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Maintenance of Financial Issues Response

Maintenance of Financial Issues Response.

No, I do not agree with this assessment. Though I do not necessarily agree with the statement, I can see how they may have come to that conclusion. First, let’s discuss the purpose of each these two documents. The purpose of using a balance sheet is to show a company a snapshot/overview of it’s assets and liabilities during a given period. Business owners use balance sheets to liquidity and financial leverage of their organization. The purpose of an income statement is exactly as the name sounds, show the business what their income is. Specifically, it outlines the income and expenses over a given period. These documents together play a huge role in assessing a company’s financial health but they are not the only documents needed. One area that was not mentioned by my co-worker was the benefits of analyzing market to book value. This is a tool investors use to evaluate the company’s stock.
Maintenance of Financial Issues Response

The Extent Of High Performance Work Practices Business Essay

The growth of an organization is closely related to the development of its human resources. Thus, the understanding of issues related to management and its role in enhancing performance in an organization is very important particularly during the contemporary period where it can be noted that the business environment is dynamic and it is constantly changing hence the need for management to keep pace with these changes in order to ensure that the workers are effectively performing for the betterment of the organization. Against this background, this essay seeks to critically discuss the extent to which high performance work practices (HPWPs) may be successfully implemented in any organization. The essay starts by explaining the concept of HPWP and the body will develop through identification of the measures that can be implemented in order to ensure the improvement of the performance of the employees in line with achieving the overall strategic objectives of the organization. Basically, it can be noted that there is no universally agreed definition of HPWP but there are three key characteristics that are shared by many advocates of this model. The key attributes of this model are as follows: HPWP seeks to generate performance through the utilization of practices which secure mutual gains for both the employees and employers, employees are treated as valuable assets and this model involves bundling of practices which yield combined benefits that are greater than the sum of their individual parts (McDuffie 1995). In order to effectively implement HPWP in the workplace, Huselid (1995) identifies three practices that are key attributes and these include the following: comprehensive recruitment and selection procedures, incentive compensation as well as extensive employee involvement and training. Employees form the back bone of every organization hence effective recruitment as well as improving their performance are the major factors that determine success of business during the contemporary period. In most cases, employee recruitment mainly depends on the available human resources tools and their ability to cope with the environment they will be operating in. Thus, recruitment of skilled and qualified employees is a vital strategy for an organization to function successfully with regards to high performance work practices. For any organization to run viably, there is need to recruit the best talent in the first place as these people would be capable of being developed to become valuable assets to the organization. The success of an organization operating in a competitive market is mainly determined by its ability to recruit skilled people and this is a process which requires careful consideration. Recruitment involves searching for and obtaining qualified job candidates and it gives the organization the opportunity to select the most appropriate persons to fill its job needs (Carrell, R. et al 1995). Effective recruitment often attracts individuals to the organization and also increases the chances of retaining the individuals once they have been hired. Recruitment efforts seek to satisfy the needs of job applicants as well as the needs of managers. Agility is an MNC that operates in 120 countries and recruiting the right people with the required set of skills, experience and behavior is an ongoing challenge, where in addition to ensuring that the candidate has what it takes to perform in a job, we do emphasize on the motivational fit in order to ensure that the selected individual is comfortable with his environment and has what he/she need to perform in the new environment. Recruiting the right staff is key to implementing a performance related strategy which encompasses retention of those skilled employees. In most cases, such specialist and skilled workers may be in short supply and a company may find it difficult to replace the experienced workers and training of individual employees with more skills in particular jobs. As far as these measures are put in place, the performance of the employees is likely to improve greatly given that there will be more incentives to create a sense of belongingness to the organization by the employees. In most cases, it can be noted that organizations are run on the basis of various decisions that are made within any particular organization. In practice, decision making is primarily concerned with approving the course of action to be taken in pursuit of certain goals to be achieved and is mainly practiced at the top management level within large organizations (Kleynhans et al 2007). Strategic objectives of the organization are clearly mapped and decision making is mainly influenced by the leadership style which is the way managers ought to lead people in that particular organization. With regards to work organization, employee involvement is a virtue in as far as HPWPs are concerned. Thus, making decisions in the organization requires the effort of the top management but it also has to be borne in mind that the ideas of the other interested stakeholders ought to be taken into consideration. According to Kleynhans et al (2006), management is defined as the process of working with people and resources to achieve organizational goals. In this particular case, managers ought to be good at planning, organizing and making decisions and they should be able to accommodate the views and ideas of the employees so as to be better positioned to implement HPWPs in an organization so that there would be common understanding of the goals and objectives set. At Agility Logistics, and after the merger of 4 major companies back in 2006, we started to communicate the annual strategy through Strategy Maps, where we use graphical illustrations to breakdown the big picture into simple milestones that everyone in the organization can understand. This is an example of being transparent and sharing the vision and organizational plans with the people The organizational goals should be clearly spelled out and each individual’s role should be clearly defined as well. The people entitled with authority should lead by example. The main advantage of laying out role expectations is that each person would fully know what he is supposed to do and they would cooperate as way of attempting to achieve the organizational goals and objectives. In a setup where the line of authority is clearly defined, there would be less chances of conflict or deliberate attempts to undermine the people with authority since everyone would be expected to follow the guidelines of the rules and regulations of the organization. This can greatly enhance the implementation of HPWPs at work. In order to fully implement HPWPs in a work organization, it is imperative to put measures in place that are meant to ensure that the employees get appropriate training. Basically, employee training is job related learning that is provided by the employers for their employees and the aim is improvement of the employees’ skills, knowledge and attitude so that they can perform their duties according to the set standards (Swanepoel et al 1998). More often than not, successful training begins with the needs assessment to determine which employees need to be trained and what they need to be trained to do. This training needs analysis often leads to the formulation of a set of objectives which clearly state the purpose of the training and the competencies required of the trainees once they have completed the training program. Swanepoel et al (1998) posit to the effect that needs analysis of training requires time, money and expertise and it can be noted that training that undertaken without a careful analysis of the requirements is likely to be ineffective and to reduce the motivation of the employees. Thus, in order to fully implement HPWPs at work place, there is a need to take into consideration these factors. On the other hand, employee development is a broad term which relates to training, education and other intentional or unintentional learning which refers to general growth through learning (Kleynhans et al 2007). Employee development can take place through training and the main purpose of offering development initiatives to the employees is to improve their performance which can also lead to the growth of the organization. One advantage of offering training and development skills to the employees is that they would have hands on experience with the operations of the organization. It is expected that through learning and development, both the organization and the employees will immensely benefit given that the employees’ skills in particular will be improved which in turn means an improvement of their performance which is beneficial to the organization as a whole. It can be noted that training and development are mainly concerned with human resources development (HRD) for the betterment of the organization as well as the employees as well. Basically, “HRD can be defined as a learning experience organized mainly by the employer, usually within a specified period of time, to bring about the possibility of performance improvement and or personal growth (Nadler

SOCIOL 350 University of Massachusetts Amherst Analysis of Variance Questions

online dissertation writing SOCIOL 350 University of Massachusetts Amherst Analysis of Variance Questions.

I’m working on a statistics question and need an explanation to help me study.

1.Use the following sample of 32 GSS cases to analyze the relationship between social class and health assessment. Health is measured according to a four-point scale: 1 = excellent, 2 = good, 3 = fair, and 4 = poor. Four social classes are reported here: lower, working, middle, and upper.Lower ClassWorking ClassMiddle ClassUpper Class32222131231122123221323143314312a. Using this data, fill in the following table:Lower ClassWorking ClassMiddle ClassUpper Classn1 =n2 =n3 =n4 =Sample mean (Y1) =Sample mean (Y2) =Sample mean (Y3) =Sample mean (Y4) =Sample variance (S1) =Sample variance (S2) =Sample variance (S3) =Sample variance (S4) =Sample SD (S21) =Sample SD (S22) =Sample SD (S23) =Sample SD (S24) =Sum of scores (EY1) =Sum of scores (EY2) =Sum of scores (EY3) =Sum of scores (EY4) =Sum of scores2 (EY21)=Sum of scores2 (EY22)=Sum of scores2 (EY23)=Sum of scores2 (EY24)=Mean of all respondents (Y) =N =1undefinedb. Calculate the between-group sum of squares (SSB). SSB = ___________________________________________Calculate degrees of freedom (dfb). dfb = ________________________________________________________Calculate the mean square between (MSB). MSB = ________________________________________________Calculate the within-group sum of squares (SSW). SSW = ___________________________________________Calculate degrees of freedom (dfw). dfw = ________________________________________________________Calculate the mean square within (MSW). MSW = ________________________________________________Calculate the F statistic. F = _________________________________________________________________Will we reject or fail to reject the null hypothesis using an alpha = .05? __________________________________2QUESTION 2A researcher is interested in whether there is a significant difference between the mean age of marriage across three racial groups . Based on the data below, calculate the between group sum of squares (SSB).RaceNMeanBlack11325.39White90422.99Other14423.87All Groups1,16123.33QUESTION 3Using the data from Question #2, calculate the degrees of freedom between (dfb).QUESTION 4Using the data from Question #2, calculate the mean square between (MSB).QUESTION 5If the mean square within calculated for this data is 36.87, what is the value of the F statistic?QUESTION 6If alpha is .05 and dfw is 1,158, will you reject or fail to reject the null hypothesis?QUESTION 6The 2006 General Social Survey contains information on the number of years of education that respondents have completed. The data are presented below.WhiteBlackOtherTotal SampleMean13.6612.8711.6913.29Standard deviation2.932.954.363.23N3,2776305924,4991.Specify the assumptions required in order to employ ANOVA procedures and conduct an F-test and state the null and research hypotheses.2.Calculate the between group sum of squares.3.Next, we need to calculate the sum of squares within. However, as you probably noticed, this would be quite a cumbersome task considering the number of observations in the data set. Instead, let’s work backwards to arrive this quantity. Begin by calculating the degrees of freedom for the sum of squares between and the sum of squares within.4.Suppose that the value of the F-statistic is 104.65. Using this information and your answers from Questions #4-5, calculate the value of the sum of squares within. 5.Although you calculated these values indirectly in arriving at your answer to Question #6, what are the values of the mean square between and the mean square within?6.Given your work thus far, what is the critical value for an F-statistic of 104.65 with the associated degrees of freedom you calculated in Question #5, assuming an alpha level of .05? On the basis of your work thus far, can we reject the null hypothesis?
SOCIOL 350 University of Massachusetts Amherst Analysis of Variance Questions

West Bravenhurst NHS Trust: Case Study Coursework

Table of Contents OD Initiative Organization Culture Implications and Recommendations Conclusion Reference List OD Initiative The case study of West Bravenhurst NHS Trust explores an intervention that involved the organizations’ nurses and their performance. It can be argued that this project represents an Organisation Development (OD) initiative. First, it is necessary to understand what OD is, including its primary expressions and processes. Scholars offer many definitions of the term ‘OD’; however, they all focus on a number of its characteristics. According to Sharp (2018a), OD is a practice of adapting where OD specialists focus on improving the internal processes of an organization in order to support its advancement and growth. Roper (2018) provides another definition, stating that the concept of OD is complex and describing it as an investigation into the parts of an organization and their interconnectedness in order to create specific conditions for organic growth. One can see that the main aim of OD is to help a business entity outside of the individual ideas of human resources or technological innovation. The approach of OD is systematic- addressing the connection between various organizational departments and their impacts on each other. The focus of OD interventions depends on the type of organization they target. For instance, manufacturing plants that want to implement more automated processes need to understand which organizational resources that require and how these materials or service have to be distributed (Sharp 2018a). Here, the maximization of value that can be extracted from each source is put under investigation. Apart from that, OD also contributes to the development of a firm’s purpose, goals, and strategy (Sharp 2018a). This part of the process is linked to organization design that reviews the needs and wishes of a company and creates a model in which all objectives can be achieved in the most efficient way (Sharp 2018b). If a company fails to incorporate its goals or purpose into its innovation, it may lose focus and encounter other problems. In cases where OD is utilized in organizations operating with people rather than machines, this approach applies human resource knowledge that relates to behavioral sciences. Aside from pay, benefits, and duties, people require non-financial incentives, motivation, and teamwork to feel accomplished and satisfied (Casey et al., 2015). Here, OD works to improve a business’s processes on the basis of people’s behavioral patterns and group dynamics. Finally, it is important to note another characteristic of OD – continuous improvement (Sharp 2018a). The aim of an OD initiative is not to introduce changes that produce a temporary solution to a company’s issues. In contrast, OD hopes to implement systematic change that will encourage further initiatives and allow organizations to enjoy gradual growth with new projects. Using the presented definition of OD, one can apply it to see whether the intervention at West Bravenhurst NHS Trust can be considered an OD initiative. First of all, the main aim of the trust’s program was to enact change. It is stated that nurses met to work together and identify problems in the current processes with the intention of introducing change. It is clear that the organization wanted to improve the performance of its nursing staff and deliver better care to patients. This description of the program’s purpose aligns with the primary objective of OD initiatives (Sharp 2018a). As mentioned above, OD’s central goal is the improvement of the current organizational practices. The next feature that shows similarities between the OD approach and the trust’s actions is the structure of the latter’s activities. The NHS Trust established a definite system of actions for the nurses and managers. The first step was to collaborate with other professionals to collect information and identify which problems exist in the organization. After that, the same professionals were taught how to use multiple analytical tools that aid one in developing improvement practices. Finally, new initiatives were not only introduced to the trust but also evaluated based on their effectiveness and nurses’ opinions. A transparent course of action is what OD programs utilize when implementing change in organizations (Burton, Obel

Poorly Written and Well Written Job Descriptions Assignment

Poorly Written and Well Written Job Descriptions Assignment.

Using the Web browser of your choice, identify two poorly written and two well-written job descriptions. Please copy and paste the descriptions into your Word document and include references in APA format.Discuss:What makes the poorly written job descriptions weak? What makes the better job descriptions more effective? Respond to each question with a 250 word minimum.Now, select one of the weaker job descriptions and rewrite them by utilizing O*NET (http://www.onetonline.org/) as one of your sources.When responding to the questions, be sure to utilize the information from the required reading and the Unit III Study Guide.All sources cited, including the textbook, must be cited and referenced according to APA standards. Utilize APA formatting for your title and reference pages.
Poorly Written and Well Written Job Descriptions Assignment