...Business Ethics Kohlberg’s Scale Kohlberg identifies three major levels in the moral development of an individual (DeGeorge, 22). After reading the text on Kohlberg’s scale I consider myself to be a little bit on Level I, but for the most part I feel that I am on Level II. Level one is the preconventional level on Kohlberg’s scale. The first stage of Level I is how an individual reacts to punishment. Sometimes at work, if I have done something wrong, I want to know what that is so that I can fix it to make sure that I will not do it again. I have never been fired from a job, but I had made mistakes and it feels just like it did when I was a little kid being scolded by my parents. I do not like it, but I do want to learn what to do and what not to do. The second stage of Level I is an individual’s desire to receive an award. Going back to talk about my job, it makes me feel so good when my boss tells me how good of a job I have done. Does that happen all of the time, no, but when it does it makes my whole day. It makes me work harder knowing that I am doing a good job and that my employer appreciates my work. Level II or the conventional level practices the morality of conventional role-conformity. The first stage of Level II is what Kohlberg calls the “Good Boy/Nice Girl Morality.” In this stage, a person reacts to the expectations of parents or peers (DeGeorge, 23). I grew up in a very small town, around 1,200 people, there were about 45 people in my graduating...
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...Out of the six stages of Kohlberg’s scale of moral development, I would consider myself to be in stage 4. This stage is Law and Order, or the good citizen. The stage describes the person as being respectful for fixed rules, laws, and authority. This stage is when the person defends social and institutional order for their own personal reasons and is responsible for the welfare of others. Justice refers to criminal justice, where the person strongly believes that wrongdoers have to be punished and pay their debt to society. Social order is very important, even if someone has to sacrifice something in order to secure it. Authority figures are not questioned because if they do something then, during this stage, the action must have been necessary. This is the highest stage for adults. I consider myself to be in this stage because I believe that everyone who does some sort of wrongdoing then he/she should be punished. I often ask myself what would happen if everyone in the world would do that. For instance, a man in Florida recently threw his five-year-old daughter off of a bridge. The Department of Children and Families had been in contact with the father recently but they did nothing. I often question these actions. What if it were their child? What is someone threw their daughter off of a bridge after DCF had been alerted but did nothing. The man was obviously troubled and the child should not have been left in his care. Now that this occurred, Tallahassee DCF is now questioning...
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...characteristic of an individual and then placing him directly on a scale that has been defined in terms of that characteristic and (ii) constructing questionnaires in such a way that the score of individual’s responses assigns him a place on a scale. It may be stated here that a scale is a continuum, consisting of the highest point (in terms of some characteristic e.g. preference, favourableness, etc) and the lowest point along with several intermediate points between these two extreme points. These scale point positions are so related to each other that when the first point happens to be the highest point, the second point indicates a higher degree in terms of a given characteristic as compared to the third point and the third point indicates a higher degree as compared to the forth and so on Scale classification base Scaling procedures may be broadly classified on one or more of the followings:- (1) Subject orientation (2) Response form (3) Degree of subjectivity (4) Scale properties (5) Number of dimension (6) Scale construction techniques Importance of scaling techniques We now take up some of the important scaling techniques often used in the context of research specially in context of social or business research. i. Rating scales: The rating scale involves qualitative description of a limited number of aspects of a thing or of traits of a person .when we use rating scale (or categorical scales), we judge an object in absolute terms against some specified...
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...Задачи по професионално студийно осветление 1. Използване на осветлени с цел намаляване на контраста, имитиране на естествена светлина. Избираме от два варианта: имитиране на облачен ден и имитиране на слънце в кадъра. Вариант 1, имитиране на облачен кадър: кадър без осветление: кадър с осветление: / Една светкавица в тавана, една в стената и софтбокс - задно странично./ Вариант 2, имитиране на слънце в кадъра: кадър без осветление и модел: кадър само със странично осветление: кадър само с предно осветление: финален кадър: /забележка - от лявата страна светлината е прекалено силна (не бива да е така) 2. Снимка с осветително тяло в кадъра... (за справка вижте: practical light) само лампата с лампата в кадър: /халогенка от посоката на лампата обърната в бяла повърхност и светкавица с пита в лицето/ слабата сянка е от халогенката, а плътната от светкавицата /експозиция по лампата – f 2.8, 1/8, исо 100 3. 3 бр кадри с рисуващо и запълващо осветление, като контраста на единия е 1:32, на втория 1:8 и на третия 1:2. (така че да има видима разлика между трите) Кадрите трябва да имат логично използване светлина и да не се вижда как просветляваме сенките /запълващото е до позицията на камерата, от страната на рисуващото. (това е най-логично падащата светлина, заради потъването на лявата част на лицето, като в същото време имаме и достатъчно просветляване от неосветената от рисуващото страна) / правилно поставено като посока запълващо при контраст...
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...Scaling Challenge #1: Passing the Hat AS a start-up, executives need to be prepared to wear more than one functional hat to be successful. As you scale, however, you must carefully oversee the process of passing those hats to new executives and managers that join the team. This looks easy on paper (just draw up the new org chart), but it can prove extremely challenging in practice. While it is easy to pass the hat in form, it may not be easy to pass the hat in substance when the on-boarding of the new hat owner is arduous, i.e., big learning curve, lots of important internal relationships, and so forth. As long as the old hat-owner offers greater knowledge and effectiveness in the relevant functional area, everyone in the organization will gravitate to her for decisions and support, regardless of what the new org chart says. The problem can be further exacerbated if the old hat owner isn’t all that willing to pass the hat in the first place or if the old hat owner is too willing and runs away from the responsibility faster than the new executive can get up to speed. Poor hat passing can result in confusion, frustration, conflict, executive turnover and ultimately poor business performance. Hat passing is tricky business that requires the buy-in all of all those affected, a solid foundation of respect between the two hat-passers, and a thoughtful approach to managing the transition. Without these fundamentals in place as you are scaling, you may find that you are dropping more...
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...Between Loneliness And General Health In Older Females Living In The Community A Research Critique of the article The article of Cheryl A. Krause-Parello was a great article on the relationship between loneliness and general health in older woman. The study sought to determine a decrease in loneliness and general health in older women when a pet attachment support was used as a coping mechanism. Woman in the ages of 55-84 who resided in independent or senior citizen communities with pets were given an informed consent that was approved by the Institutional Review Board of Rutgers (Krause-Parello, 2008). The study instruments included; PGWB schedule, a general health subscale, The Revised UCLA loneliness scale and the Pet attachment scale. The scales used various psychological tests measuring depression, loneliness and psychosomatic symptoms. The data were analyzed using Pearson product-moment (questions one through three) and regression analysis (question four) (Krause-Parello, 2008). It also used the two-tailed test, which determined the level of significance at the .05 level (Krause-Parello, 2008). The third regression analysis, the mediator (PAS) did not have a significant effect on the dependent variable’s general health; which showed a decrease demonstrating a mediating effect of pet attachment between loneliness and general health (Krause-Parello, 2008). The result of this study does support the mediating effect of pet attachment between loneliness and...
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...been applied. Having two open scale stations that cover 57.60% of the data would be the best option. Still, having four open scale stations there is a 99.93% chance that zero trucks would have to wait, but there would be a 3.74% chance that a truck will even need the extra station and you would likely be paying scalers for complete downtime. Boise Cascade Corporation | | | | | | | | | | | | | | | | Mean | 12 | | | | | | | | # of Trucks | | | | | | | | | 0 | 0.000006 | 0.000006 | | | | | | | 1 | 0.000074 | 0.000080 | | | | | | | 2 | 0.000442 | 0.000522 | | Time Window | Minutes | | | | 3 | 0.001770 | 0.002292 | | 7am-8am | 6 | 0.04582 | 4.58% | | 4 | 0.005309 | 0.007600 | | 8am-9am | 12 | 0.57597 | 57.60% | | 5 | 0.012741 | 0.020341 | | 9am-10am | 18 | 0.96258 | 96.26% | 3.74% | 6 | 0.025481 | 0.045822 | | 10am-11am | 24 | 0.99931 | 99.93% | | 7 | 0.043682 | 0.089504 | | 11am-12pm | 30 | 1.00000 | | | 8 | 0.065523 | 0.155028 | | 12pm-1pm | 36 | 1.00000 | | | 9 | 0.087364 | 0.242392 | | 1pm-2pm | 42 | 1.00000 | | | 10 | 0.104837 | 0.347229 | | 2pm-3pm | 48 | 1.00000 | | | 11 | 0.114368 | 0.461597 | | 3pm-4pm | 54 | 1.00000 | | | 12 | 0.114368 | 0.575965 | | 4pm-5pm | 60 | 1.00000 | | | 13 | 0.105570 | 0.681536 | | | | | | | 14 | 0.090489 | 0.772025 | | 12 | Average # of Trucks/Hour | | | 15 | 0.072391 | 0.844416 | | 2 | Scales | | | | 16 | 0.054293 | 0...
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...whether the questions and scales are understandable. 5 check the flow 6. Verify the skip logic; and 7 identify possible unanticipated responses 3 question response formats: Open –ended; scaled; categorical A decision on which scale to use will depend on Previous: scales used on Previous surveys (data trends are NB for awareness, customer service ratings, etc) Ability of Responder; Nature of The Property; Level of Detail desired; Medium of the survey (web, onlocation, phone; text; mail; etc) 4 Factors that determine maximum survey length: 1_Medium 2_ Respondent Involvement/Interest 3_Control Over Distractions 4_ Flow; 5_ Ease of Comprehension 6_scale uniformity 7-Levelof Ability of Responder (eg experienced survey panel members) also 8 presence of a fieldworker to coax / coach a respondent through; 9. presence of a compelling incentive N.O.I.R. refers to: Nominal; Ordinal; Interval; Ratio the scale that captures the greatest detail is Ratio. a respondent experiences from spending too much mental effort: Survey Fatigue To measure mood, this kind of scale is often used: Semantic Differential Mentioning a brand in a survey list too early can result in this type of error: Order Bias Some Principals of survey flow: 1 Screening or Qualification questions up front; 2 General to Specific overall; 3 Easy to Difficult 4 Sensitive at end 5 Stay with a scale format as long as you can & is suitable! Whether or not a scale accurately measure what it‘s...
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...-Executive Summary Industrial Scale has been producing a balance beam scale for many years and they are the leader in that market. Recently, Wilson Inc has begun to manufacture a similar scale that has been copied from the Industrial Scale model. Wilson Inc offers deeper discounts to contractors and has managed to gain a 27% market share. Industrial Scale is not concerned about its competition the way its sales manager wishes that it were. -Assessment Industrial Scale manufactures a relatively simple device and has been doing so for many years. Up until recently it has claim to 90% of its market. This device represents $600,000 in yearly sales which is 15% of the total company sales. The units are long lasting, so most purchases are not due to replacement. Wilson Inc, has emerged in the last 5 years, and copied Industrial Scales design (the copy rights have long expired). The Wilson design is a more simplified version which does not include a recent improvement which has been incorporated by Industrial Scale. The price of the two scale are the same, however, Wilson offers 20% discounts to contractors compared to Industrial scales 10%. The sales manager of Industrial Scale has convinced himself that Wilson Inc is not a threat. But, he decides to see what can be done about reducing cost. Cost could be reduced by a few percent internally or by lowering the quality of the good. Also, a new design has been made, but it will increase cost by 8% or $100. They currently sell roughly...
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...company while employed. The audience for this survey was employees who have been with the company for less than a year and for employees who have been with the company more than five years, to see if any improvements have been made. The survey will be administered two weeks after he or she comes off probation through a written format. This survey consisted of 11 items and took each employee no more than two minutes to complete. While designing this survey I kept in mind that long surveys loses the attention of the person taking the survey. Causing them to circle any answer without reading the questions, this makes the survey inaccurate. Today Likert’s method is the most widely used method for measuring attitudes (Hogan, 2007). The Likert scale was used to measure employee’s...
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...Graphic Rating Scales Definition: ← The oldest and most widely method used for performance appraisal. ← A scale that allows the rater to indicate an employee’s performance on a variety of job behaviors. ← The Rating Scale is a form on which the manager simply checks off the employee’s level of performance. Graphic rating scales require an evaluator to indicate on a scale the degree to which an employee demonstrates a particular trait, behavior, or performance result. Rating forms are composed of a number of scales, each relating to a certain job or performance-related dimension, such as job knowledge, responsibility, or quality of work. Each scale is a continuum of scale points, or anchors, which range from high to low, from good to poor, from most to least effective, and so forth. Scales typically have from five to seven points, though they can have more or less. Graphic rating scales may or may not define their scale points. How is it used? ← It is used to indicate on a scale the degree to which an employee demonstrates a particular trait, behavior, or performance result. Acceptable rating scales should have the following characteristics: 1. Performance dimensions should be clearly defined. 2. Scales should be behaviorally based so that a rater is able to support all ratings with objective, observable evidence. 3. Abstract trait names such as "loyalty," "honesty," and "integrity" should be avoided unless they can be defined in terms of...
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...Attitude Survey Paper Ashley Smith Psych 475 August 8th, 2012 John Papazafiropoulos Attitude Survey Paper In the United States it is important to be able to understand the general populations attitudes on different subjects that are important or items that are on the market. In psychology attitude surveys are used to gather a sense of individuals attitudes while being able to turn the results into empirical evidence to back up the theory or question that is at hand. A attitude can affect different aspects of a persons thought and behavior process such as, their cognitive thinking, emotional reaction, and physical behaviors (Hogan, 2007). My survey was designed using the SERVQUAL approach to developing a attitude assessment. I developed this survey to asses and understand how students of The University of Phoenix online campus feel about their educational experience upon their graduation from the program. This survey could help to fix different issues in communications and staffing process for future students allowing for better learning experiences and more enrollments. This paper will examine the development of my survey, administration process, scoring of the surveys and the interpretation of the scores. I will also describe issues I had while designing the survey. Survey Design I designed this survey knowing that my participants would be UOP online campus students who are graduating from their programs. The perfect participants for my survey would be students who...
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...students towards acceptance of e-learning to the e-learning system used by institution. Respondents are asked to indicate the extent to which they agreed or disagreed with each statement using 5 Likert scale [(1) = strongly disagree; (2) = disagree; (3) = neutral; (4) = agree and (5) = strongly agree] response framework. Please put an “X” to the BOX to indicate the extent to which you agree or disagree with the following statements. No|Questions|Strongly Disagree|Disagree|Neutral|Agree|Strongly Agree| B1|Attitude|||||| A1|I feel at ease using e-learning provided by my institution.|||||| A2|I tend to feel convince and accept the e-learning system into my life style.|||||| A3|I feel convince that, e-learning will enhance my education skill.|||||| A4|I feel the e-learning system, attracts me to my institution.|||||| A5|I generally believe in the e-learning system as it makes learning less stressful.||||| | From the section C to section H ALSO HELP TO DETERMINE WHAT ARE THE EFFECTS OF E-LEARNING AS A TOOL. Section C: internet This section is seeking the how internet has become a strategic tool that influences students choice of tertiary institution . Respondents are asked to indicate the extent to which they agreed or disagreed with each statement using 5 Likert scale [(1) = strongly disagree; (2) = disagree; (3) = neutral; (4) = agree and (5) = strongly agree] response...
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...performing the supervisory functions required. Next the survey asks questions to see if the employees are receiving the proper performance appraisals from verbal recognition to how satisfied the employees are with the pay rate. The survey then addresses what type of managerial leadership style the supervisors have, it gives the option of the three leadership styles preferred from within the company and gives an option for “other” to determine how many leaders have different styles then the company strives for. Finally, to group the participants the survey gathers information on how long the participants have been with the company as well as what shift they most commonly work. The first set of questions in the survey use the Likert scale. The Likert scale is a method of ascribing quantitative value to qualitative data, to make it amenable to...
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...neatly dressed. His language skills were appropriate and he was able to focus and attend to tasks throughout the duration of the assessment. No problems with sight or hearing were noted. Relevant history of presenting problem The client currently resides in a group home staffed 24 hours, seven days a week. The client has resided in the group funded home since the age of 16 years old. Independent Living Scales The Independent Living Scales (ILS) assesses adults’ competence in activities of daily living related to independent living. The ILS is comprised of five subscales. The five subscale scores are added to obtain an overall score reflecting the examinee’s ability to function independently. In addition two factors may be derived from some of the items on the subscales: Problem Solving and Performance/Information. Results The results from the ILS indicate that the client performed in the high range on one of the sub-tests (memory/orientation) and in the low range on the remaining four sub-scales and in the low range of the full scale score. The results from the ILS assessment indicates that the client requires support for areas of living described in the table below: Subscale Performance Range Key Areas of Need Memory/Orientation High Functioning Assesses the individual’s general awareness of his surroundings and assesses short-term memory. Managing Money Low Functioning Assesses the individual’s ability to count money, do monetary calculations...
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