.................................................................................... 11 2 Executive Summary In order to design a good system for heat recovery from exhaust air, optimization on cost and performance is the most important. To maximize the performance and reduce the heat cost and annual cost on the recovery system, heat exchangers are the main part for the optimization. The use of the Newton‐Raphson method is the most effective way to find the minimum cost of the recovery system. There are four constraint equations and six unknowns for the given system. MATLAB is used as the main method to solve them. The total cost of the system including initial cost, electrical heating cost, pump power cost, and the component’s cost is $13251 for a year. The initial cost is $7240, which is half of the total...
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...Case: Acme Manufacturing Company Case & United Machine Workers Introduction to the case analysis The legal aspect of every contract in business requires critical analysis for every term in accordance to the specifics upon which both parties are involved. The reason for analyzing such terms carefully is because it can become a crucial part in determining the decision making when addressing any business problem. This is generally more important from the perspective of the company management because some situations can result in high intensity and significance for the company. Analyzing the terms of a contract will help avoid any inappropriate or insufficient conclusions when presenting a final resolution in times of a dispute. The case to be evaluated in this assignment is the result from an opposing perception of an issue in which both party’s are involved. The grievance is the result from the opposing views on a subordination matter; that of the management’s perspective and that of the employee. The case to be evaluated can very easily occur in an actual situation and I would like to write this analysis from the management’s perspective. Summary of the issue(s) The problem involves the contradicting views of a legal issue within the union contract reached between our firm, the Acme Manufacturing Company (the company) and the United Machine Workers Union (the union). The parties in question in the dispute are Mrs. Kyla Martin, a machine operator working in...
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...and that they are attracted to Zappos. This policy would be a good fit for Zappos because it is focused on finding an employee that will be a good fit with the company’s culture. The image advertising policy should have a positive impact on Zappos. Zappos is looking for employees that will be willing and interested in buying into their company culture and into following their values. The first step in the selection process at Zappos is to have potential employees apply on their company website. On the website there is a prominent message urges them to read the company’s values first. (Gerhart et al, 2009) The company looks over the candidates and chooses people to go through a process of two interviews. The first interview would be a phone interview. The candidate would be asked a series of questions about his or her...
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...Clinical Interview Author Institution Purpose of the clinical Interview Typically, an initial clinical interview is the first step towards developing the initial DSM-IV-TR diagnosis and treatment plan for a mentally troubled person. This interview follows an unstructured format of clinical interviews. The unstructured interview format has often been criticized for its shortcoming but researchers (Craig, 2003; Miller, 2003) assert the importance of the initial interviews to psychiatrists as a critical tool in diagnosis and treatment of mental illnesses. The interview is a typical assessment procedure which involves collection and integration of a patient’s data. It remains the single most used tool among clinicians and practitioners due to its flexibility (Miller, 2003). The unstructured clinical interview is considered flexible because it does not follow any standardized format. This interview will therefore follow an unstructured format to recognize diagnostic clues. The interview will also use diagnostic questioning throughout the clinical assessment for purposes of making a DSM-IV-TR diagnosis. How will the purpose be achieved? The underlying challenge for every clinician is to interview for diagnosis is to sound more conversant with all possible symptoms and to avoid being sidetracked by unnecessary information. To achieve that purpose the clinician must be able to listen for diagnostic clues as well as watch out for symptoms and signs of DSM-IV-TR (APA,...
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...negotiated agreement about how to act to resolve the situation based on CM. It tends to generate increasingly rich models, rather than move towards abstraction or simplicity. And it sees strategic management in terms of changing thinking and action rather than planning. Furthermore, it aims to develop high levels of ownership for a problem through the attention paid to problem definition and negotiation. Etc. General steps 1. Planning meetings: Where the project is set up and an initial view of the problem / situation is achieved. At this point it is important to decide who the participants will be and what the outputs will be in order to manage expectations. 2. Client interviews: Here the key people involved with the issue are interviewed, in a relaxed format, for an hour or so to obtain their individual views of the problem area / situation. 3. Development of causal maps: Causal mapping is used to get depict the interviewee’s perception of the situation. 4. Check-back interviews: To check with the interviewees that the causal maps have correctly interpreted their views. If not, they are modified until they are a true representation. 5. Merging the maps: The individual maps are combined to form a single map. 6. Presentation: Both the individual and combined maps are presented to the participants,...
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...For a start, the purpose of this paper is to give the reader an appreciation of how the interview with a Grantwriter started and how it transitioned into a detailed conversation as validated in the audio recording. While on the subject of audio recording and confidentiality, it was requested by the interviewee that the voluntary information shared be used only as a learning instrument for the sole purposes of only the interviewer (Student – Ben Escobal) and the grading professor of this document (Dr. Hoefer). In addition, I will be sharing my thoughts/opinions as it is applicable to this assignment from the gathered beneficial information I acquired by actively listening to the interviewee passionately communicate her past and current experiences....
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...INTERVIEW QUESTIONS & TECHNIQUES Collected by MBA Dept General Advice Before you go for your interview you need to find out everything you can about the company. Reread your application/CV/covering letter, so that you can think about your skills and qualifications, and also questions that you might be asked. In order to do well in the interview you need to be able to convince the interviewer that you have the right skills for the job, this will include your motivation towards the job, how well you will fit into the company, along with meeting their academic and skills requirements. You should dress smartly and appropriately and should leave in plenty of time allowing for possible delays, so that you are not late. Remember first impressions last! Tips It's a good idea to ask for a glass of water, as you will be doing a lot of talking, but it’s also good to take a sip if you want a few seconds to think about the question asked. • Ensure that you are sitting comfortably in a position where you can address all the interviewers. • Make sure that you remember the names of the interviewers, and take note of their various roles. First Impressions Most people make an initial opinion of a stranger within the first five minutes of meeting them. According to research employers' impressions are made up of the following: Body Language and image (70%) Tone of voice (20%) What you say (10%) As soon as you enter the building you need to be polite to everyone...
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...The initial survey effort led by Debbie Horner, HR manager of Ballard Integrated Managed Services, Inc. (BIMS), did not produce useful findings. The survey had several flaws that made the majority of the results questionable. Some items were biased. A few questions were worded awkwardly, likely affecting the response. Some of the information needed was not asked, further reducing the value of the effort. Additionally, the data entry typist and general office support person made a number of errors when keying the data into the spreadsheet, compounding the poor results. In hindsight, Debbie suggested that she should have pretested the sample instrument before issuing it to the workforce. Such a step would have likely revealed many of these problems. Further, to improve the 17.3% response rate, she should have taken different steps to encourage employee participation. Just inserting it into the payroll process did not inform employees sufficiently about the purpose and sponsor of the survey. Advance information to explain the need for gathering their views, as well as reassurances about confidentiality and anonymity, plus descriptions of how the information would be used are among the many steps that Debbie might have taken to increase the response rate. Knowing that Barbara Tucker, general manager of the BIMS operation at the Douglas Medical Center, and the rest of the top management team were disappointed in the findings, Debbie proposed that she create a second, improved...
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...your organization with the experience or skill set to handle an accounting fraud investigation, hire an outside professional in order to uphold the credibility of the investigation. The main focus of an accounting fraud investigation is to collect the pieces of the puzzle and put them together to create a clearer picture of what happened. There are three main pieces in the accounting fraud puzzle: the pre-investigation, evidence collection and investigation interviews. These three activities help investigators get the information they need to complete the puzzle and report on the investigation. Pre-Investigation You need to know what you’re looking for. Set objectives at the outset of the investigation to make sure you know what documents you will need to obtain, professionals you’ll need to involve and people you’ll need to interview. The easiest way to gain greater insight into each of these areas is to conduct a thorough pre-investigation. The pre-investigation will help you make sure you have the facts of the initial complaint straight. Investigation Report Template Free Download A ready-to-use template to guide you through the investigation report writing process. Download Template According to Eugene Ferraro’s book “Investigations in the Workplace,” interviewing the complainant during the preparation and planning phase allows investigators to determine the size and scope of the investigation and better judge the credibility of the allegations. This information will...
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...STUDENT NUMBER: 016-525-057 TABLE OF CONTENTS Job Ad ..............................................................................................................1-2 Interview Plan ……………………………………………………………...3-8 Beginning-Preparing for the Interview * Conduct a Job Analysis * Develop questions in advance * Develop Rating Scales * Determine the Purpose and Format of the Interview * Train Interviewers Middle-During the Interview * Provide Background * Interview Do’s * Use Probes * Take Notes * Closing the Interview End-After the Interview * Score Responses * Follow-up * Conduct Further Assessment with Reference Checks * Make a Selection * Reminders Developing a Set of Six (6) Competencies.....................................................9-11 * Core Competencies * Functional Competencies * Job- Specific Competencies * Behavioural Descriptive Interview (BDI) Style Question * Answering Behavioural Interview Questions Using STAR Formula * Behavioural Questions Behavioural Anchored Rating Scale (BARS).......................................12 Rating Scales.........................................................................................,,,,,,,,,,,,,,,,,,,.,,.13-14 Appendices * Appendix A- Interview Questions and Answers..............................................15-19 Rationale for Selecting/Not Selecting Candidate ................................................20-21 ...
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...Michael Rathburn Week 4 QNT 501 – Individual Assignment Dr. Louis Daily January 22, 2009 In the following situations, decide whether you would use a personal interview, telephone survey, or self-administered questionnaire. Give your reasons. a A survey of the residents of a new subdivision on why they happened to select that area in which to live. You also wish to secure some information about what they like and do not like about life in the subdivision. For the new subdivision, I would recommend that a telephone survey is used because it is relatively cost efficient, the sampling pool is probably full of people that are at home during the same time in the day, and it would allow the residents to share their personal preferences about the subdivision. Also, because there is not a standard set of desired answers, the telephone interview would be the most effective data collection method. When compared to either personal interviews or mail self-administered surveys, the use of telephones brings a faster completion of a study, sometimes taking only a day or so for the fieldwork. When compared to personal interviewing, it is also likely that interviewer bias, especially bias caused by the physical appearance, body language, and actions of the interviewer, is reduced by using telephones. Finally, behavioral norms work to the advantage of telephone interviewing. If someone is present, a ringing phone is usually answered, and it is the caller who decides the purpose, length...
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...investigations. Apparently, in this case, Darrell’s employer had absolutely no tolerance for his misconduct. Does Darrell's behavior with the female teller constitute sexual harassment, and if yes, what type? * Yes, because Darrell touched his co-worker inappropriately which was clearly unwelcomed despite the attraction between the two (flirting and whatnot). This type of sexual harassment is called a hostile work environment claim involves a supervisor, co-worker or customer making unwelcome sexual comments or remarks, or suggestively touching or acting in a sexually inappropriate way toward an employee. Were there any ethical problems with the way the bank handled the initial and subsequent interviews? Explain * Absolutely! Darrell was honest on his application and on his interview. Although the first interviewer did not inform the second interviewer on Darrell’s embezzlement...
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...employment search. Dear XXXXXXX, Thank you for your application for the [position title] vacancy at [dept/unit]. Another candidate has been selected to fill this position. I wish you well in your search for a new position. Sincerely, XXXXXXXXX Dear XXXXXXX, The Search Committee for [position title] at [dept/unit] has completed its initial review of the candidates for this position and narrowed the selection to a short list of candidates for further consideration. This review has been unusually difficult because of the strong pool of candidates. Although the committee did not include you on our list of candidates for further consideration, I wish to convey that your candidacy (application) was competitive. We are grateful for your time and interest in this position. Sincerely, XXXXXXXXXXX To applicants not entirely eliminated from consideration: Dear XXXXXXX, The Search Committee at [dept/unit] was pleased by the response to the [position title] that we advertised. We had an excellent pool of applicants, making it difficult to limit the number of candidates to bring to campus for interviews. However, we have made initial decisions and have entered the final phase of the selection process. Although the committee did not...
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...Each student should submit written 3 page summary of an interview with an IS/IT professional or a business professional involved recently in the implementation of a new system. Three pages does not include the cover sheet or citation sheet. Summary should be written as a paper, not a question and answer document, uploaded to D2L dropbox. You will have to find an IT professional to interview on your own. Description of this assignment 1. Each student needs to find a candidate for a Post-implementation Review (PIR) report describing an information systems development project. 2. Where can you find an information technology professional to interview? You will have to find an IT professional to interview on your own. 3. If you work for a business or government organization, you should consider interviewing the IT/MIS director for your organization. If you work P/T or F/T in any reasonably sized organization, it is likely that there are some IT workers around (like help desk staff, programmers, analysts, network technicians or even IT managers). It can even be a friend, relative or acquaintance you know who works in such a job. 4. The following is a list of themes that you could address in the interview: Please do not write this paper in question and answer format. Use the questions below to help guide the interview. ▪ What type of job does he/she do? For whom? ▪ What projects is he/she currently working on for the organization? ...
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...by the firm? SG Cowen utilized a well‐developed, tiered process to make hiring decisions on potential candidates. SG Cowen first conducts informational sessions at on‐campus recruiting events to describe the firm, its benefits and steps in the recruiting/hiring process. They use these first‐round interviews, in advance of the formal recruiting process, to assess how serious candidates are about the opportunity. SG Cowen then reviews the resumes submitted by interested students and holds open, on‐campus interviews. The firm also selects some of those interested students specifically for closed interviews. The pool of initial candidates is narrowed down to a few candidates through a second round of on campus interviews. The first key decision point for SG Cowen is to select candidates who are best qualified to make it through the “Super Saturday” final selection process in New York City. Recruiters focus on identifying candidates that possess the skills to succeed in the company’s day‐to‐day operations and have the personality to fit the organization’s culture. During the Super Saturday event, the thirty candidates are each interviewed by five senior bankers. Following the interviews, the senior bankers gather to determine which candidates should be extended offers. At this final key decision point, the recruiters focus on the candidate’s potential for growth. Sometimes the HR manager may try to push a banker to be more decisive about a potential candidate by saying, “If you could...
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