How would an organization evaluate (i.e.. test) the validity of a cue that interviewers use in job interviews?

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An advice column on how to perform well in job interviews made several recommendations for job candidates. These included arriving on time, using a firm handshake, looking the interviewer in the eye, speaking clearly and with confidence, and having good knowledge of the job requirements and the employing company. Using the basic perception model, explain how a typical interviewer makes inferences from a job candidate’s handshake, demeanor, & way of speaking, and how these inferences may affect the hiring decision. Give two specific examples of an interviewer using cues from a job candidate’s interview performance to make inferences about the candidate’s motivation and ability to perform well on the job. Specify precisely what cues the interviewer is using. Explain what “cue validity” means in the hiring process. Illustrate cue validity by using a specific job interview example. Give an example of a cue that may often be used but that probably has low validity. How would an organization evaluate (i.e.. test) the validity of a cue that interviewers use in job interviews? Briefly sketch out the method an organization should use to test cue validity.

 

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Analyzes course concepts, theories, or materials correctly, using examples or supporting evidence.

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Management Education Literature Review and External Validation

Please 450 words discussion of

Accreditation and External Validation

Accreditation and external validation are ongoing and important activities in which administrators and faculty members engage.

Are these processes similar to processes you learned about in your core business courses?
How are they the same and how do they differ?
Resources

Discussion Participation Scoring Guide

Analyzes course concepts, theories, or materials correctly, using examples or supporting evidence.

Applies relevant professional, personal, or other real-world experiences to extend the dialogue.

Validates position with applicable knowledge.

Accreditation and External Validation

Accreditation and external validation are ongoing and important activities in which administrators and faculty members engage.

Are these processes similar to processes you learned about in your core business courses?

How are they the same and how do they differ?

Resources

Discussion Participation Scoring Guide

Analyzes course concepts, theories, or materials correctly, using examples or supporting evidence.

Applies relevant professional, personal, or other real-world experiences to extend the dialogue.

Validates position with applicable knowledge.

 

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Construct a frequency distribution

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Details:

This assignment requires you to perform a quantitative analysis of data from a hypothetical research study you are conducting. The study is briefly described and the data that has been collected is provided. Specific directions for performing the analysis are given.

General Requirements:

Use the following information to ensure successful completion of the assignment:

Download the Quantitative Analysis Resource.
Directions:

Complete this assignment using the directions listed on the first page of the Quantitative Analysis Resource.

Quantitative Analysis Resource

Stage II Questionnaire: Resistance to Change

Data Imports, Inc. is a company located in San Antonio, Texas. Organizational leaders recently decided to consider a sweeping change initiative that will significantly change daily operations at the company.

In order to determine whether the time is right for this change, the company’s CEO, David Long, decided to collect some data. First, he asks the employees to complete a Likert Scale survey designed to measure individual employees’ readiness for change.

Employees were instructed to answer the questions based on how they personally had behaved towards change (based on a survey from Cinte, 2006). The survey was sent to 12 employees; 8 returned it.

Assignment Directions:

You work at Data Imports, Inc., and the CEO knows you are pursuing your doctorate degree. He has asked you to perform a quantitative analysis on the data collected from the eight participants.

Perform the following tasks to complete the analysis.

Summarize the data.
Review the individual participant’s responses (pgs. 2 – 5) and provide a cumulative tally of their answers in the summary table on page 6.
Construct a frequency distribution figure according to the APA guidelines found in the APA Style Guide, located in the Student Success Center.
When your analysis is done, the CEO will ask you for a preliminary assessment; is the company ready for a significant change initiative? What will you tell him?
In 100-250 words, respondto the question, “Do you believe this organization is ready for change? Explain why or why not.

Respondent #1

Question Strongly
Disagree

1

Disagree

2

Somewhat Disagree

3

Somewhat Agree

4

Agree

5

Strongly Agree

6

I complain about change to my coworkers. X
I speak negatively about change to everybody at work. X
I complain about change to people outside of work. X
I voice concerns about my boss to my friends. X
I voice concerns about managers above me in the hierarchy to my friends. X

Respondent #2

Question Strongly
Disagree

1

Disagree

2

Somewhat Disagree

3

Somewhat Agree

4

Agree

5

Strongly Agree

6

I complain about change to my coworkers. X
I speak negatively about change to everybody at work. X
I complain about change to people outside of work. X
I voice concerns about my boss to my friends. X
I voice concerns about managers above me in the hierarchy to my friends. X

Respondent #3

Question Strongly
Disagree

1

Disagree

2

Somewhat Disagree

3

Somewhat Agree

4

Agree

5

Strongly Agree

6

I complain about change to my coworkers. X
I speak negatively about change to everybody at work. X
I complain about change to people outside of work. X
I voice concerns about my boss to my friends. X
I voice concerns about managers above me in the hierarchy to my friends. X

Respondent #4

Question Strongly
Disagree

1

Disagree

2

Somewhat Disagree

3

Somewhat Agree

4

Agree

5

Strongly Agree

6

I complain about change to my coworkers. X
I speak negatively about change to everybody at work. X
I complain about change to people outside of work. X
I voice concerns about my boss to my friends. X
I voice concerns about managers above me in the hierarchy to my friends. X

Respondent #5

Question Strongly
Disagree

1

Disagree

2

Somewhat Disagree

3

Somewhat Agree

4

Agree

5

Strongly Agree

6

I complain about change to my coworkers. X
I speak negatively about change to everybody at work. X
I complain about change to people outside of work. X
I voice concerns about my boss to my friends. X
I voice concerns about managers above me in the hierarchy to my friends. X

Respondent #6

Question Strongly
Disagree

1

Disagree

2

Somewhat Disagree

3

Somewhat Agree

4

Agree

5

Strongly Agree

6

I complain about change to my coworkers. X
I speak negatively about change to everybody at work. X
I complain about change to people outside of work. X
I voice concerns about my boss to my friends. X
I voice concerns about managers above me in the hierarchy to my friends. X

Respondent #7

Question Strongly
Disagree

1

Disagree

2

Somewhat Disagree

3

Somewhat Agree

4

Agree

5

Strongly Agree

6

I complain about change to my coworkers. X
I speak negatively about change to everybody at work. X
I complain about change to people outside of work. X
I voice concerns about my boss to my friends. X
I voice concerns about managers above me in the hierarchy to my friends. X

Respondent #8

Question Strongly
Disagree

1

Disagree

2

Somewhat Disagree

3

Somewhat Agree

4

Agree

5

Strongly Agree

6

I complain about change to my coworkers. X
I speak negatively about change to everybody at work. X
I complain about change to people outside of work. X
I voice concerns about my boss to my friends. X
I voice concerns about managers above me in the hierarchy to my friends. X

Summary Table

Question Strongly
Disagree

1

Disagree

2

Somewhat Disagree

3

Somewhat Agree

4

Agree

5

Strongly Agree

6

I complain about change to my coworkers.
I speak negatively about change to everybody at work.
I complain about change to people outside of work.
I voice concerns about my boss to my friends.
I voice concerns about managers above me in the hierarchy to my friends.

Copyright 2012. Grand CanyonUniversity. All Rights Reserved

 

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What security measures might be effective in preventing or reducing disruptive behaviors during court proceedings? 200 words essay

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Question
Discuss the importance of non-verbal behaviors of defendants in terms of potential courtroom disruptions. Give two examples of how the demeanor of parties in a courtroom might tip off observant courtroom security personnel and/or the court work group. What security measures might be effective in preventing or reducing disruptive behaviors during court proceedings? 200 words essay

 

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