...Diagnosing Performance and Reliability Issues Robert Collazo Jr. Rasmussen College Diagnosing Performance and Reliability Issues The CIO of MSC company has asked the network team to investigate and resolve a number of performance and reliability problems that have been occurring on their network, He has also requested detailed documentation on why these issues are occurring, how they can be tracked, monitored, and prevented. The network infrastructure of the company consists of 300 computers, 100 laptops, various servers, and associated networking devices. The users are using both Windows Vista and Windows 7 Enterprise editions. Well the first thing I would do is go to the start menu and type in Perfmon, what this will do it will allow me access to the Performance Monitor, the DCS and the report tools. With the DCS (Data Collector Sets) I will be able to gather system information, including configuration settings and performance data, and store it in a data file, also With DCS it will logs processor, disk, memory, and network performance (Internet Protocol versions 4 and 6) counters and kernel trace data It will also log all the information included in the System Performance DCS, plus detailed system information. This will give the client a printed report of what he needs to know Performance wise and diagnostic wise. Now if we needed to track System Reliability, Stability and overall performance Windows 7 has a built in reliability Monitor which Tracks a computer’s stability...
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...Legal Issues of Performance Management Legal issues associated with a performance management system can vary, but as Herman Aguinis states “performance management systems that are fair and acceptable to the employees are also legally sound” (Aguinis, 2013). The following paper will review some of the most common mistakes found in performance management systems that allow for legal implications to take place. The primary focus will be directed towards procedural standardization and implementing them equally with all employees. The secondary focus will examine how improper documentation leads to legal implications because of a lack of showing reason for decisions of no pay raise or even termination of employment. Procedural Standardization Setting up a performance management system has many aspects, but one of the areas it could be detrimental for an organization is how they standardize procedures for all employees to follow when describing another employee within reviews. In this manner there cannot be what is referred to as a double standard. Double standards are defined by Dictionary.com as “any code or set of principles containing different provisions for one group of people than for another” (Dictionary.com, 2015). A great example of procedural standardization is best found in an article written by Kathleen Davis for the Fast Company website. Within Kathleen’s article she describes how words appear on men and women’s reviews and the manner of which they appear to present...
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...better and why. There was a lot of back and forth topic on these issues, so I will try to cover what I found to be relevant in this discussion. I could boar with technical numbers of calculating and over clocking schematic but here, we will look more at the consumer side of which may or may not be better. Firstly, I noticed one major difference between the two processors and that was price. If you look at price and performance between the two you will see that the gap in cost over sees the menial performance changes. For example an AMD processor may coast $50 and deliver only slightly lower performances, where as Intel will charge almost three times the amount for slightly higher performances. Now keep in mind that we are comparing apples to apples. Because if we take into account over clocking and other performance enhancing techniques it will affect the performance/price gap that we are seeing. Another hot button issues is the fact that AMD has been trailing behind Intel for many years especial in the desktop world of performance. While AMD has promised a lot, they have simply failed to deliver multiple times on their accusations of out preforming Intel. In fact, AMD has focused their efforts into the mobile market as seen with AMD’s new line of A series CPU’s (A4, A6, A8, and A10). So with that which is best? I think it all depends on what you are looking for. At the low end where price is an issue, you have AMD. The AMD A4 costs around $50 and while its specifications...
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...1. What, according to you, are some of the signs of a troubled employee that you have noticed? Changes in employee behavior can signify that an individual may have a personal problem that is interfering with their work performance. There are “red flags” in an employee’s behavior that can be used as indicators. There is usually no single event, but rather a noticeable pattern of change in the employee’s behavior, attitude or work activity. Individually, these signs may seem harmless enough but taken together they may represent a serious problem. It is important to avoid ignoring the initial indicators. These are some of the signs that might help you identify an employee who has a problem. Work Related Unable to concentrate on work and complete the given task/activities on time. Errors in the task completed Making excuses for substandard work Procrastination, inability to concentrate Self Major changes in personal appearance, attitude or behavior Problems with family, friends, co-workers, legal issues, financial issues Heightened anxiety, overly defensive 2. Have you come across any such individual/s at your organisations? YES 3. How have you handled the situation? A ONCE-to-be valuable and productive employee unexpectedly starts turning in less than an acceptable worker. More often than not, the root cause of such dramatic behavioural change is troubles - either personal or professional. Most employees develop some...
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...------------------------------------------------- Performance based services CON 280 CON 280 Defining Performance Based Services The Federal Acquisition Regulation defines performance-based acquisition as “the means an acquisition structured around the results to be achieved as opposed to the manner by which the work is to be performed.” (FAR 2.1) Specifically performance-based services involve strategies, approaches and various techniques that assist with defining a service requirement based on performance objectives. There are specific characteristics that must exist in order for a requirement to be considered a performance-based acquisition and each characteristic influences and shapes the others. One of the most important characteristics necessary for a performance-based service acquisition is the performance work statement. The performance work statement, commonly known to acquisition professionals as the PWS is defined as the following: a statement of work for performance-based acquisitions that describes the required results in clear, specific and objective terms with measurable outcomes.” The performance work statement is the backbone of a performance-based service contract because it is responsible for specifying the definitive expectations of work that is necessary for the successful performance of a contract. As a contracting officer I am just as accountable as my customers to ensure that the performance work statement describes their needs...
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...[pic] PERFORMANCE MANAGEMENT AGREEMENT |Name of Incumbent |Designation |Line Manager |Designation |Agreement period | |SEPOSHOANE KOATLA |SENIOR CUSTOMS OFFICER |RAMONATE RAMONATE |SENIOR CUSTOMS OFFICER-TEAM LEADER |APRIL 2011-MARCH 2012 | The performance agreement has three elements: 1. Work plan – Part 1 2. Personal development plan – Part 2 3. Performance Review and Assessment –Part 3 | | |Part 1: Workplan | |Key performance Area (KPA) |Objectives |Activities |Performance measure |Targets and standards |Dependencies | |REVENUE COLLECTION |1. Exceed revenue by 11% per annum|1.1 collect all revenue due |Monthly collection |Daily collection & LRA set| ...
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...JOB SATISFACTION AND ITS CONSEQUENCES JOB SATISFACTION AND ABSENTEEISM WHY DOESN’T JOB SATISFACTION HAVE A STRONGER RELATIONSHIP WITH ABSENTEEISM? A person may attend work even when dissatisfied with her job because she cannot afford economically to miss work. A person may be absent from his job when satisfied with his job because of a number of reasons such as personal illness, illness of a child, transportation issues (i.e., car broken down). In such circumstances, he may want to attend (have the behavioral intention of attending) but is unable to attend. MODERATORS OF JOB SATISFACTION-ABSENTEEISM RELATIONSHIP Here are some factors that change the relationship between job dissatisfaction and absenteeism and job satisfaction and attendance. 1) Organizational Absenteeism Control Policy. For example, if the organization has a 2% absenteeism policy and enforces this policy through a progressive discipline system, even when a person is dissatisfied with his job they will attend work. Thus, job dissatisfaction as an attitude has less of an effect on absenteeism behavior. The person may have the behavioral intention of being absent but they still attend work. 2) Positive Valence of Non-Work Activities. When an individual has the opportunity to participate in non-work activities that are highly valued by the individual, even when that individual is job satisfied they may choose to participate in the non-work activities rather than coming to...
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...The Art Of Ballet The production of Matthew Bourne’s Swan Lake tells a beautiful story that differs completely from the original Tchaikovsky’s Swan Lake. He presents to the audience story line through well-choreographed ballet that is clear and does not require an extensive reading of the program notes to comprehend (Motzkus). The audience does not have to be well experienced or have any background in dance to grasp the understanding of the plot and characters development. Bourne’s Swan Lake takes the world by storm by replacing the main roles such as Odette/Odile and the swans, always played by ballerinas, with male dancers and presents before us his interpretation of Swan Lake. But what is the typical swan from Swan Lake? My first thought, like many others, would be just like this group of female dancers in their ruffles of tutu, tights, and tiara headpiece. A group of swans dance around their princess. They hope that she will find a prince of pure of heart who will pledge his love to her in order to break the curse. However the prince and princess are face with many challenges that will test their love and devotion to one another. It was only in death were they finally able to be together. And all this express with no words just dance movement and climatic music. [pic] [pic] Picture 1 Picture 2 But here comes Matthew Bourne who takes these thoughts and replaces all that everyone is used to in the performing arts with a group of dancers in knee-high feathered trousers...
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...Although I would like to have attended the Saturday evening performance for various reasons, the only difference in casting was the absence of Unity Phelan on Sunday. Since I witnessed the debut of Ashley Hod and Phelan in the same roles a while back, it would have been intriguing to watch the pair now in Agon. Divertimento from 'Le Baiser de la Fée' is on no account top drawer Balanchine; however, it is still an attractive and moving ballet. It should not be surprising that the De Luz-Fairchild performance earlier in the week was more touching. Nevertheless, the ballet on Sunday with Tiler Peck and Anthony Huxley was delightful. Towards its conclusion, an abrupt change in tenor occurs in the piece: it afforded Ms. Peck another opportunity to imprint—through her poignant change in expression—a hauntingly beautiful image in my mind....
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...the company Lenovo. This two day training program is provided to help the 20 bottom performing agents on how to increase their customer service and educate them on how to better utilize their resources to assist customers in resolving their issues to achieve performance requirements. A reactive Training Need Analysis (TNA) is much needed before conducting the training because it can help conclude whether training can correct the performance gap that agents are currently facing. The call center industry is facing more challenges especially during the holidays because of the increase of calls due to angry customers not getting the right product, a delay in their products, price matches and a number of other things that is driving the call volume numbers. The TNA is the first step to exposing what needs to be changed in order to continue to provide great customer service to the customers. An in-house trainer will perform the needs analysis to collect, and document information concerning any of the following issues: performance problems, anticipated introduction to new processes, and what is benefited from the opportunity to identity these possible solutions. To approach these concerns first as mentioned before individual performance from each agent needs to be analyzed in order to see which agents actually need the training. The top performers of course at this point are carrying the weight of all the performers that are not meeting the requirements of the company. The...
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...of training materials. When a department requests our assistance in the creation of a course, the very first thing we need to ascertain is the “Gap”. What is the performance gap? We define the “Performance Gap” as the portion between where we are as a unit, department or section and where we optimally would like to be. In a given setting there are a series of tasks that together comprise a job function. The inability to perform any of these tasks can be detrimental to the job function and cause a breakdown in the organization. In researching the reason a given task is not being performed, we look at personnel and training aspects. If a person can perform a task due to lack of knowledge, then the performance gap is a training issue. If the person can’t perform the task due to facility or building constraints, then we deem the breakdown a process issue. Figure 1. Training Needs Assessment Flowchart When conducting a needs analysis we are seeking to identify the “needs” as areas for improvement. These areas can then be addressed in a more specific way to uncover areas where training can be a solution to the specific need. The flowchart above helps determining how to deal with a performance gap in terms of a training need. Often times, the worker has already received training addressing the performance gap. If that is the case, then feedback and practice would be the indicated plan of action. A Partnering Process Many requests to develop...
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...organizational analysis, task analysis and person analysis in identifying the training needs of an organization At the organizational level, TNA is pitched at the big picture, dealing with the overall performance and existence of the organization as an entity within its environment or market. TNA here aims to ensure that the organization is capable of meeting its obligations and following its corporate plan. With a mindset of survival in a competitive environment, an HR strategy would typically be developed to support the corporate plan, which itself would be produced to cover a particular time period. The occupational level of needs analysis focuses on specific disciplines within organization, namely at the department level, to identify what skills shortages can be addressed through training and which areas require the recruitment of staff from without, in order to enable the departments to meet its obligations for the period. It would also address some of the environmental issues affecting performance, for example the equipments/software requirements Then there is a third level which reveals the needs of the individual. Variances between actual performance and planned performance at this level are commonly manifested as skills gaps, where the knowledge of the individual does not satisfy the requirement of the role. In order to obtain that knowledge, attendance on a formal training course might provide the desired solution. ORGANIZATIONAL Needs ANALYSIS ...
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...Where words fail music speaks. Last Thursday October 22 was the Battle of the Bands turn to show up at A.Y.Jackson secondary school, and to really show the audiences the sacrifices they made, how hard they practice, how much they put their precious time on their pieces to represent for us audiences. It is very tough to choose three pieces between all those performers who really put their soul into what they were playing. After observing each performance I have come to pick three that really shined. Number one is the introduction performance, secondly where’s Annie group, and lastly the last performance after Annie which wrapped everything up. The introduction piece was started off with one of A.Y Jackson’s great teacher Mrs.Hanely singing in a beautiful pace, with her smooth warming sound, and on time acting while singing which left everyone cheering for her. Of course it wasn’t only Mrs.Hanely who cheered everyone up, but Mrs.Hanely came...
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...few arguments about the CEO salary over the years. It is clear that CEOs earn more or huge amounts of salaries compared to most leaders globally. Some people argue that it is not fair for CEOs to earn these amounts because it affects the financial system of a country or the world. This people argue that CEOs perform less work compared to the wages they earn annually (Murphy, 2006). My position regarding to the topic is different from Bush argument that stated “CEOs earn too much compared to their performance”. CEOs earning too much is significant because they are the leaders of organizations. (Lorsch, 2012). The audience should understand why CEOs deserve great salary than what they get. CEOs deserve 300 times what the average employees earn. One of the major imperative reasons that CEOs should earn 300 times than employees is due to their contributions in their organizations. “The growth and development of most organization have been influenced by the repetitive performance of CEOs” (Lorsch, 2012). This is one of the major phrase that the audience should understand about CEOs and the reason why they deserve a great salary. My intention to John and the former President of America, Bush is to make them understand the significance of CEOs to earn great salaries. However, there many factors that may deny my argument from being agreed by Bush and John. The audience will not agree with the claim “CEOs salaries do not affect financial system of a state or the world” because...
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...expected. Her staffs have low morale and low motivation to do their daily job. On top of that, there is a cultural issue where confrontation, blaming, and favoritism are typical in her unit. She also facing a budget problem where overtime has been eliminated due to cost cutting measure implemented on the hospital. The budget cut make it difficult to Barbara to allocate a right personnel in case of some staff take a personal or vacation leave. In many cases, she has to rely on nurses from general float pool to cover the staff on leave, but this often lead to negative effect to her staff dynamics because the substitute nurses is not familiar with the GSU. There are three broad problem Barbara has to solve: lack of collaboration and teamwork, staff conflict either within her unit or within the hospital, and lack of transparent performance appraisal procedures. All of this three issues need to be address simultaneously to ensure that the unit perform as Barbara expected. It is evident that there is conflict between junior nurses, senior nurses, and PCAS’s which lead to ineffective collaboration among them. Junior nurses feels like the don’t belong to the team and they don’t get positive feedback from senior nurses. On the other hand, senior nurses feels that many junior nurses and PCA’s are incompetent and feel overwhelmed to support them. To solve this issues, Barbara need to redefine a clear role among the nurses and make sure that the role is properly understood by all her...
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