will choose
another consultant with perhaps less expertise but a greater
authenticity.
Social, Ethical, and Legal Issues
Eagly (2005) expressed a social issue related to authenticity.
She was concerned that female leaders demonstrating
authenticity would experience adverse results as compared to
male leaders. If women reveal their true selves—egalitarian,
nurturing, and process-oriented—their colleagues and
subordinates may perceive them in a negative way (Eagly,
2005).
Authenticity can carry with it ethical and legal issues,
particularly if it leads to inappropriate relationships at work,
politically incorrect language or hate speech, or if it takes one
beyond the bounds of the laws of society. Like one’s reputation,
authenticity is hard to gain, easy to lose in an instant, and
difficult to regain (Landy & Conte, 2009).
Science and Research in I/O Psychology: Reliability and
Validity
Landy and Conte (2009) note that in order to ensure an accurate
4. statistical interpretation of any research project, the measures
used to collect the data must be reliable. Reliability means there
was “consistent information on which to base decisions” (Landy
& Conte, 2009, p. 82). I/O psychology researchers should be
aware of several types of errors that can interfere with a
measure’s reliability, including: (a) test-retest reliability, (b)
equivalent forms reliability, (c) internal consistency, and (d)
inter-rater reliability (Landy & Conte, 2009).
Landy and Conte (2009) also note that another “characteristic of
good measurement is validity” (Landy & Conte, 2009, p. 82).
Validity means that the measurements were “taken accurately
and completely represent what we had hoped to measure”
(Landy & Conte, 2009, p. 82). Three ways to test for validity
include: (a) criterion-related validity, (b) content-related
validity, and (c) construct-related validity (Landy & Conte,
2009).
The primary reason for choosing reliability and validity is an
innate skepticism for statistics. As someone anonymously once
said, “Facts are stubborn things, but statistics are more pliable.”
The researcher can easily manipulate the statistical results of
any research study to fit a bias or to match the proposed
hypothesis.
Importance to Profession and Career
Reliability and validity have been important throughout the
history of psychology as a science (Landy & Conte, 2009).
Without these two concepts, the findings of any study are not
scientific (Putka & Sackett, 2010). Personal ethics enter the
picture as well and high moral character on the part of the
researcher is necessary to ensure the accurate use of statistics
(Landy & Conte, 2009).
Reliability and validity will remain important to the I/O
psychology profession because psychology is, in some ways,
still fighting for its rightful place in the realm of science, and
these two concepts are foundational in any scientific endeavor.
Any research measure utilized in any I/O psychological study
5. must take into consideration both concepts (Putka & Sackett,
2010).
In my consultancy, I work with small and medium-sized
business owners. In the future, I intend to work in I/O
psychology primarily as a management consultant and possibly
as a certified personality assessment administrator. In both
cases, the reliability and validity of the measures I recommend
for use will be important. When giving recommendations to the
C-suite managers, I will want to ensure that I am not setting
them up for legal concerns due to either reliability or validity of
specific measures. When choosing assessments to administer, I
will absolutely want to know that the assessments are as reliable
and valid as possible to ensure correct results.
Social, Ethical, and Legal Issues
Social issues are possible because many assessment measures
involve self-reporting. Some people may attempt to “fake out”
the assessment or may not answer honestly, especially
concerning private or potentially embarrassing topics. The main
ethical concern around reliability and validity in assessment
measures involves the appropriate use of statistics resulting
from the measurements—not bending them to fit the hypothesis
(Landy & Conte, 2009).
Landy and Conte (2009) note that the Civil Rights Act of 1964,
and the resulting Equal Employment Opportunity Commission,
made validity in assessment for hiring and promotion a legal
concern. The courts are primarily concerned with criterion-
related validity, though they also consider the other two types
mentioned above. Unfortunately, as Landy and Conte (2009)
also note, with passing time the ways to measure validity have
changed but the courts and legal precedents have not, and thus
the federal guidelines in discrimination cases are often out of
date.
Assessment of Individual Differences: Personality Assessments
Steel, Schmidt, and Schultz (2008) note that within I/O
psychology there is agreement that personality predicts general
behavior and happiness (Steel et al., 2008). Landy and Conte
6. (2009) also note that personality predicts behavior at work,
including “performance, absenteeism, counterproductive work
behavior, and team effectiveness” (Landy & Conte, 2009, p.
109). In other words, taking time to identify a worker’s
personality can assist the organization in job placements where
candidates will likely be the best fit, and thus perform to the
highest level.
The primary reason for choosing personality assessment is that I
have long been fascinated with personality and the benefits to
understanding people more easily. My MBA program spent a
significant amount of time on psychology and communication at
work, particularly via the Myers-Briggs Temperament
Instrument (MBTI). I took a shortened version of the MBTI and
began to read at length about my personality type, resulting in a
much deeper understanding of why I behave the way I do. It
also has been useful in gaining insight into why my husband,
family, colleagues, former business partners, and clients think,
feel, and behave in specific ways. That sparked an interest in
Kroeger, Thuesen, and Rutledge’s book Type Talk at Work,
which I use to this day to help me identify personality traits and
deal with the inevitable “people challenges” in my business.
Importance to Profession and Career
The Big 5 or Five Factor Model (FFM) is the historic
foundation of personality assessment (Landy & Conte, 2009, p.
110). Personality assessment has been important to
understanding work behavior for some time, and will continue
to be important for the near future. It has become equally
important to organizations as cognitive ability (Landy & Conte,
2009), and numerous assessments exist to fit any organizational
assessment budget. Goldstein and Goldstein (2002) note that a
“great deal of effort and work is required to begin to understand
the complex question of predicting job performance” (p. 139).
In my consultancy, I attempt to identify clients’ personalities
and deal with them according to what I know about those
specific personalities. In the future, I intend to administer
personality assessments and look forward to a greater
7. understanding of how insight into personality can improve
customer relations, spousal and familial relationships, and
worker/employer relationships. I already study this topic
regularly on my own, and look forward to continually improving
my knowledge base and achieving certification and credentials
to work more specifically in this area.
Social, Ethical, and Legal Issues
Two social issues involve faking and response bias (Heggestad,
Morrison, Reeve, & McCloy, 2006). Ethical issues in the use of
personality assessment include informed consent from the
candidate or worker and confidentiality of the results (Knauss,
2001).
As with any assessment used in hiring or promotion decisions,
the use of personality assessments may make an organization
vulnerable in the courts if invalid or unreliable assessments are
used, or if those assessments are unfair to a specific gender,
race, or minority group (Landy & Conte, 2009).
Job Analysis: OCB and CWB
Landy & Conte (2009) define organizational citizenship
behavior (OCB) as “behavior that goes beyond what is
expected” (p. 182). In other words, OCB encompasses the
attitudes, intentions, and actions at work that make the
employee want to help others and exceed the employer’s
expectations. The actions can be both good and bad, as the text
notes in its hypothetical scenario of a steel worker going
beyond his or her job to help out, but instead causing an
accident (Landy & Conte, 2009).
In contrast, Landy & Conte (2009) define counterproductive
work behaviors (CWB) as “voluntary behavior that
violates…organizational norms and threatens the well-being of
the organization, its members, or both” (p. 186). In other words,
CWB harms co-workers or the company, whether because of job
dissatisfaction or intentional sabotage. The actions are usually
unethical and negative and often create a ripple effect in the
organization unless leaders deal with the behaviors quickly.
The primary reason for choosing OCB and CWB is that they are
8. age-old concepts that are simultaneously emerging trends and
new buzzwords in I/O psychological research. This intrigues me
because, as King Solomon said in Ecclesiastes 1:9, “there is
nothing new under the sun” (Bible Gateway, n.d.), and it is
humorous that the science of psychology has caught up to the
common sense of the ages while thinking it has discovered
something new.
Importance to Profession and Career
Studying OCB and CWB is important to the profession because
it builds upon the idea of personality assessment’s usefulness in
predicting work behavior. Landy and Conte (2009) note that
personality measures “do a better job of predicting OCB
performance,” whereas cognitive ability is more likely to
predict task performance (Landy & Conte, 2009, p. 198). In
addition, as work teams continue to dominate modern
workplaces, understanding what drives OCB and CWB will be
even more useful.
In my consultancy, I would like to explore the relationship
between OCB and enabling less-than-satisfactory employees. I
intend to be able to give management recommendations for how
to predict which candidates will be capable of OCB or CWB,
and how to build a culture that supports a working balance
between the willingness to help versus enabling a lazy
colleague.
Social, Ethical, and Legal Issues
Bergeron (2007) states that OCB may have unintended social
consequences in the workplace. She considers extra variables
such as zero-sum limits on time at work and the relationship
between task performance, OCB, and career advancement. She
notes the “potential paradox of OCB,” which is that within a
fixed amount of time, workers who spend more time on task
performance than on OCB will have “higher career outcomes”
than workers who do the opposite (p. 1086). In other words, too
much time spent going above and beyond to help others or the
organization is not always the best thing to do if career
9. advancement is something the worker hopes to achieve.
An ethical concern involves whether to consider OCB in
performance assessments, as compared to workers who merely
perform only the job assigned (Landy & Conte, 2009). Another
ethical concern centers on the ostracizing of workers who do
not want to go above and beyond but do perform well in their
own jobs. Legal issues may arise from some CWBs, such as
theft or sabotage, as could rare cases of OCB gone bad that
resulted in accidents and injury or death (Landy & Conte,
2009).
Performance Measurement: 360 Degree Systems
Landy & Conte (2009) state that performance management is the
“link between individual behavior and organizational strategies
and goals” (p. 233). In other words, it is the measurement of
how well a worker’s behavior matches the company’s big-
picture goals with input from both the worker and his or her
manager.
A high-level view of performance management shows that it is
different from a performance appraisal alone. Performance
management has three components. The first is the definition of
performance, including company strategies and goals (Landy &
Conte, 2009, p. 234). The second component is the performance
measurement process. The third component of performance
management is the follow-up communication between worker
and manager that lets the worker know how well he or she
aligns with the company’s goals and ways in which to improve
performance (Landy & Conte, 2009, p. 234).
The primary reason for this choice is that I want to understand
the best way to gather and deliver feedback that helps both
others and I become more self-aware. Fletcher & Baldry (2000)
state that the multi-source feedback system (MSF), or 360
degree system, compares “individuals’ self-assessments with
others’ ratings of them on various performance dimensions” (p.
303). The outcome of this type of review is often a measure of
self-awareness achieved by the candidate or worker, and that
self-awareness often relates to performance outcomes (Fletcher
10. & Baldry, 2000).
Importance to Profession and Career
Performance measurement and MSF or 360 degree feedback
systems are important to the I/O psychology profession because
the current models for hiring, promotion, and rely on
performance at work. Continued research into finding the best
ways to collect and deliver feedback that supports decisions
made in the above three areas is likely to be an ongoing
priority, especially as the nature of work changes with the
advent of technology (Landy & Conte, 2009).
In my consultancy, I intend to both recommend and use the 360
degree system when appropriate. Even the scaled-back process
of an MSF can assist in reducing blind spots in my own
business and leadership style, as well as in the organizations
and leadership styles of the business owners with whom I
consult.
Social, Ethical, and Legal Issues
One social concern involves the adoption and overuse of MSF
systems in organizations. This type of performance assessment,
originally intended for use in management development, has
become so popular that it is replacing the traditional
performance appraisal (Toegel & Conger, 2003).
Landy and Conte (2009) note three types of justice issues: (a)
distributive, (b) procedural, and (c) interpersonal (p. 235).
Distributive justice involves fair rewards or punishments
matched to performance. Procedural justice involves the actual
system of evaluation and considers whether it is fair.
Interpersonal justice involves the fairness of the delivery
method chosen for evaluation feedback. Each of these issues can
serve as a basis for ethical or legal concerns, especially if there
is gender or ethnic bias inherent in the ratings, unfair rewards
or punishments given, or poorly-communicated evaluation
results.
Staffing Decisions: Multi-Hurdle Staffing Model
Landy & Conte (2009) state that the hurdle system is a
11. “noncompensatory system,” that does not allow applicants to
“compensate at a later assessment state for a low score in an
earlier stage of the assessment process” (p. 296). In other
words, each stage of the assessment serves similar to a hurdle
on a track, and applicants must successfully clear each hurdle
before gaining the opportunity to approach the next assessment
stage. If the number of candidates that pass all of the hurdles is
greater than the number of open positions, the hurdle system
usually becomes a compensatory system and combines scores to
“allow for relative strengths and weaknesses to offset each
other” (Landy & Conte, 2009, p. 297).
The primary reason for choosing this topic is that the
straightforward nature of the process is appealing. In addition,
as a consultant who works directly with business owners, I am
aware of the bottom-line motivations behind each business
activity, and this type of process is likely to be the most
effective for smaller companies and simultaneously be the most
cost-effective.
Importance to Profession and Career
The multi-hurdle staffing model is important because, as Landy
and Conte (2009) note, its use continues within human resource
departments at organizations across the globe, especially when
finances are tight. One reason for its importance is that it shows
the most-qualified candidates quickly. Another reason is that it
reduces the number of expensive tests the organization or its
testing center must administer. A third reason is that it is
scalable and useful for any size organization (Landy & Conte,
2009).
In my consultancy, I intend to recommend it as a preferred
staffing model to my small and medium-sized business clients.
Understanding even more about this particular model, as well as
others in existence, will broaden the range of recommendation
options for hiring and promotion at my disposal.
Social, Ethical, and Legal Issues
Validity, utility, and fairness each play a role in evaluating
staffing decisions. Validity is the measure of accuracy in the
12. assessments used. Utility is a measure of staffing strategy and
has to do with the cost-to-benefit ratio of a strategy. Fairness in
staffing decisions is important, since any stakeholder who
experiences feelings of unfairness in the process and acts upon
them costs the organization time and money (Landy & Conte,
2009).
Landy and Conte (2009) discuss two main types of employment
litigation issues resulting from staffing decisions. The first is
intentional employment discrimination, and the second is
adverse impact or statistical discrimination. This unintentional
discrimination results when the staffing or promoting
procedures a company uses do not meet the “80 percent” or
“4/5ths” rule set by the 1978 Uniform Guidelines (Landy &
Conte, 2009).
Training and Development: Needs Analysis
Landy and Conte (2009) note that before any training format is
determined, I/O psychologists and organizations should take
time to conduct a needs analysis. This will pinpoint “where
training is needed, what needs to be taught or trained, and who
will be trained” (Landy & Conte, 2009, p. 318-319). In other
words, the needs analysis must answer the following questions
before creating any training program: (a) What are the big-
picture goals and challenges in the organization? (b) What
training methods will produce high performance and
competency? and (c) Who should receive training? Landy and
Conte (2009) note three areas of analysis: organizational, task,
and person (p. 319).
The primary reason for choosing this topic is that I realize the
need for planning in any endeavor. I know from my business
and marketing consulting work how much time and money a
good plan can save an organization. I also find it exciting to dig
into the who, what, and why of an organizational challenge and
then recommend a solution. In addition, taking time to plan in
this way helps to ensure the most efficient and effective
pathway to accomplishing the identified goals.
Importance to Profession and Career
13. Needs analysis is important to the profession because training
development is a major pathway toward making a living for
many I/O psychologists. Training is a major expense for
organizations, and skipping the needs analysis may result in
training that does not deliver as requested. As a result, the
organization has wasted time and money, and the I/O
psychologist has lost important credibility and reputation. It is
like Ready! Fire! Aim! Such an approach is not a great way to
enter a systematic process such as training. Despite the urge to
jump quickly into training and other recommendations, this
stage is critical, as doing so will likely result in higher costs to
the organization in terms of poorly trained employees and
unmet performance goals.
In my consultancy, needs analysis is critical and is something
that I do with every client, regardless of the type of project. The
needs analysis lets me dig into my client’s business and
determine with them what the goals are, what needs to be
improved, and what training is necessary for improvement.
Whether I continue as a business/marketing consultant or add
I/O psychology consulting to my business mix, needs analysis
will be a critical first step for any assistance, recommendations,
or collaboration with any of my clients.
Social, Ethical, and Legal Issues
Social concerns are likely to arise if the needs of all types of
employees and bottom-line organizational goals are not
considered. The analysis must find answers to questions such
as: (a) Is the work force primarily male or female? (b) Is the
workforce comprised primarily of teams or individual workers?
(c) Where is the work performed?, and (d) What is the culture
of the environment? (Landy & Conte, 2009).
Two ethical concerns are: (a) fairness in identifying training
needs for all employees, and (b) understanding and
compensating for learning disabilities among workers. Legal
concerns can arise from a failure to account for gender, cultural,
or disability differences in the analysis and from skewing the
14. resulting training designs toward a particular race or gender
(Landy & Conte, 2009).
Conclusion
In conclusion, the paper did not follow a central theme or
introduce a hypothesis. Instead, it presented an overview of
selected key topics from each of the Landy and Conte (2009)
textbook chapters covered during the course. The paper
presented the following topics: (a) authenticity, (b) reliability
and validity of research measures, (c) personality assessments,
(d) OCB and CWB, (e) 360 degree feedback systems, (f) the
multi-hurdle staffing model, and (g) the role of needs analysis
in training program development.
The paper presented an overview of each topic, along with the
reason for choosing each one. In addition, the paper presented a
brief description of the relevance and importance to both the
I/O psychology profession and the author’s career. The paper
also presented an overview of any social, ethical, or legal
concerns related to each topic.
The topics were interesting and I learned much from this
course. The concepts addressed in the course have sparked an
interest in further developing my consultancy. This information
was practical for my current profession and with more and more
companies utilizing I/O psychology I can see the importance of
achieving expertise in this field.
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