...the interrelationships between the human factor requirements, the reliability requirements and maintainability requirements; that is their impact on each other. Provide some examples. The basic design objectives for the system and its element should be compatible with the system operational requirements, maintenance and support concept and the prioritized technical performance measures; comply with the allocated design to criteria and meet all of the requirements in the various applicable specifications. These three requirements, human factor, reliability and maintainability are design-dependent parameters, and also are considerations in system design. This system design endeavour needs an appropriate and on time application of engineering and management efforts to maximize the likelihood that the resulting system design will be operationally feasible. Operational feasibility points out that the system will perform in an effective and efficient manner in response to a given customer need. These requirements have a considerable effect on the ultimate worth of a system. The reliability is the most prominent design-dependent parameter. Whilst reliability deals with time to failure, maintainability has to do with time repair. Also usability is a parameter linking human factors with the system. In this regard, downtime and the waste of resources for maintenance stem for lack of the proper consideration of reliability and maintainability in design. Thus, maintainability and reliability...
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...Department of Health and Human Services design analysis US Department of Health and Human Services design analysis paper “The Department of Health and Human Services (HHS) is the United States government’s principal agency for protecting the health of all Americans and providing essential human services, especially for those who are least able to help themselves” (US Department of Health and Human Services, n.d.). “HHS represents almost a quarter of all federal outlays, and it administers more grant dollars than all other federal agencies combined” (US Department of Health and Human Services, n.d.). As the United States primary agency for protecting the health of Americans the Department of Health and Human Services is a perfect agency to analyze in terms of its organizational design. Many internal and external factors have defined and shaped the organization in terms of its size, organizational structure, and processes. Organizational characteristics, also known as internal factors such as the purpose of the organization and the organizational structure help to define how the HHS agency operates. According to the Forestry Department (2000), “External factors are those from the enabling environments which are not under the control of the organization but which affect its structure and development have also influenced the organization” (para. 2). These external factors include economic factors, socio-economic factors, and political-administrative factors. Because of the demand...
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...rP os t 9-605-069 REV: MARCH 6, 2013 AMY C. EDMONDSON Phase Zero: Introducing New Services at IDEO (A) op yo In July 2002, Douglas Dayton looked out across the space where designers, engineers, human factors experts, and other specialists worked in teams and reflected that it was not easy to evaluate the recent project carried out for mattress manufacturer Simmons. Dayton was a design engineer and head of IDEO’s Boston office. IDEO was a design and innovation firm known for the extraordinary range of products it had designed and its innovative approach to the design process. For the Simmons project, IDEO had embarked on a service that was not intended to result in a tangible product, at least not right away. Whereas a typical design project progressed through four phases designed to “do the thing right,” this service, known as “Phase 0,” was intended to help a client “do the right thing.” Rather than design a new product based on pre-specified needs, Simmons had asked IDEO to help it “look for unmet needs that exist and to identify new product opportunities.” The project proposal, entitled “Understand and Innovate,” described Phase 0 services as helping clients understand the world in a new way and innovate accordingly. At first glance, mattresses were not exciting territory for the firm, but as the team researched mattress consumers— conducting literature reviews, site visits, and interviews with customers and salespersons—they grew intrigued...
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...Musakanya SN: 14100042 BS343 PRODUCTION AND OPERATIONS MANAGEMENT Contents 1 Introduction 2 2 New Products and Product Design 2 2.1 Factors to Consider in Product Design 3 2.1.1 Design for Manufacture 3 2.1.2 Product Life Cycle 3 3 Process Selection 4 3.1 Process Decisions 4 3.2 Factors to Consider in Process Design 5 3.2.1 Choice of Technology 5 3.2.2 Process Planning 5 4 Capacity Planning 5 4.1 Process of Capacity Planning 6 4.2 Importance of Capacity Planning for New Products 7 5 Quality Control 7 5.1 Methods that can be used to control Quality 7 5.1.1 Verification of the Design Quality 8 5.1.2 Product Quality Control 8 5.1.3 Supplier Quality Control 8 5.1.4 Early Warning Mechanism 8 6 Forecasting 9 6.1 Methods used in Forecasting 10 6.1.1 Short Term Forecast 10 6.1.2 Long Term Forecast 10 7 Conclusion 10 8 References 12 Introduction New product launches are highly complex and can pose major challenges to companies. But then, managing the relationship between product generations and diversity can greatly increase the chances for success for a company. Traditionally, new products have offered great opportunities for companies to innovate, connect with their customers and provide value added services and products. When going out to diversify of the company’s existing product range, choosing the right product or service for the company can be easier said than done. Research has found that successful management teams and board of directors...
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...evaluation methods and how they support the human factors design cycle 2. Design formative and summative human factors studies 3. Understand representative sampling and the implications for study design and generalization 4. Design an experiment considering variables that are measured, manipulated, controlled, and cannot be controlled 5. Interpret results and recognize the limitations of a study 6. Identify the ethical issues associated with collecting data with human subjects 1 April 3, 2016 PURPOSE OF EVALUATION 3 TIMING AND TYPES OF EVALUATION 5 LITERATURE REVIEW, HEURISTIC EVALUATION, AND COGNITIVE WALKTHROUGHS USABILITY TESTING COMPREHENSIVE EVALUATION AND CONTROLLED EXPERIMENTS IN-SERVICE EVALUATION 5 7 8 9 STEPS IN CONDUCTING A STUDY 10 STUDY DESIGN 11 ONE FACTOR WITH TWO LEVELS ONE FACTOR WITH MORE THAN TWO LEVELS MULTIPLE FACTORS BETWEEN-SUBJECTS DESIGN WITHIN-SUBJECT DESIGNS MIXED DESIGNS SAMPLING PEOPLE, TASKS, AND SITUATIONS 13 13 13 14 14 14 15 MEASUREMENT 15 DATA ANALYSIS 16 ANALYSIS OF CONTROLLED EXPERIMENTS ANALYSIS OF DESCRIPTIVE STUDIES 16 17 DRAWING CONCLUSIONS AND COMMUNICATING RESULTS 18 STATISTICAL SIGNIFICANCE AND TYPE I AND TYPE II ERRORS STATISTICAL AND PRACTICAL SIGNIFICANCE GENERALIZING AND PREDICTING 18 19 19 DRIVER DISTRACTION: EXAMPLE OF A SIMPLE FACTORIAL DESIGN 19 ETHICAL ISSUES 21 CONCLUSION...
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...Emphasis on human capital is a recent development. For a long time, concern has been placed on other factors of production. It was not until recently that attention shifted to Human capital which has led to a massive wave of investment in human capital development. Human capital development is the term used in referring to factors such as education, health, and other variables that can raise productivity. It refers to the ability to perform work so as to produce economic value. To a large extent this a function of the skills and knowledge workers acquired through education and experience. When viewed from a macro perspective, Human capital represents the human factor in an organization and this consists of the combined intelligence, skills and expertise of workers that gives the organization its distinctive character. It consists of those elements of the organization that are capable of learning, changing, innovating and providing the creative thrust which if properly motivated can ensure the long-term survival of an organization. Increasing attention is being given to Human capital due to globalization and its attendant saturation of the labour market. Concern about the issue has been being compounded by the recent downturn in the various economies of the world. This has led Organisations to appreciate the need to leverage on the workforce for competitive advantage in order to thrive and keep ahead of the competition. One major way of doing this is through human capital development...
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...managers. Necessities and strains for organizational change are derived from what originates from the agency’s environment, staff, clients, and often from its own leaders, are so widespread as to be considered a constant of human service administration. Influences within the organization such as low morale, fatigue, inadequate management skills, and high turnover can also present change opportunities. Program redesign, agency reorganization, developing program evaluation systems, enhancing diversity, and altering an outdated or dysfunctional organizational ethos can all be done more successfully using planned change processes. Best leadership for Angel Wings of Love Since the field of human services is continuously evolving the worker must be able to adapt to change in the area of human services. The paper will explore the common methods of organizational change that a manager or staff member(s) may utilize to improve daily operations or responsiveness. The ascension of hierarchy in human service organizations, expectations of leadership has increased. With this demand and increase, positional power and visibility has attracted the greater attention to and reliance on the manager’s leadership style. Leadership is a key factor in coordinating and aligning the organizational process. As with any aspects of organizational functioning it should...
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...E-Sonic Compensation Paper Todd Lipscomb, Belma Alic, and Teresa Halpin Davenport University Strategic Analysis Outline: 1. Strategic Analysis A. E-Sonic NAICS falls into two different codes 334614 and 512220. The first code 334614 definition is, “Providing mass duplication of recorded products; Software and other Prerecorded Compact Disc, Tape, and Record Reproducing” (). This code is given in reference to E-Sonic’s producing of music on to various forms of products. The second code 512220 is, “Releasing, Promoting, and Distributing sound recordings. Integrated Record Production/Distribution” (). B. Analysis of E-Sonic’s external market environment 1. Sonic records are a part of the recording and production studio industry, which is going on to start E-Sonic. “Sonic Records, a market-leading recording studio and production house, has witnessed declining demand for music CDs” (). The company boasted over $15 billion in revenue five years ago. However, times have changed over the past five years; technology has greatly improved over time. There have been many technological advances that has offered alternatives to CDs. The one thing that has improved the industry some is the government regulations against pirating music, which is essentially stealing the merchandise. 2. E-Sonic’s competition is pretty fierce as the market has been going for quite some time now. It kind of goes along with, don’t reinvent the wheel if it is already working. Consumers...
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...Computers in Human Behavior 26 (2010) 1296–1304 Contents lists available at ScienceDirect Computers in Human Behavior journal homepage: www.elsevier.com/locate/comphumbeh Antecedents of customer satisfaction with online banking in China: The effects of experience Cheolho Yoon * Dept. of Business Administration, Mokpo National University, Republic of Korea a r t i c l e i n f o a b s t r a c t This study investigates the antecedents of customer satisfaction with online banking in China, and explores the effects of experience on the relationships between the antecedents and customer satisfaction. Based on prior research, the six antecedents of customer satisfaction – ease of use, design, speed, security, information content, and customer support service – are proposed, and the effects of experience on the relationships between these and customer satisfaction are analyzed using a structural multi-group (a high-experience group and a low-experience group) model. The results show that design, speed, security, information content, and customer support service have a significant influence on customer satisfaction in the high-experience group or the low-experience group, but ease of use does not have a significant influence on customer satisfaction in either of the groups. Also, the results relating to the influence of the level of customer experience reveal that the effects of design, security, speed, and information content on customer satisfaction were significantly...
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...products and services. The process of innovation among organizations is to develop the basis of assessing creativity among organizations. More so, it enables managers to identify measures aimed at improving or changing organizational operations and functions. Through management innovation, new measures to plan, organize, coordinate, lead, and motivate the organization are identified. This can lead to achievement and sustenance of a competitive advantage in the industry. This is because principles of innovation involve creating long-lasting advantageous processes producing dramatic shifts in the competitive position. Global organizations therefore rely on innovation to systematically reinvent functions and operations being undertaken to enhance speed, effectiveness, and efficiency leading to a long business life (Alice 3). Organizations are referred to as open systems due to various reasons. Foremost, organizations are developed in order to produce new products and services regularly and successfully without facing barriers. As a result, they are referred to as open systems as they can determine market needs and technological capabilities to apply to ensure the products and services distributed are high quality and accessible. Organizations are also required to adapt more continuous basis to change markets, levels of competition, and technologies applied during innovation. As a result, they have to operate as open systems in order to ensure products and services produced and...
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...Job Analysis Title: Assistant Manager Reports to: Owner, Supervisor Summary: The assistant manager at Wagon Wheel will direct and supervise employees engaged in sales, inventory taking, or in performing services for customers. ‘This position will monitor sales activities to ensure that customers receive good service and quality goods. This manager will watch the inventory stock and reorder when inventory drops to a specified level. Hire, train, and evaluate the workers in sales or marketing departments, promoting or firing workers when appropriate.” (O*Net Online, 2010) This manager examines merchandise to ensure that it is correctly priced and that it functions as advertised. Enforce safety, health, and security rules like ensuring there isn’t any lead paint. Work activities include dealing with complaints, settling disputes, and resolving conflicts in the workplace. Some tools used in this occupation include bar code reader equipment and security cameras. Some technology that the assistant manager uses at Wagon Wheel include calendar scheduling software and human resource software. “Normal daily tasks include planning budgets and authorizing payments and reviewing merchandise returns.” (O*Net Online, 2010) The most important daily task of the assistant manager at Wagon Wheel is assigning employees to specific duties. Job Duties: * Create schedules to ensure there is efficient staffing at all times. * Report staff hours to the payroll department. ...
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...STUDY: Human Resource Management issues at Xrok Co. The president of Xrok Co. has called a meeting to get your feedback on Jack, a department manager. Jack is what some people call “from the old school” of management. He is gruff, bossy, and often shows an “it’s my way or the highway” attitude. Jack is about five years from retirement. Jack has a high labour turnover rate in his department. There have been several complaints on company surveys about him from his department and from outside his department. People have commented on the fact that Jack is “rude” during meetings and doesn’t let others contribute. There are times when he has belittled people in meetings and in the hallway. He also talks about his staff “critically” or “negatively” to other managers. But Jack also is a brilliantly talented person who adds a vast amount of needed knowledge and experience to the company. He is extremely dedicated to the company and lets people know this by his arrival each day at 6:30 a.m. and his departure at 6:00 p.m. He has been with the company for 32 years and he reports directly to the president. Jack has gone to the HR department and complained that the people his supervisors hire are not a good fit for the company. The new employees don’t listen and they have a poor work ethic. Jack feels that HR should do a better job screening people. 2.0 QUESTION 1 “Jack feels that HR should do a better job screening people”. Before reaching the stage of “Screening”, Human Resource...
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...National Human Resource Standard Competencies Framework & Body of Knowledge PEMBANGUNAN SUMBER MANUSIA BERHAD 2014 0 TABLE OF CONTENTS TABLE OF CONTENTS ....................................................................................................................... 1 THE STANDARDS ~ AT A GLANCE ................................................................................................... 2 THE FIVE DIMENSIONS ..................................................................................................................... 3 THE THREE LEVELS OF HR PROFESSIONALS ............................................................................... 4 HR COMPETENCIES .......................................................................................................................... 6 HR CORE COMPETENCIES ............................................................................................................... 7 HR FUNCTIONAL COMPETENCIES .................................................................................................. 8 HR COMPETENCIES FRAMEWORK.................................................................................................. 9 HR COMPETENCY LEVELS ACCORDING TO DIMENSIONS......................................................... 10 HR BODY OF KNOWLEDGE............................................................................................................. 19 CONCLUSION .....................................
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...Case Study #1: People, Service, and Profit at Jyske Bank Michael Cox MBAC 633-01 September 4,2014 Michael Cox MBAC 633-01 09/04/2014 People, Service, and Profit at Jyske Bank 1. Jyske Bank’s core values are rooted in treating its "three groups of stakeholders-shareholders, customers, and employees-with equal respect.” Jyske bank does this through: Common Sense, Being Open and Honest, Being Different and Unpretentious, Displaying Genuine Interest and Equal Respect for People, and Being Efficient and Persevering. 2. “First, you tell people what’s expected. Second, you check on their behavior. If they are buying expensive wine, you ask, “Why?” You explain what makes sense, and why. You do it in a way that tells them you honestly want to help them improve. Third, if there are continued problems, this person may not be right for the bank.” This quote refers to the philosophy of empowering the bank. This means that employees not just managers should make decisions if they are comfortable with them. The quote above refers to meal and entertainment expenses incurred on travel or with clients. Letting employees decide what is appropriate to expense allows them to feel in control. If the employee does not understand what is appropriate they may not be the type of employee for Jyske Bank. 3. Jyske Bank’s new “positioning” or competitive differentiation strategy is considered “Jyske Differences”. This is a focus moving from traditional product selling to a...
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...Causes and Prevention of Burnout in Human Services Staff Lillie Cain-Mitchell BSHS/462 January 21, 2013 David Worsley Causes and Prevention of Burnout in Human Services Staff In today’s society, there are many human services agencies and organizations that employ several thousand employees over the United States. Because of a tremendous increase of clients seen in an agency or organization, the employees demonstrated burnout. Burnout is a contributing factor in employees losing time off from work or even seeking medical intervention. If an employee or employees suffer from burnout, this could also lead to a decrease in the organization’s productivity. Burnout An employee who suffers from some form of burnout would experience emotional, and mental, and physical fatigue. These symptoms would occur when an employee has become involved in emotional and demanding dilemmas. There are three significant factors that contributes to employee burnout (Lewis, Packard, & Lewis, 2007): 1. temperamental fatigue 2. possessing personal low esteem achievement in regard to clients 3. having an attitude where there is no concern for the clients Burnout Causes On an individual level, an employee may present with a Type A Personality (Scott, 2006). An employee who presents with this form of burnout would be a host to cardiac problems, health issues, and complications in his or her lifestyle. An employee could also demonstrate bouts of impatience and unexplainable...
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