1.Human body temperatures are normally distributed with a mean of 98.2oF and standard deviation of 0.62oF. a.What is the probability that a randomly selected person has a body temperature higher than 99.6*F?

b.Lower than 95*F?

c.Between 97*F and 100*F?

2.Adult males have an average overhead height of 215.5 cm with a standard deviation of 10.9 cm, and it is normally distributed.

a.If one male is randomly selected, what is the probability that they will have an overhead reach greater than 245 cm?

b.If 50 males are randomly selected, what is the probability that they will have an overhead reach less than 213 cm?

c.If you randomly select 10 males, what is the probability that exactly 7 of the 10 have an overhead reach greater than 245 cm?

1. Length (in days) of human pregnancies is a normal random variable (X) with mean 266, standard deviation 16.

a. The probability is 95% that a pregnancy will last between what 2 days? (Remember your empirical rule here)

b. What is the probability of a pregnancy lasting longer than 315 days?

2. What is the probability that a normal random variable will take a value that is less than 1.05 standard deviations above its mean? In other words, what is P(Z < 1.05)?

3. What is the probability that a normal random variable will take a value that is between 1.5 standard deviations below the mean and 2.5 standard deviations above the mean? In other words, what is P(−1.5 < Z < 2.5)?

4. What is the probability that a normal random variable will take a value that is more than 2.55 standard deviations above its mean? In other words, what is P(Z > 2.55)?

You have been hired as the Human Resources director by a tech company located in Jackson, MS. It currently has 200 employees located in Jackson as well as in California. It has been operating as a start-up with little to no organization as most of the original employees were friends from college. They have grown to a size, though, where they need organizational structure. They expect to double in employee size in three years. Their workforce includes tech-oriented employees as well as accounting and marketing/sales employees. What kind of organizational structure would you recommend? What are the pros and cons of your suggestions?

The Human Resource department of a multi-national bank is preparing a survey about workplace equality. The survey will target employees of three departments: retail banking, commercial banking, and global banking. There are 1800, 2300, and 900 employees in these departments respectively. A total of 200 employees will be selected randomly for the survey.

The following table shows the number of weekly working hours of 14 employees in a sample dataset: 38 41 41 43 46 48 49 51 54 54 57 64 64 64

(d) Find the 30th percentile and third quartile of the data.

(e) Write a simple report about the weekly working hours of the employees by referring to your findings in part (c) and part (d).

(f) The standard working hour per week is 40 hours. Every extra working hour would have an hourly allowance of $35. Use X to denote the weekly working hour of an employee and Y to denote the weekly allowance of that employee. Express Y in terms of X. Hence, find the sample mean and sample standard deviation of the weekly allowance of an employee.

Human Physiology

1. Describe the pathway of filtrate flow through the urinary system, beginning at the renal corpuscle and ending with elimination from the body. Include in your description the locations where the three major processes occur, and the names and locations of the associated capillaries.
2. Describe the events that lead to micturition (urination), including the effect of the nervous system on the muscles involved.
3. Explain the concept of transport maximum. Under what scenario would glucose appear in the urine?
4. Explain in detail the process that establishes and maintains the medullary osmotic gradient in the kidneys. Then describe the effect this osmotic gradient has on the water in the renal tubules.
5. Explain what conditions stimulate the release of ADH by the posterior pituitary. Then describe in detail the effect of ADH on cells lining the collecting duct.
6. Describe the effect aldosterone and ANP have on sodium levels in the blood.
7. Describe the process by which ingested proteins and carbohydrates are digested, absorbed, and transported into the bloodstream. Then contrast this with the process pertaining to the digestion and absorption of dietary fats (lipids). Include an explanation as to why lipids are processed differently from hydrophilic molecules.
8. Explain the functions of the stomach and describe the features that make it uniquely adapted to its function, including the function of cells located in the gastric pits.
9. Describe the 28-day ovarian cycle (follicle phase & luteal phase), beginning with the development of primary follicles and ending with degeneration of the corpus luteum. Include in your description the role of granulosa cells, theca cells, and the zona pellucida.
10. Describe the pathway that sperm travel during ejaculation, beginning in the testes and ending at the penis. Then name and describe the function of the accessory glands involved in the process.
11. Explain the function of Leydig cells and Sertoli cells in the development of sperm inside the testes.
12. Describe in detail the steps that lead to inflammation, beginning with the introduction of pathogens into a wound, and ending with the formation of a clot. Include in your description the types of cytokines released and the various leukocytes involved. (10 pts.
13. Explain what happens during lymphocyte maturation to ensure B and T lymphocytes do not attack healthy body cells. Include the site of maturation for B cells and for T cells.

A medical examination tests the presence of viruses in human bodies. Here,

H0: The viral load equals zero (i.e., virus not present) and

Ha: The viral load is larger than zero (i.e., virus present).

3.1 What would be a Type I error?  

3.2 What would be a Type II error?

3.3 Two methods of testing are available: Test A sets the bar to reject the null high (i.e.,

harder to reject), whereas Test B sets the bar to accept the null high. Assuming the virus

is highly infectious and potentially deadly, which test would you choose, and why?

What levels of pay and benefits should you offer?

An important element of the human resource function is the determination and administration of pay and benefits. Pay includes employees' base salaries, pay raises, and bonuses, and is determined by a number of factors such as characteristics of the organization, the nature of the job, and levels of performance. Employee benefits are based on membership in an organization (and not necessarily on the particular job held) and include sick days, vacation days, and medical and life insurance. It is important to link pay to behaviors or results that contribute to organizational effectiveness.

Read the case concerning one of the leading hotel chains in the world, The Four Seasons Hotels and Resorts. The Four Seasons has an excellent reputation for customer service and also for employee satisfaction. Afterwards, analyze the reasons behind this reputation.

In 2015, Four Seasons Hotels and Resorts was one of only 12 companies to be ranked one of the "100 Best Companies to Work For" every year since Fortune magazine started this annual list. The Four Seasons often receives other awards and recognition such as being named the "Best Hotel Group Worldwide" by Gallivanter's Guide and dominating Travel & Leisure's World's Best Awards Readers' Poll and Condé Nast Traveler's Readers' Choice Awards based on customers' responses. In an industry in which annual turnover rates are over 35%, the Four Seasons' is around 13%. Evidently, employees and customers alike are satisfied with how they are treated at the Four Seasons. Understanding that the two are causally linked is perhaps the key to the Four Seasons' success. As the Four Seasons' founder, Isadore Sharp said, "How you treat your employees is how you expect them to treat the customer."

The Four Seasons was founded by Sharp in 1961 when he opened his first hotel. It was called the Four Seasons Motor Hotel, located in a less-than-desirable area outside downtown Toronto. Whereas his first hotel had 125 inexpensively priced rooms appealing to the individual traveler, his fourth hotel was built to appeal to business travelers and conventions. It had 1,600 rooms, conference facilities, several restaurants and banquet halls, and an arcade of shops. Both styles of hotels were successful, but Sharp decided he could provide customers with a different kind of hotel experience by combining the best features of both kinds of hotel experiences—the sense of closeness and personal attention that a small hotel brings with the amenities of a big hotel to suit the needs of business travelers.

Sharp sought to provide the kind of personal service that would really help business travelers on the road—giving them the amenities they have at home and in the office, amenities they miss when traveling on business. The Four Seasons was the first hotel chain to provide bathrobes, shampoo, around-the-clock room service, laundry and dry cleaning services, large desks in every room, two-line phones, and around-the-clock secretarial assistance. While these are relatively concrete ways of personalizing the hotel experience, Sharp realized that how employees treat customers is just as, or perhaps even more, important. When employees view each customer as a unique individual with his or her own needs and desires, and empathetically try to meet these needs and desires and help customers overcome any problems or challenges they face and truly enjoy their hotel experience, a hotel can indeed serve the purpose of a home away from home (and an office away from office), and customers are likely to be loyal and highly-satisfied.

Sharp realized that for employees to treat customers well, the Four Seasons needed to treat its employees well. Salaries are relatively high at the Four Seasons by industry standards. Employees participate in a profit sharing plan, and the company contributes to their 401(k) plans. Four Seasons provides medical and dental insurance. All employees get free meals in the hotel cafeteria, have access to staff showers and a locker room, and receive an additional highly attractive benefit—once a new employee has worked for the Four Seasons for six months, he or she can stay for three nights free at any Four Seasons hotel or resort in the world. After a year of employment, this benefit increases to six free nights, and it continues to grow as tenure with the company increases. Employees like waitress Michelle De Rochemont love this benefit. As she said, "You're never treated like just an employee. You're a guest . . . You come back from those trips on fire. You want to do so much for the guest." The Four Seasons also tends to promote from within. For example, while recent college graduates may start out as assistant managers, those who do well and have high aspirations could potentially become general managers in fewer than 15 years. This promotion system helps to ensure that managers have empathy and respect for those in lower-level positions as well as the ingrained ethos of treating others (employees, subordinates, coworkers, and customers) as they would like to be treated. All in all, treating employees well leads to satisfied customers at the Four Seasons.

1.The Four Seasons Hotel and Resorts can causally link its ____________ to its customers’ satisfaction and the many awards it has received including being one of the “100 Best Companies to Work For.”

A.use of programmed decision making

B.high turnover rate

C.high levels of pay and benefits

D.use of strict supervision over its employees

E.cost cutting measures

2.The Four Seasons uses ________ to motivate superior customer service.

A.high levels of pay and benefits

B.high pay levels with low levels of benefits

C.average pay levels with average benefits

D.average pay levels with high levels of benefits

E.high pay combined with average benefits

3.Which of the following does the Four Seasons have to offer by law?

A.matching contributions to 401(k) plans

B.high salaries

C.profit sharing plans

D.free meals in the cafeteria

E.Social Security insurance

4.Why does the Four Seasons continue to offer such extremely expensive benefits to its employees?

A.The Four Seasons focuses only on long-term costs, and these are short-term costs.

B.The workers’ union negotiated them.

C.The benefits offered by the Four Seasons are actually normal in the luxury hotel market.

D.It can write them off on the corporation’s income taxes.

E. The value gained in worker motivation outweighs the cost of the benefits in the long run.

5.The Four Seasons pays high salaries and provides expensive benefits. This suggests they are not following a(n) ______ strategy.

A.cafeteria plan

B.low-cost

C.employee satisfaction

D.high-performance

E.customer service focused

6.The Four seasons provides some unusual benefits. As described in the case, which of the following is NOT one of the benefits that sets the Four Seasons apart from other hotel chains?

A.high levels of health and dental insurance

B.free vacations at company-owned resorts

C.accrued vacation and sick leave days

D.free meals in the hotel cafeteria

E.access to staff showers and locker rooms

7.The Four Seasons offers _____ to its employees. Employees say this benefit lets them know what the guests feel like and makes them want to do even more for guests.

A.locker rooms and employee showers

B.free stays as guests at any of the company’s properties

C.high pay levels

D.matching 401(k) programs

E.company products such as robes and shampoos

Lester Hollar is vice president for human resources for a large manufacturing company. In recent years, he has noticed an increase in absenteeism that he thinks is related to the general health of the employees. Four years ago, in an attempt to improve the situation, he began a fitness program in which employees exercise during their lunch hour. To evaluate the program, he selected a random sample of eight participants and found the number of days each was absent in the six months before the exercise program began and in the six months following the exercise program. Below are the results.

  Click here for the Excel Data File

At the 0.025 significance level, can he conclude that the number of absences has declined? Estimate the p-value.

1. State the decision rule for 0.025 significance level. (Round your answer to 3 decimal places.)

2. Compute the test statistic. (Round your answer to 3 decimal places.)

3. The p-value is

• Between 0.01 And 0.025

• Between 0.001 And 0.005

• Between 0.005 And 0.01

4. State your decision about the null hypothesis.

• Reject H₀

• Fail to reject H₀

hypothesis. Reject H0 Fail to reject H0

Scenario #3 A group of 2017 graduates from the WMU College of Health & Human Services decided to stay in the Kalamazoo area and begin their career. They decided that they wanted to help the frail elderly remain in their homes by providing health care services right in the home. This seemed to be a good idea because they surveyed the competition and the other agencies providing this service had long waiting lists and could not find enough health care professionals to meet the need. This group of graduates included one occupational therapist, a social worker, two nurses, and a physician assistant. One of the graduates knew a friend from Grand Valley State University who was graduating as a physical therapist and would be interested in joining them in practice. The physician assistant needed to work under the supervision of a physician; and for billing purposes the business model they were creating would need to be under the supervision of a physician. They therefore thought that the geriatrician working at a local hospital may agree to join their practice on a part-time basis. The services they decided to provide in the home included a broad range of care including skilled nursing care, physical therapy, occupational therapy, home health aide services, medical social services, and medication monitoring as well as medical services for the home bound. 1. What type of business structure would you recommend for this group of students? WHY? 2. What type of tax structure? (Profit or Nonprofit) WHY?

Based on the following, Please answer the following, Thanks!

Imagine you are a human resources professional working at a prominent global company. There have been recent concerns regarding how the organization has been conducting business in the global market, and it has tasked you with identifying problems and recommending solutions. You will analyze information from the case study Nimble Storage: Scaling Talent Strategy Amidst Hyper-Growth for how the organization’s business practices have aligned with more geocentric perspectives, identifying potential gaps in its current practices. You will then make a series of recommendations directed to leadership for addressing identified gaps and ensuring a successful transition regarding your proposed changes.

Introduction:

The Nimble Storage is a hybrid growing data storage System Company situated in Silicon Valley. The CEO of the company is Suresh Vasudevan, and the Vice President of the HR department is Paul Whitney. The company's purpose of developing the hybrid system, which is used in flash memory (It is a storage memory that leads to rapid access to random data) and hard disk to increase the performance of the company at the competitive prices offered to the customers in order to give the efficient and the flash storage platform.

The case analyzes the past performance of the company and the talented hiring of the personnel by Whitney, where the founder and CEO of the company plan to transfer the storage world into the hybrid storage system and wanted to achieve the goal to make a billion dollar company within three years. For this purpose, Suresh Vasudevan aimed to focus on both short term and long term key people initiative to measure the results. The company decided to launch the new leadership program named "LEAD" for the sustainable future growth of the company and also effects on the people initiatives to go forward in future.

The objective of the case is to make quantitative and qualitative analysis by identifying the issues, providing solutions to the problems, and providing an alternative for the growth and evaluating and choosing the best alternative and provide an implementation plan.

Define the issues/Problem statement:

The company has finished its second full fiscal year of storage on January 31, 2013, which provided the great opportunity for reproducing its core values, reviewed the success over the last years and also the strong personnel who made it possible. The company always aims to deliver the world’s most efficient way of data storage by target the broad range of enterprise applications with the goal of optimizing in many factors such as performance efficiency, capacity efficiency, data protection and dramatic simplicity.

Problems/Issues and its solutions:

In order to stabilize the performance, the company faced many potential problems and issues in producing the product and also HR-related issues faced by Whitney.

The first problem was related to the health of the customers' network that led to the unusual high temperature in the data center. The company is now organizing the data center in order to convince the customers to the belief that will help to solve the range of problems in one single platform.

The second problem was the business team was not effective due to lack of motivation and employee turnover, it as one of the biggest challenge that company was facing in last nine months. So, the business wanted to improve its values by making the business by conducting two ways process with the two-sided as the same coin. It would result in the powerful feedback and result oriented of employees, which will result in employee retention and run the business with the order of framework and program perspective.

The company was facing the hiring issue as they wanted to maintain its culture and status quo, the company needed to change the paid time off/personal time off PTO policy in fifteen days, the company wanted to increase the length of services, and they tested the idea but not preferred by the company. Therefore, the employees wanted a favor, and the company made the PTO flexible and unlimited sick leaves and holidays for employee retention.

Suresh Vasudevan had talked about the cultural openness and transparency in sharing the information to the tons of people via any social website, such as Facebook and Google. The company estimates that the openness will be challenging to measure as the hidden information would be exposed publicly.

Questions;

D. Analyze the mission statement of the organization against the needs of a global organization. Are the annual goals and objectives appropriate for a global company? Does the organization appropriately present itself as a global company?

E. Illustrate the potential gains for the organization regarding its business practices if it adopts a more geocentric focus. Be sure to support your response with examples. What will be the benefit for the business of the organization should it adopt a more global approach?

F. Illustrate the potential gains for the organization regarding its employee collaboration if it adopts a more geocentric focus. Be sure to support your response with examples.