Choose your topic. Research it to see what information you want to include. Make an outline for the essay so that you can follow it when you write the essay. Submit the Outline .Be sure to read the posted documents and the book materials to understand the Cause and Effect essay. Then Write a 650-word essay explaining one of the following topics:Too much sunshine causes skin cancer.Fast food is a major cause of weight gain in America.Cell phone usage while driving causes automobile wrecks.Lack of exercise causes health problems.Single gender classrooms produce more successful students.Remember that you are to use at least two outside sources that you will document within the text of your paper. This is not an opinion paper so do not use personal pronouns, like saying I think or to me.Other content about outline1. First of all, the spacing was wrong on the sample I sent you. I hoped you would catch it and correct it. As with the essay itself, the line spacing on the outline should be double spaced.2. Second, I don’t know where the confusion happened, but it was supposed to be a Topic Outline. That means short pieces of information instead of sentences.. Only a few students did this correctly. Go back and look at the example I sent because that part of it was correct.3. When you are using a sample or example of something, leave off the parts that tell what goes in a particular spot. For example, if the sample says to use “Topic Section One,” do not include the phrase. Just do the actual Topic Section One.
Lack of Exercise Leads to Health Complications Research Paper
Write a two page(around 500 words) comparative study of the form of the Santur pieces assigned for listening. Include a paragraph about the Santur instrument as well. You can approach your paper analytically or aesthetically. ***Please use SIMPLE LANGUAGE*** ALL the information you need is on this website http://yadegari.org/MUS111/, under Week 2, April 11 Form in Traditional Persian/Iranian Music. Please find the right information to write. PLEASE also check out the “week 2 Slides” to find possible information you need.
Week 2 Comparative Study The Form Of The Santur Pieces For Listening
Personality Traits What Extent It Affects Employees Performance Psychology Essay
Personality Traits What Extent It Affects Employees Performance Psychology Essay. There are two approaches to personality: nomothetic and idiographic. The nomothetic approach presumes that personality is inherited and environmental factors don’t play a high role (Buchanan, Huczynski, (2010). pp. 174). This approach takes a number of variables into account while studying personality such as traits (Iverson Software Co., 2006). This is on the nature side of the nature-nurture debate (Buchanan, Huczynski, (2010). pp. 174). This approach is contrasted by the idiographic approach which studies the whole personality of an individual and is not compared with another individual (Iverson Software Co., 2006). It looks at the richness, uniqueness and complexity of an individual and helps understanding to get deeper (Buchanan, Huczynski, (2010). pp. 185). There are quite a few theories and concepts related to personality. Based on psychological preferences, is Carl Jung’s theory for extraversion and introversion. Extraverts are sociable and don’t like to be alone. They like parties, have lots of friends, are optimistic and like change (Bainbridge, 2011). Introverts are shy, quiet, reliable, like to plan things in advance and are pessimistic. Jung made a personality type matrix with four functions that are used while people deal with things. These are thinking, sensing, intuition and feeling (Buchanan, Huczynski, (2010). pp. 172-175). Thinking makes use of decision-making and is the understanding and evaluating of information. Sensing is receiving information through the means of senses. Intuition is a natural feeling of knowing something beforehand. Feeling is similar to thinking in terms of evaluating information but it also evaluates emotional responses. Everyone possesses these functions but proportions are different (Boeree, 2006). Another influential trait theory of personality is of Hans Jurgen Eysenck. His explanations are genetically based. He researched the key dimensions on which personality differs which is the ‘E’ or extraversion-introversion dimension and the ‘N’ or neuroticism-stability dimension. His model offers a way to link traits, types and behaviour. He claims that each person has a set of identifiable traits which leads to trait clusters and the structure of personality is hierarchical. These clusters result in a personality description which is referred to as personality types by Eysenck. These trait clusters are supported by statistical evidence from assessments of personality. If an individual takes the assessment, it will result in a personality profile for the individual showing several traits which might be helpful for the organisations in choosing a candidate for a position. The E dimension consists of two categories of people – extraverts and introverts. Eysenck states that mostly all individuals have a pair of seven personality trait clusters between these extremes. The N dimension examines personality on a scale from neuroticism to stability. Neurotics are emotional, nervous, unstable, are pessimistic, not happy with life, feel that they are failures and stay depressed. They quickly get upset, are obsessive people and are highly disciplined. Stable individuals are confident, optimistic, practical, are free from guilt and stay happy. This assessment helps individuals to know about their personality type and be aware of their characteristics which could be seen as strengths and weaknesses by others. These theories are based on the nomothetic approach (Buchanan, Huczynski, (2010). pp. 173-178). Charles Horton Cooley developed the ‘looking glass self’ concept. He stated that the people we interact with are our mirrors. If people are favorable and sweet towards us, a positive self-concept is developed. If people are rude and unfavorable towards us, a negative self-concept develops. This implies that the environment does play a role in determining the personality of the individual through interaction. Individuals learn to accept values, attitudes, beliefs and expectations of the society they are brought up in. Another concept was developed by George Herbert Mead. He said that the self consists of two components: I (the individual self) and Me (the norms and beliefs of the society that one learns). He used the word ‘generalized other’ to refer to the expectations one thinks people have of one. ‘I’ is where the thinking takes place and how one is and ‘Me’ is how one is supposed to behave and helps one to shape their personality and behaviour. Carl Rogers developed a similar concept to this called the ‘two-sided self’. He stated that personality is not stable and perceptions change as one experiences new changes in their lives and as a result self-concept changes. An individual has perceptions about their abilities, qualities and attitudes and if these perceptions are accurate and accepted, then the self-concept is considered as successful and results in feelings of happiness and comfort. Failure to achieve the successful self-concept can result in a personality disorder. Roger stated that the desire of the human personality is to realize its full potential. To accomplish this, the correct environment is needed – one in which the person is not criticized for who he/she is and is respected, trusted and valued. As a result, the individual will become trusting, will achieve a successful self-concept and will live with peace and harmony. These concepts are based on the idiographic approach as environmental factors play a big role here. The idiographic approach is seen complex in comparison to the nomothetic approach. Its research has been influential but it has not been noticeable in psychometrics (Buchanan, Huczynski, (2010). pp. 186-188). There are factors that affect personality differences between individuals. These are the physical environment, the social environment, the cultural environment, the biological environment and role playing. Physical environment refers to the location an individual was born and brought up in. (Nurture) For example, an individual who was born and brought up in a small village will have a different personality compared to an individual who was brought up in a city. The social environment refers to the society an individual is brought up in affecting their personality. For example, an individual learns different aspects of their personality from their friends, family and parents. The individual’s personality is a combination of these social factors. The cultural environment refers to tangible and intangible aspects of society affecting the individual. This is due to different views being accepted by different cultures leads to different personalities between individuals. For example, every culture has different norms, clothing style, life style and food. The biological environment refers to the nature of an individual. The individual’s genetic make-up that influences their personality. Role playing refers to roles that have been assigned to individuals, which affects the differences between individual’s personalities The trait clusters has eventually resulted to be known as the big five and this approach is widely accepted. This informs us a lot about an individual’s personality (Myers, (2005). pp.618). These traits were advocated by Costa and McRae and they identified six traits under each heading. The super traits describe the elements common among the sub-factors that cluster together. There are six traits related to openness which are aesthetic, fantasy, ideas, feelings, actions and values. These traits run on a scale from ‘explorer’ to ‘preserver’. People with explorer traits are open-minded, creative and intellectual. These traits are useful for architects, entrepreneurs, artists, scientists and agents. People with preserver traits are narrow minded. These traits are useful for stage performers, project managers and finance managers. Moderates come in the middle of the spectrum and are interested in novelty when demanded. Traits relating to conscientiousness are competition, achievement, order, dutifulness, striving, deliberation and self discipline. These traits run on a scale from ‘focused’ to ‘flexible’. People with focused traits are organised and ambitious. These are useful for senior executives and leaders. People with flexible traits are irresponsible and disorganised and are useful for detectives, management consultants and researchers. Those that lie in the middle are balanced and find it simple to shift on the scale from one end to another. The six traits relating to extraversion are positivity, warmth, sociable, boldness, activity and excitement. These run on a scale from extravert to introvert. The extravert traits are useful to people in politics, sales and arts. Introvert traits are useful to people in natural sciences and production management. Those that lie in the middle are known as ambiverts who can easily move from being isolated to being sociable. Traits in agreeableness include straightforwardness, trust, unselfishness, obedience and tender-mindedness. These run on a scale from ‘adapter’ to ‘challenger’. People with adapter traits are good in nature and sympathetic and these traits are useful for people who are teachers, psychologists and social workers. People with challenger traits are uncooperative and irritable and are useful for people in advertising and military leadership. In the middle of the spectrum lie the negotiators who can move from leadership to followership as the situation demands. Traits relating to neuroticism include anger, worry, discouragement, self-consciousness and weakness. It runs on a scale from ‘reactive’ to ‘resilient’. People with reactive traits are depressed and anxious. These traits are useful for social scientists, customer service professionals and academics. People with resilient traits are self-assured and calm and are useful for air-traffic controllers, pilots and engineers. Those in the middle are known as responsives who use their levels of emotionality according to the circumstances (Buchanan, Huczynski, (2010). pp. 178-179). Employee performance sets goals for the employees and encourages involvement with the company, which would lead to higher motivation and increased job performance (Walden University, 2010). Many studies have been carried out to find the relationship between personality and employee performance. These studies show that there is a small correlation between these two factors. Previous studies depicted that personality is not a good tool for increasing employee performance but recently there has been an increase in the use of personality assessments in order to manipulate and increase employee performance. Barrick, Mount and Tett et al (1991) gave evidence that the Big Five can be a useful tool for the selection of employees and were the main personality framework. Out of the Big Five, conscientiousness is seen as the most valid predictor for assessing performance for most jobs as all the factors included in conscientiousness lead to good job performance and are needed by the company. The Big Five has a large impact on contextual and task performance (Hurtz, Donovan, (2000). pp. 869). Neuroticism relates negatively to job performance as employees are prone to negativity which leads to low job performance and satisfaction. Extraversion links positively to job performance as employees are positive and mingle around with people quickly which leads to high task performance and job satisfaction. Agreeableness also proved to be a valid predictor for training (Judge, Higgins, Thoresen, Barrick, (1999). and will lead to high performance as employees with these traits get along with people quickly. The openness and the agreeableness traits also have some drawbacks such as open people may skip jobs often and good natured people might give up their success in pleasing other people. There are three motivational variables that affect the Big Five which in turn affects job performance. They are striving for communion (getting along with people in the company), accomplishment (being task oriented) and status (being ahead of people in the company). Although, research shows that status striving is strongly linked to performance. These three variables motivate an employee to work harder which increases employee performance (Barrick, Stewart, (2002). pp. 2-3). WEAKNESS OF BIG 5 There are other techniques as well which are used to predict employee performance such as personality assessments. There are many personality assessments and a famous one is Myers-Briggs Type Indicator (MBTI) based on Jung’s theory. This assessment is used by a lot of companies and has lots of uses such as decision-making and problem solving. Another widely used assessment is TAT for high-stress jobs and psychological research. It also measures the strength of need for achievement for individuals. Candidates are shown photographs and pictures of people and are asked to write a story by what they see in the pictures. This is known as a projective test and by this the company comes to knows about the candidate’s personality. Due to this test the company is given a hint of the individual’s personality through their story. But personality assessments are not good predictors of employee performance as the candidate can provide false answers to get the job (Buchanan, Huczynski, (2010). pp. 173-189). Personality assessments should be used along with other reliable assessments and only helps to an extent in selecting employees for the job. General mental ability test is an additional way of predicting performance and is the most positive predictor but there is not much evidence that these two factors link (Judge, Higgins, Thoresen, Barrick, (1999). pp. 628-629). Personality and job performance do relate, but this depends on the person’s cognitive ability to some extent. If the person has high need for achievement and high cognitive ability, then he/she will perform better in their job (Lowery, Beadles, Krilowicz, Thomas, (2004). pp.1-3) . Personality does predict employee performance but only to a certain extent and is not a very good tool for predicting performance. Research shows that these methods have drawbacks as well and there are many other suitable ways of predicting employee performance. The benefits a company can gain by using personality to predict employee performance is that it helps to choose the right candidate for the job which will result in profits for the company and the employee will be motivated to work hard and enjoy their job as it will match their personality; resulting in positive behaviour which is beneficial to the company (Buchanan, Huczynski, (2010). Pp. 189). Career success is the achievement an individual gets through his/her work. Personality traits can be translated positively into an individual’s professional career. A relationship exists between the Big Five Traits and career success. The facets of Big Five do relate to some jobs out of which conscientiousness and extraversion are strongly related to career success. People who are organized and disciplined will choose careers such as hotel management, banks and businesspeople. People with agreeableness traits come in use in customer service and are needed in any company as they are helpful, trustful and good in nature and certainly relate to career success. Openness traits are useful for people who are in customer service or who are painters or in the business of event management as they are creative. People with extraversion traits are talkative and sociable and would be good leaders and have careers such as event management, insurance, radio jockeys and sales. The behaviours that traits reflect in the five factor model (FFM) predict career success for a long time. This links to the concept of gravitational hypothesis which states that over time people select their careers according to their interests, desires and values. Regression and correlation based analyses were carried out to investigate if a relationship existed between FFM and RIASEC model of gravitation effect. Findings showed that general mental ability positively correlated with gravitation to jobs linked to investigation and extraversion positively correlated with gravitation to sociable jobs and negatively correlated with gravitation to investigative jobs. Results of regression slightly differed. Extraversion did not have gravitation for sociable jobs but for realistic jobs and conscientiousness and neuroticism did not contain gravitation to any of the jobs listed in RIASEC model. Career success relies on two things – intrinsic success (job satisfaction) and extrinsic success (income and status). Research has shown that conscientiousness and extraversion positively linked to extrinsic career success while neuroticism linked negatively and this also affects performance in a negative way. General mental ability related positively to extrinsic success but there was no link found with intrinsic success. Smart people have higher positions and earn high salaries which would lead to job satisfaction. Measures of personality of FFM were taken from childhood and adulthood and were utilized to explain about the extrinsic and intrinsic facets of career success. Knowledge about personality of people in childhood was successful in predicting the person’s career success in future. Results of a study found that shy children negatively related to occupational status later in the future whereas social and organizational skills positively linked to promotions. Career success also relates to demographic factors and other factors such as education, training and work experience. Career success also relies on organizational success. It will be beneficial for the company if employees perform well and demonstrate organizational citizenship behaviour (OCB). Nowadays organisations have to be competitive, innovative and respond quickly and for this they need hard-working staff. OCB promotes behaviour such as helping others at work, suggesting improvements and putting in extra time and effort to complete work and meet deadlines. Leader-member exchange quality improves job satisfaction and aids in demonstrating OCB. For organisations to demonstrate OCB, they have to hire people who have conscientiousness traits as they demonstrate OCB behaviour often which leads to promotions and job satisfaction. The employees in return gain respect for their work from the management which increases motivation and further will encourage OCB. Employees with conscientiousness traits have high LMX quality relationships with their seniors. They receive high levels of job satisfaction by showing OCB and are given more responsibility and freedom. This attracts career opportunities for them. OCB not only benefits the organisation but also the employees. Employees demonstrate OCB when they know they are going to be rewarded for the work done which consequently encourages positive behaviour and career success for the individual. A meta-analysis by Borman et al (2001) showed that conscientiousness was the strongest trait that related to OCB (Judge, Higgins, Thoresen, Barrick, (1999). pp. 621-648 ; Lapierre, Hackett (2007). pp. 539-544). To conclude, personality does predict employee performance but only to a certain extent – other valid assessments should be used when selecting employees for a job. These assessments can be helpful both for the employee and the organisation to understand what kind of a personality one has and how it can aid in their careers which can lead to high job satisfaction and performance and success of the organisation. Personality Traits What Extent It Affects Employees Performance Psychology Essay
Grand Canyon University Science Professional Development Presentation Discussion
java assignment help Grand Canyon University Science Professional Development Presentation Discussion.
Science in Latin means “to know,” and, in the case of current scientific approaches, it can be thought of as both process and content. Understanding science concepts is an important precursor to facilitating the instruction of science. As a teacher, it is important to learn methods and strategies to help facilitate investigation, exploration, and discovery of scientific concepts in your classroom.Create a 10-15 slide digital presentation that can be used to mentor new teachers and/or to present to colleagues. Discuss inquiry-based learning and explore methods to facilitate investigation, exploration, and discovery of scientific concepts. Include the following in the presentation: Overview of Pennsylvania science standards appropriate for pre-K and K-3, including a link to the online listing of standards for your state.Description of three basic scientific processes that would encourage early childhood students to understand, question. and analyze science contentAt least 2-3 developmentally appropriate instructional methods that can be used to engage all students in science instruction and activate prior knowledgeMinimum of 2-3 developmentally appropriate instructional resources that can be used to engage all students in science instruction and activate prior knowledgeTitle slide, detailed presenter notes, and a reference slideUse 3-5 scholarly sources and supporting details as needed and where appropriate. https://www.generationgenius.com/pennsylvania-scie…https://www.pdesas.org/Standard/ViewWhile APA style format is not required for the body of this assignment, solid academic writing is expected, and in-text citations and references should be presented using documentation guidelines,
Grand Canyon University Science Professional Development Presentation Discussion
BUS 401 Ashford University Week 2 Financial Performance of Apple Discussion
BUS 401 Ashford University Week 2 Financial Performance of Apple Discussion.
Week 2 – Interactive Activity Interactive Scenario: Trending Positive and/or Negative In order to be successful in this week’s scenario, be sure you carefully review the instructions for the Week 2 assignment, as well the resources, required deliverables, and due dates for this week. Be sure to get to work on the Adaptive Coach as soon as possible. These meetings can get intense fast. Stay on your toes! Week 2 – Adaptive Activity Adaptive Coach: Evaluating Financial Performance This week, you will continue to engage with the graded interactive coach. Remember that the purpose of these interactive coaching sessions is to help you to master the specific content and skills you will need to create the drafted deliverable you will submit for review along with your mentorship coaching video. You should start this session right after you complete your interactive scenario on Day 1 of this week to get a sense of how long it will take you to complete it and to ensure you are not rushed in the creation of your draft. In the real business world, you will need to put in some work every day if you want to succeed. This course is no different. This week’s adaptive coach will cover how to read financial statements and use financial ratios. These concepts will help you to complete your assignment this week. In order to be successful in this exercise and to earn the maximum number of points, be sure to engage with the required textbook chapters for this week. Week 2 – Video Exchange Activity Mentorship Exchange: Financial Statement Review This mentorship exchange provides you with an opportunity to receive one-on-one guidance and support from your instructor/mentor. Each week you will be creating and talking through a draft of the weekly assignment in video format through the Canvas platform. Please follow the instructions below and be sure to check the gradebook on Day 5 of the week to retrieve your feedback and incorporate it into the revision(s) of your draft for your final assignment submission. You are invited to carefully review the Grading Rubric the document for the criteria that will be used to evaluate your exchange. *Answer these questions so I can record the video Week 2 – Assignment Financial Statement Review Be sure to review the instructor mentorship video for this assignment in the gradebook and note the specific feedback provided by your instructor/mentor prior to beginning your revisions for this assignment. Review the elements from the textbook. You may also revisit the required the Adaptive Coach materials as necessary. The full set of requirements for the final project are available so you can see how this fits into the finished report. In this portion of your report you will research the annual report of your chosen company and begin to formulate an opinion of the current overall financial health of the company and its health in the recent past. You will use the skills and content you mastered in your Adaptive Coach this week, as well as the information from your company’s annual reports to analyze the company’s current and recent financial condition and complete the content within this section. Need Help Now? Struggling? Click the tutoring button below to get immediate help with content related questions or issues. Download the Week 2 Guidance for additional help. Include the following content in this section. Using the financial reports of your chosen company, evaluate the financial performance of your company by creating a complete financial statement review.Review all three accounting statements and compare each of these statements to statements for the previous three years.Describe any positive or negative trends that emerge from the accounting statement data and comparisons, providing a detailed explanation of the factors that lead to these trends.Assess potential weaknesses in the financial statements for your company. The Financial Statement Review Must be two to three double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.).Must include a separate title page with the following:TitleStudent’s nameCourse name and numberInstructor’s nameDate submittedMust use at least two industry or scholarly sources in addition to the course text.The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.Must document all sources in APA style as outlined in the Ashford Writing Center.Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.
BUS 401 Ashford University Week 2 Financial Performance of Apple Discussion
UAA Statistics Standard Deviation Question
UAA Statistics Standard Deviation Question.
You collected the data on income from a representative sample of Anchorage residents. The distribution of the data is positively skewed. You converted that to Z score. What is the shape of the income distribution after the conversion? 2.In the above question 1, what is the mean and standard deviation of income distribution after converting that to Z scores. The standard normal or Z-table (Table A) consists of three columns, A, B, and C. describe what Which of the following is true about Z scores?Z scores are computed to create a normal distribution.Each Z indicates how many standard deviations a given score is aboveEach Z indicates how many raw score points a given score is above or below Each Z indicates how many standard deviations a given score is above the Compute a z score corresponding to a score of 65. Find out the proportion of people whose score is lower than 70 Find out the proportion of people whose score is between 55 and 50. This person’s score on STATS exam is +1.5Z, when the mean is 75, and SD is 10. What is her raw score? This person is in 84th percentile in IQ, (mean = 100 and SD =15) what is his IQ?This person is 34% below the mean in her IQ, what is her Z score. This person’s IQ is +1 Z, how many IQ points he is above the mean? This person’s raw score on the final exam was 90, and the Z-score is +1.5Z. We know that the mean of the final exam is 75. Compute what the SD of the final exam was? This person’s Z score is negative 2.0. What is the percentage of people who are between her and the population mean? 14. Mean and SD15. Z scores for all the scoresundefined undefinedeach of these column represents. undefinedor below the mean.undefinedthe mean. undefinedlowest score. undefinedThis particular intelligence test is standardized (this means that you can use Z table to estimate the probability), and has a mean of 50 and a standard deviation of 10. undefined undefined(Note that Q 10 and 11 is based on the same inf: m = 100, and SD=15). undefined undefined undefined undefinedundefinedThe table below indicates hours of sleep a day for 8 people. undefined A 7 B 8 C 9 D 6 E 5 F 10 G 8 H 8 undefinedCompute: undefined M = undefined SD =
UAA Statistics Standard Deviation Question
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