This document discusses best practices in design of experiments (DOE). It covers the history and principles of DOE developed by Ronald Fisher. Case studies demonstrate how definitive screening designs can identify important factors in one step when three or fewer are important, or can be augmented when more factors are important. Optimal designs allow investigation of constrained factor spaces. A holistic approach considers customer preferences in addition to technical factors.
Gap Analysis Methods And Models PowerPoint Presentation Slides SlideTeam
Every organization needs to adapt to the ever-changing business environment. Sensing this need, we have come up with these content-ready change management PowerPoint presentation slides. These change management PPT templates will help you deal with any kind of an organizational change. Be it with people, goals or processes. The business solutions incorporated here will help you identify the organizational structure, create vision for change, implement strategies, identify resistance and risk, manage cost of change, get feedback and evaluation, and much more. With the help of various change management tools and techniques illustrated in this presentation design, you can achieve the desired business outcomes. This business transition PowerPoint design also covers certain related topics such as change model, transformation strategy, change readiness, change control, project management and business process. By implementing the change control methods mentioned in the presentation, you will be able to have a smooth transition in an organization. So, without waiting much, download our extensively researched change management framework presentation. With our Change Management Presentation slides, understand the need for change and plan to go through it without any hassles.
This document discusses causal inference and its importance for making better business decisions. It begins by motivating the need to go beyond predictions and determine the effect of actions on key performance indicators. The document then provides an overview of causal inference theory, including directed acyclic graphs, potential outcomes, assumptions required for identification, and methods for estimation like stratification, matching, and inverse probability weighting. It emphasizes that better predictive models do not necessarily provide better estimates of causal effects. The document concludes by discussing validation of causal models and providing an example of uplift modeling to predict the effect of treatment on an outcome.
Identify the root cause of the problems easier and faster, make better decisions, and prioritize your tasks list using ready-made Kepner Tregoe Method PowerPoint Presentation Slides. Incorporate kepner Tregoe PPT slides to troubleshoot and perform root cause analysis to execute plans. This kepner Tregoe method PPT templates are apt for employees at all levels and well-suited departments like operations, engineering, manufacturing, IT, customer service, maintenance, marketing, sales, etc. It covers topics such as kepner Tregoe troubleshooting methodology, kt key troubleshooting process, kepner Tregoe approach to problem solving, kepner Tregoe value proposition, etc. These templates are completely editable. Customize templates as per your requirement. Edit color, text, icon, and font size as per your need. Use kepner Tregoe method PowerPoint templates to get to the decisions beneficial for business. Identify and plan for the high priority issues, understand and manage risks, and get to the root cause of the complex problems. Fight any form of inequality with our Kepner Tregoe Method Powerpoint Presentation Slides. It helps establish a fair environment.
Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of fourteen slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed Kepner Tregoe Matrix Powerpoint Presentation Slides complete deck.
The document compares an adaptive survey conducted on CloudMR to a traditional rating scale survey on Survey Monkey. It finds that the adaptive survey received 40% more responses while requiring only 1/10th the number of questions. Both surveys produced similar results on overall satisfaction and demographics. However, the adaptive survey was able to collect and rank new ideas not conceived in the traditional design, and effectively quantify open-ended comments even with a small sample size.
What are the odds of making that number risk analysis with crystal ball - O...p6academy
This document provides an overview of a presentation on risk analysis using Crystal Ball. It introduces the presenter, Eric Torkia, and his background in risk analysis, project feasibility, financial modeling, and organizational change management. It then discusses how Monte Carlo simulation can help quantify risk and uncertainty in estimates to improve decision making for projects and investments by providing a full range of potential outcomes and probabilities. The document provides examples of how simulation can analyze risk in areas like project cost estimating, capital budgeting decisions, and portfolio planning.
This document summarizes a presentation about using Oracle Crystal Ball predictive analytics software. It discusses how Crystal Ball can be used to develop powerful analytics applications and demonstrates its use through a case study with the USGS. Crystal Ball allows users to quantify risk and uncertainty through simulation modeling, helping users make better decisions. It has applications across many industries for tasks like financial forecasting, portfolio optimization, capacity planning, and capital expenditure decisions. The document concludes by describing how the USGS worked with a partner to build a customized Crystal Ball application for specialized mineral reserves modeling.
This document discusses best practices in design of experiments (DOE). It covers the history and principles of DOE developed by Ronald Fisher. Case studies demonstrate how definitive screening designs can identify important factors in one step when three or fewer are important, or can be augmented when more factors are important. Optimal designs allow investigation of constrained factor spaces. A holistic approach considers customer preferences in addition to technical factors.
Gap Analysis Methods And Models PowerPoint Presentation Slides SlideTeam
Every organization needs to adapt to the ever-changing business environment. Sensing this need, we have come up with these content-ready change management PowerPoint presentation slides. These change management PPT templates will help you deal with any kind of an organizational change. Be it with people, goals or processes. The business solutions incorporated here will help you identify the organizational structure, create vision for change, implement strategies, identify resistance and risk, manage cost of change, get feedback and evaluation, and much more. With the help of various change management tools and techniques illustrated in this presentation design, you can achieve the desired business outcomes. This business transition PowerPoint design also covers certain related topics such as change model, transformation strategy, change readiness, change control, project management and business process. By implementing the change control methods mentioned in the presentation, you will be able to have a smooth transition in an organization. So, without waiting much, download our extensively researched change management framework presentation. With our Change Management Presentation slides, understand the need for change and plan to go through it without any hassles.
This document discusses causal inference and its importance for making better business decisions. It begins by motivating the need to go beyond predictions and determine the effect of actions on key performance indicators. The document then provides an overview of causal inference theory, including directed acyclic graphs, potential outcomes, assumptions required for identification, and methods for estimation like stratification, matching, and inverse probability weighting. It emphasizes that better predictive models do not necessarily provide better estimates of causal effects. The document concludes by discussing validation of causal models and providing an example of uplift modeling to predict the effect of treatment on an outcome.
Identify the root cause of the problems easier and faster, make better decisions, and prioritize your tasks list using ready-made Kepner Tregoe Method PowerPoint Presentation Slides. Incorporate kepner Tregoe PPT slides to troubleshoot and perform root cause analysis to execute plans. This kepner Tregoe method PPT templates are apt for employees at all levels and well-suited departments like operations, engineering, manufacturing, IT, customer service, maintenance, marketing, sales, etc. It covers topics such as kepner Tregoe troubleshooting methodology, kt key troubleshooting process, kepner Tregoe approach to problem solving, kepner Tregoe value proposition, etc. These templates are completely editable. Customize templates as per your requirement. Edit color, text, icon, and font size as per your need. Use kepner Tregoe method PowerPoint templates to get to the decisions beneficial for business. Identify and plan for the high priority issues, understand and manage risks, and get to the root cause of the complex problems. Fight any form of inequality with our Kepner Tregoe Method Powerpoint Presentation Slides. It helps establish a fair environment.
Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of fourteen slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed Kepner Tregoe Matrix Powerpoint Presentation Slides complete deck.
The document compares an adaptive survey conducted on CloudMR to a traditional rating scale survey on Survey Monkey. It finds that the adaptive survey received 40% more responses while requiring only 1/10th the number of questions. Both surveys produced similar results on overall satisfaction and demographics. However, the adaptive survey was able to collect and rank new ideas not conceived in the traditional design, and effectively quantify open-ended comments even with a small sample size.
What are the odds of making that number risk analysis with crystal ball - O...p6academy
This document provides an overview of a presentation on risk analysis using Crystal Ball. It introduces the presenter, Eric Torkia, and his background in risk analysis, project feasibility, financial modeling, and organizational change management. It then discusses how Monte Carlo simulation can help quantify risk and uncertainty in estimates to improve decision making for projects and investments by providing a full range of potential outcomes and probabilities. The document provides examples of how simulation can analyze risk in areas like project cost estimating, capital budgeting decisions, and portfolio planning.
This document summarizes a presentation about using Oracle Crystal Ball predictive analytics software. It discusses how Crystal Ball can be used to develop powerful analytics applications and demonstrates its use through a case study with the USGS. Crystal Ball allows users to quantify risk and uncertainty through simulation modeling, helping users make better decisions. It has applications across many industries for tasks like financial forecasting, portfolio optimization, capacity planning, and capital expenditure decisions. The document concludes by describing how the USGS worked with a partner to build a customized Crystal Ball application for specialized mineral reserves modeling.
The document discusses Pekka Silvén's background and work in evaluation, quality and feedback processes. It notes some common problems with traditional evaluation methods and introduces the "Zef-method" as an alternative that provides clearer results and facilitates improvements. The Zef-method is used in various feedback questionnaires and evaluation engines to analyze responses and compare views of different stakeholders.
Qnt 561 entire class all weeks assignments ,d qs comelyone
This document outlines the coursework for a 6-week statistics course, including individual and group assignments. In each week, students are assigned practice problems from the course textbook to complete individually. They also work in a learning team to complete a reflective discussion and a multipart business research assignment. The business research assignment involves identifying an organizational problem, developing a research question, designing a study, collecting data, analyzing results, and presenting findings.
How To Build a Winning Experimentation Program & Team | Optimizely ANZ Webinar 8Optimizely
This document provides an overview of how to build a successful experimentation program within an organization. It discusses the importance of experimentation for innovation and outlines key areas to assess when developing an experimentation capability, including organizational culture. It then describes attributes of mature experimentation cultures and how most organizations are currently at an early stage. The rest of the document focuses on operationalizing experimentation through identifying a team, following an experimentation methodology, understanding metrics, and getting started with small changes.
Chaplin School of Hospitality and Tourism ManagementInternship Lea.docxcravennichole326
Chaplin School of Hospitality and Tourism ManagementInternship Lean 6σ Process Improvement Project
Improving the Speed, Accuracy, Reliability, Cost Effectiveness and Flow of the (Y) process.
A picture of you in front of your company here.
Executive Summary
Executive Summary
Please describe your project in this box. If it does not fit in the box, it is too long, and you must shorten it. Shoot for the 5W’s and the H, but be brief. (Who, what, when, where, why, how)
Please describe your project in this box. If it does not fit in the box, it is too long, and you must shorten it. Shoot for the 5W’s and the H, but be brief. (Who, what, when, where, why, how)
Table of Contents
i
Executive Summaryi
Message from the Professoriii
Why we are using this method in the advanced internship classiii
About Lean 6σiii
Criteria for the Projectiii
Define1
1.1Project Charter and Financial Estimate1
1.2 Current State Process Map2
Measure3
2.1 Data Collection Plan3
2.2 Collection Results4
Analyze5
3.1 Voice of the Customer5
3.2 Voice of the Business5
3.3 Voice of the Employee (WIFM)5
3.4 Waste Analysis – DOWNTIME6
4.1 Addressing gaps in VOC needs7
Improve
4.2Addressing gaps VOB needs7
4.3 Addressing VOE concerns/ Alternate WIFM7
4.4Reduction of Waste8
4.5 Summary of Recommended
Solution
s8
Control9
5.1 Modification to Procedures Manuals (Or Establishment of Internal Controls)9
Lessons Learned10
Supervisor’s Critique11
Message from the Professor
Why we are using this method in the advanced internship class
Our internship students are within a semester or two of entering the workforce as managers. FIU’s Hospitality and Tourism Management School has included a structured internship as part of the curriculum for over a decade to assist students with this transition into management. A substantial part of the course has always included a project where the students were to improve the host company’s operations in a meaningful and lasting way.About Lean 6σ
This project is a scaled down Lean 6σ ( six sigma) project designed to be completed within the term of the semester. Lean 6σ is a continuous process improvement method which has grown in use in U.S. and international corporations since the 1970’s. Employed to great success at companies like Motorola, this method aims to refine a company’s existing processes through data based analysis and evidence based decision making.
U.S.-based quality professionals who complete any Six Sigma training earn on average $12,642 more than those without it. 2011 QP Salary Survey*Criteria for the Project
· The project must be based on a real need in the company, and have the support of the student’s supervisor.
· Must be able to be completed to in 10 weeks or (40 hours)
This template is the intellectual property of Jason L. Stiles, Ph.D. All rights reserved.
2
Define
A description of the current process and proposed financial benefits
1.1 Project Charter and Financial Estimate
Project Charte ...
This document outlines the refund policy of Cheapassignmenthelp.co.uk. It states that refunds are available in certain situations such as if the customer is not satisfied with the work after several revisions, if the work is not completed by the deadline, or if the work does not meet requirements. To request a refund, the customer must inform the company within 7 days of receiving the order. The refund amount depends on the specific situation and reason for refund.
CompetencyApply statistics to different quality methods in healt.docxmccormicknadine86
Competency
Apply statistics to different quality methods in healthcare.
Course Scenario
Chaparral Regional Hospital is a small, urban hospital of approximately 60 beds, and offers the following:
· Emergency room services
· Intensive care
· Surgical care
· Obstetrics
· Diagnostic services
· Some rehabilitation therapies
· Inpatient pharmacy services
· Geriatric services and
· Consumer physician referral services
Recently, the CEO has been hearing complaints from both patients and staff. You have been hired to design and implement a Quality Improvement Plan to help uncover quality problems and satisfactorily resolve them.
Scenario Continued
Your CEO has requested that you provide employee training on Quality Improvement. You have done an initial survey of patient satisfaction, and the CEO has asked you to explain how the data will be analyzed, using this initial data.
Given the variety of complaints coming from both employees and patients, it is critical for everyone to understand the importance of conducting the survey and obtaining solid data.
Question
Great
5
Good
4
OK
3
Fair
2
Poor
1
No Response
Total
Facility and Convenience
Hours of Operations
10
17
3
0
10
0
40
Convenience of location
10
15
5
3
3
4
40
Cleanliness
11
14
8
4
3
0
40
Waiting time in reception area
9
16
0
4
11
0
40
Comfort while waiting
20
10
5
5
0
0
40
Staff
Explained procedure
17
9
8
0
6
0
40
Questions answered
11
15
7
2
3
2
40
Friendly and helpful
21
5
5
7
2
0
40
Knowledgeable and professional
6
21
4
3
3
0
40
Modesty respected
12
14
8
0
6
0
40
Confidentiality respected (HIPAA)
10
10
14
5
1
0
40
Overall Satisfaction
Overall impression of visit
30
0
5
3
2
0
40
Willingness to return
31
0
9
0
0
0
40
Likelihood of referring to others
32
0
4
3
1
0
40
Respondents were also asked about their wait times. Here is the data on wait times:
Number responding
Wait time before being checked in at Reception
4
10 minutes
16
15 minutes
8
20 minutes
12
25 minutes
Number responding
Wait time before being seen by a healthcare professional
2
10 minutes
6
15 minutes
10
20 minutes
22
25 minutes
Instructions
You are to create an agenda for the training and a memo with bullet points to present the statistical analysis of the initial data. The memo should include an explanation of each of the statistical results. In particular, you should be able to explain what the results mean to the facility.
Determine the percentages of the following:
· Percent who responded with a 5 (Great) on "Overall impression of the visit"
· Percent who responded with a 2 (Fair) or 1 (Poor) on "Overall impression of the visit"
· Percent who responded with a 5 (Great) on "Willingness to return"
· Percent who responded with less than 5 on "Willingness to return"
· In the area of "Facility and Convenience," which indicator had the highest percentage of 5 (Great) responses? Which had the lowest?
· In the area of "Staff," which indicator had the highest percentage of 5 (Great) responses? Which had the lowest? ...
Qnt 561 complete class entire course all assignments and dqs getwisdom
This document outlines the coursework for QNT 561 Complete Class over 6 weeks. It includes individual practice problems, papers, and learning team assignments. Students will work through practice problems in statistics, write papers on making decisions with probability concepts and reflecting on weekly topics. They will also complete three learning team assignments on developing and conducting a business research project, including defining a research question, designing the study, collecting and analyzing data, and presenting findings. The course aims to develop skills in quantitative analysis and research methods for business applications.
This document provides an overview of employee turnover including different types, causes, calculation methods, and measures to reduce it. It also examines employee turnover at two Indian IT companies, Wipro and Infosys. Some key points include:
- Employee turnover occurs when employees voluntarily leave their jobs and must be replaced. It is usually expressed as an annual percentage.
- Causes of high and low turnover vary by industry and economic conditions. Innovative companies often see lower rates while fast food sees higher, up to 50-75%.
- Common types of turnover include voluntary, involuntary, functional, dysfunctional, avoidable, and unavoidable.
- Calculation of turnover rate involves comparing number of replacements to
CompetencyApply statistics to different quality methods in h.docxardhowp
Competency
Apply statistics to different quality methods in healthcare.
Course Scenario
Chaparral Regional Hospital is a small, urban hospital of approximately 60 beds, and offers the following:
Emergency room services
Intensive care
Surgical care
Obstetrics
Diagnostic services
Some rehabilitation therapies
Inpatient pharmacy services
Geriatric services and
Consumer physician referral services
Recently, the CEO has been hearing complaints from both patients and staff. You have been hired to design and implement a Quality Improvement Plan to help uncover quality problems and satisfactorily resolve them.
Scenario Continued
Your CEO has requested that you provide employee training on Quality Improvement. You have done an initial survey of patient satisfaction, and the CEO has asked you to explain how the data will be analyzed, using this initial data.
Given the variety of complaints coming from both employees and patients, it is critical for everyone to understand the importance of conducting the survey and obtaining solid data.
Question
Great
5
Good
4
OK
3
Fair
2
Poor
1
No Response
Total
Facility and Convenience
Hours of Operations
10
17
3
0
10
0
40
Convenience of location
10
15
5
3
3
4
40
Cleanliness
11
14
8
4
3
0
40
Waiting time in reception area
9
16
0
4
11
0
40
Comfort while waiting
20
10
5
5
0
0
40
Staff
Explained procedure
17
9
8
0
6
0
40
Questions answered
11
15
7
2
3
2
40
Friendly and helpful
21
5
5
7
2
0
40
Knowledgeable and professional
6
21
4
3
3
0
40
Modesty respected
12
14
8
0
6
0
40
Confidentiality respected (HIPAA)
10
10
14
5
1
0
40
Overall Satisfaction
Overall impression of visit
30
0
5
3
2
0
40
Willingness to return
31
0
9
0
0
0
40
Likelihood of referring to others
32
0
4
3
1
0
40
Respondents were also asked about their wait times. Here is the data on wait times:
Number responding
Wait time before being checked in at Reception
4
10 minutes
16
15 minutes
8
20 minutes
12
25 minutes
Number responding
Wait time before being seen by a healthcare professional
2
10 minutes
6
15 minutes
10
20 minutes
22
25 minutes
Instructions
You are to create an agenda for the training and a memo with bullet points to present the statistical analysis of the initial data. The memo should include an explanation of each of the statistical results. In particular, you should be able to explain what the results mean to the facility.
Determine the percentages of the following:
Percent who responded with a 5 (Great) on "Overall impression of the visit"
Percent who responded with a 2 (Fair) or 1 (Poor) on "Overall .
[Report B] Instructor-led Training Survey 2014Escalla
With new technologies constantly evolving, keeping your staff up-to-date on latest developments has never been more important.
We wanted to know: what were the biggest trends, challenges and success factors for training courses in 2014?
You are viewing Report B: Responses from individuals who book training courses for themselves.
How to Build a Business Case for Online Employee Training - Webinar 09.04.14BizLibrary
In this webinar we'll discuss 5 key elements to include in your business case for online employee training and development.
www.bizlibrary.com/webinars
This document provides information about getting fully solved assignments. It instructs students to send their semester and specialization name to an email address or call a phone number to receive assignments. It then lists assignment information for various MBA programs, including subject code, name, semester, and credits. It provides examples of questions and answers that would be included in the assignments.
Descriptive Statistics and Interpretation Grading GuideQNT5.docxtheodorelove43763
This document outlines a sampling and data collection plan to test whether implementing a Total Quality Management (TQM) system will increase product quality at PhoenixSolar. The target population includes production workers, managers, engineers, technicians, and customers who will provide insights through focus groups and surveys. A sample size of 385 is needed for a 95% confidence level. Internal employees will participate in exploratory focus groups, while external groups like technicians and customers will complete paper, email, and installation surveys. Validity, reliability, and privacy protocols are defined. The plan is to analyze responses over six months to determine if TQM increases quality and customer satisfaction at PhoenixSolar.
The document discusses a study on employees' perceptions of training and development (T&D) programs in the cellular sector of Pakistan. It aimed to determine employees' views of current T&D practices and how it affects their performance and skills. Data was collected through questionnaires distributed to 102 employees from three major cellular companies. The results showed that most employees felt trainings were conveniently located and timed. They believed T&D improved their skills and performance and helped meet learning needs. However, some noted training locations were not ideal. Overall, the study found that T&D programs had a positive impact and employees were satisfied, but some aspects could be improved.
This document provides information about an assignment for a risk management course, including the program, semester, subject code and name, book ID, credits, and marks. It includes 6 questions related to risk management processes, tools, and analysis. Students are instructed to answer all questions, with some requiring 300-400 words. The assignment is for the fall 2013 semester in programs including MBADS, MBAN2, and PGDISMN.
THE IMPERATIVE TO BUILD A RESILIENT AND AGILE ORGANIZATION—ONE MINDSET AT A TIMEHuman Capital Media
“Resiliency” and “Agility” are so often discussed yet rarely understood in the context of implementing these skills within organizations. Companies increasingly recognize the need to evolve the organization in order to grow or at least keep pace in a climate where innovation is critical to success—or even survival. But your people don’t know how to unlock their potential.
Why? Human brains aren’t naturally wired to deal with or initiate change. Our cognitive biases hold us back from adapting to the most common disruptions thrust upon us. They also stop us from inciting the kind of innovative thought that ultimately benefits our organizations and ourselves.
These facts of nature are in direct conflict with the realities of your business needs, aren't they?
Fortunately, research has proven we can retrain our brains to be more Resilient and Agile at any age and stage in our career. Join Dr. Casey Mulqueen and David Collins, two behavioral learning experts who’ve helped people develop Adaptive Mindsets all around the world, as they share with you:
What it means to be Resilient and Agile and why it’s critical to develop these skills
Strategies to change individuals’ behavior to positively impact the entire organization
How other companies have employed successful Resiliency and Agility training
BUSTING E-LEARNING MYTHS: SEPARATING EFFECTIVE TRAINING FROM TRENDSHuman Capital Media
Many e-learning trends promise to deliver cutting-edge capabilities that can engage learners and embed knowledge like never before. But are these trends really fads? Or are these trends going to drive long-term learning value…for your learners and your business?
Myth 1: Does the learning logic make sense?
Myth 2: Data trove or overload?
Myth 3: Burst learning or bust?
Myth 4: Is virtual reality in e-learning a reality?
Myth 5: Looking good or feeling better?
Join Neha Gupta, CEO of True Office Learning, as she unravels these five common e-learning trends to get to the key drivers of learning engagement, knowledge retention, and ROI.
This session will:
Identify the difference between buzzwords and meaningful technology capabilities
Share how the modernization of the learning function can enhance learning efficacy
Discuss how moving from data to insight can help organizations truly measure ROI
BUSTING E-LEARNING MYTHS: SEPARATING EFFECTIVE TRAINING FROM TRENDSHuman Capital Media
Many e-learning trends promise to deliver cutting-edge capabilities that can engage learners and embed knowledge like never before. But are these trends really fads? Or are these trends going to drive long-term learning value…for your learners and your business?
Myth 1: Does the learning logic make sense?
Myth 2: Data trove or overload?
Myth 3: Burst learning or bust?
Myth 4: Is virtual reality in e-learning a reality?
Myth 5: Looking good or feeling better?
Join Neha Gupta, CEO of True Office Learning, as she unravels these five common e-learning trends to get to the key drivers of learning engagement, knowledge retention, and ROI.
This session will:
Identify the difference between buzzwords and meaningful technology capabilities
Share how the modernization of the learning function can enhance learning efficacy
Discuss how moving from data to insight can help organizations truly measure ROI
A Free 200-Page eBook ~ Brain and Mind Exercise.pptxOH TEIK BIN
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
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The document discusses Pekka Silvén's background and work in evaluation, quality and feedback processes. It notes some common problems with traditional evaluation methods and introduces the "Zef-method" as an alternative that provides clearer results and facilitates improvements. The Zef-method is used in various feedback questionnaires and evaluation engines to analyze responses and compare views of different stakeholders.
Qnt 561 entire class all weeks assignments ,d qs comelyone
This document outlines the coursework for a 6-week statistics course, including individual and group assignments. In each week, students are assigned practice problems from the course textbook to complete individually. They also work in a learning team to complete a reflective discussion and a multipart business research assignment. The business research assignment involves identifying an organizational problem, developing a research question, designing a study, collecting data, analyzing results, and presenting findings.
How To Build a Winning Experimentation Program & Team | Optimizely ANZ Webinar 8Optimizely
This document provides an overview of how to build a successful experimentation program within an organization. It discusses the importance of experimentation for innovation and outlines key areas to assess when developing an experimentation capability, including organizational culture. It then describes attributes of mature experimentation cultures and how most organizations are currently at an early stage. The rest of the document focuses on operationalizing experimentation through identifying a team, following an experimentation methodology, understanding metrics, and getting started with small changes.
Chaplin School of Hospitality and Tourism ManagementInternship Lea.docxcravennichole326
Chaplin School of Hospitality and Tourism ManagementInternship Lean 6σ Process Improvement Project
Improving the Speed, Accuracy, Reliability, Cost Effectiveness and Flow of the (Y) process.
A picture of you in front of your company here.
Executive Summary
Executive Summary
Please describe your project in this box. If it does not fit in the box, it is too long, and you must shorten it. Shoot for the 5W’s and the H, but be brief. (Who, what, when, where, why, how)
Please describe your project in this box. If it does not fit in the box, it is too long, and you must shorten it. Shoot for the 5W’s and the H, but be brief. (Who, what, when, where, why, how)
Table of Contents
i
Executive Summaryi
Message from the Professoriii
Why we are using this method in the advanced internship classiii
About Lean 6σiii
Criteria for the Projectiii
Define1
1.1Project Charter and Financial Estimate1
1.2 Current State Process Map2
Measure3
2.1 Data Collection Plan3
2.2 Collection Results4
Analyze5
3.1 Voice of the Customer5
3.2 Voice of the Business5
3.3 Voice of the Employee (WIFM)5
3.4 Waste Analysis – DOWNTIME6
4.1 Addressing gaps in VOC needs7
Improve
4.2Addressing gaps VOB needs7
4.3 Addressing VOE concerns/ Alternate WIFM7
4.4Reduction of Waste8
4.5 Summary of Recommended
Solution
s8
Control9
5.1 Modification to Procedures Manuals (Or Establishment of Internal Controls)9
Lessons Learned10
Supervisor’s Critique11
Message from the Professor
Why we are using this method in the advanced internship class
Our internship students are within a semester or two of entering the workforce as managers. FIU’s Hospitality and Tourism Management School has included a structured internship as part of the curriculum for over a decade to assist students with this transition into management. A substantial part of the course has always included a project where the students were to improve the host company’s operations in a meaningful and lasting way.About Lean 6σ
This project is a scaled down Lean 6σ ( six sigma) project designed to be completed within the term of the semester. Lean 6σ is a continuous process improvement method which has grown in use in U.S. and international corporations since the 1970’s. Employed to great success at companies like Motorola, this method aims to refine a company’s existing processes through data based analysis and evidence based decision making.
U.S.-based quality professionals who complete any Six Sigma training earn on average $12,642 more than those without it. 2011 QP Salary Survey*Criteria for the Project
· The project must be based on a real need in the company, and have the support of the student’s supervisor.
· Must be able to be completed to in 10 weeks or (40 hours)
This template is the intellectual property of Jason L. Stiles, Ph.D. All rights reserved.
2
Define
A description of the current process and proposed financial benefits
1.1 Project Charter and Financial Estimate
Project Charte ...
This document outlines the refund policy of Cheapassignmenthelp.co.uk. It states that refunds are available in certain situations such as if the customer is not satisfied with the work after several revisions, if the work is not completed by the deadline, or if the work does not meet requirements. To request a refund, the customer must inform the company within 7 days of receiving the order. The refund amount depends on the specific situation and reason for refund.
CompetencyApply statistics to different quality methods in healt.docxmccormicknadine86
Competency
Apply statistics to different quality methods in healthcare.
Course Scenario
Chaparral Regional Hospital is a small, urban hospital of approximately 60 beds, and offers the following:
· Emergency room services
· Intensive care
· Surgical care
· Obstetrics
· Diagnostic services
· Some rehabilitation therapies
· Inpatient pharmacy services
· Geriatric services and
· Consumer physician referral services
Recently, the CEO has been hearing complaints from both patients and staff. You have been hired to design and implement a Quality Improvement Plan to help uncover quality problems and satisfactorily resolve them.
Scenario Continued
Your CEO has requested that you provide employee training on Quality Improvement. You have done an initial survey of patient satisfaction, and the CEO has asked you to explain how the data will be analyzed, using this initial data.
Given the variety of complaints coming from both employees and patients, it is critical for everyone to understand the importance of conducting the survey and obtaining solid data.
Question
Great
5
Good
4
OK
3
Fair
2
Poor
1
No Response
Total
Facility and Convenience
Hours of Operations
10
17
3
0
10
0
40
Convenience of location
10
15
5
3
3
4
40
Cleanliness
11
14
8
4
3
0
40
Waiting time in reception area
9
16
0
4
11
0
40
Comfort while waiting
20
10
5
5
0
0
40
Staff
Explained procedure
17
9
8
0
6
0
40
Questions answered
11
15
7
2
3
2
40
Friendly and helpful
21
5
5
7
2
0
40
Knowledgeable and professional
6
21
4
3
3
0
40
Modesty respected
12
14
8
0
6
0
40
Confidentiality respected (HIPAA)
10
10
14
5
1
0
40
Overall Satisfaction
Overall impression of visit
30
0
5
3
2
0
40
Willingness to return
31
0
9
0
0
0
40
Likelihood of referring to others
32
0
4
3
1
0
40
Respondents were also asked about their wait times. Here is the data on wait times:
Number responding
Wait time before being checked in at Reception
4
10 minutes
16
15 minutes
8
20 minutes
12
25 minutes
Number responding
Wait time before being seen by a healthcare professional
2
10 minutes
6
15 minutes
10
20 minutes
22
25 minutes
Instructions
You are to create an agenda for the training and a memo with bullet points to present the statistical analysis of the initial data. The memo should include an explanation of each of the statistical results. In particular, you should be able to explain what the results mean to the facility.
Determine the percentages of the following:
· Percent who responded with a 5 (Great) on "Overall impression of the visit"
· Percent who responded with a 2 (Fair) or 1 (Poor) on "Overall impression of the visit"
· Percent who responded with a 5 (Great) on "Willingness to return"
· Percent who responded with less than 5 on "Willingness to return"
· In the area of "Facility and Convenience," which indicator had the highest percentage of 5 (Great) responses? Which had the lowest?
· In the area of "Staff," which indicator had the highest percentage of 5 (Great) responses? Which had the lowest? ...
Qnt 561 complete class entire course all assignments and dqs getwisdom
This document outlines the coursework for QNT 561 Complete Class over 6 weeks. It includes individual practice problems, papers, and learning team assignments. Students will work through practice problems in statistics, write papers on making decisions with probability concepts and reflecting on weekly topics. They will also complete three learning team assignments on developing and conducting a business research project, including defining a research question, designing the study, collecting and analyzing data, and presenting findings. The course aims to develop skills in quantitative analysis and research methods for business applications.
This document provides an overview of employee turnover including different types, causes, calculation methods, and measures to reduce it. It also examines employee turnover at two Indian IT companies, Wipro and Infosys. Some key points include:
- Employee turnover occurs when employees voluntarily leave their jobs and must be replaced. It is usually expressed as an annual percentage.
- Causes of high and low turnover vary by industry and economic conditions. Innovative companies often see lower rates while fast food sees higher, up to 50-75%.
- Common types of turnover include voluntary, involuntary, functional, dysfunctional, avoidable, and unavoidable.
- Calculation of turnover rate involves comparing number of replacements to
CompetencyApply statistics to different quality methods in h.docxardhowp
Competency
Apply statistics to different quality methods in healthcare.
Course Scenario
Chaparral Regional Hospital is a small, urban hospital of approximately 60 beds, and offers the following:
Emergency room services
Intensive care
Surgical care
Obstetrics
Diagnostic services
Some rehabilitation therapies
Inpatient pharmacy services
Geriatric services and
Consumer physician referral services
Recently, the CEO has been hearing complaints from both patients and staff. You have been hired to design and implement a Quality Improvement Plan to help uncover quality problems and satisfactorily resolve them.
Scenario Continued
Your CEO has requested that you provide employee training on Quality Improvement. You have done an initial survey of patient satisfaction, and the CEO has asked you to explain how the data will be analyzed, using this initial data.
Given the variety of complaints coming from both employees and patients, it is critical for everyone to understand the importance of conducting the survey and obtaining solid data.
Question
Great
5
Good
4
OK
3
Fair
2
Poor
1
No Response
Total
Facility and Convenience
Hours of Operations
10
17
3
0
10
0
40
Convenience of location
10
15
5
3
3
4
40
Cleanliness
11
14
8
4
3
0
40
Waiting time in reception area
9
16
0
4
11
0
40
Comfort while waiting
20
10
5
5
0
0
40
Staff
Explained procedure
17
9
8
0
6
0
40
Questions answered
11
15
7
2
3
2
40
Friendly and helpful
21
5
5
7
2
0
40
Knowledgeable and professional
6
21
4
3
3
0
40
Modesty respected
12
14
8
0
6
0
40
Confidentiality respected (HIPAA)
10
10
14
5
1
0
40
Overall Satisfaction
Overall impression of visit
30
0
5
3
2
0
40
Willingness to return
31
0
9
0
0
0
40
Likelihood of referring to others
32
0
4
3
1
0
40
Respondents were also asked about their wait times. Here is the data on wait times:
Number responding
Wait time before being checked in at Reception
4
10 minutes
16
15 minutes
8
20 minutes
12
25 minutes
Number responding
Wait time before being seen by a healthcare professional
2
10 minutes
6
15 minutes
10
20 minutes
22
25 minutes
Instructions
You are to create an agenda for the training and a memo with bullet points to present the statistical analysis of the initial data. The memo should include an explanation of each of the statistical results. In particular, you should be able to explain what the results mean to the facility.
Determine the percentages of the following:
Percent who responded with a 5 (Great) on "Overall impression of the visit"
Percent who responded with a 2 (Fair) or 1 (Poor) on "Overall .
[Report B] Instructor-led Training Survey 2014Escalla
With new technologies constantly evolving, keeping your staff up-to-date on latest developments has never been more important.
We wanted to know: what were the biggest trends, challenges and success factors for training courses in 2014?
You are viewing Report B: Responses from individuals who book training courses for themselves.
How to Build a Business Case for Online Employee Training - Webinar 09.04.14BizLibrary
In this webinar we'll discuss 5 key elements to include in your business case for online employee training and development.
www.bizlibrary.com/webinars
This document provides information about getting fully solved assignments. It instructs students to send their semester and specialization name to an email address or call a phone number to receive assignments. It then lists assignment information for various MBA programs, including subject code, name, semester, and credits. It provides examples of questions and answers that would be included in the assignments.
Descriptive Statistics and Interpretation Grading GuideQNT5.docxtheodorelove43763
This document outlines a sampling and data collection plan to test whether implementing a Total Quality Management (TQM) system will increase product quality at PhoenixSolar. The target population includes production workers, managers, engineers, technicians, and customers who will provide insights through focus groups and surveys. A sample size of 385 is needed for a 95% confidence level. Internal employees will participate in exploratory focus groups, while external groups like technicians and customers will complete paper, email, and installation surveys. Validity, reliability, and privacy protocols are defined. The plan is to analyze responses over six months to determine if TQM increases quality and customer satisfaction at PhoenixSolar.
The document discusses a study on employees' perceptions of training and development (T&D) programs in the cellular sector of Pakistan. It aimed to determine employees' views of current T&D practices and how it affects their performance and skills. Data was collected through questionnaires distributed to 102 employees from three major cellular companies. The results showed that most employees felt trainings were conveniently located and timed. They believed T&D improved their skills and performance and helped meet learning needs. However, some noted training locations were not ideal. Overall, the study found that T&D programs had a positive impact and employees were satisfied, but some aspects could be improved.
This document provides information about an assignment for a risk management course, including the program, semester, subject code and name, book ID, credits, and marks. It includes 6 questions related to risk management processes, tools, and analysis. Students are instructed to answer all questions, with some requiring 300-400 words. The assignment is for the fall 2013 semester in programs including MBADS, MBAN2, and PGDISMN.
THE IMPERATIVE TO BUILD A RESILIENT AND AGILE ORGANIZATION—ONE MINDSET AT A TIMEHuman Capital Media
“Resiliency” and “Agility” are so often discussed yet rarely understood in the context of implementing these skills within organizations. Companies increasingly recognize the need to evolve the organization in order to grow or at least keep pace in a climate where innovation is critical to success—or even survival. But your people don’t know how to unlock their potential.
Why? Human brains aren’t naturally wired to deal with or initiate change. Our cognitive biases hold us back from adapting to the most common disruptions thrust upon us. They also stop us from inciting the kind of innovative thought that ultimately benefits our organizations and ourselves.
These facts of nature are in direct conflict with the realities of your business needs, aren't they?
Fortunately, research has proven we can retrain our brains to be more Resilient and Agile at any age and stage in our career. Join Dr. Casey Mulqueen and David Collins, two behavioral learning experts who’ve helped people develop Adaptive Mindsets all around the world, as they share with you:
What it means to be Resilient and Agile and why it’s critical to develop these skills
Strategies to change individuals’ behavior to positively impact the entire organization
How other companies have employed successful Resiliency and Agility training
BUSTING E-LEARNING MYTHS: SEPARATING EFFECTIVE TRAINING FROM TRENDSHuman Capital Media
Many e-learning trends promise to deliver cutting-edge capabilities that can engage learners and embed knowledge like never before. But are these trends really fads? Or are these trends going to drive long-term learning value…for your learners and your business?
Myth 1: Does the learning logic make sense?
Myth 2: Data trove or overload?
Myth 3: Burst learning or bust?
Myth 4: Is virtual reality in e-learning a reality?
Myth 5: Looking good or feeling better?
Join Neha Gupta, CEO of True Office Learning, as she unravels these five common e-learning trends to get to the key drivers of learning engagement, knowledge retention, and ROI.
This session will:
Identify the difference between buzzwords and meaningful technology capabilities
Share how the modernization of the learning function can enhance learning efficacy
Discuss how moving from data to insight can help organizations truly measure ROI
BUSTING E-LEARNING MYTHS: SEPARATING EFFECTIVE TRAINING FROM TRENDSHuman Capital Media
Many e-learning trends promise to deliver cutting-edge capabilities that can engage learners and embed knowledge like never before. But are these trends really fads? Or are these trends going to drive long-term learning value…for your learners and your business?
Myth 1: Does the learning logic make sense?
Myth 2: Data trove or overload?
Myth 3: Burst learning or bust?
Myth 4: Is virtual reality in e-learning a reality?
Myth 5: Looking good or feeling better?
Join Neha Gupta, CEO of True Office Learning, as she unravels these five common e-learning trends to get to the key drivers of learning engagement, knowledge retention, and ROI.
This session will:
Identify the difference between buzzwords and meaningful technology capabilities
Share how the modernization of the learning function can enhance learning efficacy
Discuss how moving from data to insight can help organizations truly measure ROI
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Strayer university htm 150 homework help (2)
1. Strayer-University HTM 150 Homework
Help (2)
Get help for Strayer-University HTM 150. We provide assignment, homework, discussions and case
studies help for all subject Strayer-University for Session 2015-2016
Strayer HTM 150 Week 3 Quiz
Question1Hospitalityorganizationshave usedthe conceptof themingto
• Question2
Accordingto Carl Sewell,signsserveall the followingpurposesEXCEPT
• Question3
5 outof 5 points
Functional congruence inthe environmentrefers to
• Question4
5 outof 5 points
2. The entertainmentcontrol system(ECS) atDisney’sthe MagicKingdomdoesall of the following
EXCEPT
• Question5
5 outof 5 points
A leanenvironmentworksbestinsituationswhenguests
• Question6
5 outof 5 points
Hospitalitymanagersneedtoknow aboutthe information-processingcapabilitiesof the brainin
orderto
• Question7
Accordingto the environmental model inthe chapter,guestsrespondtoenvironmental cuesin
one of twoways:
• Question8
5 outof 5 points
As discussedinthe textbook,aguestcan respondtoa service settinginall of these waysEXCEPT
• Question9
5 outof 5 points
To maintainthe fantasyillusioninathemedservice setting,
3. • Question10 Themingthe guestexperience
• Question11
5 outof 5 points
Symbolsare
• Question12
5 outof 5 points
Throughwhat theydo,say, andwrite,culture-drivenorganizationsseektodefineall of the
followingEXCEPT
• Question13
An organization’sculture
• Question14
5 outof 5 points
The most importantinfluence onanyorganizational culture is
• Question15
5 outof 5 points
4. Mores are
• Question16
5 outof 5 points
Whichof these is LEAST importanttoan organization’sculture?
• Question17
Subcultures
SelectedAnswer:
• Question18
A professional groupknownforhavingastrongculture is
SelectedAnswer:
• Question19
5 outof 5 points
5. Relatingtothe outside worldreferstohow membersof the organization
• Question20
5 outof 5 points
Anotherwayof transmittingcultural beliefs,values,andnormsisthrough
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Hospitality-organiz-23604
HTM 150 Week 4 Quiz
• Question1
Hospitalityorganizationslike topromote fromwithinforall of the followingreasonsEXCEPT
• Question2
The firstscreentypicallyusedindecidingwhotohire is
• Question3
McDonalds’program forworkersoverthe age of 55 is called
• Question4
6. A goodreasonfor seekingexternal candidatesforajobis
• Question5
The primarypurpose of all the variousselectiondevicesisto
• Question6
Whichof the followingdoesthe use of a billboardtoadvertiseajobNOT typicallytendtotarget?
• Question7
Whichof these wouldNOTbe a typical questionaskedduringastructuredinterview?
• Question8
Structuredinterviews_______ the likelihoodthatinterviewerswill assessall candidatesaccordingtothe
same criteria.
• Question 9
The selectiondecisionwill come downtowhichtwofactors?
• Question10
7. KSAsare
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Hospitality-organizatio-25789
HTM 150 Week 4 Assignment 1
Employee Turnover
Employee turnoverinthe hospitalityindustryaverages400% annually.Thismeansthat,onaverage,
100% of the staff of a restaurant,hotel,airline,cruiseship,etc.isreplacedfour(4) timesperyear.There
has beenextensive researchonemployee turnoverandemployee jobsatisfaction.Usingthe Internetor
the StrayerLibrary, selectone (1) hospitalityindustrytype suchasfast-foodrestaurants,luxuryhotels,
specialtyhotels,oranyothertype of hospitalityinterestandidentifythe mainproblemsassociatedwith
that industryandemployeeturnover.Suggestwaysandmethodstoaddressthe highturnoverrate.
Write a five tosix (5-6) page paperin whichyou:
1. Describe the type of hospitalityindustryanditsmaincategoriesof employees.
2. Summarize three (3) primaryreasonsthatturnoverissohigh inthisindustry.
3. Recommendone (1) methodtoaddresseachof the three (3) primaryreasonsthat turnoverisso
highinthisindustry.
4. Recommendone (1) methodtoimprove jobsatisfactioningeneral forthisindustry.
5. Use at leasttwo(2) qualityacademicresourcesinthisassignment.Note:Wikipediaandother
Websitesdonotqualityasacademicresources.
Your assignmentmustfollowthese formattingrequirements:
8. • Be typed,double spaced,usingTimesNewRomanfont(size 12),withone-inchmarginsonall
sides;citationsandreferencesmustfollow APA orschool-specificformat.Checkwithyourprofessorfor
any additional instructions.
• Include acover page containingthe title of the assignment,the student’sname,the professor’s
name,the course title,andthe date.The cover page and the reference page are notincludedinthe
requiredassignmentpage length.
The specificcourse learningoutcomesassociatedwiththisassignmentare:
• Developaplanfor managingandimprovingqualityinahospitalityoperation.
• Describe the managementattributescontributingtoprovidingservice quality.
• List anddescribe basicservice paradigms.
• Differentiate betweenhigh- andlow-performance organizationsandidentifycontributing
factors.
• Use technologyandinformationresourcesto researchissuesinqualityservice assurance.
• Write clearlyandconciselyaboutqualityservice assurance usingproperwritingmechanics
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Turnover-Employee-tu-25793
HTM 150 Week 6 Discussion1
"At the CountryClub"Please respondtothe following:
• From the case study,explainwhy managinginformationisachallengingissueforhospitality
organizationsinregardtothe three elementsof the guestexperience:the service product,the service
setting,andthe deliverysystem.Give exampleswithyourresponse.
• Imagine youhave orderedfoodinarestaurant,and youdiscoveritisundercookedand
unappetizing.Provide twoexamplesof how informationthroughaservice deliverysystemcouldcorrect
these errorsefficiently
9. http://www.justquestionanswer.com/viewanswer_detail/HTM-150-Week-6-Discussion-1-At-the-
Country-Club-Please-re-25796
HTM 150 Week 6 Discussion2
"The InternetandInformation"Pleaserespondtothe following:
• From the e-Activity,review eachWebsite andidentifythe typesof informationthe Website
provides.Suggesttwoadditional features,suchaslargerfontsizes,improvedorganization,more color,
etc.that couldbe appliedtoeach Website youreviewedinordertomake it more attractive or easierto
use.
• One of the mosteffective strategiesforincreasingthe flow of informationwithinahospitality
organizationistogive all employeesaccesstothe companyintranetandall corporate information.
Describe three wayshowallowingaccesstothe companyintranetcouldhelpcommunicationandthree
wayshowit couldhindercommunicationwithinahospitalityorganization.
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and-Information-25797
Strayer HTM 150 Question 1
5 outof 5 points
In the hospitalityfield,qualityandvalue canbe definedonlybythe
Question2
5 outof 5 points
The challenge of hospitalityisbestexplainedas
10. Question3
5 outof 5 points
The service productis
SelectedAnswer:
Question4
5 outof 5 points
Guestology canbe bestdefinedas
Question5
5 outof 5 points
The major responsibilityforfulfillingthe expectationscreatedbythe marketingdepartmentandbythe
past experiencesof repeatguestslieswiththe
Question6
5 outof 5 points
Whichone of the followingisNOTa keyarea inwhichactionplansshouldbe set?
Question7
5 outof 5 points
A goodexample of aquantitative planningtool is
Question8
5 outof 5 points
Qualitative forecastingtechniquesincludeall EXCEPT
11. Question9
5 outof 5 points
In termsof the chapter’sstrategicplanningmodel,the internal auditseekstoidentify
Question10
5 outof 5 points
GenerationYconsistsof those born from
Question11
5 outof 5 points
Accordingto the environmental model inthe chapter,guestsrespondtoenvironmental cuesinone of
twoways:
Question12
5 outof 5 points
Accordingto Carl Sewell,signsserveall the followingpurposesEXCEPT
Question13
5 outof 5 points
A guestarrivingina/an________ moodwill be mostinfluencedbyenvironmental cues.
Question14
5 outof 5 points
People associate “cleanandorderly”with
.
12. Question15
5 outof 5 points
An organizationthatattemptstoincrease the revenue-producingspace withinwhichitprovidesguest
experiencesatthe expense of essentialbutnon-revenue-producingspace will mostlikely
Question16
5 outof 5 points
Throughwhat theydo,say, andwrite,culture-drivenorganizationsseektodefineall of the following
EXCEPT
Question17
A strongculture allowsemployeesto
SelectedAnswer:
Question18
5 outof 5 points
Mores are
Question19
5 outof 5 points
Guestswho____________ become potentassistantstothe managersinmonitoring,reinforcing,and
shapingemployee behavior.
Question20
5 outof 5 points
Symbolsare
13. Question21
5 outof 5 points
Typesof psychological teststhatcan be usedduringthe selectionprocessare
SelectedAnswer:
Question22
5 outof 5 points
The primarypurpose of all the variousselectiondevicesisto
Question23
5 outof 5 points
Hospitality employeesare differentfrommanufacturingemployees;inadditiontotaskskills,theymust
have
Question24
5 outof 5 points
KSAsare
Question25
5 outof 5 points
Whichof these wouldNOTbe a typical questionaskedduringastructuredinterview?
Question26
5 outof 5 points
A fairlyinexpensive waytogettrainingforone or two keypeople isto
14. Question27
Employee developmentistypicallyfocusedon
Question28
5 outof 5 points
Trainingpeople in“the bigpicture”accomplisheswhichgoal?
Question29
5 outof 5 points
Trainingprovidedfororganizational membersbypersonsorgroupswithinthe organizational itself is
called
Question30
5 outof 5 points
Whichof the followingisNOTa keyprinciple thatshouldbe followedwhendevelopingan effective
trainingstrategy?
Question31
5 outof 5 points
The beliefsbyemployeesthattheirknowledge,skills,andabilitiesare sufficienttoperformatthe
desiredlevel iscalled
Question32
5 outof 5 points
The four levelsof needspeople seekto fulfill whenjoiningorganizationsare
15. Question33
5 outof 5 points
The goal-settingprocessMBOstandsfor
Question34
5 outof 5 points
The fit betweenwhatthe leadersaysandwhatthe leaderdoesiscalled
Question35
5 outof 5 points
Whichof the followingisNOTa reasonfor employee compliance withmanagerialdirections?
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