IP Internetworking Assignment Example | Topics and Well Written Essays - 1500 words

IP Internetworking - Assignment Example It additionally worries with guaranteeing that the wide territory organize at Houston is in a place of obliging the traffic in the whole system. While utilizing static locations has its focal points, the greatest drawback is high managerial requests in any event, when minor changes happen in the system. To cook for this, the new stage will utilize dynamic tending to framework with the goal that the hosts procure Internet convention naturally. Subsequently, this brings down the authoritative overhead. The virtual neighborhood is from the divisions accessible in XUM. Subsequently, the VLANs are deals vlan2, money vlan3, HR vlan4, innovative work vlan5, default vlan1 and the executives vlan6. The formation of the VLAN at XUM results from the offices accessible. In this manner, there are four information VLANs in particular deals VLAN2, money VLAN3, human asset VLAN4, Research, and improvement VLAN5. Moreover, a local VLAN is the default VLAN1. Moreover, there is an administration VLAN VLAN6 that gets IP delivers to empower the administration to deal with the switch. It has been conceivable with remote control devices that permit the board to ssh or telnet the switch through the administration VLAN. To take into consideration correspondence of PCs on comparable VLANs yet isolated by a switch or various switches, a trunk interface currently exists between the switches. The supervisor sets the scope of virtual neighborhood that can convey through the storage compartment interface (Ahmad, 2002). Trunking is the best technique. It was in contrast with making physical connections of different VLANs among the switches. For this situation, between one switch and another there would have been six connections, which would have squandered twelve ports. Further, it implies that every one of the individual connections has distinctive port numbers that make their administration very troublesome on the off chance that the system grows to suit twice or more the quantity of VLANS previously existing. Utilization of dynamic trunking convention has empowered

OSHA Workplace Safety and Security Assignment Example | Topics and Well Written Essays - 2250 words

OSHA Workplace Safety and Security - Assignment Example 3. The NFPA 704 precious stone helps representatives, just as firemen, recognize what perils are in structures. Name the four regions of the jewel, including the related hues. For an additional two focuses, clarify the numbers that you may discover in the jewel; which demonstrates generally dangerous and least perilous. The four territories of the precious stone are red (combustibility), blue (wellbeing), yellow (flimsiness), and white (unique zone with water or oxidization). Numbers inside the jewel extend from zero (showing negligible peril) to four (demonstrating serious danger). 4. For what reason was the NFPA established in 1896? The NFPA’s strategic to decrease the overall weight of fire and different risks on peoples’ personal satisfaction by â€Å"providing and pushing accord codes and gauges, research, instruction, and training.† 5. It would be ideal if you coordinate the accompanying terms from section 8 with the accompanying definitions. Each answer is just utilized once. (Clue - Get the subparts off the beaten path initial) A. NFPA 101 X B. Combustible fluid X C. Breaking point X D. Crisis activity plan X E. Combustible fluid rooms X.â

New Student Photo Series 2011 Post #21 COLUMBIA UNIVERSITY - SIPA Admissions Blog

New Student Photo Series 2011 Post #21 COLUMBIA UNIVERSITY - SIPA Admissions Blog Today we feature more photos from incoming students. My name is Venetia Aranha, an incoming student to the MPA (economic and political development). I am from India and here are a few of my favourite photographs! Last year I travelled along with a Japanese friend of mine to the town of Haridwar in Uttar Pradesh, known for its religious significance, notably the worship of the scared river Ganges (or Ganga).   Here every year, scores of faithful Hindus throng the river to offer their prayers to the Ganges- in the picture below two aged ladies light ‘diyas’ which are lit wicks in an earthen base, to float onto the river. If you look closely enough, there is always priceless humour to be found in a little store in a tourist town in India. This picture is of the market area in Haridwar of a shop display of music and cinema CDs. At a glance, you will see only famous old Hindi singers and actors- but on the right most corner of the 4th shelf, there you’ll find none other than the epitome of English Pop- Madonna!! This last one is taken at a popular fete or ‘Mela’ as it is called in India, known as the ‘Suraj Kund Mela’ somewhere on the outskirts of Delhi. My father used to speak to this wondrous contraption from his childhood days- a little machine that shows you pictures in succession to form a story- and sometimes its operator would even sing along to provide a background score- the perfect substitute for a television! I was surprised to find this very device at the fair, with a little boy keenly peeking into it. My name is Moussa Magassouba. I am an incoming MIA Student. I am sending a few of the photos that I have taken from my 2010 trip in West Africa as well as from my work places. Description: Guinean Minister of Presidential Security This photo was taken in 2010 during my two-week vacation period in Guinea (West Africa) at a military camp with my camera carefully concealed. The man in the center of the picture wearing traditional African voodoos is well the Minister in charge of Security of the chief of the military junta who, after a military coup on December 24, 2008, proclaimed himself   President of Guinea, a beginning of lawlessness and military burtality until democratic elections were held at the end of 2010. The man is currently under the arraignment of the Hague International Court of Justice for crimes against humanity. Me leading by example:   I am operating a Caterpillar Bull Dozer D8 in 2008 at a gold mine in Southern California. As a Superintendent of mine operations and the Senior Engineer, my job does not stop in the office environment. When I give complex assignments in the field and operators do not seem to understand or cannot successfully execute the assignments, then I decide to lead by example. Thankfully, I know how to run most of the heavy equipment in the mining and construction industries. Drilling and Hauling: This photo was taken in December 2010 in Pennsylvania. Operators at one of our cement quarries are seen laying out blast holes that will be drilled each one a 50-foot depth and loaded with explosives before they are fired to break the limestone, the raw material for cement fabrication. An articulated haul truck Euclid type is seen hauling limestone on a very rough terrain heading to the crushing plant.

Citizen Kane from Hero to Isolation - 1248 Words

Citizen Kane Citizen Kane, a movie that was nominated for nine academy awards and won the Academy award for best writing is considered to be one of the greatest movies ever made. In order to understand why Citizen Kane has been so beloved in the world of film because of how realistic it felt although being a work of fiction or as the French call it a film à   clef (French for Film with a Key) one must pick apart the all the parts that make a movie successful from its actors, lighting, plot, etc. The movie Citizen Kane brings in the audience into the life of Charles Foster Kane who is the main focus of the story and gives information on his life via a parody of the old â€Å"March of the Times† newsreels that were commonly used in the†¦show more content†¦Thatcher which will result to the removal of Charles from his childhood home and thus his parents as well. (Jaffe, Ira S) Within Citizen Kane there are important themes that draw in the audience, themes that the audience can relate and even sympathize with which makes the human emotions within the film feel genuine and not acted out/scripted. The first theme is the difficulty of getting the true story of Charles Kane’s life. The audience can only gather so much on his life as Charles Kane himself is deceased and the only things left to gather on his life are newsreels, personal testimonies and manuscripts left by those who knew Mr. Kane and even these facts are mired by prejudices which makes their reliability shaky at best. The audience can also resonate in agreement to a line said by Mr. Thompson when a female reporter believes if he found out what Rosebud meant to Mr. Kane then he could find out everything of Mr. Kane’s life to which Mr. Thompson simply says â€Å"No, I dont think so; no. Mr. Kane was a man who got everything he wanted and then lost it. Maybe Rosebud was something he couldnt get, or something he lost. Anyway, it wouldnt have explained anything... I dont think any word can explain a mans life. No, I guess Rosebud is just a... piece in a jigsaw puzzle... a missing piece.† (Thomson, David) Another theme which was more or less a first was criticism of the American Dream, when the audience watches Charles Kane’s early childhood whereShow MoreRelatedOrson Welles And Citizen Kane2180 Words   |  9 Pagesin half between his polar personalities. Charles Foster Kane has recently died and the predicament of interpreting his life and its meaning is left upon a single reporter. â€Å"†¦A group of prominent films critics were asked to list the greatest directors and the greatest films, Orson Welles and Citizen Kane both came in first (Carringer 32).† Orson Welles’ produces, co-wrote, directed, and starred in the great American classic film, Citizen Kane, at the age of 26. Throughout this entire film, the audienceRead MoreThe Classical Narrative System2018 Words   |  9 Pagescinematic image became secondary to the requirements of a specific type of story. In any classical narrative a problem arises early on in the story which disrupts the peace of the fictional world. It is then up to the protagonist, usually a male hero figure, to resolve all of the problems necessary to return that world to order. This could be said to be the definition of a classical narrative. The course of the narrative is focused on coming to terms with the disruption so that every problemRead MoreThe Mark Of A Good Auteur1754 Words   |  8 Pagesfilmmakers and films to add to the canon, the determining criteria can be varied. Typically, canonical films are by visionary auteur filmmakers who ve left some sort of an impact. Sometimes, the impact is only felt long after a film is released (Citizen Kane, for example). Canonical filmmakers create films that surprise, delight, tell a story of cinema, and show something new the audience. They build on what has come before and alter it to fit their own tastes. The mark of an auteur is someone withRead MoreMetz Film Language a Semiotics of the Cinema PDF100902 Words   |  316 PagesNOTE ON THE TRANSLATION larly dolly in and dolly out are used rather than forward and rear. Mise en scà ¨ne is also retained in its filmic use, while staging is used to describe a stage production. The term constantif, which Metz borrowed from Austin, should be rendered by constantive and not by ascertaining (p. 25). Finally, actor to translate Greimas s concept of actant is misleading and actant is usually kept (see Ducrà ´t and Todorov, Encyclopedic Dictionary of the Sciences of LanguageRead MoreFundamentals of Hrm263904 Words   |  1056 Pagessave money From multiple study paths, to self-assessment, to a wealth of interactive visual and audio resources, WileyPLUS gives you everything you need to personalize the teaching and learning experience.  » F i n d o u t h ow t o M A K E I T YO U R S  » www.wileyplus.com ALL THE HELP, RESOURCES, AND PERSONAL SUPPORT YOU AND YOUR STUDENTS NEED! 2-Minute Tutorials and all of the resources you your students need to get started www.wileyplus.com/firstday Student support from an experiencedRead MoreManaging Information Technology (7th Edition)239873 Words   |  960 PagesBrothers Cover Printer: Leghigh-Phoenex Color Text Font: 10/12, Times Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on appropriate page within the text. Microsoft ® and Windows ® are registered trademarks of the Microsoft Corporation in the U.S.A. and other countries. Screen shots and icons reprinted with permission from the Microsoft Corporation. This book is not sponsored or endorsed by or affiliated with the Microsoft CorporationRead MoreDeveloping Management Skills404131 Words   |  1617 PagesWeidemann-Book Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on appropriate page within text. Copyright  © 2011, 2007, 2005, 2002, 1998 Pearson Education, Inc., publishing as Prentice Hall, One Lake Street, Upper Saddle River, New Jersey 07458. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproductionRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages10.5/12 ITC New Baskerville Std Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on the appropriate page within text. Copyright  © 2013, 2011, 2009, 2007, 2005 by Pearson Education, Inc., publishing as Prentice Hall. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrieval

Modernist Poets E.E. Cummings, Wallace Stevens, and T.S....

Modernist Poets E.E. Cummings, Wallace Stevens, and T.S. Eliot Change the Face of American Poetry Modernist poets such as E.E. Cummings, Wallace Stevens, and T.S. Eliot changed the face of American poetry by destroying the notion that American culture is far inferior to European culture. These and other American poets accomplished the feat of defining an American poetic style in the Modern Era by means of a truly American idea. That idea is the melting pot. Just as American culture exists as a mixture of races, beliefs, and ideas, the new American style of poetry exists as a mixture of old English styles with a new concept of the international style. Modern poets experiment with language, theme, and convention to cleanse language†¦show more content†¦Pound was showing influence from the fourteenth-century Italian poets such as Guido Cavalcanti. In their works that follow their time in Europe, both Eliot and Pound display a hybridization of English and French and Italian ideas. Cummings began to imitate French Modernist poets Guillaume Apollinaire and Stephane Mallarmà © . He also adopted an aesthetic based on the manifestos of French Surrealists and Dadaists, who detached literature from referential meaning and linked it to experimental play (McQuade 1235). Such experimental play is seen in Cummings poem [she being brand] in which the creatively formed words and syntax give the image of a young mans thoughts, feelings, and actions upon driving his new car: again slo-wly; bare,ly nudg. ing (Cummings 15). The use of punctuation gives a vivid image of his thoughts as he carefully puts the stiff transmission into gear. Into another Cummings poem, [in Just-], we see more experimental play with the words to create the impression of the way excited children talk: and eddieandbill come running from marbles and piracies and its spring (Cummings 6). Wallace Stevens was influenced by French poetry and art. Stevens often intertwined French and English in sentences, as in the line from The Plain Sense of Things: We had come to an end of the imagination / Inanimate in an inert savoir (Stevens 4-5). Stevens style seemed to imitate the French

The Base Stock Model Free Essays

The Base Stock Model 1 Assumptions ? Demand occurs continuously over time ? Times between consecutive orders are stochastic but independent and identically distributed (i. i. d. We will write a custom essay sample on The Base Stock Model or any similar topic only for you Order Now ) ? Inventory is reviewed continuously ? Supply leadtime is a fixed constant L ? There is no fixed cost associated with placing an order ? Orders that cannot be fulfilled immediately from on-hand inventory are backordered 2 The Base-Stock Policy ? Start with an initial amount of inventory R. Each time a new demand arrives, place a replenishment order with the supplier. An order placed with the supplier is delivered L units of time after it is placed. ? Because demand is stochastic, we can have multiple orders (inventory on-order) that have been placed but not delivered yet. 3 The Base-Stock Policy ? The amount of demand that arrives during the replenishment leadtime L is called the leadtime demand. ? Under a base-stock policy, leadtime demand and inventory on order are the same. ? When leadtime demand (inventory on-order) exceeds R, we have backorders. 4 Notation I: inventory level, a random variable B: number of backorders, a random variable X: Leadtime demand (inventory on-order), a random variable IP: inventory position E[I]: Expected inventory level E[B]: Expected backorder level E[X]: Expected leadtime demand E[D]: average demand per unit time (demand rate) 5 Inventory Balance Equation ? Inventory position = on-hand inventory + inventory onorder – backorder level 6 Inventory Balance Equation ? Inventory position = on-hand inventory + inventory onorder – backorder level ? Under a base-stock policy with base-stock level R, inventory position is always kept at R (Inventory position = R ) IP = I+X – B = R E[I] + E[X] – E[B] = R 7 Leadtime Demand ? Under a base-stock policy, the leadtime demand X is independent of R and depends only on L and D with E[X]= E[D]L (the textbook refers to this quantity as ? ). ? The distribution of X depends on the distribution of D. 8 I = max[0, I – B]= [I – B]+ B=max[0, B-I] = [ B – I]+ Since R = I + X – B, we also have I–B=R–X I = [R – X]+ B =[X – R]+ 9 ? E[I] = R – E[X] + E[B] = R – E[X] + E[(X – R)+] ? E[B] = E[I] + E[X] – R = E[(R – X)+] + E[X] – R ? Pr(stocking out) = Pr(X ? R) ? Pr(not stocking out) = Pr(X ? R-1) ? Fill rate = E(D) Pr(X ? R-1)/E(D) = Pr(X ? R-1) 10 Objective Choose a value for R that minimizes the sum of expected inventory holding cost and expected backorder cost, Y(R)= hE[I] + bE[B], where h is the unit holding cost per unit time and b is the backorder cost per unit per unit time. 11 The Cost Function Y (R) ? hE[ I ] ? bE[ B] ? h( R ? E[ X ] ? E[B]) ? bE[ B] ? h( R ? E[ X ]) ? (h ? b) E[ B] ? h( R ? E[ D]L) ? (h ? b)E ([ X ? R]? ? h( R ? E[ D]L) ? (h ? b)? x ? R ( x ? R) Pr( X ? x) ? 12 The Optimal Base-Stock Level The optimal value of R is the smallest integer that satisfies Y (R ? 1) ? Y ( R) ? 0. 13 Y ( R ? 1) – Y ( R) ? h ? R ? 1 ? E[ D]L ? ? (h ? b)? x? R? 1 ( x ? R ? 1) Pr( X ? x ) ? h ? R ? E[ D]L ? ? (h ? b)? x ? R ( x ? R) Pr( X ? x) ? h ? (h ? b)? x? R? 1 ? ( x ? R ? 1) ? ( x ? R) ? Pr( X ? x) ? h ? (h ? b)? x ? R? 1 Pr( X ? x) ? h ? (h ? b) Pr( X ? R ? 1) ? h ? (h ? b) ? 1 ? Pr( X ? R) ? ? ? b ? (h ? b) Pr( X ? R) ? ? ? ? 14 Y ( R ? 1) – Y ( R) ? 0 ? ?b ? (h ? ) Pr( X ? R) ? 0 b ? Pr( X ? R) ? b? h Choosing the smallest integer R that satisfies Y(R+1) – Y(R) ? 0 is equivalent to choosing the smallest integer R that satisfies b Pr( X ? R) ? b? h 15 Example 1 ? Demand arrives one unit at a time according to a Poisson process with mean ?. If D(t) denotes the amount of demand that arrives in the interval of time of length t, then (? t) x e t P r( D ( t ) ? x ) ? , x ? 0. x! ? Leadtime demand, X, can be shown in this case to also have the Poisson distribution with (? L ) x e L P r( X ? x ) ? , E [ X ] ? L , and V ar ( X ) ? ? L . x! 16 The Normal Approximation ? If X can be approximated by a normal distribution, then: R * ? E ( D ) L ? z b /( b ? h ) V ar ( X ) Y ( R *) ? ( h ? b ) V ar ( X )? ( z b /( b ? h ) ) ? In the case where X has the Poisson distribution with mean ? L R * ? ? L ? z b /( b ? h ) ? L Y ( R *) ? ( h ? b ) ? L ? ( z b /( b ? h ) ) 17 Example 2 If X has the geometric distribution with parameter ? , 0 ? ? ? 1 P ( X ? x ) ? ? x (1 ? ? ). ? E[X ] ? 1? ? Pr( X ? x ) ? ? x Pr( X ? x ) ? 1 ? ? x ? 1 18 Example 2 (Continued†¦) The optimal base-stock level is the smallest integer R* that satisfies Pr( X ? R * ) ? b b? h ln[ b ] b ? h ? 1 ln[ ? ] ? 1? ? R * ? 1 b ? ? R* ? b? h b ? ? ln[ ]? ? * b? h ? R ? ln[ ? ] ? ? ? ? 19 Computing Expected Backorders ? It is sometimes easier to first compute (for a given R), E[I ] ? ? R x? 0 ( R ? x ) Pr( X ? x ) and then obtain E[B]=E[I] + E[X] – R. ? For the case where leadtime demand has the Poisson distribution (with mean ? = E(D)L), the following relationship (for a fixed R) applies E[B]= ? Pr(X=R)+(? -R)[1-Pr(X? R)] 20 How to cite The Base Stock Model, Papers

Sample Report Writing Essay Example

Sample Report Writing Essay Sample Report A Formal Report Sample Reports A FORMAL REPORT THE EFFECTS OF STRESS ON BUSINESS EMPLOYEES AND PROGRAMS OFFERED BY EMPLOYERS TO MANAGE EMPLOYEE STRESS Prepared for Dr. Robert J. Olney Southwest Texas State University Prepared by Charles Dishinger Nancy Howard Bill Kiagler Sherry Seabrooke Donna Tucker November 29, 20 S-29 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports ii TABLE OF CONTENTS Page LIST OF TABLES†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. iii LIST OF FIGURES†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ v ABSTRACT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ SECTION I INTRODUCTION TO THE STUDY†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Statement of the Problem†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Significance of the Study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Scope of the Study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Review of Related Literature†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Methods of the Study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Source of Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦. l S-30 Copyright  © Houghton Mifflin Company. All rights reserved. iv 1 1 1 1 1 2 2 3 3 4 4 4 6 6 6 6 7 8 9 10 11 Sample Reports iii LIST OF TABLES Table 1. Programs Offered by Employers to Manage Stress .. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ S-31 Copyright  © Houghton Mifflin Company. All rights reserved. Page 8 Sample Reports iv LIST OF FIGURES Figure Page 1. Age Distribution of Respondents .. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Negative Effects of Stress on Work Performance .. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ S-32 6 7 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports v Abstract This study was conducted to determine the effects of stress on employees and the methods employers use to manage employees stress. We will write a custom essay sample on Sample Report Writing specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sample Report Writing specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sample Report Writing specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It was limited to the perceptions of Central Texas business employees, who were selected using a nonprobability, convenience sampling method. A questionnaire consisting of three parts was used to collect primary data. The collected data were analyzed and interpreted using simple statistical techniques. The findings of the data indicated that the areas found to be most negatively affected by stress were job satisfaction/morale, courtesy, creativity, and productivity. In addition, personal appearance and absenteeism were listed as the areas least affected by stress. According to the results of the tudy, employers today are offering a wide variety of needed programs to manage the stress of their employees. One of the main conclusions drawn from the study was that stress does negatively affect the work performance of employees. Therefore, stress is not just an individual issue but an issue that must be addressed by both the employer and the employee; the work performance areas negatively affected have a direct effect on the company as a whole. S-33 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports The Effects of Stress on Business Employees nd Programs Offered by Employers to Manage Employee Stress Section I Introduction to the Study Introduction Today, many organizations and employees are experiencing the effects of stress on work performance. The effects of stress can be either positive or negative. What is perceived as positive stress by one person may be perceived as negative stress by another, since everyone perceives situations differently. According to Barden (2001), negative stress is becoming a major illness in the work environment, and it can debilitate employees and be costly to employers. Managers need to identify those suffering from negative stress and implement programs as a defense against stress. These programs may reduce the impact stress has on employees work performance. Statement of the Problem The purpose of this study was to determine the negative effects of stress on employees and the methods employers use to manage employees stress. Significance of the Study There are three primary groups that may benefit from this study. The first group, consisting of employees in todays business organizations, may learn to identify ways that stress negatively affects their work performance. Identifying the negative effects may enable them to take necessary action to cope with stress. By sharing this knowledge, employees can act as a vehicle to help management implement appropriate stress reduction programs. The second group that may benefit from this study is employers who may gain insight as to how stress is actually negatively affecting S-34 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports 2 employees’ work performance. Finally, educators can use these findings as a valuable guide to incorporate into their curriculum. By emphasizing to students the importance of developing programs to deal with stress, the students may be able to transfer this knowledge to the workplace, thereby improving the quality of the work environment. Scope of the Study This study was limited to the perceptions of full-time business employees as to the negative effects that stress has on work performance and the steps that employers are taking to manage stress. For the purpose of this study, what constitutes full-time employment is defined by the employer. This study was restricted to businesses operating in the Central Texas area. The Central Texas area encompasses all communities within Hays, Kendall, Travis, and Williamson counties. For the purpose of this study, stress is defined as disruptive or disquieting influences that negatively affect an individual in the workplace. Data for this study were collected during the fall of 2002. Review of Related Literature Barden (2001), a freelance writer specializing in health care and a former managing editor of Commerce and Health, stated the importance of wellness programs and gave specific examples of corporations that are successfully implementing such rograms. The Morrison Company currently saves $8. 33 for every dollar spent on wellness by offering programs such as weight loss, exercise, and back care. Axon Petroleum estimates that wellness programs will save $1. 6 million each year in health care costs for its 650 employees. In addition to Morrison and Axon Petroleum, Barden cited the savings for six other companies. According to the Wellness Bureau of America , the success of these companies offers concrete proof that wellness programs pay off by lowering health care costs, reducing absenteeism, and increasing productivity. Foster (2002), a professional speaker on stress-management, surveyed midlevel managers and found stress to be a major determinant in worker productivity. According to the study, the primary areas affected by stress are employee morale, absenteeism, and decision making abilities. By recognizing that a problem exists and by addressing the issue, managers can reduce stressful activities and increase worker performance in the business organization. Harrold and Wayland (2002) reported that increasing stress affects morale, productivity, organizational efficiency, absenteeism, and profitability for both individuals and the organization. The problem for businesses today is knowing how S-35 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports 3 to determine stressful areas in their organizations and how to use constructive confrontation methods to reduce stress and improve efficiency. According to the authors, organizations that make a positive effort to deal with stress not only help build trust among their employees, but also increase the productivity of their employees and the organization as a whole. Maurer (2002) stated that stress-induced illnesses are prevalent in the workplace today, and stress is the problem of the sufferer and the employer. Stress causes absenteeism and can lead to other problems such as drug addiction, alcoholism, depression, and poor job performance. According to Maurer, the annual Barlow Corporation Forum on Human Resource Issues and Trends reported that large numbers of companies noticed severe levels of stress exhibited by employees. The forums panelists agreed that more needed to be done in the workplace to help employees manage stress. Some of the suggestions were to expand wellness programs, offer stress-management seminars, and teach staff how to balance work and family life. Maurer also noted that Olympic TeamTech, a computer management company, has dealt with employee stress by providing training programs, monitoring employee concerns, and meeting once a month to be proactive instead of reactive. Olympic TeamTechs turnover is less than the industry average. Schorr (2001), a stress-management consultant, stated that stress causes problems in the workplace which negatively affect employee health and organizational productivity. Stress can lead to problems such as job dissatisfaction, alcoholism, absenteeism, physical ailments, and poor job performance. If managers know how to prevent and cope with stress, productivity can be increased. Many companies instituted stress-management programs that led to a decline in absenteeism, a decrease in sickness and accident costs, and/or an increase in job performance. Schorr reported that a stress inventory, available from a stress-management program, can assist executives and managers in assessing employee stress. The inventory can identify the sources of stress, which may include physical elements as well as other factors. Once these sources have been assessed, the program can provide the necessary skills for coping with the problems, and participants can learn that there are alternative ways of reacting to stress. Methods of the Study Source of Data Data for this study were collected using a questionnaire developed by a group of students at Southwest Texas State University. The questionnaire was divided into S-36 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports 4 three parts. Part one consisted of a list of 15 work performance areas that may be negatively affected by a persons level of stress. Respondents were asked to indicate whether stress increased, decreased, or had not changed their work performance in each area. They were also asked to indicate from the list of 15 work performance areas the area that was the most negatively affected by stress and the area that was the least negatively affected by stress. In the second part of the questionnaire, a list of 17 programs was provided and the respondents were asked to indicate which programs their companies had implemented to manage stress. Part three was designed to collect demographic data for a respondent profile, including full-time employee classification and age group. A copy of the questionnaire is contained in Appendix A on page 12. Sample Selection The respondents involved in this survey were employees working in companies located in Central Texas. A nonprobability, convenience sampling technique was used to collect primary data. Each member of the research team was responsible for distributing three questionnaires to members of the sample. To ensure confidentiality, respondents were given self-addressed, stamped envelopes in which to return their completed questionnaires to Southwest Texas State University. Controls were used to eliminate duplication of the esponses. Statistical Methods Simple statistical techniques were used to tabulate the results of this study. The primary data were analyzed using a percent of response. To compute the percent of response, the number of responses to each choice was divided by the total number of respondents who answered the question. In question one, the percents of responses for the negative effects of stres s on the 15 work performance areas were reported. The results of the next two questions were tabulated by totaling the number of respondents who chose an area they believed was least or most affected by stress. The fourth question reported the percent of respondents whose employers offered the listed programs to manage stress. Questions five and six asked the respondents to indicate if they were considered full-time employees and to indicate their age group. Limitations of the Study This study may be limited through the use of a questionnaire as a data collection instrument. Because questionnaires must generally be brief, areas that may have been affected by stress may not have been included in the questionnaire. S-37 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports Also, all programs that may be available to employees for managing stress may not have been included in the study. The study may also be limited by the use of a nonprobability, convenience sampling method. The sample of business employees for the study was chosen for convenience and may not be representative of the total population of business employees. Care should be taken when generalizing these fi ndings to the entire population. Finally, the use of simple statistical techniques may introduce an element of subjectivity into the interpretation and analysis of the data. All attempts have been made to minimize the effects of these limitations on the study. S-38 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports 6 Section II Findings, Conclusions, and Recommendations Introduction This study was designed to determine the effects of stress on employees and to discover methods employers use to manage employees stress. Sixty questionnaires were distributed to business employees in the Central Texas area, and the response rate was 78. 3%. This section includes the Findings, Conclusions, and Recommendations. Findings The findings will be presented in three sections according to the following characteristics: Demographic Profile, Areas of Job Performance Affected by Stress, and Programs Employers Offer Employees to Manage Stress. Demographic Profile All returned responses from the sample were considered full-time employees by their employers. The respondents were also asked to indicate their age group; all age ranges were represented in the results, as shown in Figure 1. The breakdown consisted of 2. 1% under the age of 20, 33. 7% between 20 and 29, 29. 4% between the ages of 30 and 39, 26. % between 40 and 49, 5. 4% between 50 and 59, and 3. 3% were 60 and over. AGE GROUP 5 1 Less than 20 1 6 2. 1% S-39 Copyright  © Houghton Mifflin Company. All rights reserved. 26. 1% 5 50 to 59 Figure 1: Age Distribution of Respondents 29. 4% 4 40 to 49 3 33. 7% 3 30 to 39 2 4 2 20 to 29 5. 4% 6 60 or over 3. 3% Sample Reports 7 Areas of Job Performance Affected by Stress The respondents were given a li st of work performance areas that might be affected by stress and were asked to identify whether stress increased, decreased, or had no change on their work performance. Only respondents who indicated stress negatively affected an area were considered in these findings. Of the 15 areas listed, four areas were identified as having a response rate of more than 50. 0%. These areas were as follows: job satisfaction/morale (73. 9%), courtesy (65. 2%), accuracy (52. 7%), and creativity (51. 6%). Similarly, Schorr (2001) stated that a significant number of employees creativity is negatively affected by stress. Also, Harrold and Wayland (2002) agreed that morale is strongly affected by stress. Falling within the range of a 30. 0 to 50. 0% response rate were cooperation (49. %), organizational skills (46. 3%), initiative (45. 2%), productivity (42. 8%), alertness (39. 4%), decision making abilities (39. 1%), and perseverance (35. 5%). Harrold and Wayland (2002) established that increasing stress and anxiety are having a negative influence on an individuals organizational efficiency and productivity. The findings that negatively affect work performance are sho wn in Figure 2. Figure 2: Negative Effects of Stress on Work Performance 15 13 11 9 7 5 3 1 0 1 2 3 4 5 6 7 8 S-40 10 42. 8% 73. 9% 39. 1% 52. 7% 51. 6% 28. 0% 46. 3% 65. 2% 20 30 40 Productivity Job Satisfaction/Morale Decision Making Abilities Accuracy Creativity Attention to Appearance Organizational Skills Courtesy Copyright  © Houghton Mifflin Company. All rights reserved. 50 9 10 11 12 13 14 15 60 49. 5% 45. 2% 26. 6% 39. 4% 35. 5% 25. 8% 28. 3% 70 Cooperation Initiative Reliability Alertness Perseverance Tardiness Absenteeism 80 Sample Reports 8 Central Texas employees indicated the area they believed was most affected by stress and the area they believed was least affected by stress. According to the results, job satisfaction and productivity were thought to be most affected by stress. On the other end of the scale, areas least affected by stress were personal appearance and absenteeism. However, Schorrs (2001) study found that, on the average, individuals experiencing stress are more inclined to be absent or tardy. Programs Employers Offer Employees to Manage Stress Question four listed 17 programs offered by employers for managing stress. Respondents were asked to indicate which programs their companies had implemented to manage stress. The responses for each program are shown in Table 1. Table 1: Programs Offered by Employers to Manage Stress. TYPE OF PROGRAM Insurance RESPONSES 72% Breaks Educational Assistance/Reimbursement 51. 0% Access for Disabled 42. 6% Alternate Schedule 34. 0% Employee Assistance Programs 34. 0% Wellness Programs 34. 0% Flextime 29. 8% Stress Management Seminars 29. 8% Training Programs 29. 8% Piped Music 17. 2% Assigned Parking 17. 0% Employee Empowerment Programs 17. 0% Ergonomically Correct Furniture 17. 0% Financial Counseling 8. 5% On-Site/Assistance with Child Care S-41 69. 2% 4. 3% Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports 9 Insurance received the highest number of responses (72. 0%), whereas, therapy received the lowest (2. 1%). Playing classical music and creating a comfortable work environment were found by Foster (2002) to be low cost stress reduction programs. Although these are inexpensive programs to implement, a relatively small response rate was given for piped music (17. 2%) and ergonomically correct furniture (17. 0%). Maurer (2002) stated that it is necessary for companies to design programs that enable employees to assess stressful situations and develop a rational mode of behavior. In contrast to Maurers research, only 17. 0% of the respondents indicated that Employee Empowerment Programs are being offered by their employer. A response rate of 34. 0% in the category of wellness programs/on-site fitness facilities was obtained. Barden (2001) reported programs that improve an individuals physical condition are both a positive and an effective method of managing stress. The remaining methods for managing stress were varied. Listed in decreasing percentages, they are as follows: breaks (69. 2%), educational assistance/ reimbursement (51. %), access for disabled (42. 6%), alternative schedules (34. 0%), Employee Assistance Programs (34. 0%), Wellness Programs (34. 0%) flextime (29. 8%), stress management seminars/classes (29. 8%), training programs (29. 8%), assigned parking (17. 0%), financial counseling (8. 5%), and on-site/assistance with child care (4. 3%). Conclusions On the basis of the findings, several conclusions concerning the effects of stress on Central Texas business employees can be drawn. The findings of this study indicated stress does negatively affect the work performance of employees. Job satisfaction and productivity were indicated as two areas most affected by work-related stress. Therefore, stress cannot be considered just an individual issue because reduced job satisfaction and lower productivity has a direct effect on the company as a whole. From this study, it can be concluded that employers have realized the importance of managing stress in the workplace because of the wide variety of programs now offered to manage stress. Of all the programs offered by employers, insurance is the most frequently offered means for managing stress. Because insurance acts as a security net for employees and is offered the most, it can be inferred that employers contend that insurance is the most effective means for managing stress. S-42 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports 10 Recommendations Based on the findings and conclusions in this study, the following recommendations are made: 1. 2. Employers should conduct a survey of the programs they already offer to discover which programs are the most effective for managing their employees stress. 3. Employees should share their ideas for managing stress with their employers in order to help their employers implement appropriate stress reduction programs. 4. Educators should incorporate into their business curriculum discussions of stress in the workplace and ways to manage stress. 5. S-43 Employers should offer various stress reduction programs to help employees manage stress because stress is prevalent in the workplace. Additional research should be done. First, other areas negatively affected by stress should be studied to determine if stress affects other aspects of an employees life. In addition, other factors should be examined to learn what the personal and work-related causes and symptoms of stress are for an individual. Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports 11 Bibliography Barden, Nancy Ray. Wellness Programs: Everyone Wins. Commerce and Health, November 2001, 28–42. Foster, Lucy Barnes. Workplace Stress: Changing the Pattern. Sales and Marketing Journal (2002), 32–33. Harrold, Robert and Wayland, Michael. New Methods to Reduce Workplace Stress. Industrial Concepts, June 2002, 19–21. Maurer, Marcia K. Is Stress Running Your Life? Modern Office Innovation, February 2002, 27–28. Schorr, Leslie. Coping with Stress, Boosting Productivity. Employment News, Spring 2001, 23–26. S-44 Copyright  © Houghton Mifflin Company. All rights reserved. Sample Reports Appendix A Questionnaire The Effects of Stress on Business Employees Students in the Graduate School of Business at Southwest Texas State University are conducting this survey to determine perceptions of the effects of stress on employees. The survey also is designed to determine efforts employers are making to help employees manage stress. Please return this questionnaire in the enclosed postage-paid envelope by Friday, November 8. 1. How does stress most often affect you at work? Please mark one response per line. AREA AFFECTED Productivity Job Satisfaction/Morale Absenteeism Decision Making Abilities Accuracy Creativity Attention to Personal Appearance Organizational Skills Courtesy Cooperation Initiative Reliability Alertness Perseverance T di S-45 Copyright  © Houghton Mifflin Company. All rights reserved. INCREA SE DECREA SE NO CHANGE Sample Reports 13 2. Which one area from question 1 do you believe is most affected by stress? 3. Which one area from question 1 do you believe is least affected by stress? 4. Which of the following means for managing stress does your employer offer? Please mark all that apply. __ Employee Assistance Program On-Site/Assistance with Child Care Assigned Parking Employee Empowerment Programs Educational Assistance/Reimbursement Breaks Wellness Program/On-Site Fitness Facility Financial Counseling Access for Disabled Stress Management Seminars/Classes Training Programs Therapy Alternative Schedules (part-time, time off for family, etc. ) Flextime Piped Music Ergonomically Correct Furniture Insurance (security net for employee/family) Other (please specify) Note: Questions 5 and 6 are included in this questionnaire as a means of developing a demographic profile of our respondents. 5. Are you classified as a full-time employee by your employer? Yes 6. No Please check your age group. Less than 20 20 to 29 30 to 39 40 to 49 50 to 59 60 or over Thank you for taking time to help us. We value your input. S-46 Copyright  © Houghton Mifflin Company. All rights reserved.