Under what conditions might people answer questions differently if they are promised confidentiality? RES 320 Week 2 Individual Assignments from Readings Resources: Business Research Methods Write a 150-word response to each of the following questions: • Chapter 5: Discussion Questions 2 and 3 • Chapter 7: Discussion Questions 1, 2, and 5 Discussion Questions When does anonymity make a difference in the accuracy of responses? When would the use of focus groups be a better technique than questionnaires? How do you determine the reliability of secondary sources? When is it appropriate to administer a personal interview, telephone survey, or self-administered questionnaire?
(graded) a) How can sales managers use the recruiting process to ensure that the salespeople that are hired are good team players? b) What kinds of questions can be asked in the interview to test if a candidate has strong teamwork skills and experience? c) What are some of the problems associated with poorly-executed recruitment and selection of sales people? MKTG 420 Week 4 DQ 2 Training The first and most important step in designing a sales training program is the assessment of training needs, which provides the starting point for setting training goals and designing the program. (graded) a) Discuss the methods of assessing sales training needs.
The interview can take place at any time; it would involve the interviewer conversing with the candidate and making a judgment to see whether they hold the right skills or attitude to work for the organisation. The interviewer will ask all the needed questions to help them decide. Unit 13: Recruitment and Selection in Business Telephone interviews can be useful as you can screen out unsuitable candidates at an early stage in the recruitment process, doing this will save time and money as you do not have to spend money on an interview. Multi-stage Multi-stage interviews involve the candidate taking part in more then one interview before they are chosen. This may mean the interviews are of a different type each time; the candidate must pass and go through each stage to get the position.
Promotion potential has a p value of <.01 which makes it statistically significant. Tanglewood’s work experience predictor has the highest results out of the other two predictors in Table 3.1. Tanglewood’s main focus on a potential candidate is his/her past work experience. Meaning that the more work experience they’ve had, the more citizenship, absence, performance, and promotion potential they’ve had. The p value for each performance
2. Consider r =1.00 and r =–1.00. Which r value is stronger? Provide a rationale for your answer The r values of +1.00 and –1.00 both indicate the strongest possible relationships among variables . Positive (+) 1.00 is the strongest or perfect positive relationship and indicates that variables change together, either increasing or decreasing simultaneously.
INFJ Adam Reeg COM 100 February 9, 2013 Tamika Lamb INFJ When I took the typology test the results were as follow: slight preference of introversion over extraversion, moderate preference of intuition over sensing, moderate preference of feeling over thinking, slight preference of judging over perceiving. So after taking the typology and Johari Window test I was classified as an INFJ. As far as my career is concerned, substantial intellectual work, caring for other people, and requiring creativity are the careers I usually succeed at. I also am concerned about my relations with individuals as well as the state of humanity at large. What surprised me?
HSM 220 Week 4 Assignment – Designing a Reward System Assignment: Designing a Reward System • Due Date: Day 7 [Individual] forum • Create an employee reward system for a human service organization. • Write a 1,050- to 1,400-word paper in APA format detailing the methods of determining what aspects of the work should be monitored and rewarded. • Include how you will address the nine major factors of motivation on p. 131. • Indicate how you will ensure that o basic needs are met. o competitive benefits are offered.
Career Development Plan Summary Suzanne Alexander University of Phoenix September 13, 2009 Career Plan “An organization is only as good as its employees.” This quote can be taken not only from research articles, but from any great leader that realizes their employees are an integral part of a company’s strategy. The process of hiring and retaining valuable employees depends on how well management follows the necessary steps to implement the career development of the employees of Kudler Fine Foods. After the restructuring of the company, I have chosen five new positions and will present a plan that will benefit the employees, as well as the organization. The first position will be a regional manager that
Describe the data scales best suited for presentation in a pie chart. How effective are the pie charts that often accompany a newspaper article in explaining the statistics used in the article? Where could a Pareto chart be used within your company? Does all data have a mean, median, or mode? Why or why not?
Results demonstrate significantly higher contributions in correspondence to unidirectional partner selection than to bidirectional selection and random rematching. Average monetary valuation of being able to choose a partner is substantially high and remains stable. Keywords: public goods, partner selection, experiments JEL-Classification: C91, D62, H41 ∗ a b c We gratefully acknowledge valuable comments by Guido Biele, Anna Gunnthorsdottir, Werner G¨ th, Georg Kirchu steiger, Axel Ockenfels, J¨rg Rieskamp and Masanori Takezawa. We are indebted to Bettina Bartels for research o assistance. CNRS, Institut des Sciences Cognitives, Bron, France; and University of Siena, Department of Economics, Piazza S. Francesco 7, I-53100 Siena, Italy.