...D1.1 Procedures H R 6 NDE Personnel Certificates AWS D1.1 AWS D1.1 Certificates H R 7 Painting Procedure SSPC SSPC Procedure H R Materials 8 Visual Inspection of Materials for General Appearance, Corrosion and Dimension ASTM ASTM Original Material Certificates H H 9 Welding Material Control ASME II/AWS ASMEII/AWS Report H W 10 Review of Certificates ASTM ASTM Certificates H H 1 A A www.inspection for industry.com 11 Inspection of Bolt , Nut and Washers (General Appearance, Corrosion and Dimension, Chemical Composion and Mechanical Properties) ASTM ASTM Report H W 12 Material Identification ASTM ASTM Report H H During Fabrication 13 Fit Up Inspection AWS D1.1 AWS D1.1 Report H SW 14 Dimensional and Visual Inspection for Correct Location, Orientation, strightness and Dimension DWG DWG Report H W 15 Visual Inspection of Welds for Weldment Quality/Defects, Weld Apperance and etc. AWS D1.1 AWS D1.1 Report H W 16 NDE Examination Procedure Procedure Report H SW Final Inspection 17 18 19...
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...demand itself is growing each year as it offers an easy, delicious and time saving way to grab a bite. With the hectic lifestyle nowadays, it is no surprise that more people tend to eating-out in fast food restaurants. Thus, fast food restaurants are competing among each other, advertising their brands in order to attract customers. As the customers now have a huge range of fast food patterns and restaurants to choose, local fast food restaurants have to be sensitive in current demand and be innovative to ensure they meet their customer satisfaction. This research will focus only on service quality as a factor influencing customer’s satisfactions. The aim is to do an investigation about the service quality and customer satisfaction at A&W restaurant, Seksyen 7, Shah Alam. Using 5 SERVQUAL instruments, questionnaires will be designed and distributed to respondents. The findings will create awareness of service quality and customer satisfaction, thus help to develop future marketing strategy. 1.0 Introduction 1.1 Fast Food Industry The fast food industry is also known as Quick Service Restaurants (QSR). As its name suggests, fast food is any food that can be prepared and served within a short span of time. That being said, the concept encompasses all those restaurants and stores which sell or serve preheated or precooked food items to its customers (www.buzzle.com/articles/fast-food-industry.html) According to Bender and Bender (2001), fast food is a general term used for a...
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...in the research, development, and implementation of assessment centers. The guidelines are a statement of the considerations believed to be most important for all users of the assessment center method. For instance, the use of job-related simulations is a core concept when using the method. Job simulation exercises allow individuals to demonstrate their abilities in situations that are important on the job. As stressed in these guidelines, a procedure should not be represented as an assessment center unless it includes at least one, and usually several, job-related simulations that require the assessee to demonstrate a constructed behavioral response. Other important areas include assessor selection and training, using ‘competencies’ as dimensions to be assessed, validation, participants’ rights, and the incorporation of technology into assessment center programs. The current guidelines discuss a number of considerations in developing and using assessment centers in diverse cultural settings. 1. Purpose staff of an assessment center; and (4) guidance on the use of technology in assessments. T his document’s intended purpose is to establish professional guidelines and ethical considerations for users of the assessment center method. These guidelines are designed to cover both existing and future applications. The title ‘assessment center’ is restricted to those methods that follow these guidelines. These guidelines will provide:...
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...© 2008 AGI-Information Management Consultants May be used for personal purporses only or by libraries associated to dandelon.com network. Culture, Leadership; I Organizations E d W By Robert J. House University of Pennsykmia Paul J. Hanges University of M-md Mansour Javidan University of Calgary Peter W. Dorfman New Mexico State University Vipin Gupta Grand Valley State University SAGE Publications Publisher InternationalEducational and Professional Thousand Oaks London New Delhi G CONTENTS Foreword Harry C. Triandis Preface Robert J. House PART I: Introduction Robert J. House 1. Illustrative Examples of GLOBE Findings Robert J. House Increased Globalization of Business The Increased Importance of Sensitivity to Cultural Differences Differing Views and Conceptualizations of Leadership An Illustration of Differences and Cultural Practices Differences in Leadership Practices Plan of This Book xv xxi 1 3 4 2. Overview of GLOBE Robert J. House Mansour Javidan Major Questions Concerning the Effects of Cultures on the Practice of Leadership The Need for Cross-Cultural Leadership Theory and Research The GLOBE Research Program Leader Behavior and Attributes Qualitative Research Construct Definitions of Leadership and Culture GLOBE Operational Definition of Culture The GLOBE Conceptual Model The Integrated Theory Two Fundamental Cross-Cultural Issues The GLOBE Questionnaire Scales Phase 2 Hypotheses Strengths of the GLOBE Research...
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...and Error Group 1A Lab Performed: 9-5-2012 Report Submitted: 10-11-2012 Table of Contents: I. Motive…………………………………………………………….…………….iii II. Experimental…………………………………………………………………..iv III. Results/Discussion ………………….………………….…………..…….v-viii Part 1 Data…………………………………………..………………………….......v Part 1 Histogram……………………………………...……………………………vi Part 1 Calculations…………………………………...………………………….v-vi Part 2 Data summary……………………………………..…………………….…vii Part 2 Calculations……………………………………….………………………viii IV. Conclusion…………………………………………………………………….ix V. Appendix…………………….……………………………………………...x-xii I. Motive: The purpose of this lab is to analyze the error and deviation of manmade and manufactured objects. Measuring the marbles 100 times gives a population. The block’s dimensions (length, width, height) were measured 20 times each. This gives a sample for each dimension. From the population and samples, a histogram can be made of the data. Additionally, from these mean, mode, median, and standard deviation can be calculated. Lastly, the error and error propagation must be included because there is human and instrumental error. II. Experimental: This lab had two parts. For the first part, 100 glass spheres were measured. The A spheres were used. In the second part, the dimensions of block #15 were measured. A caliper was used to measure...
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...The Big-Five Trait Taxonomy: History, Measurement, and Theoretical Perspectives Oliver P. John and Sanjay Srivastava University of California at Berkeley Running head: Big Five Trait Taxonomy Final draft: March 5, 1999 Author's Address: Oliver P. John Department of Psychology University of California, MC 1650 Berkeley, CA 94720-1650 W: (510) 642-2178; H: 540-7159; Fax: 643-9334 Email: ojohn@socrates.berkeley.edu; sanjays@socrates.berkeley.edu To appear in L. Pervin and O.P. John (Eds.), Handbook of personality: Theory and research (2nd ed.). New York: Guilford (in press). 2 Taxonomy is always a contentious issue because the world does not come to us in neat little packages (S. J. Gould, 1981, p. 158). Personality has been conceptualized from a variety of theoretical perspectives, and at various levels of abstraction or breadth (John, Hampson, & Goldberg, 1991; McAdams, 1995). Each of these levels has made unique contributions to our understanding of individual differences in behavior and experience. However, the number of personality traits, and scales designed to measure them, escalated without an end in sight (Goldberg, 1971). Researchers, as well as practitioners in the field of personality assessment, were faced with a bewildering array of personality scales from which to choose, with little guidance and no overall rationale at hand. What made matters worse was that scales with the same name often measure concepts that are not the same, and scales with different...
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...BANKING SERVICES AND CUSTOMER'S SATISFACTION IN QATAR: A STATISTICAL ANALYSIS* Khalid Al-Sulaiti Abdullah Al-Khulaifi Fawzi AI-Khatib College of Business and Economics Qatar University ABSTRACT The main objectives of this study are to evaluate bank customer expectations of service quality and to assess whether bank services provided by these institutions are satisfactory to Qatari customers. The study also examines empirically the determinants of the buying behavior of bank customers in Qatar. A questionnaire for such purpose was designed and different statistical methods were applied. The policy implications to be derived from such statistical findings is that bank's management should focus on strength areas to confirm them and weakness areas to overcome them. * This paper was accepted for publication in 2000. The delay in its publication until this issue was outside the editor’s control. - 130 - SECTION 1 1-1 Introduction In recent years, the banking industry has undergone massive changes in scope and nature of its environment. Technological advances, increased competition, massive increases in income levels, and the expansion in economic activities, as well as the growing diversity of customer needs, have contributed to the increase in the scope of banks services, and to the elevation of the marketing department to the top levels of the organizational structure of the banking firm. In this competitive and ever changing environment, banks can ensure their...
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...Report Computer Shop 3: PC World Business Registration No: 447999-U Shop Address: No.339, Jalan Ong Kim Wee,75300 Melaka. Business Card: Notebook Brand (Model No & Picture ) | Acer Aspire E5-411-P137 Notebook | Asus A455LD-WX075H A-Series Notebook | Operating System | Windows 8.1(64 bit) | Windows 8.1 | Display | 14" HD (1366 x 768) 16:9 | 14" HD LED Glare panel 1366x768 | Processor | Intel Pentium N3530 Quad-core(4 core), 2.16 GHz, 2 MB cache | Intel® Core™ i5-4210U Processor- 1.7GHz, 3M Cache- Max Turbo Frequency 2.7 GHz | Memory | 4 GB DDR3L SDRAM | 4GB DDR3L | Storage | 500 GB HDD | 1TB SATA Hard Drive | Graphic | Intel HD Graphics with Shared Memory | NVIDIA® GeForce® GT 820M with 2GB DDR3 VRAM | Audio | Stereo speakers , microphone, high definition audio | Built-in high quality speaker and microphoneSonicMaster audio technology vocal master | Wireless | IEEE 802.11b/g/n, Gigabit Ethernet, Bluetooth 4.0 | Support for 802.11 b / g / nBluetooth ™ V4.0 (optional)10/100/1000 Base T | Interface | SD cardHDMILAN2 x USB 2.0USB 3.0 | 1 x audio interface (input / output Combo)1 x VGA port / Mini D-sub 15-pin for external monitor1 x USB 3.0 interface2 x USB 2.0 interface (optional)1 x Ethernet (RJ-45) jack1 x HDMI Interface | Battery | 6-cell, Lithium Ion (Li-Ion), 5000mAh | 4 cell battery 2600mAh | Power Adapter | Input: AC 120/230 V ( 50/60 Hz )Output: 40 Watt , 19 V | Input: AC 100-240VOutput: 19 V DC, 3.42 A, 65W | Dimension | 13.6 in...
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...2013. Origins The origins of the HDI are found in the annual Development Reports of the United Nations Development Programme (UNDP). These were devised and launched by Pakistani economist Mahbub ul Haq in 1990 and had the explicit purpose "to shift the focus of development economics from national income accounting to people-centered policies". To produce the Human Development Reports, Mahbub ul Haq brought together a group of well-known development economists including: Paul Streeten, Frances Stewart, Gustav Ranis, Keith Griffin, Sudhir Anand and Meghnad Desai. Working along with Nobel laureate Amartya Sen, they worked on capabilities and functionings that provided the underlying conceptual framework. Haq was sure that a simple composite measure of human development was needed in order to convince the public, academics, and policy-makers that they can and should evaluate development not only by economic advances but also improvements in human well-being. Sen initially opposed this idea, but he went on to help Haq develop the Index. Sen was worried that it was difficult to capture the full complexity of human capabilities in a single index but Haq persuaded him that only a single number would shift the attention of policy-makers from concentration on economic to human well-being.[3][4] Mahbub-ul-Haq Dimensions and calculation Amartya Sen Human Development Index 2 New method (2010 Report onwards)[5]...
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...in organization theory. Public Administration Review, 1969, 29, 237-248. Paolillo, J. G. Technological innovation in organizational R&D subsystems. Unpublished Ph.D. dissertation. University of Oregon, 1977. Paolillo, J. G., & Brown, W. B. How organizational factors affect R and D innovation. Research Management, 1978, 7, 12-15. Pritchard, R. D., & Karasick, B. W. The effects of organizational climate on managerial job performance and job satisfaction. Organizational Behavior and Human Performance, 1973, 9, 126-146. Rogers, E. M., & Eveland, J. D. Diffusion: Communication and innovation in organizations. In P. Kelly & M. Kranzbert (Eds.), Aspects of technological innovation. Atlanta: Advanced Technology and Science Studies, Georgia Institute of Technology, 1975, 301-368. Sapolsky, H. M. Organizational structure and innovation. The Journal of Business, 1967,40, 497-510. Vegso, R. W. Organizational characteristics that influence innovative behavior. Unpublished Ph.D. dissertation. University of Cincinnati, 1976. Zaltman, G., Duncan, R., & Holbeck, J. Innovations and organizations. New York: Wiley, 1973. Augustus Abbey is Assistant Professor of Management in the Department of Management and Marketing at the University of Wisconsin, LaCrosse. John W. Dickson is Associate Professor of Management in the Department of Management, College of Business and Public Administration, University of Arizona. ^Academy of Management Journal 1983, Vol. 26,...
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...June 13 Performance Management by Prof Lise Saari 08 Fall Halo Errors in Performance Management Systems - Anita Rajendran Performance Appraisals are the backbone of Human Resources and a crucial aspect of the entire Performance Management System (PMS) but also the most difficult to implement. The effectiveness of a Performance Appraisal can be seriously impacted by the common errors that raters make. Halo is one such error and can be defined as "the influence of a global evaluation on individual attributes of a person" (Nisbett & Wilson, 1977, p. 250) or "the influence of a rater's general impression on ratings of specific ratee qualities" (Lance, LaPointe, & Stewart, 1994, p. 339). The article tries to understand the background and research done into halo error and whether there is clear evidence to suggest that there is a positive or negative link to rating accuracy due to Halo error. It attempts to see if there are ways in which an organization can effectively utilize these research findings to counter halo error or whether any experiments done are effective only in a laboratory setting. Finally review on whether this aspect of the performance appraisal can be incorporated into an actual performance appraisal system. Individual Research Paper – Halo Error in Performance Management Systems Introduction and Background 3 What is Halo Error – The underlying research and theory 3 Deep Dive 5 How to counter the halo error or reduce error? 5 Effective use...
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...RISK MANAGEMENT FOR COLLABORATIVE SOFTWARE DEVELOPMENT MOJGAN MOHTASHAMI is a Ph.D. candidate at the School of Management of Rutgers University and a lecturer at New Jersey Institute of Technology (NJIT). She can be reached at mojgan@oak.njit.edu. THOMAS MARLOWE is a professor of mathematics and computer science at Seton Hall University. He received Ph.D.s from Rutgers in 1975 and 1989. VASSILKA KIROVA received a Ph.D. in computer science from NJIT. Her areas of interest include specification and software productivity and quality. She can be reached at kirova@bell-labs.com. FADI P. DEEK is professor and dean of the College of Science and Liberal Arts at NJIT. His research interests include software engineering and learning systems. Mojgan Mohtashami, Thomas Marlowe, Vassilka Kirova, and Fadi P. Deek Collaborative software development involving multiple organizational units, often spanning national, language, and cultural boundaries, raises new challenges and risks that can derail software development projects even when traditional risk factors are being controlled. This article presents a framework that can be used to manage collaborative software development projects, based on an extended set of risk management principles. Three risk factors — trust, culture, and collaborative communication — are discussed in depth. OLLABORATIVE SOFTWARE DEVELOPment (CSD) entails multiple teams, working for multiple organizational units within the same or different companies, and no clear...
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...MANAGERIAL LEADERSHIP AND CULTURAL DIFFERENCES OF EASTERN EUROPEAN ECONOMIES Darryl J, Mitry and Thomas Bradley National University School of Business and Technology http://marketing.byu.edu/htmlpages/ccrs/proceedings99/mitrybradley.htm Key Factors: ~ Global Business, Colliding cultures & Changing Economies ~With the accession of the 21st Century, the developing globalization of business and other expanding pluralistic organizations we need to reconsider the topic of managerial leadership within a much larger perspective than has been the usual practice. Therefore, we offer some observations from empirical research and suggest theoretical directions. We review the subject as it relates to the challenges of transnational business and more specifically with reference to business operations in the emerging and transforming economies of Eastern Europe such as the newly independent regions of the former Soviet Union (FSU). The observed “globalization” of business is the precursor to the growing interdependency of peoples around the world; the development of a “Global Community.” This appears to be an inescapable and major event that is contributing to the dissolution of boundaries between customary disciplines of knowledge, information, technology, countries and peoples around the world. Associated with this phenomenon is an intensifying need to provide a strategic global approach in management education.(Mitry & Thomas, 2000) ~ In the new era of...
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...cultural contexts. In this article we illustrate the relationship between transformational leadership and the cross-cultural communication competence frame. We show how national culture orientations and cross-cultural communication competence affect the full range leadership framework and transformational leadership dimensions. Attributes of effective leadership and the choice of communication strategies vary for different cultural contexts; however, the charismatic or value-based leadership dimension contributes the most to universally perceived effective leadership styles. We draw attention to the importance of transformational leadership research utilizing the cross-cultural communication competence construct. Introduction Transformational leaders rely heavily on their rhetorical skills in order to articulate a vision and create meaning for their followers. While the leader's message is important, the process by which it is communicated appears to be just as significant. The communication style is a critical distinguishing factor in whether the leader’s message will be remembered and endorsed. Flauto (1994) determined that every leadership dimension (charisma, individual consideration, intellectual stimulation) was positively correlated with the communication competence construct. Implicit in this assumption is the belief that leader’s communication competence is a prerequisite for effective leadership (Barge, 1994). Stigall (2005) found that individuals who...
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...cultural contexts. In this article we illustrate the relationship between transformational leadership and the cross-cultural communication competence frame. We show how national culture orientations and cross-cultural communication competence affect the full range leadership framework and transformational leadership dimensions. Attributes of effective leadership and the choice of communication strategies vary for different cultural contexts; however, the charismatic or value-based leadership dimension contributes the most to universally perceived effective leadership styles. We draw attention to the importance of transformational leadership research utilizing the cross-cultural communication competence construct. Introduction Transformational leaders rely heavily on their rhetorical skills in order to articulate a vision and create meaning for their followers. While the leader's message is important, the process by which it is communicated appears to be just as significant. The communication style is a critical distinguishing factor in whether the leader’s message will be remembered and endorsed. Flauto (1994) determined that every leadership dimension (charisma, individual consideration, intellectual stimulation) was positively correlated with the communication competence construct. Implicit in this assumption is the belief that leader’s communication competence is a prerequisite for effective leadership (Barge, 1994). Stigall (2005) found that individuals who...
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