Questions
The table below summarizes the replies of 300 randomly selected university graduates who participated in a...

The table below summarizes the replies of 300 randomly selected university graduates who participated in a nationwide survey:

Degree of Job Satisfaction Total
High Low or Moderate

Type of Program

While Studying

Professional Count 79 21 100
Expected
Non-Professional Count 131 69 200
Expected
Total 210 90 300

(a) Determine the expected numbers, assuming the degree of job satisfaction is independent of type of program taken at university (i.e. there is some association between degree of job satisfaction and the type of program). Fill your answers into the table above.

(b) Use the Chi-square test with α = 0:05 to test the hypothesis that the degree of job satisfaction depends on the type of program taken at university.

i) H0:

Ha:

Observed Test Statistic (x2 statistic):

ii) p-value (use x2 table):

Decision with justification:

Conclusion in context:

In: Statistics and Probability

Researchers at the University of Pennsylvania School of Medicine have determined that children under 2 years...

Researchers at the University of Pennsylvania School of Medicine have determined that children under 2 years old who sleep with the lights on have a 33% chance of becoming myopic before they are 16. Children who sleep in darkness have a 22% probability of becoming myopic. A survey indicates that 26% of children under 2 sleep with some light on. Find the probability that a random child under 2 will become myopic before reaching 16 years old.

In: Statistics and Probability

Given the following research topic, answer the question below: Are there differences in university GPA and...

Given the following research topic, answer the question below: Are there differences in university GPA and persistence rates between who enrolled in first-year seminars compared to those who did not enroll in first-year seminars?

g. Consider the extraneous variable campus living arrangement. Describe how you could control this extraneous variable through homogeneous grouping.

h. Suggest one additional extraneous variable and one way to control it.

In: Statistics and Probability

Assume that on September 1 Office Depot had an inventory that included a variety of calculators....

Assume that on September 1 Office Depot had an inventory that included a variety of calculators. The company uses a perpetual inventory system. During September these transactions occurred.

Sept. 6 Purchased calculators from Green Box Co. at a total cost of $1,620, terms n/30.


9 Paid freight of $50 on calculators purchased from Green Box Co.


10 Returned calculators to Green Box Co. for $38 credit because they did not meet specifications.


12 Sold calculators costing $520 for $780 to University Book Store, terms n/30.


14 Granted credit of $45 to University Book Store for the return of one calculator that was not ordered. The calculator cost $28.


20 Sold calculators costing $570 for $900 to Campus Card Shop, terms n/30.

Journalize the Septemper transactions?

In: Accounting

35. When there is no quality requirement and employee commitment is not needed, the most appropriate...

35. When there is no quality requirement and employee commitment is not needed, the most appropriate leader decision style is:
a. autocratic b. individual c. consultative d. group
36. The Path-Goal Theory suggests that the role of the leader is to clear paths for followers allowing them to:
a. fulfill their needs and reach goals
b. function without their leader when necessary c. build a cohesive team
d. have time to address interpersonal conflicts
Leaders form positive relationship with three types of followers. Which of the following is not one of the followers?
a. those who are competent
b. those they trust
c. those who are willing to assume responsibility
d. those who are less committed

37. In the Middle-East, leaders are likely to pick their trusted followers based on __________, while in the U.S., _________ is likely to be a primary factor.
a. friendship; similarity to the leader
b. obedience; team building ability
c. obligation; contacts
d. social class and birth; performance
Lecture 4: Individual Traits and Differences
38. The interactionist view of individual differences suggests:
a. the environment determines who we are
b. genes are the most important factor in making people who they are
c. heredity and the environment both influence individual difference
d. culture is one of the key factors in determining how people behave
39. The primary reason boys are more competitive and aggressive than girls is that:
a. boys are genetically more aggressive
b. boys watch more violent movies and play more video games
c. typical male genetic traits are reinforced by society
d. parents spend less time with boys than with girls
40. Which of the following is not part of the definition of personality?
a. personality is stable over an extended period of time
b. personality is a set of traits
c. personality determines what we do
d. personality is influenced by genes and the environment
41. When people are encouraged to behave outside their zone of comfort, they are likely to: a. learn and grow even though the behavior is threatening to them
b. develop leadership skills
c. become frustrated
d. resist change and revert to the comfort zone at all costs
42. Japanese managers are likely to reward team effort over individual achievement. This is because: a. the Japanese culture values community
b. individuals tend to perform less well in Japan
c. the Japanese are less competitive
d. individual achievement is only rewarded in special cases
43. The link between leadership and intelligence,
a. shows that smart managers are better managers.
b. is far from clear.
c. shows that cognitive intelligence is more important than creative intelligence.
d. is both positive and linear.
44. ___________ is the ability to read others and be able to put yourself in their place.
a. self-monitoring
b. empathy
c. consideration
d. social skills

In: Operations Management

Jones Company: Analyze the accounting equation for another business, Jones Company. Assume that the assets are...

Jones Company: Analyze the accounting equation for another business, Jones Company. Assume that the assets are $48,000 and the liabilities are $19,200. By rearranging the accounting equation, you determine that owner's equity is $28,000. During the year, the owner invested an additional $4,000 in the business. The company also paid off $2,500 of its debt. What would the accounting equation look like at the end of the year for Jones Company? Enter the updated amounts for Jones' accounting equation below.

Assets = Liabilities + Owner's Equity

Let’s put all the pieces together now. Suppose that you are analyzing Martin Company. You know that at the beginning of the year, the assets equaled $320,000 and the liabilities equaled $176,000. During the year, assets increased by $48,000 and owner's equity increased by $24,400. The change in owner's equity includes all increases and decreases. Further analysis reveals that the changes in owner's equity were caused by revenues of $223,200 and expenses totaling $112,320 during the year, and additional owner's investments of $50,000 in the first half of the year. Because of your understanding of the accounting equation, you realize that withdrawals by the owner must have also occurred during the year. However, you must  determine the amount for those withdrawals.

What is the amount of withdrawals made to the owner of Martin Company during the year? Complete the equation below with amounts for the end of the year.

Assets = Liabilities +

Owner's Equity

The owner's equity component of the accounting equation can be affected by more than owner contributions. Owner's equity increases for revenues earned and decreases for expenses incurred. Also in any form of business, money can be distributed from the business to the owners. Withdrawals (in the form of cash or other assets) by the owner decreases the owner's equity account. Smith Company had transactions affecting owner's equity during the past year. The table below demonstrates the effect of these transactions for Smith Company. Review the details of each transaction and determine the effect on the accounting equation. Then, enter the updated amounts for the assets, liabilities, and owner's equity accounts (do not record the transaction). Enter all amounts as positive numbers.

Transaction Assets = Liabilities + Owner's Equity
Beginning of the year $320,000 = $96,000 + $224,000
Revenues earned: During the year, Smith Company earned revenues totalling $192,000. The cash has been collected from the customers for all revenues earned this year. $ = $ + $
Expenses incurred: Smith Company incurred expenses totalling $134,400 during that same year. All of the expenses incurred this year were paid in cash. $ = $ + $
Withdrawals: At the end of each quarter, the owner withdraws cash from Smith Company. The sum of those quarterly withdrawals was $5,760. $ = $ + $


In: Accounting

CASE STUDY Australian consumers are becoming ethically-minded and businesses are taking note Businesses with a social...

CASE STUDY

Australian consumers are becoming ethically-minded and businesses are taking note

Businesses with a social conscience are on the rise. (Getty Images: Simon Jarratt/Corbis/VCG)

Charles Murgha is 36 and had never had a job until he got a carpentry apprenticeship a few years ago.

Soon he'll be a qualified tradesman, and will have helped build 29 homes in his Indigenous community of Yarrabah, not far from Cairns.

The town has a 45 per cent unemployment rate. Charles says boys stop by to watch him work, and ask him how they can also get a job building houses when they leave school.

Asked if that makes him proud, Charles eventually says, quietly: "Gives me goosebumps."

Charles was assisted in his apprenticeship not by government agencies but by Cairns-based construction and property development company Mihaven.

Mihaven, which doubles as a registered training provider, is one of a growing number of businesses — here in Australia, but also globally — seeking to show ethically-minded consumers that they're driven by more than profits.

Founded five years ago and run by former town planner Sarah Mort and her builder husband James, the company focuses on training and employment for Indigenous and other disadvantaged job-seekers.

Sarah and James Mort founded their property development company with social impact in mind. (ABC RN: Ann Arnold)

Twenty-five per cent of Mihaven's workforce is Indigenous, and Ms Mort says training staff go the extra mile to help trainees lock in work experience and job placements.

"We have persisted so hard. Door-knocked every single big box retailer in this town," she says.

"We used every single contact we have, every relationship we can lean on, to help people get jobs."

QUESTION

What criticisms of the company from your chosen case study could an advocate of the narrow view make and why? ( 350 words)

In: Economics

You are the Human Resources (HR) Manager of Australian Travel InsuranceCo, founded in May 2018, which...

You are the Human Resources (HR) Manager of Australian Travel InsuranceCo, founded in May 2018, which specialises in providing travel insurance and advice to travellers. Australian Travel InsuranceCo has rapidly grown to be a market leader in providing travel insurance, with consistently strong ratings and reviews. The company has also expanded considerably in only a short amount of time, from 10 staff initially, to now employing 35 ‘Travel Specialists’ in its Sydney office. All staff provide tailored advice to customers via phone and email as well as process insurance claims received. The CEO, Mark Strong, believes the company can improve on its already exceptional performance and be the market leader in this sector.
The group of 35 staff, managed by 5 team leaders, have developed a strong sense of collegiality working together at the Sydney office. In addition to having regular company lunches and a competitive table tennis tournament, there was a high level of morale amongst workers.
Inspired from his reading in practitioner magazines about the benefits of flexible working practices for individual and company performance, Strong saw value in considering how the company could work more flexibly. With Sydney rental prices increasing, Strong also believed the company could save money on some of its overheads by having fewer staff needing to come into the office each day. Strong was also inspired by his reading of the new ‘in vogue’ way to appraise performance – holding regular performance ‘conversations’ instead of an annual performance review. Strong is a strong believer of evidence-based Human Resource Management practice and thought the company’s new approach would follow a new trend in performance management he had been reading about. Following discussions with other members of senior management in late 2019, the company introduced a modified performance management system and a new flexible working policy in January 2020.
Before the announcement, each team of Travel Specialists would set their annual performance goals with their Team Leader in January. In July, Team Leaders would conduct a mid-year check-in to see how each team was performing against the set targets. Each team of Travel Specialists were measured on how many insurance claims they closed each month and their quality of customer service, judged by star ratings received from customers at the close of each claim and customer comments. Each team would then receive a final appraisal and single performance score in December. This was linked to salary increases for the following year and an annual bonus for the best performing team.
Under the new performance management system, Travel Specialists would now have their performance measured on an individual basis. Instead of an annual performance appraisal, Travel Specialists would have individual performance feedback sessions every 6 weeks with their Team Leader. Each session would have a particular ‘theme’, such as ‘strengths’, ‘growth’ or ‘my values’. There would still be consideration of the Travel Specialist’s KPI’s (claims closed each month) and ratings from customer feedback. Strong believed this was a way to build more ‘individual accountability’ for performance outcomes. Under the new flexible working policy, staff were also encouraged to start working ‘remotely’ from their home for 3 days each week.
Mark Strong held a meeting with senior management and Team Leaders 2 months into the operation of the new policies to receive feedback. The feedback was disappointing to say the least. Travel Specialists and Team Leaders felt under pressure to constantly discuss performance issues and were given no extra time to complete these discussions (the same KPI’s still had to be met). The ‘themes’ did not seem so relevant either to help in improve their performance. Despite Strong’s desire to achieve some cost savings, morale was dropping from Travel Specialists frequently working remotely. Team Leaders have also reported less staff engagement. Some Travel Specialists are consistently late to virtual team meetings and others aren’t communicating with their Team Leaders in a timely manner.
Strong is pleased with the cost savings being made, but less pleased with business having declined 10% in the last month. Customers are also receiving poorer service. While Travel Specialists previously received consistent 4/5 and 5/5 ratings for customer service, since January 2020 ratings have fallen to 3/5 on average.
Strong isn’t keen on reverting to the ‘old’ ways of working, but still sees some value in the new performance and working practices that have been introduced, seeing these practices as the way of the future based on his reading from practitioner magazines. Help is needed to refine the company’s performance management practices and recommend solutions.



Questions:

1. As the HR Manager of Australian Travel InsuranceCo, identify and analyse the problems at the company in relation to performance management.

2. Recommend two practical solutions for Australian Travel InsuranceCo to help in refining and improving their performance management practices.



In answering both sections of this task, you are required to draw upon relevant performance management theories and concepts in identifying and analysing problems and recommending solutions.

In: Operations Management

According to a recent National Association of Colleges and Employers (NACE) report, 44% of college students who had unpaid internships received full-time job offers post-graduation compared to 72% of college students who had paid internships.

According to a recent National Association of Colleges and Employers (NACE) report, 44% of college students who had unpaid internships received full-time job offers post-graduation compared to 72% of college students who had paid internships. A recent survey of 60 college unpaid interns at a local university found that 30 received full-time job offers post-graduation.

a. Use the five-step p-value approach to hypothesis testing and a 0.05 level of significance to determine whether the proportion of college unpaid interns that received full-time job offers post-graduation is different from .44.

b. Assume that the study found that 35 of the 60 college unpaid interns had received full-time job offers post-graduations and repeat (a). Are the conclusions the same?

In: Statistics and Probability

For this problem, carry at least four digits after the decimal in your calculations. Answers may...

For this problem, carry at least four digits after the decimal in your calculations. Answers may vary slightly due to rounding. In a random sample of 66 professional actors, it was found that 41 were extroverts.

(a) Let p represent the proportion of all actors who are extroverts. Find a point estimate for p. (Round your answer to four decimal places.)

(b) Find a 95% confidence interval for p. (Round your answers to two decimal places.)

lower limit

upper limit

Give a brief interpretation of the meaning of the confidence interval you have found.

a. We are 95% confident that the true proportion of actors who are extroverts falls outside this interval.

b. We are 95% confident that the true proportion of actors who are extroverts falls within this interval.

c. We are 5% confident that the true proportion of actors who are extroverts falls above this interval.

d. We are 5% confident that the true proportion of actors who are extroverts falls within this interval.

(c) Do you think the conditions n·p > 5 and n·q > 5 are satisfied in this problem? Explain why this would be an important consideration.

a. Yes, the conditions are satisfied. This is important because it allows us to say that p̂ is approximately normal.

b. No, the conditions are not satisfied. This is important because it allows us to say that p̂ is approximately normal.

c. Yes, the conditions are satisfied. This is important because it allows us to say that p̂ is approximately binomial.

d. No, the conditions are not satisfied. This is important because it allows us to say that p̂ is approximately binomial.

In: Statistics and Probability