...tray + Putting cookie in oven & setting timer and baking + Leaving for cool + Packing in a box + Accepting payment 6 + 2 + 10 + 5 + 2 + 1 = 26 min III. How many orders can you fill in a night, assuming you are open four hours each night? Since the required resource for different stages are not all in common, Kristen and his roommate could process two orders simultaneously. However, before starting the second tray of cookie, we need to wait until Kristen is done with washing mixer bowl, mix ingredients and spooning cookie on to tray for the first tray, for which the time lag would be 6 + 2 = 8 min. After Kristen are done with washing mixer bowl, mix ingredients and spooning cookie on to tray for the second tray, they would realize the oven is still in use of baking the first tray of cookie; therefore, we need to wait another 2 minutes for the availability of oven. Thus, the total time lag between the first and the second would be 8 + 2 = 10 min. The expression of the number of minutes to produce n one-dozen batches is: 16+10n≤4*60 So we can get n≤22.4. The nearest integer is 22; therefore, we can fill 22 order in a night in...
Words: 251 - Pages: 2
...Human Factors has been a crucial part of the aviation industry for some time now. The reputations of Airlines are depended on the safety that they provide in order for the passengers to feel secure during the flight without any problems. But the modern world still experiences the hard ship of dealing with human factors that affect the pilot in control hindering decision making as well as the ability to act quicker resulting in accidents occurring. It is known that 70% of fatal accidents are related to human factors, of which 20% is fatigue. It is evident that fatigue is a major implement in accidents occurring with the loss of passengers and money in airlines, which is why they are a concern in the aviation industry. The question that most pilots have to face when they have been involved in an accident is whether the accident was caused by a human error or a mechanical failure, most being human errors and this essay will be based on the concept of fatigue as well the risks and management that can be supported to improve this human factor. There are two types of fatigue if it was to be categorised: Physical fatigue and mental fatigue. Physical fatigue is when the individual experiences lack of strength within himself, such as lifting objects where the muscles are fatigued. On the other hand, mental fatigue is to do with the mind not physically such as the level of consciousness decreases as time goes resulting in decrease in attention. This can be dangerous when a task that needs...
Words: 517 - Pages: 3
...Can Your Body Tell the Time of Day? (NOTE: If you have thought of a statistics project that you would prefer to tackle instead of the one described below, contact me. I’ll try to make an equivalent project using your particular topic of interest.) Objective: You will measure how body temperature and reaction time vary throughout the course of a day, as well as related questions. In particular, you must address each of the questions below. Question 1: At what time of the day is the body temperature highest? When is it lowest? How much difference is there? Are body temperatures between midnight and noon significantly different than body temperatures between noon and midnight? Question 2: At what time of the day does reaction time peak? When is it the worst? How much difference is there? Are reaction times between midnight and noon significantly different than reaction times between noon and midnight? Questions 1 & 2 again: According to William Garrett, "Reaction time peaks in the early evening at the same time as the maximum body temperature. This is partially because the nerve conduction velocity increases 2.4 meters per second (m/s) for every 1°C increase in body temperature." (Garret, William E., Exercise and Sport Science. New York: Lippincott Williams & Wilkins, 1999, p. 354.) Do you agree or disagree with Garrett? Question 3: Is there a strong relationship between the reaction time measurements from the “Sheep Tranquilizer Game” and the “Hit the Baseball Test”? Question...
Words: 1856 - Pages: 8
...One of the early MRM training programmes, developed by Gordon Dupont for Transport Canada, introduced "The Dirty Dozen", which are 12 potential problem human factors areas. A series of posters have been produced, one for each of these headings, giving a few examples of good practices which ought to be adopted, or "safety nets". These are summarised as follows: 1. Lack of communication Use logbooks, worksheets, etc to communicate and remove doubt. Discuss work to be done or what has been completed. Never assume anything. 2. Complacency Train yourself to expect to find a fault. Never sign for anything you didn't do [or see done]. 3. Lack of knowledge Get training on type. Use up-to-date manuals. Ask a technical representative or someone who knows. 4. Distraction Always finish the job or unfasten the connection. Mark the uncompleted work. Lockwire where possible or use torqueseal. Double inspect by another or self. When you return to the job, always go back three steps. Use a detailed check sheet. 5. Lack of teamwork Discuss what, who and how a job is to be done. Be sure that everyone understands and agrees. 6. Fatigue Be aware of the symptoms and look for them in yourself and others. Plan to avoid complex tasks at the bottom of your circadian rhythm. Sleep and exercise regularly. Ask others to check your work. 7. Lack of parts Check suspect areas at the beginning of the inspection and AOG the required parts. Order and stock anticipated parts before...
Words: 286 - Pages: 2
...I. Introduction The first time you will hear the word Circadian Rhythm, you will be dreary because you have no idea on what it is about, but because of my drastic intention I will gather more ideas about my topic. Doubtless, I am sure I will make it easier to work with it. One question was bothering me and makes me persevere on doing this Research Paper. “Is it entrainable or not?”, one question with different ideas and information’s sticking with it. No specific and particular reviews I need to provide about it, I just need to gather information by means of researching just to know if Circadian Rhythm is entrainable or not. Although the process is not easy, as people who have suffered from a jetlag, because the more time you did not sleep, the more you will suffer Circadian Rhythm. Sleep and waking, for instance, occur naturally to the beat of an internal pacemaker, which works on a cycle of about twenty-four-hours. My purpose on making and researching is to have broad ideas and I need to answer the question bothering me if it is entrainale or not. I need to defend my title against myself to be proudly to present it and defend it easily.In my title, I used the questioning type because I want to know if Circadian Rhythm is truly entrainable or not. Y abstract focuses on the summary of my entire research paper and what are my goals and objectives on making this research. In listing the methods and procedures, my goal is to give the reader sufficient...
Words: 2625 - Pages: 11
...Importance of Understanding Culture Diversity in the Workplace Jennifer Schulz Devry University Cultural Diversity in the Professions SOCS350 William Tutol January 10, 2014 Importance of Understanding Culture Diversity in the Workplace In business today it is important to have a diverse group of employees in the workplace. Our textbook defines diversity as real or perceived differences among people in race, ethnicity, sex, age, physical and mental ability, sexual orientation, religion, work and family status, weight and appearance, and other identity-based attributes that affect their interactions and relationships (Bell, 2012, p. 5). It is very important to understand the cultural, ethnical, and gender differences by professionals and management in the workforce in this day and age. If an organization develops a reputation for valuing all types of employees, it will become known as an employer of choice, in which workers from all backgrounds feel they have the opportunity to work, grow, and be treated fairly (Bell, 2012, p. 4). By being diverse in its employees, a business has a better opportunity for new ideas and growth potential and less likely to be stymied. Despite extraordinary corporate and media attention paid to diversity in the past thirty years, discrimination, inequality, and exclusion persist in organizations (Bell, 2012, p. 4). As discussed this week in class, when the department head turned down the Jamaican friend for the position, even though he seemed...
Words: 732 - Pages: 3
...the Baby Boomers and Gen X making being the vast majority at this point (50 percent and 39 percent respectively). [ (Gesell, 2010) ] The generation that built and shaped the modern environment in the post WWII years, ‘The Traditionalists’, have nearly entirely phased out of the workforce, but the echo of thier institutions and culture will be felt for years to come. The upcoming generation, the Millennials, have only begun to have an impact – and the impact they have as a generational cohort will increasingly dominate in the coming years. As a generation, the Millennials are 95 million strong. [ (Gesell, 2010) ] The 78 million Baby Boomers in the workforce now have long been accustomed to being the biggest generation with the most cultural clout, but they will inevitably have to cede the workplace (and society) to the Millennials, who are entering the workforce en mass now, and will be hitting their mid-career stride as the Baby Boomer generation retires. Managing the interaction and transition between the influence of these two massive generations will largely fall to Generation X, which is by size a smaller generation, but is sandwiched between the two massive groups, and is the generation to that the Baby Boomers can better relate to, and the Millennials will look to as more experienced elders. In “Generations at Work” [ (Ron Zemke, 2013) ], the guiding principle for leading intergenerational groups is The Titanium Rule. It is a variation of the Golden Rule “Do unto...
Words: 2305 - Pages: 10
...Diversity in the Workplace Alain Kraussman Hall Baker College Online Human Behavior Management of Organization/BUS615 December 6, 2012 Introduction Diversity is defined as “the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization” ("diversity," 2012). These differing elements are becoming more and more prevalent in today’s society, and especially in the business world. Emigrants from every country in the world have made their way to the shores of America, and from there, to millions of companies and organizations across the nation. From the owner of the neighborhood corner store to the CEO position at Citigroup and Pfizer, foreign-born employees are giving this country a new, diverse, face. Diversity is not just of race, but of age, gender, ethnicity, religion, and disability. In every decade since 1900, the percentage of women 16 years and older in the workplace has increased, going from just 18.3 percent in 1900 to 53.6 percent in 2010 ("Women in the," 2007). The same holds true of disabled workers. In December 1976, there were roughly 2,088,242 blind and disabled workers in the United States. Growing nearly every year since, the Social Security Administration reports that as of December 2011, there are 6,996,435 blind and disabled people in the workforce ("Ssi annual statistical...
Words: 2619 - Pages: 11
...Participant observation is defined as first hand experience. Participant observation is a method developed by Anthropologists in the early 20th century. When Anthropologists noticed that in order to fully understand the question, “Why” in culture. Why do a certain people do this, why is that important, or why do they all do it, are just some of the questions anthropologists use participant observation. The key to participant observation is fieldwork, where the anthropologist actively lives with the people of the culture they are studying for about a year or more. Where the anthropologist goes through culture shock by leaving all their possessions at home and starting a new. This technique of studying gets the anthropologist to become one with the culture, where they participate in ceremony’s and traditions with the people as a member. So much so that they go through culture shock once they return home, because they have opened their minds to a whole new way of thinking and living. Colin M. Turnbull is an anthropologist who went to live in the Ituri Forest with a group of people called the Pygmies. The Pygmies is a culture that many people before Turnbull mistaken as uneducated and weren’t living life to the fullest because of this. Turnbull had two voyages to the Forest where in his first voyage he saw the Nkumbi ritual and was inducted as a member of the Pygmies. Two years later he went back to the forest leaving everything behind, unlike his first voyage where he believed he...
Words: 920 - Pages: 4
...ETHNOCENTRISM Ethnocentrism is the tendency to believe that one's ethnic or cultural group is centrally important, and that all other groups are measured in relation to one's own. The ethnocentric individual will judge other groups relative to his or her own particular ethnic group or culture, especially with concern to language, behaviour, customs, and religion. The term ethnocentrism was coined by William G. Sumner, upon observing the tendency for people to differentiate between the in group and others. Ethnocentrism occurs when one culture or nation places itself at the top of an imagined hierarchy of cultures and nations and subsequently assigns other cultures and nations equivalent or lower value on that scale. To be fair, a system of belief in which someone doesn't consider his or her own as the right one is inherently inconsistent, for it is admitting its own falseness. With this in mind, it is important to examine the bases for our beliefs regarding other cultures and nations. The tendency to evaluate other groups according to the values and standards of one's own ethnic group, especially with the conviction that one's own ethnic group is superior to the other groups. "The fallacy of ethnocentrism is committed...
Words: 1257 - Pages: 6
...Creating Cultural Synergy: A Management Plan for a culturally diverse team Theresa Famolaro MGMT 615 Dr. Linda Smith 20 March 2012 Introduction This paper presents a problematic multicultural team scenario and a management plan to bring about the team’s effectiveness and success through cultural synergy. A summary of the conflict among team members sets the stage for an innovative solution, while a description of the emergence of multicultural teams in the workplace provides a context. Initially, an assessment of the cultural diversity of the team members is provided. Then, a plan to leverage the richness of culturally diverse team members working together is explored. Finally, in the event that the plan is unsuccessful, a backup plan is offered for consideration. Due to globalization, people from various cultures find themselves working with individuals from other cultures, often in an intercultural team environment. A team is an interdependent group of individuals brought together for innovation and the achievement of a specific goal (Northouse, 2010). Team cohesiveness is positively associated with openness of opinions and collaboration between team members. Disagreement within teams negatively affects team members from sharing points of view (Woerkom & Sanders, 2010). Multicultural teams are more likely to display less cohesion than teams with members that share the same culture. Cultural diversity...
Words: 3454 - Pages: 14
...Journal of Behavioral Studies in Business Marketing to the Generations, Page 1 Marketing to the Generations Kaylene C. Williams California State University, Stanislaus Robert A. Page Southern Connecticut State University ABSTRACT Each generation has unique expectations, experiences, generational history, lifestyles, values, and demographics that influence their buying behaviors. Accordingly, many companies are reaching out to multi-generational consumers and trying to understand and gain the attention of these diverse buyers. Multi-generational marketing is the practice of appealing to the unique needs and behaviors of individuals within more than one specific generational group, with a generation being a group of individuals born and living about the same time [1]. This means that marketers need to understand the six U.S. generations: Pre-Depression Generation, Depression Generation, Baby Boomers, Generation X, Generation Y, and Generation Z. When a marketer factors in the different characteristics and behaviors of the generations, it should be easier to build relationships, gain trust, and close business. [2, 3] As such, an understanding of multigenerational marketing is very important to the marketer. The purpose of this paper is to describe briefly the U.S. generations in terms of the times in which they grew up as well as the characteristics, lifestyles, and attitudes of the group. However, the primary focus of the paper is to describe various marketing...
Words: 8975 - Pages: 36
... 2012 Abstract This report is addressed to the senior management team of the following issues: what host foreign countries could face a result of expansion; cultural barriers and diversity issues; diversity in the international arena; description of two political and economic issues due to global expansion and methods addressed to them; and the importance and implications of each item in PPQ Parts expansion plans to Germany and Japan. UNIT INDIVIDUAL PROJECT PPQ Parts has determined that for the company to expand globally over the next several years, its managers must be properly trained in multiculturalism and diversity management. PPQ Parts executives must be aware of any political and economic concerns that may arise during the expansion. A few issues that could arise from the host foreign country as a result of the expansion are as follows: * Political risks-dealing with profits cause of the drastic changes in a country’s business environment. * Social risks-can cause riots and demonstrations due to abrupt changes in how a company does business in that country. * Economic risks-mismanagement by the country’s government (AIU, 2012). The cultural barriers and diversity issues that are commonly encountered by international/multinational (MNC) and global organizations are social, cultural, economic, legal, and political differences; quotas; tariffs; and subsidies (AIU, 2012). Diversity has become an important topic in the international arena due to...
Words: 347 - Pages: 2
...Culture Shock The first thing I would have done to prepare myself from the culture shock is study the Yanomamo. I would have studied their way of life, what they ate, how they dressed, their language, mannerisms, and every detail I can get. If however, I don’t have that information handy, I would have at least asked the guide a few questions before entering the area where the people are living. A culture shock is really hard to prepare for, unless one has studied about it beforehand or else it wouldn’t be a shock at all. Witnessing firsthand my ancestor culture, the Filipino culture, was a big deal when I was a young. Since I was raised in America at the age of two, and learned American culture and language through my schooling, I never associated with my Filipino culture other than through my parents, which even they are much “Americanized.” When my relatives from the Philippines, they seemed like normal people until they cooked food I personally found appalling. My relatives cooked and ate dinuguan and balut. Dinuguan is pig blood stew, and balut is a baby duck egg. I was very shocked they ate this food, which I never heard or eaten. My parents ate it before but have never cooked it and put it on my plate, so it was obviously something I assumed my parents didn’t particularly like eating. I learned my lesson that maybe I should research the Filipino culture before I judge. Just as they were shocked about my “Americanized” attitude, I was shocked with what they ate. I believe...
Words: 291 - Pages: 2
...Leading Intergenerational Teams Workspace demographics now span four generations. A twenty-something hired this year can expect to find that they working with colleagues who are older than they are by fifty or more years. The reason for this is primarily due to labor shortages for trained personnel in many industries. In addition, many older workers are now delaying retirement due for economic or other reasons. Many of the baby boomer generation can now be expected to delay retirement into their seventies. (Randstad USA) As you will learn, an inter-generational workforce provides many opportunities and challenges. While generational differences can and do lead to frustration, conflicts and poor morale, they do not have to. This section of the handbook will help you to better understand effective methods for leading and working with intergenerational teams. You will see that the differences brought to the mix by different generations can lead to increased productivity, creativity and success. In addition, you will understand the programs and benefits offered to enhance and optimize the benefits of maintaining an inter-generational workforce. Defining the Generations In an article published in the Journal for Quality and Participation, Gesell provides the following definitions of the generations. The Silent Generation. Born between 1925 and 1945, this group values hard work, conformity, dedication, sacrifice and patience. They are comfortable with delayed recognition...
Words: 1708 - Pages: 7
