...Managing Stress 9-1 What is Stress? Stress for those in industrialized societies often originates in organizations • Stress that originates elsewhere interacts with and affects workplace behavior and performance Stress • An adaptive response moderated by individual differences • A consequence of any action, event, or situation that places special demands on a person Stressor • A potentially harmful or threatening external event or situation 9-2 Stress Triggers Work overload or a nagging boss Computer problems or time deadlines Downsizing and mergers Poorly designed jobs Marital disharmony and financial crises Accelerating rates of change World events 9-3 What is Stress? For something to cause stress, it must be seen as a source of… Challenge Threat Harm Stress 9-4 What is Stress? Key factors determine if an experience is likely to cause stress ■ Importance ■ ■ Uncertainty Duration Stress duration ■ ■ Acute stress lasts for seconds, hours, or days Chronic stress may last for months or years 9-5 Moderators Stress is influenced by individual differences (moderators) Even in the presence of moderators, intervention may be needed Age and gender Social support mechanism Personality Heredity 9-6 Work Overload Qualitative • Occurs when people lack the ability needed to complete their jobs or when performance standards are set too high Quantitative • Results from having too many things to do or insufficient time to complete a job • Can cause biochemical...
Words: 972 - Pages: 4
...HR Metrics and The Measurement of HR Tony Guse Human Resources Management AL359 Instructor: Mary Felder 5/10/2014 The goal of an effective HR department is to add value, make an organization more viable, and contribute towards the objectives and goals of a business. Human Resources Metrics convey the value added by the HR function; demonstrate the contributions made by human capital; and measure job-related duties. To be considered a strategic partner, HR must understand business. Intrinsic to that understanding are HR metrics. Simply put, metrics are a way to calculate, measure and track key performance indicators. In the same way that a company has a strategy, so must HR. Most HR activities can be measured and benchmarked (Mathis, 58). There are practically an infinite amount of metrics that HR can use spanning recruitment, retention, payroll, compensation, benefits, productivity, and training, among others. Each metric can provide insight in to how HR is performing. Some metrics are more important than others. This is all dependent upon the company’s goals, strategy, and how much useful data is available. There are, however, key questions to consider when establishing metrics: * What metrics are most valuable to the organization? * What data needs to be collected to calculate the metrics? * How will the data from the metrics be analyzed and benchmarked? * How will the data be used to improve processes and develop new action plans? When...
Words: 1106 - Pages: 5
...Chapter 6 HR MetRics and WoRkfoRce analytics Kevin D. Carlson anD MiChael J. Kavanagh EDITORS’ NOTE The capacity to manage is limited by the accessible information in our possession. Research on goal setting confirms that being able to articulate the specific goal for a task and the level of the goal we want to achieve enhances performance of that task. Better information about the expectations of customers, the actions of competitors, and the state of the economy provides strong support for the strategic direction of organizations. Information about levels of output, for example, numbers of defects and efficiency of processes, positions line managers to produce high-quality products in the right amounts at the right time to meet customer needs. The same is true for the effective management of human capital in organizations. As discussed in this chapter, effective approaches to the measurement of human capital and the impact of people on organization processes, for example, HR programs such as recruiting, will enable both HRM professionals and line managers to utilize the human capital in organizations effectively. This measurement is accomplished by focusing on the development of systems of workforce analytics and supporting HR metrics that meet the needs of organization decision makers. This chapter offers a brief history of the efforts involved in the development of HR metrics and workforce analytics and of how these efforts have been enhanced by the advent of integrated...
Words: 9337 - Pages: 38
...Performance Metrics, what metrics, if any would you identify that are essential to managing the prescription fulfillment process at CVS. Ramias and Wilkens’ state that the starting point in developing metrics is to understand the expectation of the customer. Upon review of the data compiled by the PSI team, customers expect accuracy and timeliness. Therefore, most of the metrics developed below focus on measuring the two expectations and, I believe, are essential to managing the prescription fulfillment process at CVS. 1. Processing time – prescriptions filled per unit of time. A major customer complaint was time – either waiting too long in line, waiting for their prescription after the pick-up time, etc. 2. Number of prescriptions filled per day and median processing time. Again, this metric will help identify peak time periods, staffing needs, and eliminate waiting times by customers. This would also help to measure accuracy. If prescriptions are constantly wrong and the customer has to wait to correct them, the processing time will be higher than expected. 3. Hourly volume and median processing time. This metric would measure the volume of prescriptions filled per hour, the percentage of prescriptions filled in under the target number of minutes, and the median time to fill them per hour. Because heavy users cited service as their number one reason for switching pharmacies, and time is such a huge part of the customer’s expectations, metrics should be...
Words: 587 - Pages: 3
...to recognize innovations and excellence. Examples – process improvement recommendations, social media presence, positive customer feedback, above and beyond duty, special project participation/completion, etc. End of day results reported to Supervisor/Manager. Supervisor/Manager validates point total with each recruiter during a daily performance review. I will install a MS Outlook email template on each recruiter’s laptop for easy reporting. Supervisor/Manager will report weekly results to the Sr. Manager. The Senior Manager will develop a MS Excel based management tool to consolidate the results and report to the Sr. Director NLT COB Monday of each week. Team results will be published at the Sr. Director’s discretion. The performance metrics will be used to document work ethic, identify potential training needs, and drive production. Processing week goal – 20 points. A processing week is defined as a work week with no scheduled deployments to training or BOG. Deployment week goal – 20 additional points. A deployment week is defined as a work with a scheduled deployment to training or BOG. Recruiting jeopardy Pitch – Baseball video from the untouchables. Recruiting Script training Kevin Flynn Offer Anthony Niman Offer, reporting instructions Courtney Offer Complete Gary Johnson’s...
Words: 318 - Pages: 2
...Aronson Security Group asked us to comment on four questions related to metrics. Since creating, measuring and accelerating value is our focus, we were happy to oblige. Here were the four questions: * How do you determine what to formally measure? * How do you collect, understand and report on those metrics? * What value does security get from investing in metrics? * What value does the organization get from investing in metrics? What is Performance-Based security? Measuring security performance means assessing business and security results to: (1) determine how effective the strategies and operations are and (2) make changes to address shortfalls and other problems. There are different methods and criteria for measuring performance. However, the common strand through each is the ability to measure the results generated by core business processes, using specific metrics. For each process, there are many possible metrics. Why should Security Organization’s Measure? * Improvement: Understand your strengths and your weaknesses. Show continuous improvement over time. * Planning and forecasting: Performance metrics creates a progress trend line allowing organizations to not only be clear on their current performance position but also forecast their future condition based on the data * Technology Lifecycle Management: Performance metrics are non-existent for the up-time metrics of the hardware and software that security uses. But this ‘viability index’...
Words: 927 - Pages: 4
...Teague Week 7 paper 4/22/13 There are many metrics used in network management that can be broke down into three sections including classic, cost, and revenue for short. The classic metrics consist of availability which is the percentage of time during which a service is functioning properly. Availability is broken into two aspects, as a whole and availability that factors maintenance, where maintenance is more effective because it only captures unavailability caused by a negative surprise. MTBF or Mean Time Between Failures is a measure of reliability its job is to give an indication of how often a service or device becomes unavailable, but not so much the length of the outage. MTTR also known as Mean Time To Repair provides the length of time it takes for services that are impacted by failures to be restored. Total cost of operations can be normalized over a different group of metrics, such as, the number of devices and the operational cost per device. Devices and differ in nature and scale so this metric is not always meaningful unless dealing with homogeneous environments. The number of ports is another metric that provides a more level playing field and allows operational cost to be compared across different types of equipment. An example of number of service instances could be the operational cost per voice extension. The number of end users would be the operational cost per employee in an enterprise. There are also metrics that concern the network management impact...
Words: 382 - Pages: 2
...change with the environment. New generations and advanced technology continue to challenge organizations. To completely gain an understanding on the effectiveness of an organization, it is important to identify the three key metrics and provide an example for each. Next, a company will be selected for ineffectiveness and a description of practices that have contributed to the organizations ineffectiveness. The last metric is recognized for the beneficial purpose toward the effectiveness on the organization. Key Metrics and Examples "Because managers are responsible for utilizing organizational resources in a way that maximizes an organization’s ability to create value, it is important to understand how they evaluate organizational performance" (Jones, 2010, p. 15). The three key metrics for an effective organization are control, innovation, and efficiency. The first key metric is control which is defined as focusing on the customers, stakeholders, and internal and external resources of the organization. The second key metric is innovation which means the recreation or discovery of a new product. During the innovation of a new product, the organization must then look into developing new skills and processes for the employees. The third key metric is efficiency which means to stay on top of competitive products, gaining knowledge of new technology, all in a cost effective and timely manner. An example of control is when management takes the action to secure "scarce...
Words: 745 - Pages: 3
...Final Exam Marcene K. Jack UMUC 1209 HRMN 395 6380 The American Association of Motor vehicle Administrators also known as AAMVA is located in Arlington Virginia. AAMVA’s mission is “to support North American motor vehicle and law enforcement agencies in achieving their mission.” This non-profit organization was founded in 1933 to represent “the state officials in the United States and Canada who administer and enforce motor vehicle laws.” As of June 2012 AAMVA has a total of 105 fulltime employees. AAMVA is an at will employer who has taken the interest of its employees to heart. AAMVA has implemented key goals that will better serve the association and its employees in its entirety. The three strategic Goals are “Using a formal policy process, define and advance official, member-driven positions, recommendations and model legislation, Deliver to members prioritized elements of a comprehensive, adaptable solutions package that helps them address their most critical business challenges in driver, vehicle and law enforcement, and Strengthen AAMVA’s financial foundation to increase long-term value to members.” With these goals in place the organization and its employees are working together to accomplish one goal, that is making its employees and customers happy. By having these goals in place , employees have a better understanding of what the organization is trying to accomplish, so therefore each employee know what specific role they play in accomplishing the mission that...
Words: 2105 - Pages: 9
...Chapter 1 | Physical and Measurements | | SUMMARY | | * Physical quantity is a quantity that can be measured. * Table 1.1 shows two types of physical quantities:Table 1.1 : Two types of physical quantities Basic quantities | Derived quantities | - fundamental physical quantities- examples: length, mass, temperature and etc. | - combination of several basic quantities- examples: acceleration, force, volume and etc. | * Units are standardized quantities we use to compare our measurements against. * In physics, a standard system of units based on metric system is known as the Systẻme International d’Unitẻs or SI. * SI uses seven base units including meter (m), kilogram (kg), and second (s) for physical quantities length, mass and time, respectively. * Large values in SI unit are normally written in powers of ten. * Another way in writing units in powers of ten is by using prefixes. * Table 1.2 shows some of the powers of ten and the SI unit prefixes used for them.Table 1.2 : SI Prefixes Power of ten | Prefix | Symbols | 10-18 | Atto | a | 10-15 | Femto | f | 10-12 | Pico | p | 10-9 | Nano | n | 10-6 | Micro | µ | 10-3 | Mili | m | 10-2 | Centi | c | 103 | Kilo | k | 106 | Mega | M | 109 | Giga | G | 1012 | Tera | T | 1015 | Peta | P | 1018 | Exa | E | * Significant figures are number of meaningful digits in a numerical quantity. * A significant figure is one that is reliably known * Nonzero digits are always...
Words: 1085 - Pages: 5
...Demand is one of the most important forces that make market economics work. Modern microeconomics is about demand. We intended to estimate the actual demand for Miniket rice to identify the reasons behind the stability in the Miniket rice market. Research shows us that the availability of rice is higher than the requirement of rice over the years. Rice is usually divided into three categories, i.e. coarse, medium and fine to identify the demand pattern of each category. Miniket is in the fine category. The demand of fine category in 2011 was 54 lakh metric tons. By analyzing rice yield data of the last 40 (1971-72 to 2010-11) years, it is found that rice production rate is continuously increasing over the year. In 1971-72, the average rice yield was 1.05 metric ton per hectare, while in 2010-11, it was 2.85 metric ton per hectare. So the demand of rice is also increasing at the estimated rate. It is known from the rice traders that Miniket rice which are being sold at present in Bangladesh is generally of fine quality. Department of Agricultural Marketing (DAM) has also taken this reality into cognizance in their daily and weekly price reporting. Since 2003, DAM is also reporting wholesale price of Miniketrice in Dhaka city markets. Matrix ranking shows that Miniket is the number one rice because of its high yield and high market price. Research shows us that Miniket has a high demand in market. Middle class family used to buy Miniket rice. Sometimes lower class even higher...
Words: 404 - Pages: 2
...ANSWERS TO CONVERSION FACTOR PROBLEMS Conversion factors can be used to convert units or to convert between equivalent ways of expressing a quantity. The quantity in the problem is multiplied by one or more “conversion factors,” in which the numerator is equal to the denominator. Since the numerator and denominator of the conversion factor are equal, multiplying by the conversion factor is like multiplying by 1 and thus does not change the value of the original quantity. Use the table of English to Metric equivalents as needed. All answers should be in significant figures! A) Problems with a single conversion factor. 1. How many cm are in 18.9 inches? [pic] = 47.5 cm 2. How many grams are in 0.143 ounces? [pic] B) Problems with two or more conversion factors. 1. How many mL are in 0.037 quarts? [pic] = 35 mL 2. How many grams are in 0.397 pounds (lbs)? [pic] 3. How many micrograms are in 6.8 x 10-7 ounces? [pic] C) Using density as a conversion factor. The density of Al is 2.70 g/cm3. Remember, 1 mL = 1 cm3. 1. What is the volume of 0.810 grams of Al? [pic] 2. Find the mass in grams of 0.327 liters of Al. [pic] 3. Find the volume in liters of 16.2 kg Al. [pic] D) Complex conversions 1. Convert the density of Al to pounds/quart. (Convert one unit at a time. First, convert grams to pounds, and then convert cm3 to quarts.) [pic] 2. Convert the density of Al to ounces/in3. (1 in = 2.54 cm; 1...
Words: 281 - Pages: 2
...Problems In Joint Products 1. B ltd. manufactures product A, which yields two by-products B and C. The actual joint expenses of manufacture for a period were Rs.8,000. It was estimated that profits on each product as a percentage of sales would be 30%, 25% and 15% respectively. Subsequent expenses were: A B C Material 100 75 25 Direct wages 200 125 50 Overheads 150 125 75 450 325 150 Sales 6,000 4,000 2,500 Prepare a statement showing the apportionment of the joint expenses of manufacture over the different products. Also presume that selling expenses are apportioned over the products as a percentage to sales. 2. In a process line of XY Co., three joint products are produced. For the month of May 1999, the following data were available. Products L M N Sales price per kg. 5 10 20 Post-separation point costs 10,000 5,000 15,000 Output in kg 2,500 1,000 1,500 Pre-separation point costs amounted to Rs.20,000 The joint products are manufactured in one common process, after which they are separated and may undergo further individual processing, the pre-separation point costs are apportioned to joint products according to weight. You are required to prepare a statement showing the estimated profit or loss for each product and in total. 3. In the course of manufacture of the main product ‘P’, by products ‘A’ and ‘B’ also emerge. The joint expenses of manufacture...
Words: 880 - Pages: 4
...University of Phoenix Material Week 1 Exercises Prepare written answers to the following exercises: 1. As a field agent, you must determine the cause of a disease outbreak in the Los Angeles, California, area. You discover that the disease originates from contaminated halibut. You write a report to your supervisor, which includes a description of the physical dimensions of the fish (length and weight). Your supervisor asks that you send the fish and a report about the fish (length and weight) to the Pasteur Institute in Paris, France. Because France uses the metric system, you must convert the figures for length and weight. Complete the following chart by converting the inches and pounds to centimeters and kilograms: |Physical measurements of specimen | |Length (in inches) = 36 |Length (in centimeters) | | |=91.44cm | |Weight (in pounds) = 20 |Weight (in kilograms) =9.07kg | 2. State the law of mass and energy conservation. Describe how you might demonstrate this law. The law of conservation of energy, is when the total amount of energy remains constant, but can change forms from one to another. The law of conservation of mass is when the total amount of mass remains constant, even if you change the shape or the chemical make up. I would demonstrate this law by proving how the energy and mass stays constant. 3. Adapted...
Words: 441 - Pages: 2
...In a market which works properly, the unit which is most cost-competitive will produce as much as it can in the limit of its capacity and if the capacity is lower than total demand on the market. The second most cost-competitive unit will do the same so long as the addition of its capacity and the first unit’s capacity isn’t sufficient to meet total demand. This will continue until total demand is satisfied. The units whose production costs are higher and which are not needed to meet total demand will either be idle or shut down (or not built if they don’t exist). Take the instance of the paper industry. We assume total demand for paper will be equal to 75,000 tonnes. There are three firms interested by this market: Alpha, Bravo and Romeo. Each one has production units whose costs per tweety and whose capacity are illustrated in the table below. Firm Production Unit Cost per tonne Capacity Alpha Alpha 1 700 40,000 Alpha 2 850 25,000 Bravo Bravo 1 750 25,000 Bravo 2 1200 100,000 Romeo Romeo 1 1000 10,000 1. Which units will produce in this market? Be precise and illustrate with a drawing. 2. What will be the market price for the tonne of paper? Show graphically the profits that each unit (Alpha 1, Alpha 2, Bravo 1, ...) will be making. 3. Bravo is wondering if it should increase the capacity of Bravo 1. What would be the consequences of such a decision? Illustrate this with a new drawing. 4. Alpha is reconsidering its position on the market and its...
Words: 295 - Pages: 2
