Good evening please help me with this question from my textbook In four-five sentences, explain your understanding of the following terms. Provide examples to support your answer. Q.1.1 Quality. Q.1.2 Job Description. Q.1.3 Consumer Behaviour. Q.1.4 Costs. Q.1.5 Just-in-time system.
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Good evening please help me with this question from my textbook
In four-five sentences, explain your understanding of the following terms. Provide examples to
support your answer.
Q.1.1 Quality.
Q.1.2 Job Description.
Q.1.3 Consumer Behaviour.
Q.1.4 Costs.
Q.1.5 Just-in-time system.
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- INSTRUCTION: Choose the correct answer and no need for an explanation. 1. In the course of employment, organizations also carry out employee training to improve employee productivity and generally grow the organization. Further evaluation is carried out at the end of each training to test the impact of the training on employee skills, and test for improvement. A. Time-series Design B. One-Shot Case Study Design C. One-Group Pretest – Posttest Design D. Static-Group Comparison Design 2. A teacher wants to determine whether reading to children an extra hour a day would increase their reading skill. A group of children are chosen. The teacher will read an extra hour a day to these children. It was found, at the end of the semester, these children’s reading skills are pretty good. A. One-Group Pretest – Posttest Design B. One-Shot Case Study Design C. Static-Group Comparison Design D. Time-series Design 3. A study take into the possible connection between lifelong exercise and…What is the difference between “360-degree feedback“ and “540-degree feedback“ as well as explain well the extra stakeholders which include in 540-degree feedback? State in detail the benefits of using 540-degree feedback instead 360 degrees, keep in mind the strategic point of view of the organization for these benefits.clear measurable goals, measurement feedback provided to the performers in order to make decisions; and the ability to control resources and conditions if the measurement feedback indicates need for a change. All of these areconditions that must be in place in order to show performance management. Analyze the use of these tools using your workplace as an example. In addition, expand upon how the three conditions are applied and how they may be used for workplace improvement.
- Some organizations may have detailed strategies for measuring product quality and customer satisfaction, but do not put the same emphasis on employee performance expectations. Discuss the possible consequences for an organization that does not use sound performance expectations as part of its performance management strategy.Q6. Part 1 Explain the Experience curve concept and how it can be used in practice by managers. Q6. Part 2 What are the problems of accurately estimating experience curves? – illustrate your answer with examples. Q6. Part 3 What are the problems associated with rigidly pursuing the experience curve?why is Kirkpatrick level of evaluation out dated? Why is they calling it "old and simple," but some of its core concepts are applicable (Kirkpatrick's Four Level Evaluation Model, 2018). Proper training evaluation can help us in planning our next training, adjusting training activities, changing some of the core concepts, and ultimately do better in the future.
- At Rockwater, improvements came from product and service innovation that would create new sources of revenue and market expansion, as well as from continuous improvement in internalwork processes. The first objective was measured by percent revenue from new services and the second objective by a continuous improvement index that represented the rate of improvement ofseveral key operational measures, such as safety and rework. But in order to drive both product/service innovation and operational improvements, a supportive climate of empowered, motivated employees was believed necessary. A staff attitude survey and a metric for the number of employee suggestions measured whether or not such a climate was being created. Finally, revenue per employee measured the outcomes of employee commitment and training programs.The balanced scorecard has helped Rockwater’s management emphasize a process view of operations, motivate its employees, and incorporate client feedback into its operations. It…At Rockwater, improvements came from product and service innovation that would create new sources of revenue and market expansion, as well as from continuous improvement in internalwork processes. The first objective was measured by percent revenue from new services and the second objective by a continuous improvement index that represented the rate of improvement ofseveral key operational measures, such as safety and rework. But in order to drive both product/service innovation and operational improvements, a supportive climate of empowered, motivated employees was believed necessary. A staff attitude survey and a metric for the number of employee suggestions measured whether or not such a climate was being created. Finally, revenue per employee measured the outcomes of employee commitment and training programs.The balanced scorecard has helped Rockwater’s management emphasize a process view of operations, motivate its employees, and incorporate client feedback into its operations. It…why is Kirkpatrick level of evaluation out dated? Why is they calling it "old and simple," but some of its core concepts are applicable (Kirkpatrick's Four Level Evaluation Model, 2018). Proper training evaluation can help us in planning our next training, adjusting training activities, changing some of the core concepts, and ultimately do better in the future. What is kirkpatrick level of evaluation.
- Describe the approaches to managing performance problems. Which approach is the worst in dealing with performance issues? Why? please explain clearly 250-300 wordsImplement an Employee Performance Program You have been hired as the new General Manager (GM) of a casual dining property, such as Bone Fish Grill, Red Lobster or Olive Garden. Your Direct Report (boss/District Manager) has told you to implement the corporate Employee Performance Evaluation program. Apparently, your predecessor did not have the program in place. You have about 40 – 50 staff on the property, including a team of managers – Chef, FOH manager, and shift supervisors. The corporation uses a Graphic Rating Scale and expects managers to evaluate staff every year. Questions: 1.Introduction: As the new GM, do you think implementing an employee performance evaluation system is a good idea? Why or why not? What is the purpose of Performance Appraisals? 2.Steps: What steps do you need to take to implement this system? How long will it take? 3.Methods (types) of Review Forms: What is a Graphic Rating Scale? Will you use Self-Evaluations, Peer Evaluations, 180 Staff evaluations of…Suppose a technical director makes an extensive product which includes the entertainment systems at home also create some productivity tools and safety critical systems. In that scenario the board of directors should employ a number of Human Factors people. You have to discuss the scenario that what they should next in the meeting and Why?
