You are the new Vice President of Human Resources at a Hospital. You are excited about your role and you have already been briefed on some of the most challenging organizational problems. Your focus is on employee retention. The National Health Care Retention Report (2019) revealed that total hospital turnover rate across the US is at 19% which is 0.9% greater than 2017. Overall, hospital turnover rates range from 5.3% to 36.3% (National Healthcare Retention Report, 2019). Your hospitals turnover rate is at 33.5%. You have a total of 3500 team members which means annually 1155 team members are leaving the organization voluntarily or involuntarily. Not only is this an expensive problem, it is also one that hurts employee morale and the overall effectiveness of the hospital. One of your key strategic pillars is to improve retention. The first thing you want to do is complete a SWOT analysis.

In human beings, the gene for red green colorblindness (r) is sex linked and recessive to its allele for normal vision (R), while the gene for freckles (F) is autosomal and dominant over its allele for nonfreckled (f). A nonfreckled, normal visioned woman whose father was freckled and colorblind, marries a freckled, colorblind man whose mother was nonfreckled.

a. What is the genotype of the woman's father? b. What is the probability that the couple's first child will be a non-freckled, normal visioned girl c. What is the probability that the first two children born to the couple will be freckled and colorblind girls? d. What is the probability that the first child born to the couple will either be a freckled, colorblind boy or a non freckled, normal visioned girl or a non-freckled, normal visioned boy e. What is the probability that the first four children born to the couple will be freckled and normal visioned girls?

The average resistivity of the human body (apart from surface resistance of the skin) is about 5.0 Ω⋅mΩ⋅m. The conducting path between the right and left hands can be approximated as a cylinder 1.6 mm long and 0.10 mm in diameter. The skin resistance can be made negligible by soaking the hands in salt water. If skin resistance is negligible, what potential difference between the hands is needed for a lethal shock current of 100 mAmA? (Your result shows that even small potential differences can produce dangerous currents when the skin is damp.)

Which of the following statement is INCORRECT?  

What is the output of decision trees?

For a decision tree, the number of rules is equal to _________________.

QUE. Explain the following statement: It goes without saying then, that the human organism (body) and even more, the self cannot be adequately understood apart from the particular social context in which they were shaped.

As Sir Francis Drake is reputed to have said: I have brought you to the storehouse of the world; blame yourself if you go away empty handed.

(The answer needs to be in soft copy only)

You have just signed on as the Manager of Human Resources for a large manufacturing company in the Chicago area. Your company manufactures parts to the automotive industry such as air duct assemblies for various models of new vehicles as well as to the secondary market for these same parts. Upon conducting an audit of HR initiatives and trying to understand the challenges you want to tackle, you find that the overall turnover rate for this company is 37%. You have not worked in this specific industry but you feel at first glance that this number is high. Based on this limited information that you have, lay out a strategy for addressing turnover. You should include the following in your answer:

1. Is the 37% turnover a cause for concern? How would you go about finding out this information?

2. What additional data will you gather to learn more about the turnover in this organization? Remember that your readings discuss different types of turnover and this should be addressed in your answer along with any benefits of turnover.

3. Assume that you find that the turnover is problematic. Particularly, you discover that the turnover for non-exempt staff is 42% - well over the total turnover for the organization. Prepare a strategy to suggest to the CEO for addressing this turnover, specifically addressing possible causes of the turnover and solutions related to those causes. You will need to think about many of the concepts we have discussed throughout this course in order to answer this question fully.

• Prompt: Review and respond to the three questions presented in the “The ‘People’ Focus: Human Resources at Alaska Airlines” case at the end of Chapter 10.
• Requirements: A 250-word minimum, APA compliant paper addressing all three questions. Regarding Question 2 – is there a biblical basis for employee empowerment? The final section is to include an analysis of how you see the approaches stated either aligning with or going counter to Scripture. How do Genesis 1:26-27 and 1 Peter 5:2-3 apply to this case?

The “People” Focus: Human Resources at Alaska Airlines

With thousands of employees spread across nearly 100 locations in the United States, Mexico, and Canada, building a committed and cohesive workforce is a challenge. Yet Alaska Airlines is making it work. The company’s “people” focus states:

While airplanes and technology enable us to do what we do, we recognize this is fundamentally a people business, and our future depends on how we work together to win in this extremely competitive environment. As we grow, we want to strengthen our small company feel . . . We will succeed where others fail because of our pride and passion, and because of the way we treat our customers, our suppliers and partners, and each other.

Managerial excellence requires a committed workforce. Alaska Airlines’ pledge of respect for people is one of the key elements of a world-class operation.

Effective organizations require talented, committed, and trained personnel. Alaska Airlines conducts comprehensive training at all levels. Its “Flight Path” leadership training for all 10,000 employees is now being followed by “Gear Up” training for 800 front-line managers. In addition, training programs have been developed for Lean and Six Sigma as well as for the unique requirements for pilots, flight attendants, baggage, and ramp personnel. Because the company only hires pilots into first officer positions—the right seat in the cockpit, it offers a program called the “Fourth Stripe” to train for promotion into the captain’s seat on the left side, along with all the additional responsibility that entails (see exterior and interior photos of one of Alaska Airlines’ flight simulators on the opening page of this chapter).

Customer service agents receive specific training on the company’s “Empowerment Toolkit.” Like the Ritz-Carlton’s famous customer service philosophy, agents have the option of awarding customers hotel and meal vouchers or frequent flier miles when the customer has experienced a service problem.

Because many managers are cross-trained in operational duties outside the scope of their daily positions, they have the ability to pitch in to ensure that customer-oriented processes go smoothly. Even John Ladner, Director of Seattle Airport Operations, who is a fully licensed pilot, has left his desk to cover a flight at the last minute for a sick colleague.

Along with providing development and training at all levels, managers recognize that inherent personal traits can make a huge difference. For example, when flight attendants are hired, the ones who are still engaged, smiling, and fresh at the end of a very long interview day are the ones Alaska wants on the team. Why? The job requires these behaviors and attitudes to fit with the Alaska Airlines team—and smiling and friendly flight attendants are particularly important at the end of a long flight.

Visual workplace tools also complement and close the loop that matches training to performance. Alaska Airlines makes full use of color-coded graphs and charts to report performance against key metrics to employees. Twenty top managers gather weekly in an operations leadership meeting, run by Executive VP of Operations, Ben Minicucci, to review activity consolidated into visual summaries. Key metrics are color-coded and posted prominently in every work area.

Alaska’s training approach results in empowered employees who are willing to assume added responsibility and accept the unknowns that come with that added responsibility.

Discussion Questions*

1. Summarize Alaska Airlines’ human resources focus in your own words.
2. Why is employee empowerment useful to companies such as Alaska Airlines?
3. What tools discussed in the chapter might be employed to enhance the company’s training and performance efforts? Why?

The human resources department for your company needs a program that will determine how much to deduct from an employee’s paycheck to cover healthcare costs. Health care deductions are based on several factors. All employees are charged at flat rate of $150 to be enrolled in the company healthcare system. If they are married there is an additional charge of $75 to cover their spouse/partner. If they have children, the cost is $50 per child. In addition, all employees are given a 10% deduction in the total cost if they have declared to be a “non-smoker”.

Your goal is to create a program that gathers the employee’s name, marital status, number of children and whether or not they smoke tobacco for a single employee. While gathering this information, if the user enters at least one invalid value, the program must display one error message telling the user they made a mistake and that they should re-run the program to try again. The program must then end at this point. However, if all valid values are entered, the program should calculate the total cost of the healthcare payroll deduction and then print a well-formatted report that shows the employee’s name, marital status, total number of children, and smoker designation, and total deduction amount.

Write a well-documented, efficient Java program that implements the algorithm you identified. Include appropriate documentation as identified in the documentation expectations document. Note: You must use the JOptionPane class for input/output. Additionally, if you use System.exit as shown in the textbook, it may only be used as the absolute last line in the program. You may not use System.exit, or any variant that exits the program in the middle of the program. The program should be designed to only exit once the algorithm has finished.

Do you think that human beings are essentially good or bad, or a combination of both? Why? Argue for, and bring evidence to support, the position you have taken. How does your position affect your approach to morality - for example, should a moral system be strict, clear, and absolutistic, or, permissive, flexible, and relativistic? Your answer should be in essay form, and a minimum of 500-700 words in length.