Exercise 29

9Name: Brielle Cantagallo Class: Statistics Date: 3/17/13 ? EXERCISE 29 Questions to be Graded * 1. Were the groups in this study independent or dependent? Provide a rationale for your answer. The groups in this study were independent because the two sets of data were not taken from the same subjects. The subjects were in one group: female and the second group: male. * 2. t = ? 3. 15 describes the difference between women and men for what variable in this study? Is this value significant? Provide a rationale for your answer. t= -3. 15 describes the difference between men and women for the variable of mental health.This value is significant because 0. 002 is less than the alpha type 1 error rate of 0. 05 that was used. * 3. Is t = ? 1. 99 significant? Provide a rationale for your answer. Discuss the meaning of this result in this study. t= -1. 99 is significant because it shows that the physical functioning and health functioning of both the men and women in this study were almost the same across the board. The p value of 0. 049 was also the same in each of these variables concluding that the type 1 error rate for this was less than the alpha 0. 05 that was set for this study. * 4. Examine the t ratios in Table VI.Which t ratio indicates the largest difference between the males and females post MI in this study? Is this t ratio significant? Provide a rationale for your answer. The t ratio that was the largest difference between males and females post MI in this study was mental health with -3. 15. This t ratio is significant because it shows that the mental health of the women versus the men in this study was the largest difference. * 5. Consider t = ? 2. 50 and t = ? 2. 54. Which t ratio has the smaller p value? Provide a rationale for your answer. What does this result mean? T ratio -2. 54 had the smaller p value of 0. 007. -2. 0 had a p value of 0. 01. This result means that because the 0. 007 p value is less than the predetermined alpha which was 0. 05 that the observed result would be highly unlikely under the null hypothesis. Making this research credible. * 6. What is a Type I error? Is there a risk of a Type I error in this study? Provide a rationale for your answer. A Type I error occurs when the researcher rejects the null hypothesis when it is in actuality true. I do believe that there was a type 1 error risk in this study because according to the study 9 t tests were performed and the risk of type 1 errors increases when performed more than one time. 7. Should a Bonferroni procedure be conducted in this study? Provide a rationale for your answer. I do believe that a Bonferroni procedure would need to be conducted in this study because the t test was conducted 9 times. * 8. If researchers conducted 9 t-tests on their study data. What alpha level should be used to determine significant differences between the two groups in the study? Provide your calculations. The alpha level that should be used to determine the significant diffe rences between the two groups in this study would be 0. 006. The alpha was set to 0. 05. That needs to be divided by the 9 t tests and you get 0. 055 and when rounded becomes 0. 006 for the corrected alpha. * 9. The authors reported multiple df values in Table VI. Why were different df values reported for this study? Different df values were reported in this study probably due to non participation in certain study areas. Because of that they would have to change the df if the number of participants was different in those areas or the research would not be accurate. * 10. What does the t value for the Physical Component Score tell you about men and women post MI? If this result was consistent with previous research, how might you use this knowledge in your practice?The t value -2. 50 for the physical component score tells me that men and women have a significant difference in their perception of post MI coping. Women perceive themselves has having lower physical and psychological qua lity of life post MI. If this result was consistent with previous research, I could use this knowledge to set up a plan of care to assist the women with increasing their physical and psychological aspects of quality of life. I would also reach out to women and form support groups to help them improve their perceptions on their quality of life.

Management Control Systems at Air India Essay

1. Introduction Air India, a national carrier is characterized with an urge to excel and enthusiasm started its operations on October 15, 1932. The merger of Air India and Indian, the country’s leader in the domestic sector, has helped the airline in emerging as a major force in the airline industry. 1.1 Domestic Operations On the domestic front, Air India operates to 47 stations, and 17 are connected to international destinations. The 172-seater Airbus A321 aircraft connects all major metros. The Regional operations provide coverage to all the metros and many smaller cities across the nation. 1.2 Services Apart from the basic services that an airline provides, Air India also offers – Frequent Flyer Programme- â€Å"Flying Returns†. Members of the Flying Returns Programme (FRP), can accrue mileage points while flying on Air India, Lufthansa and flights of Air India’s code share partners, and redeem them for award tickets or avail other facilities available with the service provider on Air India or Lufthansa. Star Alliance – Air India has joined Star Alliance in mid 2010. Star Alliance, is a leading global airline alliance of 21 top international carriers. Air India passes the benefits to its passengers by becoming a member like seamless transfers while travelling across the world, more frequent flyer mileage points, code-sharing leading to a wider choice of flights and access to lounge facilities worldwide. The Star Alliance network offers more than 17,000 daily flights to 916 destinations in 160 countries. Air India Express – Air India’s international budget airline, Air India Express, was launched in April 2005. Air India Express operates 200 weekly flights on its network between 17 Indian and 14 international stations. 2. Organization Structure 2.1 Current Structure Source: www.egyankosh.ac.in/bitstream/123456789/35931/1/Unit-29.pdf 2.2 Outgrowing the traditional model For airlines, the functional organizational model has worked well for decades. It helps by promoting deep technical expertise and economies of scale by grouping specialists together and focusing accountability for the direction and efficiency of all divisions on one person: the chief executive. Peripheral businesses and small customer segments got less attention from management, however, the mainstream passenger business received most of the attention. This functional model has been the best choice for some aviation groups, mainly those that outsource most of the support functions (such as catering and maintenance), lack the sophisticated information systems needed to manage more complex structures, or serve only a few homogeneous customer segments Yet many other carriers, like railroad and oil companies before them, have surpassed the traditional model. The rise of low-cost carriers is changing the nature of competition in the industry by letting some traditional airlines to expand into businesses that offer higher margins or require less capital than their core passenger operations. Functionally organized airlines often lack the flexibility to meet the varied needs of a diverse customer base—a problem that inhibits their ability to grow in ancillary businesses and in the fast-expanding market for budget travel. As the managers in a functional organization (with the exception of the CEO), aren’t responsible for profitability, costs can easily mismanaged. Moreover, labor agreements that cut across several parts of a company can lead to higher wages and benefits. This is because everyone from baggage handlers to the catering staff receives some of the same perks as the cockpit crew gets. To counter those shortcomings, aviation groups should analyze and take a hard look at the idea of implementing a new form of organization structured around separate business units, each with broad decision-making authority and responsibility for its own profitability. Such a decentralized structure resembles the classic business unit model of many diversified companies, retailers and banks, where individual units operate independently on a day-to-day basis and set their own strategic direction. For airlines, however, this structure must differ in one significant way: units operating as stand-alone businesses would quickly destroy the network value that comes, for example, from coordinating interconnecting flight schedules, efficiently allocating aircraft across a number of routes, and using the fare structure to maximize revenue throughout a large network. Airlines thus need a hybrid structure that reaps the benefits of independent business units while maintaining strong links among them. 3. Management Style And Culture 3.1 Attitude towards employees Air India is committed to provide its Employees a stable work environment with a scope of encouragement towards creativity and innovation to provide opportunity for learning and personal growth which helps the employees in improving their effectiveness. Above all, Employees are provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Air India customer. The management has created a culture where employees are treated as the valuable asset for the company. 3.2 Decision-making process * The procedure followed in decision making involves discussions among cross-section of departments and/or formal decisions by the Competent Authority on office notes in accordance with the Instrument of delegation of Financial and Administrative powers. * In respect of decision making on day to day basis at airports/stations, all the Duty Officers/Station Managers take spot decisions in accordance with the Instrument of delegation of Financial and Administrative powers and the established practices. * Decision making is by worker/management committees. * Employees are encouraged to be responsible and are given authority to make decisions. 3.3 Focus of Air India 1. Focus on relationships among the employees is the fundamental driver of leadership, culture, strategy, and coordination at Air India which allows them to coordinate more effectively across all functions. 2. Air India’s organizational competency is its ability to build and sustain relationships characterized by the following- * Shared goals: * Motivates individuals to move beyond what is best for their own narrow area of responsibility within their own function. * Motivates them to act in the best interests of the overall process of the organization and lessens competition between different functions within the organization * Shared knowledge: * Shared knowledge is about how the tasks of one person or group are related to all other tasks. * This enables the workforce to be more competent, efficient and coordinated than their competitors * Mutual respect: * Encourages all employees to value the contributions of their colleagues * Encourages all employees to consider the impact of their actions on others * Reinforces the tendency to act in the best interests of the overall work process 3.4 Credibility & Caring-Key to Air India’s Culture * At Air India, credibility and caring are the two critical ingredients of effective leadership. * Credibility and caring are the ability to inspire trust and the ability to inspire in employees the belief that their leaders care deeply about their well-being. * The top management team has gained the complete trust of managers in the field, and of frontline employees, by being forthright and consistent in their messages to employees. 3.5 Role of Supervisors * Air India supervisors are not obstacles to coordination among frontline employees, but play a valuable role in strengthening coordination through day-to-day coaching, counseling, and participation in frontline work, even baggage handling. * Supervisors go far beyond measuring performance and disciplining and focus on problem solving, advising, and providing support, encouragement, and recognition to individual subordinates. * Supervisors view their subordinates as internal customers who deserve help in doing their jobs better. 3.6 Role of Relational Competence * Teamwork at Air India is based on â€Å"relational competence†- the ability to relate effectively with others. * Relational competence is a critical ingredient of organizational success, though it tends to be undervalued in the world of work. * Other organizations usually underestimate the importance of relational competence, especially when it comes to people who perform highly skilled jobs. * Often excellent performers are hired, but they cannot integrate their work effectively with the work of others which results in undermining of the organization’s goals, which does not happen at Air India. 3.7 Official Language Implementation With respect to the internal culture of the company it continued to promote Hindi as official language. Various competitions like easy writing, debate, and quiz were organized during Hindi Pakhwara. In order to monitor progressive use of Hindi in the office, 57 Official Language Implementation Committees were constituted and meetings of these committees were held regularly. In order to facilitate officers/ employees in doing their official work in Hindi, seven Hindi Workshop training programmes were organized. NACIL’s In-house Magazine â€Å"Vimanika† was awarded second prize in the In-House Magazine Competition organized by Ministry Of Home Affairs, Department of Official Language. NACIL was conferred 2nd prize by a well known literary, Socio-cultural organization ‘Aashirwad’ for outstanding Hindi implementation in the category of Public Sector Undertakings (Large) of Government of India Mumbai. 4. Control Process of Air India The company has extensive internal control system which ensures optimal utilization and protection of resources, IT security, accurate reporting of financial transaction and compliance with applicable laws and regulations and internal policies and procedures. The internal control system is supplemented by extensive internal audit, regular reviews by management and well documented policies and guidelines to ensure reliability of financial and other records to prepare financial statements and other data. 4.1 Steps taken for effective control process/system in the organization * Air India has set up a special vigilance department headed by a vigilance officer whose main function is to initiate steps to curb corruption and malpractices in the organization. The prime functions to achieve this are as below: * Investigation of complaints against all categories of employees / travel agencies / handling agencies. * Monitor progress of action recommended by Vigilance against such employees. * Study and examine Systems & Procedures followed in various departments, identify corruption prone areas and suggest remedial measures to minimize scope for corruption or malpractices. * Organise, conduct surprise checks in sensitive & corruption prone areas. * Maintain Surveillance on employees of doubtful integrity * Ensure speedy processing of vigilance cases at all stages. * Ensure that there is no delay in the appointment of the Inquiring Officer, and that no tactics are adopted by the accused officer. These are few of the functions of the vigilance department to have proper check on instances pertaining to demand and acceptance of a BRIBE in any form or kind for providing any service. * SITA, to provide new Passenger Services System SITA, the aviation IT specialist, has been selected to provide Passenger Services System (PSS) to Air India on a turnkey basis. SITA’s Horizon platform provides PSS services to 140 airlines and will be used to deliver a single airline code in order to allow the seamless integration of Air India with Indian Airlines (as these two were merged under NACIL). SITA will also implement an efficient online booking engine, departure control system, and check-in and automated boarding control, baggage reconciliation system (BRS) and a frequent flyer programme. The booking engine will provide Air India full control over its own ticket distribution and drastically reduce costs.

Good Management in the Public Sector Essay Example | Topics and Well Written Essays - 1000 words - 1

Good Management in the Public Sector - Essay Example To achieve this, all barriers to good management in the public sector should be identified and done away with. After the barriers have been eliminated, the officials serving in the public sector should find ways through which they can improve the quality of both management and work life so that the public can enjoy the services available (13). One of the barriers that come in the way of good management in the public sector is too much red tape. Excessive bureaucratic tendencies have been known to bring whole organizations down to their feet. When compared to the private sector, there is a big difference in the way matters are handled in the public sector, where there are too many people who must approve of something before it goes through (Denhardt and Denhardt 35). This kind of rigid conformity to excessive regulation not only impacts negatively on management roles, it also hinders timely and relevant delivery or services to the general public. Bureaucratic tendencies are also a recipe for uncontrolled misuse of power by managers in different levels of the public sector (37). In this situation, it becomes hard for the officials on the ground to offer quality services to the people that the government is supposed to serve with diligence. Another common barrier to good management practices in the public sector is corruption. Corruption in government offices comes in many forms and can include irregular financial dealings and power corruption. Due to the lack of clear policies which can act as professional guidelines for managers and employees in government agencies, there is a lot of room for misappropriation or resources, including funds (Cohen, Eimicke and Heikkila 23). Managing such a work environment becomes tricky especially when it is considered that people are normally unwilling to fight against such practices. When finances are mismanaged, or when an individual uses his influence in

HALTH Essay Example | Topics and Well Written Essays - 500 words

HALTH - Essay Example The findings from the interview would be summarized to respond to the following question: â€Å"Does marital satisfaction decrease with children? Two different sets of married couples were interviewed. One set had been married for more than five years and have three children. The other set of couples had been married for seven years but they did not have any children. The results of the interview are presented in tabular format as shown below: From the results of the interview, it could be deduced that marital satisfaction does not only depend on the factor of raising children. For both sets of couples, it could be observed that both were relatively happy and satisfied (with or without children). It is therefore evident that couples indeed would have wanted to have children, if given the chance. For the couples without children, it was relayed that they wanted to raise them but since the wife was already in her late or mature age when they got married, biological reasons prevented them doing so. As such, they learned to accept the fact that they could not have children and it was evident from their relationship that their satisfaction and happiness was not diminished by not having children. For the couple with three children, it was noted that children provided them with happiness that strengthened their marital bond. There were challenges in terms of meeting financial obligations and supporting the needs of the children; but this was accepted to be part of life. It was noted to have actually helped in striving to work harder to support the children’s needs and to try as much as they can to avail of much entertainment, leisure and relaxation as they could possibly accommodate. Overall, the interview results indicated that although children could have significantly contributed to providing happiness and a sense of fulfillment to married couples, this is not the sole factor that determines marital satisfaction. Even couples who do not have

Organizational Culture In The Toyota Company Case Study

Organizational Culture In The Toyota Company - Case Study Example When Toyota built plants in the west, they attempted to copy Toyota’s production system details without studying the difference between how workers in the East felt about their work compared to their Western counterparts. This difference can be referred to as employee engagement. Western employers have begun to realize the huge value to be realized from engaging their workforce. However, apart from running surveys aimed at discovering how engaged their employees are, not many are aware of how to synthesize engagement. When Toyota’s cars were recalled, those recalled had been made in the West. The recalls did not happen to vehicles manufactured in the East since the employees could have spotted them due to their engagement. Employees in the West might have noticed the faults, but due to their disengagement, did not report it. Negative reports regarding Toyota came to such functions as customer satisfaction, risk analysis, and government. The corporate culture at Toyota needs increased evaluation instead of making assumptions that their culture is aligned to that of the West. Their corporate culture bred leaders whose most pressing concern was saving face, which led to the postponement of making the recalls. These problems have proved to be problematic for Toyota because they do not dismiss a worker because of temporary absence resulting from illness or injury. Additionally, the scope of this provision granting increased protection to officials of the unions, as well as members, should see an increase due to the initial adverse action cases brought before the appellate court. If, as claimed by the unions, those dismissed happen to be union representatives, then Toyota is in for a rough ride. Toyota has been swamped by this culture clash because of the lack of communication and consultation. Traditionally, Toyota has prided itself on its communicative skills with its workforce and its exemplary teamwork.

PDA SIM Strategies Assignment Example | Topics and Well Written Essays - 750 words

PDA SIM Strategies - Assignment Example Also, there should be a target of assigning the necessary resources to the segments that are being profitable. This strategy might not be immediately very profitable, as there will probably be some more inherent costs, even though some profit is expected, which will help in the company's actual financial situation. It is essential to start thinking about producing and marketing new products with the same characteristics which the actual consumers need. The products that the customers want to be on the market should be concentrated on, rather than continuing to offer the same customized products. I have learned from this simulation that in order to create demand, there has to be adequate investment in hiring of sales offices, web centers, customer service, promotions and advertising. I feel that for better profitability, there must be good relations with suppliers and customers. According to Kreitner and Kinicki, "Effective change requires reinforcing new behaviors, attitudes and organizational practices" (Kreitner & Kinicki, 2004). Also, having the right products, in the exact moment seems to require quite some time, and I think this is another important issue to be considered. When an organisation has produced the right product or services, they would want to deliver it according to other current products and happenings in the actual market, and also according to what the competition is doing. I think it is important for the company to examine what the priorities are, and to review the currently established brand service prices.Since the X7 handheld is in its growth phase, there are many potential X7 customers in the market. So, most of the customers for the X7 will be new customers. 1. How you did on this round (Better or worse What was your score). Better 2. Why do you think you did better (or worse) I was able to appreciate the nature of the pda marketing strategies better. 3. What changes in strategy will you make for the final round The performance of the X7 is holding steady, as compared with the competition, so I will increase its production and sales Works cited Kreitner, R., Kinicki, A. (2003). Organizational behavior New York: The McGraw-Hill Companies. Retrieved February 12, 2007 from University of PhoenixResource, MBA520 Resource optimization website http://forio.com/pdasim.htm

Trends that Influence Effective Learning Assignment

Trends that Influence Effective Learning - Assignment Example According to Morrison et al (2010), ADDIE process was established at the University of Florida and was meant for military training servicemen, who needed curriculum development processes. Its present version was developed, and revised in mid-1980’s. ADDIE process involves the five treads founded in this model. They include; analyze, design, develop, implement, and evaluation.Analyze; this involves an instructor collecting information concerning the learners, identifying the topics, and the content that should be covered. It is in this step that the instructors give a layout of the objectives of the project that need to be achieved. This enhances and gives meaning to the content since it makes learning to be relevant and achievable. Objectives serve as pointers of goal setting in education. When an instructor is developing a pedagogical way of delivering information, one must ensure that he comes up with objectives that need to be addressed. In cases, where these goals are not met, then learning may not have taken place. Therefore, for useful learning and teaching to be identified proper tools and materials should be applied to improve instruction. Design; this is the second step that enables instructional designers to develop their projects using the information received from the analysis stage. It is at this point that the instructor shows how he plans to ensure that learning has been achieved. The content is broken down into basic units that can be easily understood by learners.