Question Behind the Question Essay Example for Free

Question Behind the Question Essay QBQ BY john G. Miller IQ- Incorrect questions These are the questions that often pop into our minds first and tend to be negative. They point fingers and are not helpful in resolving problems. Who dropped the ball? Why didnt they take core of that? QBQ- Better, more accountable questions. These are the questions that are often behind the IQs. You may have to really think to get these questions to the fore front of your mind. What can I do to make sure you can get that done next time? How can I support the team better? how can I adapt better? How can I better understand the situation? What solution can I provide? What can I do to get more information to make a better decision? QBQs should begin with what or how. They should contain l. They should also focus on action. When we are in the middle of a situation, we need to not be a victim. Things are always going to happen at work and in our personal lives. If we allow ourselves to become victims then we wont be able to come up with good solutions. Stress is a choice, contrary to popular belief. Stress is a result of our actions. we can choose how we react to the things going on around us. We can to choose to be positive and make decisions to make the situation better or choose to let the situation take control and stress us out. When questions lead to procrastination on the individuals part. When we are waiting on someone else to do something, we are then becoming inactive ourselves. Along with this who questions lead to blame. We must first ask the questions about what we should have done to make the who go away. People are always talking about succeeding outside the box Lets work on succeeding inside the box! Lets not focus on having more people, more money or more time. How about hitting target and goals with what we have and making the most of the situation. Another syndrome is the we/they syndrome. This is where groups, departments, regions, stores or different day parts point the fingers about their issues at other people instead of taking the accountability themselves. There are always barriers out of our control must work to become so good that we can overcome those barriers. Ownership- A commitment of the head, heart and the hands to fix the problem and never affix blame! Each person on a team is different. A great team will learn to identify the strengths of each person, capitalize on them and appreciate them. Personal accountability begins with ME! Leading by example- Being what I am by acting according to my word. Believe or leave- If you are not on the boat with your whole hear t, maybe you should not be on the boat. QBQ Serenity Prayer- God grant me the serenity to accept the people that I can not change, the courage to change the one that I can and the wisdom to know i ME! *Action, even when it leads to mistakes, brings learning and gr inaction brings stagnation and atrophy. *Action leads towards solutions. Inaction holds us in the past. *Action builds confidence; inaction doubt. Humility in the cornerstone of leadership. As a leader, Im here to help the individuals on my team reach their goals and full potential. How can I help YOU?

Freckle Juice :: essays research papers

Freckle Juice is a classic children's book written by Judy Blume. Although written in 1971, the story can relate to every new generation of middle school aged children. The book revolves around Andrew Marcus, a freckleless boy with a burning desire to have freckles. His greatest object of envy is Nicky Lane, whom he sits behind in class. Nicky is covered with freckles. Unfortunately, Andrew also shares his classroom with Sharon, a conniving little girl. Once Sharon learns of Andrew's desire to have freckles, she sells him a bogus recipe for "Freckle Juice," which Sharon guarantees will produce freckles. The recipe is a nauseating concoction of kitchen items, including vinegar, onions, and mustard. When Andrew drinks the "Freckle Juice" he not only becomes violently sick, but fails to get any freckles. Not wanting to return to school still freckleless, Andrew covers his face with blue dots with a magic marker. His classmates find his blue freckles amusing. Then hi s teacher, Miss Kelley, gives him a "secret formula" to remove the "freckles," and stresses to Andrew that he is very handsome with without freckles. Andrew also learns that Nicky is actually envious of him because he doesn't have freckles.I enjoyed reading this book. I feel that someone in any age group could read the story, enjoy it, and understand the value of self concept and self esteem that it emphasizes. Nearly every human finds a flaw in them whether it is obesity, mannerisms, language, or not having freckles! This story encourages people to see themselves as others do, and to appreciate the qualities they possess. I strongly feel that Freckle Juice would be an important component to teach in the middle grade classroom. Children at this age level can feel extremely self conscious of their appearance, as they are evolving from adolescence to puberty.

Bsa 375 Sr-Rm-022 Part 1

Myrna Bravo Riordan Manufacturing is in need of updating their decrepit HRIS system to stay profitable. This system will move from the legacy system, integrated with the financial system, into a new standalone system used to integrate all of the HR tools within the system presently. In 1992 Riordan Manufacturing opened its doors to the Human Resources Department. At that time the system, HRIS, was integrated to be cohesive with the financial system.Now, 20 years later, the system has seen better days as it continues to utilize both outdated hardware to run the system and processing methods for the current data associated with the system. Riordan Chief Operations Officer, Hugh McCauley, has reached out to find a single standalone solution to their need for an updated HRIS. This solution is aimed at becoming more sophisticated, state of the art information system in the Human Resources Department. Initial Evaluation Riordan Manufacturing currently operates one system for seven differen t facets of the Human Resources Department.This system is responsible for the following information: employee information, training and development records, open positions and applications, performance and attendance, compensation, employee relations, and the original financial suite as well. Each individual facet has its own key personnel that use the systems respectively to the other systems. Some aspects of the system are still in hard copy forms kept in locked cabinets in the offices of the personnel responsible for them. Worker’s compensation is maintained by a third-party organization that maintains their own records.Key Stakeholders Key stakeholders will include the end users of each system that is in use at this time. This can be organized into a JAD session for each area to acquire the information in a brain storming environment instead of the feeling of an interrogation. The culture of the organization will lend invaluable information to developing the system. In ad dition to the end users that work with the software daily both Yvonne McMillan, Director of HR, and Maria Trinh, Chief Information Officer, will be conferenced with the stakeholders to provide their perspectives of the requirements.Maria will be brought in to the requirements solicitation to provide information and resources of the physical requirements while agreeing upon acceptable and favorable terms for the system as a whole. Yvonne will be brought in as an overall eye of the system. Her point of view will be more thorough about the system than the end users. Her sight is of an overall understanding whereas the end users only see their portion. Other key stakeholders will be advised of the information and updated to the progress as the information becomes available.The other key stakeholders will include the other executives of Riordan Manufacturing. Information Gathering and Analysis Tools It is important to have information gathering techniques so that no information can be ov erlooked. The information system that we are looking for must meet the requirements of the organization and the employees that will be using the system. The first part of information gathering should consist of identifying information sources.The main sources of information in the company should be employees who use the system and will be using the new one because they can tell you what works and what does not work or basically what’s good about this system so that we can implement it in the new system. Another source is forms and documents that have been used in the past for example accreditation paperwork or system requirement paperwork. There are also procedure manuals, rule books and reports that can be used to gather information as well.Once the analyst have identified proper sources they will then view the current system and determine the system’s problem areas as seen by the people who currently use the system and from that develop the SRS (Systems Requirements Specification) which is a tool that analyst use to specify what information requirements will be provided and also can be used for detailed design of the system. The SRS should be complete, specify operational, tactical, and strategic information requirements, it should eliminate possible arguments between users and analysts and it should use graphical aids easily understood by users who are not computer savvy.â€Å"Information Gathering†,  n. d). Techniques to Gather Requirements Several techniques are available to gather requirements information about the system. These can include interviews, documentation, and sequestered input through surveys or other mediums. Ideally one of the most effective means of gathering this information is through interviews of the people that use the system most often. While dealing with interviews we need to make the most of the time available and as such one of the best means is by utilizing a Joint Application Development session.This will provide the interviewees the ability to freely share ideas of what is wrong with the system, what is right with the system, and what is neutral. JAD will provide more information than individual interviews. The use cases ability will provide us access to the system to walk step by step through the system processes to discover how the system is for untrained personnel, resource management, and reliability. This will provide us with information that is not obtained by any other means in certain terms.The information gathering process will continue to the end of the project by the stakeholders providing feedback based on results. As we proceed through the design and development of the system we will have the ability to test each phase. This testing will provide the stakeholders with an opportunity to provide information based on the results. Information gathering will be continuous for Maria Trinh and her department as we will require their input about system longevity and down time al lotted for the new system. This information will be obtained at the inception of the project and built into the application.If the time frame provided from Maria Trinh in regards to down time is not obtainable, negotiations will commence to find a favorable median up time to maintenance time. I propose categorizing the requirements into functional requirements, operational requirements, technical requirements, and transitional requirements. The functional requirements define how the user thinks the system is functioning overall, the operational requirements define what background processes need to be executed in order for the system to work optimally over a period of time, the technical requirements define what echnical issues that must be addressed in order to successfully implement the system, and the transitional requirements define the processes or steps needed to implement the system smoothly and successfully. Project Scope â€Å"Project scope is the part of project planning t hat involves determining and documenting a list of specific project goals, deliverables, tasks, costs and deadlines† (Rouse of TechTarget. com).This scope should include the following (â€Å"Dummies. om†,  2012):Justification: How and why your project came to be, the business need(s) it addresses, the scope of work to be performed, and how it will affect and be affected by other related activities.Objectives: The products, services, and/or results your project will produce (also referred to as deliverables).Product scope description: The features and functions of the products, services, and/or results your project will produce.Product acceptance criteria: The process and criteria for accepting completed products, services, or results.Constraints: Restrictions that limit what you can achieve, how and when you can achieve it, and how much achieving it can cost.Assumptions: Statements about how you will address uncertain information as you conceive, plan, and perform you r project.ConclusionAll of the information gathered through JAD Sessions; interviews; and hands on experiences will be set into current attribute categories. Each of these categories will be divided to show the good aspects and the bad aspects of the application. All of this will be agreed upon unanimously in a last JAD session to determine what the actual requirements are that need to be placed into the requirements list. The requirements list will then be compiled to form the foundation of the scope and feasibility of the project. After the scope and feasibility have been accepted by the organization we will begin the development process.

Pre-Employment Testing and Screening - 784 Words

The researcher will provide an analysis of why companies should conduct pre-employment testing and screenings. I. Introduction Today, with millions of Americans unemployed and in desperate search for a job, it is the duty of the human resource managers and recruitment specialists to decide which applicants will best fulfill the job positions. These recruitment specialists have a variety of techniques and methods to have the top candidates stand out from the rest of the applicants. One method developed to help speed up the hiring process and to have the best candidate be prominent, is the development of pre-employment tests and screenings. Pre-employment tests are used to screen job applicants and can include testing of cognitive†¦show more content†¦Pre-employment testing can benefit the employer by lower turnover rate, increased sales, and higher customer satisfaction. (Pre-Employment Testing: Whitepaper) II. The Problem While there can be remarkable benefits gained from using testing in the employee selection process, many corporations feel that pre-employment testing is an invaluable tool in the hiring process, especially when the pool of applicants comes in mass numbers as it will take up too much time testing each applicant. Some argue that there are legal issues that can arise if the tests are not valid, reliable, or are improperly implemented. Because employment tests are periodically challenged in courts, The Equal Employment Opportunity, EEOC, and the courts now have strict regulations in place to ensure that any testing is directly related to the position and non-discriminatory. (Quast). The courts are taking the position that the employer should make every effort to ensure that the employee selection process is a smooth and useful practice. Many employers have learned this the hard way. Without pre-employment tests and screenings, companies take the risk of putting an unfamiliar person in c ontact with the other employees, and also may give them responsibilities that may in turn harm the company. Companies today do not realize the beneficial factors that come with pre-employment testing and screenings. They feel as though they have a proper hiring plan and have a well enoughShow MoreRelatedCritical Thinking Assignment : Recruitment Case Study913 Words   |  4 Pagesobtained qualified applicants; furthermore ensuring applicants are looked at equally according to employment laws. Affirmative Action Strategy Various factors could potentially affect not only the number of available applicants, but the quality as well. To ensure employment laws are adhered to, an affirmative strategy is strongly encouraged and would include Executive Order 10925 for Equal Employment Opportunity to include main strategies to protect minority groups, whether it is sex, race, religionRead MoreEthical Issues of Genetic Research Essay1268 Words   |  6 Pagesregardless of individual rights. The practice of genetic screening for profitable purposes illustrates this concept. Insurance companies are increasingly considering using genetic tests to assess the level of premiums that policy-holders must pay based on their genetic risks(Wheale McNally 254). Companies consider this practice appropriate and equate genetic testing with the current requirement of a familys medical history. Genetic testing, however, may lead to false assumptions and unfair premiumsRead MoreThe Impact Of Pre Employment Tests On Children And Public Settings863 Words   |  4 Pagesadopt UIT in order to cut costs of pre-employment test administration while reaching a more diverse pool of applicants. Many selection officials, however, continue to use proctored tests for preliminary screening of applicants. The reasons for some selection officials resistance to adopting UIT has yet to be researched. Perceptions of pre-employment tests Previous research has examined selection officials use and perceptions of various types of pre-employment tests used to measure a variety ofRead MoreWelfare Drug Testing Persuasive Speech1704 Words   |  7 Pagesgovernment housing. Currently there is mass debate, in courtrooms across the U.S., regarding the legality and morality of pre-assistance drug testing. This report is intended to familiarize the reader with the history of welfare reform; the histories of drug testing in regards to assistance eligibility; and persuade the audience to vote yes for mandatory pre-assistance drug testing. b) Body b.i) History of Welfare (b.i.1) The first welfare programs originated with the Social Security Act of 1935Read MoreHuman Resource Management ( Hrm ) Essay1193 Words   |  5 Pagesindividual for employment based on certain criteria† (Employee Selection). Selecting employees that contribute well to the organization will help the organization succeed. Hiring the right person for the job is crucial. Before offering employment to anyone there are certain steps to take. The future employee of the company should have the right skills and job qualifications. â€Å"Good human resource management starts with hiring good employees† (HR Management). â€Å"Pre-employment screening is an essentialRead MoreEssay about Executive Chef Recruitment Plan840 Words   |  4 Pagesform. Pre-Employment Testing Pre-employment testing is a helpful way to determine whether or not a candidate is right for a job. Anyone being considered for an executive chef position should be prepared for drug testing and a detailed background screening, as these are important to ensure that the candidate can be trusted with money, safety, responsibility, and the management of others. Because the position involves money and inventory, as well as personnel management, pre-employment tests thatRead MoreEvaluating The Perceptions Selection Officials905 Words   |  4 Pagespractitioner s decision about whether or not to use a particular employment test, and suggests many of these factors may contribute to the choice of which test administration medium to use. Cost One potential factor contributing to choosing a particular administration technique is cost. The cost of an administration technique includes the implementation costs of obtaining the infrastructure (e.g. computers, test administrators, testing areas) needed to administer the test in a particular way, as wellRead MoreMandatory Drug Testing For Welfare Recipients1526 Words   |  7 PagesBreez Arann Ms. Holiday English 12 11/04/15 Mandatory Drug Testing for Welfare Recipients When the United States’ welfare program was created during the Great Depression, it was meant to temporarily relieve the burdens of the one-fourth of American families who were unemployed, and struggling financially. President Franklin D. Roosevelt created the Social Security Act in 1935, then amended it in 1939 to create programs to assist families with unemployment compensation, and to create government agenciesRead MoreWhat Medical Providers Can Do Essay797 Words   |  4 PagesWhat Medical Providers Can Do Follow practice guidelines for all patients Genetic testing, or a referral to a genetic counselor, is the standard of routine OBGYN care for women with an increased lifetime risk. As the Pap Smear has screening guidelines and indications, genetic testing must also adhere carefully to evidence-based recommendations. Providers should not endure referral bias. Rather, they should follow the recommendations brought forth by ACOG. Shared decision-making should be used; howeverRead MoreThe Virtual Tryout ( Snell, Morris, And Bohlander1255 Words   |  6 Pagesup to the employer to determine the next steps. One of the steps that a business establishment may introduce to an applicant is a virtual tryout (Snell, Morris, Bohlander, 2016). William Frierson explains, â€Å"The Virtual Job Tryout is a unique pre-employment test that allows those differences to surface in manner that helps recruiters quickly identify the best-fit candidates, and hire a workforce that delivers superior results.† (Frierson, 2012, para. 6). Essentially the virtual tryout is an electronic