Q:1 To use the Paired Comparison Method evaluate which employee is better in “Quality of work” and which employee is better in “Creativity” and why? From given data above. Q2. Explain the importance of Communication in an organization
Q: Q1) Assume that you work for a well-renowned Travel Agency as an HR Manager. Your company has been…
A: High employee turnover rates is a critical and costly issue in many industries.
Q: QUESTION 3 The following statement is most likely to belong to a measure of I am proud to tell…
A: The attitudes of employees might be positive or negative depending on their interest of jobs or…
Q: QF17. Effective selection help organizations avoid negligent hiring through: a. Scrutinize…
A: Recruitment Process Employee Selection is the process of interviewing, testing and evaluating a…
Q: 16. Which of the following is non-monetary reward that could be given for consistently reaching…
A: [Hi! Thanks for the question. As per our Bartleby guideline, we are supposed to answer only ONE…
Q: Question 4 To get an organlzation to change, managers must find: A way to decrease forces for…
A: Change management in an oranisation is a structural approach that will in implementing the change…
Q: Q1. Explain the following techniques with help of proper example (project where they can be used) a.…
A: Domain knowledge is information on a particular, specific control or field, as opposed to general…
Q: What compensation methods are used at a manufacturing & distribution company? c. What methods can…
A: Compensation is essential for workers to survive in the earth and meet their requirements in the…
Q: The challenges faced by minorities and women include the pressure to conform to the organization’s…
A: Minority refers to a distinct group based on culture, racial differences, and ethical differences,…
Q: Transcript of Respondent One’s Interview I: Describe your overall experience of being a member of…
A: From the above response of the 3 Respondents, the significant TWO discoveries or we can the…
Q: write about the skills confidence 1. In-depth information about the topic of discussion. 2. The…
A: Confidence refers to feeling sure of yourself and your abilities.
Q: While using interviews for data collection; what measures do you think a reseaher should consider…
A: There are global organizations these days. For having a competitive advantage over one another, the…
Q: Scenario:1 The challenges faced by minorities and women include the pressure to conform to the…
A: Since you have asked multiple questions, we will solve the first question for you. If you want any…
Q: 7.13 Employee Bad News: No More Help With Sky-High Tuition E-Mail Lea Tyra, a hardworking bank…
A: Dear Lea, Greetings of the day !! Trust all is good at your end. We appreciate your enthusiasm on…
Q: Q9. “The biggest misconception about managers is that they sat around in offices and did nothing."…
A: The five basic functions of managers are controlling, planning, organizing, staffing, and leading.
Q: You have observed that the communication system of your organization is not effective, and needs…
A: Communication is the process of sharing and creating ideas, feelings, facts , information etc. It is…
Q: Question 6 Abdulla belleves that he works harder than many of hls coworkers and knows he Is belng…
A: Compensation and benefits play a vital role in employee motivation and employee satisfaction. These…
Q: QF16. Things that managers should NOT avoid when supervising temporary employees: a. Discuss their…
A: Human Resources Human Resources is the division of a company that is responsible for recruiting,…
Q: Q2. Create a tentative flowchart which guides the audience about the etiquettes of meeting.
A: Meeting etiquettes refers to the ideal behaviour that the audience need to present while attending a…
Q: 1. A leader who provides maximum supportive behaviour and a great deal of explicit instructions for…
A: A leader is someone who inspires and motivates people to be enthusiastic about their work. A leader…
Q: In business communications, an impersonal writing style is ________, and writers should ________.
A: Business writing is used to communicate business messages. Business writing is important to cracking…
Q: Budgeting and budgetary controls, forms an integral part of the functions of management for…
A: Management is basically considered as a kind of art through which the things are getting done…
Q: Joseph and Krystal are part of your social group. They joined Missile’s Financial Services together…
A: Krystal should ask her staff during a more polite and calm way. she should also work on her…
Q: Question 1 Using the big five model of personal, explain Fujio Mitarai's personality Answer should…
A: Personality defines an individual's characteristics, attributes, behaviour and thinking pattern. It…
Q: QUESTION 1 Which of the following statements correctly describes inrole/task behaviors and…
A: Citizenship behavior- It is generally referred as organizational citizenship behavior. It is a term…
Q: Question 29 Which of the following would NOT be an artifact of organizational culture? Employees…
A: Organisational culture defines the values, expectations etc that help in working in a company.
Q: Why organizations use the Salary Surveys?
A: The salary survey tool helps managers to define a competitive salary structure for employees. It…
Q: Highly formalized, centralized and specialized organizations are successful organizations no matters…
A: Yes it is true that highly formalized, centralized and specialized organizations are successful…
Q: Explain the fundamentals of the Professional Practice knowledge area (KA) Reading, Understanding,…
A: The Software Engineering Professional Practice information region (KA) is worried about the…
Q: Suppose you work for a Logistics company as an HR Manager. The female employees in your company has…
A: Many organizations face different challenges in measuring job satisfaction of employees, as the…
Q: Q1) Assume that you work for a well-renowned Travel Agency as an HR Manager. Your company has been…
A: High employee turnover rates are a critical and costly issue in many industries.
Q: (a) Identify research paradigm/Interpretivist to conduct this study? Justify your choice. (b)…
A: Research paradigm Research Paradigm is a model or way to deal with research that is viewed as the…
Q: Question Which stress factors are having stronger influence on the performance of employee. note…
A: Stress refers to a condition in which the individual is not able to function normally. The things…
Q: d.None of the foregoing
A: Whenever the Bargaining power of customer/ buyer is high/ strong then. There are few buyers…
Q: cultural environment
A: An organization's interaction and response to the external environment factors like socio-economic…
Q: Joseph and Krystal are part of your social group. They joined Missile’s Financial Services together…
A: Krystal should use a combination of democratic and strategic leadership style so, that all his…
Q:1
To use the Paired Comparison Method evaluate which employee is better in “Quality of work” and which employee is better in “Creativity” and why? From given data above.
Q2.
Explain the importance of Communication in an organization
Trending now
This is a popular solution!
Step by step
Solved in 2 steps
- Q2. Which of the scale (i.e. Nominal, Ordinal, Interval or Ratio) will be used for measuring the following details of an employee? Give justification for your choice. Gender Experience Position IncomeD0 an online search of at least two (2) most recent research articles related to the "Influence of the Environment on the Behavior"Which of the following is not one of the balanced scorecard lenses? 7 Multiple Cholce Ask Production perspective Financlal perspective Business process perspective Learning and growth perspectve
- Dylan, a university student, visits the university’s career services office to take the RIASEC Vocational Preference Inventory survey to determine which occupations may be a good fit. The results indicate that Dylan's personality may make them a good fit for teaching. Based on these results, Dylan's personality is likely high in which RAISEC component? A. conventional B. enterprising C. artistic D. social.Discuss whether the use of artificial intelligence employee monitoring brings about a Pareto improvement.People within the same demographic group also share psychographic characteristics. * True False
- A student believes that he/she should not engage in any sexual activity to ensure a greater chance of passing the board exam. This is an application of *a. Attribution theoryb. Control theoryc. Placebo effectd. Reactance theory“EEO-1” tab has been added, showing both the gender and ethnicity of those employees who have left the organization. What is Diversity, Equity, Inclusion and why is it important to organizations? Based on the data provided, what concerns do you have from a Workplace Diversity perspective? What other data would need to be gathered to determine if there were any potential issues with diversity for this organization? Position Pay Grade Department Location Manager Reason Male Female Ethnicity Customer Service Rep 7 Operations TX Smith Job Fit X White Customer Service Rep 7 Operations NE Jones Lack of Growth X White Marketing Manager 13 Marketing NE Shultz Personal X African American Operations Lead 8 Operations TX Smith Management X Hispanic Customer Service Rep 7 Operations TX Smith Other opportunity X Hispanic HR Specialist 9 Human Resources NE Holiday Other opportunity X Hispanic Customer Service Rep 7 Operations TX Boca More money X White…Employee Attitudes at Anko Ltd. Anko Ltd. rents sports equipment. Its main business is renting out ski equipment and snowmobiles. During the winter, the number of employees ranges between 50 and 60 at five locations in various winter resort areas. Al Anko, the owner, hired a management consultant to evaluate employee satisfaction and attitudes. After interviewing nearly 2o employees and supervisors, the consultant developed an attitude survey that was mailed to all employees. From the interviews and attitude surveys, the consultant made the following observations. Nearly two-thirds of the employees felt little loyalty to the firm because they considered their jobs temporary. Many employees applied to work at Anko because they were interested in skiing. Although the firm gave few benefits, many employees commented about the reduced rental rates on equipment as an important "extra" of their jobs. Every supervisor mentioned that the most important selection criterion was whether an…
- Discuss sensitivity analysis. What is it and how does it work? What results does it produce?Cousins Jeri Lynn DeBose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher. Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were 1-5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. " It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. " How can 60 percent of the teachers score 5s?" Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that IS accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as 'his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter." "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "I thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant—thus a 5." Tish and Jeri Lynn looked at each other and laughed. Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there's no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years." "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. Is a 1-5 grading System by principals and master teachers a valuable part of a feedback control system for teachers? Why?Cousins Jeri Lynn DeBose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher. Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were I —5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. " It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. "How can 60 percent of the teachers score 5s?" Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that IS accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "l thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant—thus a 5." Tish and Jeri Lynn looked at each other and laughed. Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there's no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years: "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. What do you see as the major strengths and flaws in the feedback control system used in the schools in this scenario? What changes do you recommend to overcome the flaws?