Descriptive and Inferential Statistics Paper - 1139 Words

Descriptive and Inferential Statistics Paper PSY 315 Descriptive and Inferential Statistics Whether doing original research or conducting literature reviews, one must conclude what a powerful and versatile tool statistics are in the hands of researchers. From basic statistics such as data description, to using complex statistical methods to foresee future patterns or strengthen scientific claims about current climates, the role of statistics in research cannot be taken lightly and is essential in almost any field, especially in psychology. The statistical method is divided into two main branches called descriptive and inferential statistics. Descriptive statistics is a summary of information and the data presented is easily†¦show more content†¦Though the list is extensive, their purpose in data organizing and summarizing, helps the researcher describe and his or her audience understand the data (Black, 2006, p. 44). Descriptive Statistics The two main branches of the statistical method researchers utilize are descriptive statistics and inferential statistics. The primary function of descriptive statistics is to describe a given set of data in measurable or quantifiable terms. Descriptive statistics summarize the information provided and typically present the data, along with a formal analysis, in a manner that is easily understandable to a general audience (Trochim, 2006). A good example of descriptive statistics would be a college student’s grade point average. This number is a general way to summarize a student’s performance over a wide array of subject matters. As with any statistic, using one number to sum up a series of events or a scientist’s collective research, there runs the risk of distorting that data. Using the college student’s grade point average as an example again, the viewer will not be aware of the level of difficulty of the classes that were taken or if those classes were pertinent to that student’s major course of study. Inferential Statistics With inferential statistics, the researcher typically goes well beyond the provided data to reach a conclusion. A small amount of sample data is taken and used to make a general inferenceShow MoreRelatedDescriptive and Inferentail Statistics Essay889 Words   |  4 PagesDescriptive and Inferential Statistics Paper Descriptive and Inferential Statistics Paper Statistics are used for descriptive purposes, and can be helpful in understanding a large amount of information, such as crime rates. Using statistics to record and analyze information, helps to solve problems, back up the solution to the problems, and eliminate some of the guess work. 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Performing A Cost Benefit Analysis - 1635 Words

(A). Performing a cost-benefit analysis would help the project manager and team compare and establish vendor financial and non-financially benefits. By performing a cost-benefit analysis, the project manager can gain benefits by selecting vendors and suppliers that specialize in certain areas. Performing the cost-benefit analysis would highlight vendor strengths in delivery, flexibility, quality and reliability, fair price, familiarity, and financial and business stability that would best meet the established project budget and hospitals and ambulatory care facilities with the necessary framework for EHR exchange. Choosing a vendor with a good delivery history would eliminate waste when purchasing needed EHR software and equipment, this†¦show more content†¦Vendor familiarity, technical capability and financial business stability would also be determined by performing a cost-benefit analysis. Meeting delivery, flexibility, quality and reliability, fair price, familiarity, an d financial and business stability are all reflected in vendor cost and would be reflected in the cost-benefit analysis and will aid in the vendor selection process. Request for information is the phase in the project where vendor information is requested. A request for information may include information such as rates, experience, and relevant reasons for the vendor’s application. A request for information or RIF is a good way to establish the vendor’s communication ability with potential clients. Electronic Health Records systems are very reliant and dependent on quality data and communication. If a vendor cannot provide or omits requested information, such vendor should not be considered as a resource to develop the EHR system necessary for the hospital and ambulatory care facilities project. Request for information does not require financial information and is very broad in scope. For financial information, a Request for Proposal or RFP should be submitted. Request for proposal is the formal portion of the request for process. Request for proposal should follow strict rules on procurement for content, timelines, and vendor responses. RFP is a clear

Organizational Behaviour and Design

Question: Discuss about theOrganizational Behaviour and Design. Answer: Introduction The focus of the assignment is to compare and contrast the organizational behavior and trajectory of Baby Boomers and Millennial in the recent epoch. At the same time, the paper assesses the leadership styles and approaches adopted by these two organizations. Baby boomers represent the statistical order of population that developed during the aftermath of the Second World War. The phase includes people ranging from the age between 52 and 70 years old in 2016. The word Baby boomers is used from the cultural perspective, in a sense it is difficult to grasp the definition of Baby boomers. The moot point is what the term Baby boomers actually mean, both culturally and technically. It is baffling to ascribe generic attributes to a particular generation. Many people aim to guide their cultural impression. At the same time, the term has assumed a popular currency. Baby boomers are inextricably associated with a refutation. It attempts to redefine traditional elements. There is a hot bed of controversy regarding the purview of the definition. In the regions of Europe and North America, the boomers resembled privilege. Many boomers appeared in a time, when government subsidies increased in the sphere of war housing and education (Auerbach et al., 2015). Discussion The Baby boomers manifest the most affluent and extravagant class that appeared in a particular period. They envisioned that the world would grow exponentially along with them. They also stood for the generation that contributed high levels of income. Consequently, they procured the benefits of food, retirement programs and middle life crisis items. During this time, slavery of consumerism and utilization of economic goods permeated the international terrain. Therefore, many scholars severely criticized the period for the massive utilization of products (Bennett Alliex, 2014) A significant feature of Baby boomers was that they consider themselves a bunch of special generation, isolated from the rest. In the 1960s, a large number of people spawned a kind of rhetoric and it brought about changes in the end. The rhetoric bore a significant impression in the economic sphere. The Baby boomers is regarded as a shockwave and other variegated terms. The term Generation Jones mentions about the period that aims to differ people born from 1956 to 1964 from the earlier baby boomers (Feldmann et al., 2014). Millennial (regarded as Generation Y or Generation Z) represents demographic order that follows Generation X. At the same time, there is no comprehensive date that explains about the advent of the Millennial. The scholars and researchers maintain the date 1980s as the incepting point of the group and it spanned until 2000s. Authors William Strauss and Neil Howe coined the term Millennial. The scholars introduced the concept in the year 1987. In 1982, the children emerged from the pre-schools and the media identified the liaison between the high school graduating students and the kindergarten toddlers. They mentioned about their outfit in the book entitled Generations: The History of Americas Future, 1584 to 2069 and Millennial Rising: The Next Great Generation (2000). In August 1993, the editorial unit of Ad Age conceived the phrase Generation Y that refers to the people belonging to age 11 or younger. At the same time, the teenagers are often labeled as Generation X (Hess, 2012). It is said that the company has used 1982 as the initiating phase. Horvitz claims that that the Millennial is relatively better than Gen Y. Millennial is also known as Echo Boomers, inasmuch there is an exponential rise in the margin of birth rate that span from early 1980s to mid 1990s. In the region of United States, 1990 witnessed the high growth of birth rates and also the trend of nuclear families came in vogue in the mid 20th century. The author Elwood Carlson, in his book The Lucky Few: Between the Greatest Generation, claimed that grouping is the New Boomers. Psychologist Jean Twenge explained that the Millennial is Generation Me in the book that was published in 2006. Coming to the main angle, the scholars and the experts have to identify the reasons behind the recruitment of Baby boomers. The premise holds that the organizations hire baby boomers because they maintain a lucrative business. It is sensible to hire Baby boomers that are highly profitable in the sphere. The experts claim that the financial benefits maintain clarity, particularly for the companies and the wider economy. The Australian Human Rights Commission maintains that by enhancing the employment rate of Australia by a staggering 5%, the national economy would increase by $ 48 billion. Historically speaking, Baby boomers created a phenomenon and the recent research outlines The Great Generational Paradigm that complicates the scene. The Baby boomers persist to score greatly, centering the traits and other attributes of the traditional leadership. The elements of traditional leadership such as persuasion, motivation and decisive strategy maintain the level of Baby boomers. At the s ame time, the Baby boomers filters down the traditional values and help the companies imbibe them. The research-based statistics reveal that Baby boomers score 34% that is relatively higher in the particular area of personality trait. The personal trait of Baby boomers is comparatively higher than the Generation Y (Horvitz, 2012). The Baby Boomers occupies a significant position in terms of decision-making and motivation. At the same time, it maintains a good score, in relation to strategic orientation and persuasive method. Baby boomers stood as the pioneering figure for the maintenance of traditional leadership styles. At the other end of the spectrum, the Gen X approaches 50 years of age and assumes an old character. With the changing pace of technology, the culture of workplace and the mode of communication witness a paradigm shift from the traditional leadership styles. The new style and approach paved the way for the metaphysical thought and pragmatic thinking. The experts began to envision intellectual discourse and engage in the conceptualization of theoretical writings. The experts and the managers assume a far-sighted character. The veritable question is whether organizations loose, if the traditional boomer traits disappear from the current job market topography. In order to expand the horizon of the corporate organizations, the traits of Baby boomers are crucial. They play a pivotal role in maintaining the profit rate of the company. The basic elements of Baby boomers help the company to leap forward. At the same time, the Baby boomers give the new and upcoming organizations an ideal opportunity to meld the new style of leadership with the traditional sort. Therefore, it gives them a vital scope to develop a practical concept of working strategy and decision-making schemes. The main function of Baby boomers is to guide and train younger colleagues. The research of Hudson maintains that Baby boomers gained an edge over the new ones and develop inclination towards critical decision-making strategies. Baby boomers maintain the crucial points of strength, irrespective of cultural and technological moves and developments in the workplace. Any corporation requires intensive research-based finding to maintain the legacy of the critical thinking. In a competitive market, every individual should maintain a confident milieu, in a sense to jump into the bandwagon of success and cope with the growing crises. In the prolonged phase of reform and resolution, Baby boomers gain emotional stability and resurrection. At the same time, the Baby boomers fare relatively better than Generation Y in terms of personality feature of stress-combat. Baby boomers maintain a confident position in the workplace during the time of crisis. At the same time, they have the characteristics of dedication and fidelity. Unlike the stated levels of ambition of Gen Y, the Baby boomers assume the reins of stability and loyalty. The younger employees exhibit the inclination of progress and furtherance of the career. Conversely, the Baby boomers could not avail themselves of the advantages of the workplace and the employers give them less scope to raise the apex (Schiffman, 2013). In the era of technological advancement, the Millennial developed a new space in the economic sphere. The Generation Y maintains certain precepts to enhance the scope of research. The main features of the Generation Y such as Optimism, Confidence, and Ambition. The scholars claim that Generation Y emphasizes on career pursuits and deliberates on the making of future. The crux of the matter is that they are not sure about the scale of achievement. The generation would derive assistance from the efficient management and other technicalities. According to Gen Y, the brand name of an organization carries a wider currency, in a sense it makes the organization efficient. After a comprehensive research conducted on the Gen Y, it is found that Gen Y is career-driven and they anticipate high trends of progress in the workplace. They venerate the elements of honesty and want to sustain the process of learning and development. The scholars opine that 72% of Generation Y would not apply for a certain role that deems unfit for them. Therefore, nine out of ten candidates of Gen Y prioritize on the significance and stature of the organization. At the same time, 25 % of the remaining workforce rarely does such things. However, the Gen Y mainly works for the uplift of the brands name. The research explicates that Gen Y greatly emphasized their career values. For a significant part of the employees, the career consideration comes first, rather than health issues. About 60% of the employees consider risk an important part of their career growth. Gen Y strongly focus on the fact that career is the main determinant for the maintenance of freedom (Koch et al., 2015) It is believed that two percent of the people Gen Y view career as a job for life, rather than the rest of the workforce. The Gen Y people put an emphasis on the career goals and remain with the employer for the maximum period of 6 to 7 years (Simmons, 2016). Gen Y comprehends the dynamic of work/life balance. It is the responsibility of the employer to provide continuous learning and development. Learning helps the employees to carry on with the essence of the career and employment. The group (Gen Y) focuses on the high rate of salary. The Gen Y has a massive divergence (Majeed, 2015). Apart from that, the people of Gen Y shares similarity with the remainder of todays workforce. The employers of the Gen Y have set goals. They retain their level of flexibility and fidelity. Training and development determine the course of the Gen Y. The innovative technology, coupled with flexible training form the important aspect of the Gen Y. However, the workforce of Gen Y believes in the changin g mold of market and research. The people of Gen Y want to reap the benefit of the market. At the same time, the case of frictional unemployment is common for them, as they reject the jobs that give no perquisites (McShane, 2015). Conclusion Concluding the piece, the Baby boomers had the proclivity to work diligently and consider their career above everything. The Gen X and Gen Y designate them as workaholic and they show dedication towards their service. The main features of dedication, fidelity and diligence influence the work culture of the employees (Winefield, 2016). They have set skills and ken that determine the course of their work. Baby boomers remain in the profession for a long period. Unlike the later generation, Baby boomers remain in the set frame and hardly change their employment (Ng, 2012). At the same time, they work strenuously for the project (Mitchell, 2013). The experts believe that Gen X carve out a unique position and maintain the work/life equilibrium with ease. Gen X has the required qualification that helps them to succeed in the end. With the growing technological changes, the people of Gen X become acquainted with the internet communication (Robinson, 2012). The workforce maintains the virtua l space. The workforce of Gen Y has a complicated work culture and countenances problems in striking the balance (Meola, 2016). The people of Gen Y aim to communicate and pass on the message through the virtual medium. They are prone to creativity and exercise their cognitive faculties to improve their career goals. The essay mentions about the paradigm shift from Baby boomers to Gen X and subsequently, to Gen Y. Reference Auerbach, D. I., Buerhaus, P. I., Staiger, D. O. (2015). Will the RN Workforce Weather the Retirement of the Baby Boomers?.Medical care,53(10), 850-856. Bennett, E., Alliex, S. (2014). A workforce development strategy for nursing in early parenting services in Australia: Solutions for the'baby boomer'exit from the nursing workforce.Australian Journal of Child and Family Health Nursing,11(1), 10. Feldmann, D., Hosea, J., Wall, M., Dashnaw, C., Banker, L., Ponce, J. (2014). Inspiring the Next Generation Workforce: The 2014 Millennial Impact Report. Hess, J. P. (2012).Exploring the Challenges of Training and Developing Millennials in the Business Environment. Northcentral University. Horovitz, B. (2012). After Gen X, Millennials, what should next generation be.USA Today,4. Koch, A., Speer, A., Penney, C., Van Balkom, D., Munding, E., Bishop, H., Marsh, K. (2015). Beyond Boomer Benefits: Examining How Millennial Identity Influences Career Benefit Expectations. Majeed, T., Forder, P., Mishra, G., Kendig, H., Byles, J. (2015). A gendered approach to workforce participation patterns over the life course for an Australian baby boom cohort.Journal of Vocational Behavior,87, 108-122. McShane, S., Olekalns, M., Newman, A., Travaglione, T. (2015).Organisational Behaviour 5e; Emerging Knowledge. Global Insights. McGraw-Hill Education Australia. Meola, C. C. (2016). Addressing the needs of the Millennial workforce through equine assisted learning.Journal of Management Development,35(3), 294-303. Mitchell, A. (2013). The Rise of the Millennial Workforce.Wired. August. Ng, E., Lyons, S. T., Schweitzer, L. (Eds.). (2012).Managing the new workforce: International perspectives on the millennial generation. Edward Elgar Publishing. Robinson, S., Stubberud, H. A. (2012). Millennial workforce: Communicating and multitasking.International Journal of Management Information Systems (Online),16(4), 307. Schiffman, L., O'Cass, A., Paladino, A., Carlson, J. (2013).Consumer behaviour. Pearson Higher Education AU. Simmons, A. (2016). Exploring Millennial Retention Strategies and Methods in the Workplace. Winefield, H., O'Dwyer, L., Taylor, A. (2016). Understanding baby boomer workers' well?being in Australia.Australasian journal on ageing.