Respond to post #1 (AR)

I chose to focus on my every day life for my correlation of variables, since they are the most impactful. I chose the positive correlation between my time spent at home and my relationship with my family. These are a positive correlation because the more quality time I am able to spend with the entire family as a whole, the more impactful and positive the relationships have become. This is after many years of shift work, travel, or extended "hitch" work in the oil field. If we had been having the same discussion five years ago, this would have been a negative correlation.

For a negative correlation I can look at the time spent studying (yes I know it will pay off in the long run), and the time spent working on the family farm. This is a negative correlation because as I have picked up my studies and began the course work to obtain my masters and advance my career (another positive correlation), I have had to scale back the work on the farm and the projects that provided a small supplemental income to my "slush fund".

As I have looked at mutliple different aspects and areas of my life both professionally and personally this week while preparing for this discussion board, it would appear to me that there you cannot have a negative correlation without a subsequest positive correlation somewhere else, and vise-a-versa. It may not even be you feeling the impact of the opposite end of the spectrum. For example, I could correlate two items that are very beneficial and positive (work/income) and my wife may see them as a negative (time away/family prioritization). So some of this will be in the eye of the beholder. Just my opinion.

Discussion board # 1

Provide examples of how the t test and ANOVA could be used to compare means within your work environment or domain of interest. Discuss the appropriateness of using the t test versus ANOVA

Respond to post # 2 (KT)

In addition to providing feedback during an evaluation, you can also use training programs, awards, and recognition to encourage employee improvement when problems are identified. If knowledge gaps are the cause of the performance concerns, offering training programs will undoubtedly be helpful. Training programs will fill in these gaps, which will improve the employee's performance. Rewards are a great technique to motivate progress since they give the employee something to work for. Giving out gift cards or paying for lunch will increase productivity. The last technique to encourage employee improvement is through acknowledgment since sometimes workers just need to feel valued and a part of the team. Employees feel accomplished and respected for their work when they receive praise for their efforts.

Discussion board # 2

Share an example based on your own experiences where the characteristics of a leader who you worked for had a clear impact on the employees or the organization. Explain why this leader was either effective or ineffective. What are the lessons learned that you can apply to your own leadership development?

pur-new-sol

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