this purpose, two subjects-one young adult (female) and one female elderly (female) were taken of the age 22 years and 77 years respectively. In the first phase BRIEF-A self report form was administered to both subjects followed by CTT. The result showed that the performance of the elderly confirmed results from the BRIEF-A self- report, that there was a significant impairment in executive functions and divided attention in the elderly’s performance on the two tests as compared to the young adult whose
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Audit Assignment Case: Burnaby Wholesalers Ltd. INTRODUCTION: Burnaby Wholesalers Ltd. is a closely held company. The company distributes building materials, hardware, and related products to retail stores that service the “do-it-yourself” home improvement market. The company operates in a very competitive industry and the company’s profit margins and sales have both been decreasing during the last several years as new competitors have entered the market. The company’s fiscal year end is Sep
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Manual of Mental Disorders (DSM) and the PTSD Checklist-Military (PCL-M) (VA (3), 2013). The PCL-M currently uses DSM-IV criteria and is being updated to incorporate the DSM-5. While information regarding DSM-5 is available, for the remainder of this report all reference to the DSM will be based on criterion from the DSM-IV-TR (4th
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Optimal Results of a Well-Prepared and Well-Delivered Performance Appraisal A well-prepared and well-delivered performance appraisal assesses the degree to which the employee’s performance meets established expectations. It recognizes good performance and identifies areas of performance that need improvement. The appraisal is intended to promote effective and on-going communication between the employee and supervisor in the pursuit of individual and organizational success. The key ingredients in
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c h a p t e r 2 Nursing Process Words to Know actual diagnosis assessment collaborative problems critical thinking data base assessment diagnosis evaluation focus assessment goal implementation long-term goals nursing diagnosis nursing orders nursing process objective data planning possible diagnosis potential diagnosis short-term goals signs standards for care subjective data symptoms syndrome diagnosis wellness diagnosis Learning Objectives On completion of this chapter, the reader
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University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: Gary Sanderson Self Assessment Results Summary Strengths Weaknesses How Satisfied Am I with My Job? Gary scored 59, which is below the means in the 74 to 76 range. Organizations with employees who score low are more likely to experience higher absenteeism and turnover. Gary is reliable and always on time. He is frequently counted on to ensure tasks are completed by other employees
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The Effect of Learning Styles on Course Performance: A Quantile Regression Analysis Working Paper Series—08-02 | January 2008 Pin Ng, Ph.D. Associate Professor James Pinto, Ph.D. Professor Susan K. Williams, Ph.D. Associate Professor All professors at: Northern Arizona University The W. A. Franke College of Business PO Box 15066 Flagstaff, AZ 86011.5066 The Effect of Learning Styles on Course Performance: A Quantile Regression Analysis Introduction Students have different
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In search of the competent project manager Crawford, L Project Management Program, University of Technology, Sydney, PO Box 123 Broadway NSW Australia 2007 As project management matures as a profession there is increasing international interest in the concept of project management competence. Demand for added value and the impact of the information age on work practices has meant that we are constantly required to deliver more for less with increasing emphasis on the competence to deliver
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Employee Portfolio: Management Plan Errington Licorish MGT/311 May 5, 2014 Howard Kersey Thesis This summary report will identify the character traits of three colleagues that did a self-assessment earlier in the week. This summary will include the individual contributions to the Riordan Manufacturing organization as well as any debilitating traits that may conflict with the organizations overall mission. Included in the summary will be an individualized plan to help assist each employee
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3 3.1 Assessment of Competencies Demonstrated 3 3.2 Assessment of Change Leader Effectiveness 4 4.0 Lessons Learned from the Interview 5 4.1 What Has Been Learned 5 4.2 How This Can Be Applied To Future Work Situations 5 5.0 Conclusion 6 Reference List 7 Appendix A Details of Interviewee and Questions Asked 9 i Executive Summary: With the aim of analyzing the effectiveness of a chosen change leader, the following report presents the
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