How to Conduct a Hypothesis Test in Statistics

Instructions to Conduct a Hypothesis Test in Statistics The possibility of speculation testing is moderately clear. In different examinations, we watch certain occasions. We should ask, is the occasion because of chance alone, or is there some reason that we ought to be searching for? We have to have an approach to separate between occasions that effectively happen by some coincidence and those that are exceptionally far-fetched to happen haphazardly. Such a technique ought to be smoothed out and very much characterized with the goal that others can duplicate our factual investigations. There are a couple of various techniques used to lead speculation tests. One of these strategies is known as the conventional strategy, and another includes what is known as a p-esteem. The means of these two most normal strategies are indistinguishable to a certain degree, at that point separate marginally. Both the conventional strategy for speculation testing and the p-esteem technique are illustrated beneath. The Traditional Method The customary technique is as per the following: Start by expressing the case or theory that is being tried. Likewise, structure an announcement for the case that the speculation is false.Express both of the announcements from the first step in quite a while. These announcements will utilize images, for example, imbalances and equivalents signs.Identify which of the two representative articulations doesn't have equity in it. This could just be a not approaches sign, yet could likewise be an is not exactly sign ( ). The announcement containing imbalance is known as the elective speculation and is indicated H1 or Ha.The articulation from the initial step that offers the expression that a boundary rises to a specific worth is known as the invalid theory, meant H0.Choose which essentialness level that we need. An essentialness level is ordinarily signified by the Greek letter alpha. Here we ought to consider Type I blunders. A Type I mistake happens when we dismiss an invalid speculation that is in reality evident. On the off chance th at we are extremely worried about this chance happening, at that point our incentive for alpha ought to be little. There is somewhat of an exchange off here. The littler the alpha, the most exorbitant the investigation. The qualities 0.05 and 0.01 are regular qualities utilized for alpha, yet any positive number somewhere in the range of 0 and 0.50 could be utilized for a hugeness level. Figure out which measurement and dissemination we should utilize. The kind of circulation is directed by highlights of the information. Regular appropriations incorporate z score, t score, and chi-squared.Find the test measurement and basic incentive for this measurement. Here we should consider in the event that we are directing a two-followed test (commonly when the elective speculation contains a â€Å"is not equivalent to† image, or a one-followed test (regularly utilized when a disparity is associated with the announcement of the option hypothesis).From the sort of appropriation, certainty level, basic worth, and test measurement we sketch a graph.If the test measurement is in our basic district, at that point we should dismiss the invalid theory. The elective speculation stands. On the off chance that the test measurement isn't in our basic locale, at that point we neglect to dismiss the invalid theory. This doesn't demonstrate that the invalid speculation is valid, yet gives an approach to measure that it is so prone to be true.We now express the consequences of the theory test so that the first case is tended to. The p-Value Method The p-esteem strategy is about indistinguishable from the customary technique. The initial six stages are the equivalent. For stage seven we discover the test measurement and p-esteem. We at that point dismiss the invalid speculation if the p-esteem is not exactly or equivalent to alpha. We neglect to dismiss the invalid speculation if the p-esteem is more prominent than alpha. We at that point wrap up the test as in the past, by plainly expressing the outcomes.

Tips on How to Write a Story Essay

Tips on How to Write a Story EssayWriting a story essay is one of the most important skills a high school student can learn. This is so because the kind of stories students like to write have a lot to do with the overall impression that the writers make. So, if you want to write a good story, you need to know how to write a story essay.This is why the instructions given here are very important so that the student's capabilities can be matched to the right level. Students should also be instructed in the following ways: the difference between a synopsis and a narrative; the things to focus on; the factors which determine the way the story is told; the outline of the story; and the general presentation of the story. To top it all, the student should also learn how to write a story in writing form.The first tip on how to write a story involves summarizing the story. This should be the first step. You do this by choosing a story that interests you. This can include a collection of your f avorite poems, a favorite poem, which has an interesting subject, or just a poem that you think you would like to read on the Internet.Next, you should use an outline for the story that you have chosen. This can be prepared using the same story that you have just written in your mind. This outline should not only contain important information that you have to make sure you cover, but it should also make an outline of the main points of the story and the things that make up the story.Then, you should start the story by listing all the essential elements that make up the main idea of the story. These can include a theme and a main character. You should also list all the supporting characters that will make the story come to life. Then, you should write the major details of the story. Then, the most important part of a story is the narration. This is the part where the main character narrates the events of the story to us. The narration should then conclude the story or should help the reader follow the action of the story. It is also an opportunity for the student to tell a story about himself.Finally, you should carefully arrange all the pieces of the story in such a way that we can see them in sequence. Of course, the order of the sequence should be based on the importance of the story. A more important story should come first.Writing a story essay is definitely not easy. But when you know how to do it, it becomes easier. So, as you can see, learning how to write a story can be very challenging, but when you master the art, it becomes easier.

The Role of Critical Period in Second Dialect Acquisition Essay

The Role of Critical Period in Second Dialect Acquisition - Essay Example At the time there had been sufficient disclosure of various wild kids to help this speculation. Be that as it may, different factors were dangerous, as these equivalent youngsters had been disregarded, denied and generally manhandled. Many were half starved and most had endured separation. With every one of these components included it was hard to restrain the factors so as to build up circumstances and logical results. Afterward, different etymologists attempted to attach this hypothesis additionally to second language procurement with fluctuating conflicting outcomes. At long last, neurobiologists managed to recognize a part of the mind that appears not to create if a â€Å"second† language isn't procured by a specific crucial age, for the most part concurring with pubescence. Be that as it may, exactly what precisely is implied by a subsequent language isn't thrown in stone. Does Latin qualify? Shouldn't something be said about children’s code language for play? Do other language sets qualify, for example, arithmetic phrasing, brain science jargon or scholarly English? Shouldn't something be said about a second lingo adequately not quite the same as the standard language? Next to zero research has been finished with these dialects as the â€Å"second language† procured, so it is as yet unanswerable. Notwithstanding, it is this researcher’s proposal that maybe any adequ ately enormous complex representative framework will fill this void. Be that as it may, on account of a lingo, if the principal language is a tongue of the standard language, is there a basic period past which it gets risky for the learning of the standard language? Lenneberg first conjectured the presence of a basic period for language learning in 1967, and it was upheld by the contextual investigation of Genie, who had practically no presentation to language until age sixteen. He speculated that â€Å"language obtaining is inconceivable before two because of maturational variables, and after adolescence as a result of the loss of ‘cerebral plasticity’ brought about by the finish of the improvement of cerebral predominance, or lateralized specialization of

Developing Knowledge of Phonology and Phonetic Sounds of Words

Developing Knowledge of Phonology and Phonetic Sounds of Words Brief description of the topic There are many factors that play an important role in the development of reading, writing, and literacy skills. One of these important factors is the development of knowledge of phonology and phonetic sounds of words, which is a topic that is chosen for this research paper. The knowledge of phonology and phonetic sounds of words primarily refers to the ability to understand the sound patterns that are related to the language that a child is exposed to. According to Stoel-Gammon (2011), developing knowledge of phonology and phonological development is mainly concerned with two basic components, i.e. a biologically based component that is related to the development of motor and speech skills required for pronunciation of words, and secondly, a cognitive linguistic component related to the learning of the phonological system of the language. It is the understanding of the various ways in which oral language can be manipulated and divided into smaller components. It also includes the understanding that it is phonemes or individual sounds that a word constitutes of and that these phonemes could be manipulated either by blending, segmenting, or changing individual phonemes in words for creating different words. Activities in class for enhancing instruction and their impact For enhancing the students’ skills in this area of phonological awareness and phonetic sounds of words, the activities that will be undertaken include teaching segmentation at different phonological levels, making them understand about phoneme deletion and substitution, and bringing awareness about letter-sound correspondence. For segmentation, activities would include teaching children how to segment sentences into words and then segmenting words into onsets, syllables and rimes would be considered. After children have learned removing the first sound of a word, they will also be taught how short words can be segmented into individual phonemes. Making them understand about phoneme deletion and substitution would require students to manipulate spoken words by deleting and substituting particular phonemes. For this purpose, a set of words would be selected and students would be asked to say those words without specific sounds or by substitution of some other sounds. In this way , deleting and substitution will be practiced in both ending and beginning sounds. Picture cards would be shown for further practicing and developing the knowledge of the students in this linguistic area, particularly for letter-sound correspondence. The above strategies and activities will make students familiar with phonology and phonetic sounds, which has been found out to facilitate word learning (Duff Hulme, 2012). Within the context of word recognition and development of spelling, the importance of knowledge of phonology and phonetic sounds is recognized (Gillon, 2012). Gillon (2012) has stated that there is a large body of research that has demonstrated the existence of a relationship between awareness of phonology and literacy development. Furthermore, the phonological awareness knowledge of a child is also identified as a major predictor in reading performance (Gillon, 2012). As a result of the research on the topic, developing knowledge of phonology and phonetic sound of words also brings better literacy outcomes (Carson et al., 2013). Hence, when the child is provided instruction in this area, he/she is able to give a better reading performance and in improved classroom performance. Ways in which the instruction reflects the Common Core State Standards in ELA Since the Common Core Standards in ELA asks students to read stories, literature, and complex texts that provide background knowledge and facts, the instruction will help students as it will enable them to read better. The instruction also reflects the Common Core Standards in ELA in the area of phonological awareness. In this area, it is expected that children demonstrate awareness and competence in blending and segmenting rimes and onsets, segmenting words into a sequence of individual sounds, adding or substituting sounds in words, knowing spelling-sound correspondence, etc. These areas are addressed in the instruction as segmenting at different phonological levels, making students understand about phoneme deletion and substitution, and bringing awareness about letter-sound correspondence is considered for enhancing instruction in this skill area. Ways in which the instruction helps in engaging and motivating students The instruction will help in engaging and motivating students by making use of colorful graphics and animations. Using multimedia resources, games, and graphics are good ways of keeping young learners engaged and motivated as it brings them fun and excitement (Habgood Ainsworth, 2011). Furthermore, when activities selected are developmentally appropriate, it facilitates in keeping the children engaged in the learning process, hence this will also be kept in consideration that the instruction and activities are planned according to the developmental stage of the learners. Providing a safe and supportive classroom environment in which the students are encouraged to learn and provided with opportunities for taking risks and responding openly to the activities that are initiated will also help in engaging and keeping learners motivated in the learning process. Ways in which technology can be incorporated for enhancing linguistic instruction In the current times, technology can be incorporated in many new ways for enhancing linguistic instruction. Northrop and Killeen (2013) suggest the use of iPads with relevant apps for building linguistic and literacy skills in the early years. Similarly, touch screen tablets and interactive whiteboards are also found out to be effective in engaging and motivating early learners and for enhancing linguistic instruction (Neumann Neumann, 2014). Children could play games that are designed to teach phonics and phonology in general or practice segmenting words, deleting and substituting, sound-letter correspondence etc. In this manner, the technology could facilitate the development of knowledge of phonology and phonetic sounds in an interesting and engaging way. Ways for providing for differentiation of instruction Differentiation of instruction is primarily concerned with the tailoring of instruction to meet the individual needs of different students in the classroom. When developing knowledge of phonology and phonetics, the diverse needs of students and their specific difficulties have to be taken into account when planning, teaching, and assessing them. Furthermore, the diverse backgrounds and the additional support that is required by learners also need to be identified and incorporated in the planning and teaching process. For example, there may be students with different learning styles, or students with reading difficulties or special needs or students learning English as a second language all within the same classroom. In such a scenario, for providing for such differences, the teacher could differentiate the process of teaching, content, products or resources, or the learning environment in order to cater to and provide to the needs of the different learners in the classroom (Watts-Taf fe et al., 2012). Conclusions/Reflections Phonology is a branch of linguistics, which is concerned mainly with the manner in which sounds organized and used in a language, while phonetics focuses on production of speech sounds. From the research carried out, knowledge of phonology and phonetic sounds of words is an important linguistic area for learners to develop. Research reveals that there exists a relationship between awareness of phonology and literacy development and literacy outcomes while this linguistic skill also has a significant impact on reading performance (Carson et al., 2012; Gillon, 2012). Given the importance of this linguistic skill, it is important for learners to be provided with sufficient opportunities in the classroom to develop in this area. Instruction that needs to be carried out should focus on areas that are reflected in Common Core Standards in ELA. These include segmentation at different phonological levels, making learners understand about phoneme deletion and substitution, and bringing awaren ess about letter-sound correspondence. All these are listed under phonological awareness and phonics and word recognition in the document. A teacher also needs to provide for differentiation of instruction since diversity is a key part of classrooms in the current times. In this regard, research reveals that the teacher could provide for differentiation by either differentiating the process of teaching, or content, or products or resources, or the learning environment in order to cater to and provide to the needs of the different learners in the classroom (Watts-Taffe et al., 2012). Students are also required to be motivated and engaged, and for this purpose, from research it was found out that there are many ways in which this can be done. However, using technology, playing games, and graphical illustrations are good ways of keeping young learners engaged and motivated as it brings them fun and excitement (Habgood Ainsworth, 2011). Touch screen tablets and interactive whiteboards are found out to be effective in this regard where learners could play games that are designed to teach phonics and phonology to them (Neuma nn Neumann, 2014).

Benefits Of Job Analysis Business Essay - Free Essay Example

Sample details Pages: 15 Words: 4532 Downloads: 6 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? Edwin B. Flippo defined Job Analysis as the process of studying and collecting information relating to the operations and responsibilities of a specific job. According to Michael J. Don’t waste time! Our writers will create an original "Benefits Of Job Analysis Business Essay" essay for you Create order Jucius, Job Analysis refers to the process of studying the operations, duties and organisational aspects of jobs in order to derive specification or job description . According to Blum, A job Analysis is an accurate study of the various job components. It is concerned not only with an analysis of the duties and conditions of work, but also with the individual qualifications of the worker. As defined by John A Shubin Job Analysis is the methodical compilation and study of work data in order to define and characterise each occupation in such a manner so as to distinguish it from all others. In the words of Scott, Clothier and Spriegel, Job Analysis is the process of critically evaluating the operations, duties and relationship of the job. Job Analysis is the systematic process of collecting and making judgments about all the important information related to a job. Job Analysis is the procedure through which one determines the duties and nature of the jobs. It also determine s the kinds of people who should be hired for those jobs. General purpose of job Analysis is to document the requirements of a job and the work performed. Moreover job Analysis is fundamental to the preparation of job specification and description. Objectives of job Analysis: Work simplification: Job Analysis provides the information related to job which can be used to make the job or the process simple. Work simplification refers to fragmenting the job into small parts i.e. different operations in a product line or process with the objective of improving the production or job performance. For setting standards: Standard refers to minimum acceptable qualities or results or performance or rewards regarding a particular job. Job Analysis provides the information about the job which can be used to set standards for each job category. Support to personnel activities: Job Analysis information provides support to various personnel activities like recruitment, selection, training and development, wage administration, performance appraisal etc. Situations under which Job Analysis is conducted: these are the various scenarios in which Job analysis is conducted. When the organization is founded When organizations are created complete information ab out the jobs to be performed When new jobs are created When jobs are changed significantly as a result of new technologies, methods, procedures, or systems. Steps in Job Analysis The process of job Analysis is essentially done by collecting data then analyzing it. The data provided by the analyst may be related to job identification, nature of the job, materials and equipments to be used in doing the job and relations with other jobs, time and place of accomplishment and so on and so forth. The steps involved in job Analysis are as follows: Planning and organizing of Programme: The first step is to plan and organize the Job Analysis programme. A person is designated as in-charge of programme and required degree of authority and responsibility is assigned to him. Schedule of the programme and budget estimation is prepared. Obtaining current information: Current job design information is collected with the study of job description, job specification, process used, manuals and organisation flow charts. Job Analysis information is reviewed and verified with job incumbents to confirm that it is factually correct and complete. Conducting research: The an alyst determines that which manager or department requires the job Analysis. Purpose of the job Analysis is determined, extent to which job analysis is to be done is decided and how the information will be used concluded. Establishing priorities: Identification and priorities of the jobs to be analyzed should be established by the executives of human resource department and with the help of various executives of the related departments. Collecting Job Data: The next step is to collect the data related to the job selected for the analysis as they are being performed in the organisation at present. The job is analysed by collecting data on job activities, required employee behaviours, working conditions, and human traits and abilities needed to perform the job. Preparing Job Description: job descriptions are prepared by using information obtained from job Analysis. It states the full information of job including working conditions, nature of job, processes used machines and m aterials used for the job. Developing Job Specification: Job Specifications are developed using information given in job description. Job specification is statement regarding human qualities that are required for a particular job. Such information is used to select the person matching the requirements of the job. Job Analysis outcomes are as follows: Job Description Job description is a broad statement of the purpose, duties and responsibilities of a job or position. A job description is based on a detailed job analysis and usually summarises the essential information gathered through job analysis. It describes the main tasks and responsibilities of the job clearly and concisely in order to facilitate the systematic comparison of jobs for evaluation purposes. The kind of information and amount of details contained in the job descriptions depend on the job evaluation plan to be used. Job Description is snapshot of a job. Current and accurate job Descriptions maximizes employee effectiveness and productivity as it outlines the positions responsibilities and accountabilities. Job Descriptions clearly and concisely communicate what the job entails. In addition, job Descriptions help in attracting and retaining the best talent as it shows that a company is organized, well-run, and fair. Job Descriptions promote responsibility; improve morale and th e corporate image. Job Description is a written statement of what the job holder actually does, how he or she does it, and under what conditions the job is performed. There is no standard format for writing job Description. It is an organized factual statement of job contents in the form of duties and responsibilities of a specific job. The preparation of job Description is very important before a vacancy is advertised. It tells in brief the nature and type of job and usually includes: Title/ Designation of job and location in the concern Job summary and achievable results The nature of duties and operations to be performed in that job The nature of authority- responsibility relationships Main tasks of job and standard to be achieved Terms and conditions including salary, hours of work, leave, etc Limits of discretion i.e budgetary responsibilities Necessary qualifications required for job. Combination, co-relation and relationship of that job with other j obs in a concern. Specification of machines, tools, materials and their applications. The provision of physical working conditions or the work environment required in performance of that job. Job Specification Job specifications usually involve a listing of the personal qualifications regarded as necessary for satisfactory performance. Job specifications are mainly used in selecting and recruiting staff and are accordingly not essential for job evaluations. But certain personal attributes, such as experience, education and aptitude, may occur in both in job description as well as in job specification. Many job evaluation plans accordingly use job specifications to complement job description. Job Specification describes the desired attributes of the person doing the job. It is a statement which tells minimum acceptable human qualities that helps to perform a job. Such requirements are usually established for individual jobs on the basis of judgments made by staff analysts, but in some instances they are based upon statistical validation procedures. Job Specification translates the job description into human qualifications so that a job can be performed in a better manner. Job Specifica tion helps in hiring an appropriate person for an appropriate position. The contents are: Educational qualifications and experiences for job title Physical and other related attributes Physique and mental health Special attributes and abilities Interpersonal skills Maturity and dependability Family background Work-output job context and other job characteristics Job Specification should be used as a guideline to the knowledge, skills and aptitudes required to perform a specific job. Job Analysis, job Description and job Specification, together form the basis of recruitment, selection and placements of persons in an organisation. Methods of Job Analysis / Data collection techniques There are different methods used by different organizations to collect information and conduct the job Analysis. These methods are: Personal observation: In this method the observer actually observes the concerned individuals while performing a job. He makes an extensive list of the duties performed by the workers and the qualities required to perform those duties .Based on the information collected, job analysis is prepared. In some instances this method is very useful, but under certain conditions it does not work or becomes more difficult. This is especially true with jobs in which some elements of the complete job cycle occur at infrequent or unpredictable intervals. By simply observing an assembly line worker may not reveal his monthly inventory duty which is very much integral part of the job. Actual performance of the job: In this method the observer who is in charge of preparing the job Analysis actually does the work himself. This gives him a clear idea of the requir ed skills, the difficulty level of the job, the efforts required and so on and so forth. Interview method: In this method an interview is conducted of the employees who are performing the job or the supervisor or both. There are group of experts to conduct the interview. They ask questions about the job, skill levels required, and difficulty levels associated with the job. They put questions and cross questions and collect information and based on this information job Analysis is prepared. This technique may be time consuming, and the danger exists that employees may exaggerate the importance of their jobs. In addition, certain important elements of the job may be missed both by the interviewer and persons interviewed because of its infrequent occurrence. For example an assembly line worker may also be required to do inventory supplies on a monthly basis. Although this responsibility may be extremely important, it may be overlooked during the interview since it occurs on an infre quent basis. Critical incident method: In this method the employees are asked to write one or more critical incidents they have encountered while performing the job. These incidents give ideas about the problem, level of difficulty, how to handle it, qualities required to deal with the incidents and so on and so forth. Critical incident method gives an idea about the job and its importance. Questionnaires method: Most probably questionnaires method is the least costly method of collecting Job Analysis data. Well designed questionnaires have been claimed to be the most efficient way to collect a wide array of job data and information in a short time. In this method a questionnaire is provided to the employees and they are asked to put their remark. The questions may be multiple choice questions or open ended questions. The questions decide how exactly the job Analysis will be done. However, there is the danger that many of the respondents may not complete the questionnaire, may complete it inaccurately, or take an excessively long time to return it. Although questionnaire is less expensive than interviewing, sometimes questionnaires contain the same problem of providing incomplete information and inaccurate in describing the actual tasks performed. However, it is considered as an effective method because of the simple logic that people would think twice before putting anything in writing. The Position analysis questionnaire (PAQ): Quantification of the process of job Analysis has gained momentum in recent years. One such technique utilising a structured questionnaire is the position analysis questionnaire (PAQ). It was developed in the early 1970s through the efforts of McCormick and others. It consists of 194 job elements of a work-oriented nature which are divided into six major categories. The job elements are normally rated by the analyst on a scale of 0 to 5. Major drawbacks of the use of the PAQ involve its length and the high level vocabulary an d complicated scoring requirements. Log records/Daily Diary: Companies can ask employees to maintain log records or daily diary mentioning their daily activities along with those activities performed at infrequent intervals and Job Analysis can be done on the basis of information collected from the record. A log record is a book in which an employee records and writes all the activities performed by him while performing the job. The records are extensive and provide a fair idea about the duties and responsibilities associated with any job. HRD record: Records of every employee are maintained by HR department. The records contain details about educational qualification, job title, years of experience, duties handled, any mistakes committed in the past and if any actions taken. It also includes number of promotions received by employees, their area of work and as well as their core competency etc. Based on these records job analysis is done. Managerial Job Analysis: Because m anagerial jobs are different in nature from jobs with clearly observable routines and procedures, some specialized methods have evolved for their analysis. One of the most well known and widely used methods was developed at Control Data Corporation and is labelled as the Management Position Description Questionnaire (MPDQ). This is composed of a listing of over 200 job statements. The MPDQ examines a variety of managerial dimensions, including decision making and supervising. Computerized Job Analysis: With the growth of the information communication technology, researchers have developed computerized job Analysis systems. An important feature of computerized job Analysis is the specificity of data. All of this specific data is compiled into a Job Analysis database. A computerized job Analysis system often can reduce the time and effort involved in writing job descriptions. These systems have banks of job duty statements that relate to each of the task and specify scope statement s of the questionnaires. Computer technology with job Analysis methodology allows firms to develop more accurate and comprehensive job descriptions, linked to compensation programs, and performance appraisal systems. These processes can also provide better data for legal defensibility. Combination Methods: There are indeed a number of different ways to obtain and analyze information about a job. Each of the methods has its own strength and weaknesses. Therefore, generally, a combination of methods is preferred over one method alone. Benefits of Job Analysis Organizational structure and design: Job Analysis data helps in preparing the organization chart and the organizational structure. Classification of the jobs, relation of each job with one another and various positions and hierarchy of the positions is determined in order to avoid overlapping of authority- responsibility relationship and to avoid distortion in chain of command. Man power planning: Job Analysis data provides the qualitative aspects of the jobs in an organisation. It determines the demands of job in terms of duties to be performed, qualification and personal skills required in the employees. It is a tool which is used for matching job with men. Recruitment and Selection: Job Analysis helps in hiring future human resources of an organisation. Job Description and job Specification provides necessary information that helps to recruit and select the right kind of people for the available jobs. Training and Development: Based on the job requirements identific ation of the training needs of the persons can be done easily. Training can be provided in those specific areas which will help to improve the job performance. Job Evaluation: Job evaluation refers to studying in detail the job performance by all individual. Information regarding the level of difficulty, skills level, qualities required to perform the job are obtained from job analysis to establish relative worth of different jobs. Promotions and Transfer: promotion is given to an employee on the basis of the skill and talent required for the future job. Similarly when an employee gets transfer to another branch the job must be very similar to that of his previous job. To take these decisions the information is collected from job Analysis. Performance Appraisal: By comparing actual performance of the employees to the standard set by organisation, the personnel activities like promotion, increments, incentives or corrective actions to enhance job performance is decided. Thes e standards are established using information provided by job Analysis. Career path planning and Employee counselling: Many companies have not taken up career planning for their employees. Employee counselling is done to prevent the employee from leaving the company. Employees are informed about the limitations of jobs in terms of development and are guided to take required steps for their future development. Job Analysis provides such information regarding the areas in which a person requires modification for better career options. Health and safety: -Job Analysis points out the risk factor associated with a particular job and thus the action required for the safety of the employees can be taken. Unsafe operations can be eliminated or can be replaced by safe one or the safety equipments can be installed. Labour relations: When companies plan to add extra duties or remove certain duties from a job, they require the help of job Analysis, when this activity is systematically done using job Analysis, it does not affect adversely to the union members and do not hamper labour relations. Acceptance of job offer: Appointment letter issued by an organisation always mention the duties to be performed by him. This information is collected from job Analysis, which is why job Analysis becomes important. Discovering Unassigned Duties: Job Analysis can help to reveal unassigned duties if any. However, the end result of job Analysis is effectiveness and efficiency i.e. doing the right thing and doing it rightly and respectively. The underlying motive at the long run is increase in companys profitability, productivity and sustainability. Job Evaluation Job Evaluation is the process of analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. Job Evaluation means systematically determining relative worth of jobs to create job structure and to develop job hierarchy. In Job Evaluation process the relative worth of job is identified based upon job comparability. According to relative worth, importance of job and relative value compensation is designed and selected. Hence it involves determination of relative worth of each job for the purpose of establishing wage and salary differentials. Basically, relative worth is determined on the basis of Job Description and Job Specification. Job Evaluation helps to determine wages and salary grades for all jobs. Employees need to be compensated depending on the grades of jobs they perform. Remuneration must be based on the relative worth of each job. Ignoring this basic principle arrives at inequitable compensation practice. A perception of inequi ty is a sure way of de-motivating an employee and a profound ill effect on employees morale. According to Alford and Beatty, Job Evaluation is the application of the job Analysis technique to the qualitative measurement of relative job worth, for the purpose of establishing consistent wage rate differentials by objective means. It measures the differences between jobs on the job requirements, and establishes the differential numerically (job rating), so that it can be converted to wage rate after the wage level is determined. According to Kimball and Kimball Jr., Job Evaluation represents an effort to determine the relative value of every job in a plant and to determine what the fair basic wage for such a job should be. According to Bethel, Atwater and Smith et at, Job Evaluation as a personal term has both a specific and genetic meaning specifically, it means job rating or the grading of occupations in terms of duties, generally it means the entire field of wages and salar y administration along modern lines. Edwin B. Flippo defines. Job Evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs. In the words of Maurice B. Cumming, Job Evaluation is a technique of assessing the worth of a job in comparison with all other jobs throughout an organisation. According to Scott, Clothier and Spriegel, Job Evaluation or job rating is the operation of evaluating a particular job in relation to other jobs either within or outside the organisation. According to International Labour Organisation, Job Evaluation may be defined as an attempt to determine and compare the demands which the normal performance of particular job makes on normal workers without taking into account of the individual abilities or performance of the workers concerned. In the words of Dale Yoder, Job Evaluation is a practice which seeks to provide a degree of objectivity in measuring the comparative value of jobs within an organisa tion and among similar organisations. In the words of John A. Shubin, Job Evaluation is a systematic procedure for measuring the relative value and importance of an occupation on the basis of their common factor (skill, training, efforts) for the purpose of determining wages and salary differentials. According to Bureau of Labour Statistics, Job Evaluation is the evaluation or rating of job to determine their position in job hierarchy. The evaluation may be achievement through assignment of points or the use of some other systematic rating method for essential job requirements such as skill, experience and responsibility. Features of Job Evaluation The primary objective of job Evaluation is to find out the value of work, but this is a value which varies from time to time and from place to place under the influence of certain economic pressure. The main features of job Evaluations are as follows: It attempts to assess jobs, not people. Job Evaluation is the output provided by job Analysis. It provides bases for wage negotiation founded on facts. Job Evaluation does not design wage structure, it helps in rationalising the system by reducing number of separate and different rates. Job Evaluation is done by group of experts. Job Evaluation determines the value of job and the value of each of the aspects of job such as skill and responsibility levels are also related and studied in connection with the job. Job Evaluation helps the management to maintain high levels of employee productivity and employee satisfaction. The objectives of job Evaluation To provide a standard procedure for fixing salary: job Evaluation aims at providing a standard procedure for fixing salary of employees doing a particular job and belonging to a particular level in the organization. This is required to remunerate the employees according to his capabilities and therefore making them satisfied on the job. To reconcile the pay in accordance with employees efforts: The rate of pay is decided by looking into various factors on the job. To ensure that wages and salaries are paid according to the qualification and work: Job Evaluation recognizes the importance of qualification of the employees and the efforts put by him on the job and decides the salary based on these factors. This   Ãƒâ€šÃ‚  ensures that the employees are judged on similar factors and there is no bias. To decide salary using scientific methods of evaluation:   The job Evaluation methods are scientific in nature. It must be decided after  looking into the iss ues concerned with a scientific approach not based on  personal bias or personal choice. To have a fair study of the job factors to avoid ambiguity: Job Evaluation studies the job factors in a fair and just manner and thereby tries to avoid all sorts of ambiguity. When the factors for judging the jobs are very clear and accurate, it assigns more credibility to the entire job evaluation process. Advantages of job Evaluation Job Evaluation is advantageous to management, workers, trade unions and organisations as well. Management has the advantage of greater order in its pay arrangement and more stable wage structure. Unions benefit from a greater sense of fairness and reasons in pay matters. Union can play a more important role in determining the relation between different levels of pay and in the joint regulation of work place conditions. Employees benefit because job evaluation provides an agreed framework for setting questions affecting jobs and so helps to prevent arbitrary decisions. It also helps to ensure that differences in skill and responsibility are properly recognised. Everyone benefits from a system which enables the pay for new and revised jobs to be settled in the same way as for existing job by preventing anomalies. Job Evaluation Methods The essence of compensation administration and establishment of the pay structure is job Evaluation. It systematically determines the value of each job in relation to all jobs within the organization by using job Analysis information. In short, Job Evaluation seeks to rank all the jobs in the organization and place them in a hierarchy that will reflect the relative worth of each. The techniques which have been commonly used are as follows: Non-analytical or Non-quantitative or summary methods. Non-analytical methods are: Job Ranking Job Classification or grading Analytical or quantitative methods. Analytical methods are: Factor Comparison Point rating or assessment Job Ranking Method This is the oldest and simplest method of job Evaluation. This is generally used in smaller units where the job raters know all the jobs quite well. In this method no such effort is made to break a job into its elements or factors. The sole aim is rather to judge the job as a whole and fix the relative value by ranking one whole job against another whole job. Job at the top of the list has the highest value and obviously the job at the bottom of the list will have the lowest value. Jobs are arranged from highest to lowest, in order of their value or merit to the organisation. Jobs also can be arranged according to the relative difficulty in performing them, in order of importance beginning with the most important to the least important jobs in the organisation. This procedure is followed for jobs in each department and an attempt is then made to equate or compare jobs at various levels among the several departments. When this is completed, grade levels are defined and salary gro ups are formed. Jobs are placed into different salary ranges more or less on a predominated basis in their rank order. The most obvious limitation to the ranking method is its sheer inability to be managed when there are a large number of jobs. Other drawbacks to be considered are the subjectivity of the method. There are no definite or consistent standards by which to justify the rankings. An example of ranking of jobs where additional jobs between already ranked may be assigned. Rank Monthly salary range Manager 9.000-12.000 Assistant Manager 7.000-9.000 Superintendent 6.000-8.000 Assistant 5,000-7.000 Clerk/typist 4,000-6,000 Peon 3.000-4.000 Advantages: 1.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   The system is quite simple to adopt. 2.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Once the workers understand the process, it is very easy to administer. 3.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   Less time consuming in evaluating the jobs. 4.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   This system is suitable for smaller organisation where the raters are fully acquainted with all the existing jobs in the enterprise. Disadvantages: 1.  Due to lack of scientific approach jobs may be arbitrarily ranked resulting in differences in similar jobs. 2.  Since the ranks judgements of the jobs are subjective, the fairness of the judgement is questionable. 3.  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  In a complex and large organisation, it is not possible to be familiar with all the jobs and thus general description will not enable correct assessment of the relative importance of the jobs.

Pride And Prejudice By Jane Austen - 2347 Words

1. Introductory information The book I chose to read and analyze is a classic novel called Pride and Prejudice by Jane Austen. This book is humorous in nature and is considered to fall into the genre category Comedy of Manners. Fundamentally, it is a study of human nature, personality defects, and societal missteps directed toward the audience of middle and upper-middle class readers. Jane Austen published Pride and Prejudice in 1813 during England’s Regency period. She published it anonymously with author being â€Å"A Lady† during a time writing wasn’t an accepted occupation for women. This book was written just after the Revolutionary wars in America and France, and written during the war of 1812 and the ongoing Napoleonic Wars. While†¦show more content†¦The basic story line and plot of Pride and Prejudice involves a year in the life of 20 year old Elizabeth Bennet. Because her family has a modest income and no brothers to entail their land to , Elizabeth and her sister’s comfortable lives are in jeopardy, making it necessary that they marry men with good livings. Mrs. Bennet is well aware of this and has made it her primary goal to marry off her daughters as soon as possible. This fervent goal of hers leads to some uncomfortable and even embarrassing behavior by Mrs. Bennet and ultimately her husband and youngest daughters as well. Elizabeth and her older sister Jane seem to be the most sensible and well mannered of the family. The eldest sister Jane has fallen in love with a wealthy, good natured, gentleman named Mr. Bingley. Elizabeth wants to see her sister happy, yet Mr. Darcy is determined that his friend not marry beneath him. This sets up the basic struggle between Elizabeth and Mr. Darcy who are continually being thrown together through circumstances. The awkwardness of their first meeting was spurred on by their unyielding personalities. His pride and her prejudice stood in the way of them underst anding each other. Some key themes woven though the pages of this

Relationships in Over the Hedge Essay Example For Students

Relationships in Over the Hedge Essay Interpersonal Communication is defined as the theory that claims people make relationship decisions based upon comparing cost and rewards. In the movie â€Å"Over the Hedge, the raccoon, RJ, started his relationship with the other animals because he needed them. RJ tried to gain the trust of the animals by introducing them to ideas and food that they knew nothing of. Although Verne, the turtle was skeptical, RJ’s â€Å"know it all† and new and innovative ideas had an appeal to the other animals. In the beginning, RJ weighed his cost and rewards. He saw a relationship with the other animals would be beneficial to his cause. RJ had to have a wagon filled with food within one week to repay a bear that he had tried to steal from. He knew that the only way that he could fulfill this order is if he had the help of others. On the other hand, the other animals weighed their cost and reward as well. They saw that RJ knew how to get food. His ideas would help them fill up their winter storage within one week instead of the 200 plus days that it usually took them. Verne saw that a relationship with RJ wasn’t beneficial. We will write a custom essay on Relationships in Over the Hedge specifically for you for only $16.38 $13.9/page Order now He saw that he was just using them and that a relationship with him would bring harm to the â€Å"family†. For example, in the beginning, when Verne was sent to see what it was like â€Å"over the hedge† he came back and told the â€Å"family† a big tale. Meanwhile, RJ was up in the tree listening. He was probably weighing his cost and rewards because after this he decided to introduce himself to the family. He had already decided that he would benefit from a relationship with the animal. The animals also saw a reward in a relationship with RJ because he could help they get food. A unit made up of any number of persons who live or have lived in a relationship with one another over time in a common living space who are usually but not always , united by marriage or kinship is defined as a family. The characters, Verne, Hammy, Stella, Ozzie, Vincent, Lou and Penny lived together as an extended family. Although they are not related by blood, they are defined as a family because they share the same living space. They even collect food for winter hibernation together. The family has a high level of investment, commitment and trust they are dependent on one another and make decisions together. An example of this is when the animals (not Verne) had decided that they would invite RJ to become part of the family (the first time). They had salvaged a baby car seat that doubled as a chair, a remote control and hotwired some cables. This was a gesture to let him know that they were welcoming him into the family. The family’s ability to modify or change is adaptability. For the most part, the family is very adaptable, well not Verne in the beginning. The family was open to the new ideas that RJ was introducing to them. Verne was very skeptical in the beginning. In my opinion the family was cohesive in that they were caring of one another. An example of this was on the first time they went out to salvage food, Verne was off to the side and didn’t agree with having RJ in the family. Ozzie went out with RJ. Verne thought that Ozzie was hurt and he was very saddened when he thought Ozzie was hurt. Another example of both cohesion and adaptability was on the last salvage Verne decided to go along with the family’s decision to retrieve the food that he had lost. In the beginning, Verne led the animals he was the one that awoke first from their hibernation. .u010f0869ede5ee905e3e25b8dd353d5a , .u010f0869ede5ee905e3e25b8dd353d5a .postImageUrl , .u010f0869ede5ee905e3e25b8dd353d5a .centered-text-area { min-height: 80px; position: relative; } .u010f0869ede5ee905e3e25b8dd353d5a , .u010f0869ede5ee905e3e25b8dd353d5a:hover , .u010f0869ede5ee905e3e25b8dd353d5a:visited , .u010f0869ede5ee905e3e25b8dd353d5a:active { border:0!important; } .u010f0869ede5ee905e3e25b8dd353d5a .clearfix:after { content: ""; display: table; clear: both; } .u010f0869ede5ee905e3e25b8dd353d5a { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u010f0869ede5ee905e3e25b8dd353d5a:active , .u010f0869ede5ee905e3e25b8dd353d5a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u010f0869ede5ee905e3e25b8dd353d5a .centered-text-area { width: 100%; position: relative ; } .u010f0869ede5ee905e3e25b8dd353d5a .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u010f0869ede5ee905e3e25b8dd353d5a .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u010f0869ede5ee905e3e25b8dd353d5a .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u010f0869ede5ee905e3e25b8dd353d5a:hover .ctaButton { background-color: #34495E!important; } .u010f0869ede5ee905e3e25b8dd353d5a .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u010f0869ede5ee905e3e25b8dd353d5a .u010f0869ede5ee905e3e25b8dd353d5a-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u010f0869ede5ee905e3e25b8dd353d5a:after { content: ""; display: block; clear: both; } READ: Schindler's List and The Killing Fields EssayThe family trusted him to lead them. Even sending him to find out what was over the hedge. When RJ came with all his new ideas and new food the family was attracted his leadership qualities and slick talking. They eventually let RJ lead because he knew how to get food and not only did he know how to get food he knew how to get to the new food that he introduced them to. There are 5 ways to exert power. As per â€Å"Interpersonal Communication text† they are 1. Legitimate power, power that is based in respect for a position that a person holds, 2. Referent power defined as power that comes from attraction to another person or the charisma a person possesses 3. Expert power- is based on a person’s knowledge and experience. Reward power –is based on another person’s ability to satisfy needs and 5. Coercive power involves the use of sanctions or punishment to influence others. In the movie titled â€Å"Over the Hedge†. Verne was in a position of power. This was an example of legitimate power. The other animals respected him and thus he was in a position of power. When RJ came along the animals were attracted to his charisma, and personal knowledge. This is an example of a person in referent and expert power. In addition, RJ was also allowed to take power because he would be able to satisfy the animal’s needs. This was an example of reward power. Over the course of the film, the changes that I observed were the relationship between the family and Verne. In the beginning Verne was a trusted leader. Once RJ came the family transferred their trust to him and allowed him to lead them. Verne lost some of his appeal to the family after he called them naive and stupid. Another change that happed was between Tiger the cat and Stella the skunk. Stella was beatified and de- ‘funked† so that she could attract tiger to get his tag so that the animals could gain access to a house for food. Tiger was initially abrasive and stand offish until Stella stood up to him. Tiger was attracted to that. In Stella and Tigers case they are an example of passionate love. This is a love that serves to establish attraction to, interest in and focus on one person. Tiger was attracted to Stella because she spoke up to him and she became attractive to him. He noticed her eyes and was unable to see her flaw (stink smell). Stella was attracted to Tiger because he was â€Å"the one† that could overlook her stink. In Stella’s case I believe this is an example of Predicted outcome Value. She assessed the potential of relationship to meet her self image. Conflict management style is a consistent pattern or approach that person uses to manage disagreement with others. In the movie titled â€Å"Over the hedge† the character RJ and the bear disagree because RJ tried to steal items that the bear had salvaged for his winter hibernation. Rj the bear is a very angry and confrontational. RJ realizes that there is no winning with the bear and is very accommodating to the bear.