What Are Examples of a Hypothesis

A hypothesis is an explanation for a set of observations. Here are examples of a scientific hypothesis. Although you could state a scientific hypothesis in various ways, most hypotheses are either If, then statements or else forms of the null hypothesis. The null hypothesis sometimes is called the no difference hypothesis. The null hypothesis is good for experimentation because its simple to disprove. If you disprove a null hypothesis, that is evidence for a relationship between the variables you are examining. For example: Examples of the Null Hypothesis Hyperactivity is unrelated to eating sugar.All daisies have the same number of petals.The number of pets in a household is unrelated to the number of people living in it.A persons preference for a shirt is unrelated to its color. Examples of an If, Then Hypothesis If you get at least 6 hours of sleep, you will do better on tests than if you get less sleep.If you drop a ball, it will fall toward the ground.If you drink coffee before going to bed, then it will take longer to fall asleep.If you cover a wound with a bandage, then it will heal with less scarring. Improving a Hypothesis To Make It Testable While there are many ways to state a hypothesis, you may wish to revise your first hypothesis in order to make it easier to design an experiment to test it. For example, lets say you have a bad breakout the morning after eating a lot of greasy food. You may wonder if there is a correlation between eating greasy food and getting pimples. You propose a hypothesis: Eating greasy food causes pimples. Next, you need to design an experiment to test this hypothesis. Lets say you decide to eat greasy food every day for a week and record the effect on your face. Then, as a control, for the next week, youll avoid greasy food and see what happens. Now, this is not a good experiment because it does not take into account other factors, such as hormone levels, stress, sun exposure, exercise or any number of other variables which might conceivably affect your skin. The problem is that you cannot assign cause to your effect. If you eat french fries for a week and suffer a breakout, can you definitely say it was the grease in the food that caused it? Maybe it was the salt. Maybe it was the potato. Maybe it was unrelated to diet. You cant prove your hypothesis. Its much easier to disprove a hypothesis. So, lets restate the hypothesis to make it easy to evaluate the data: Getting pimples is unaffected by eating greasy food. So, if you eat fatty food every day for a week and suffer breakouts and then dont breakout the week that you avoid greasy food, you can be pretty sure something is up. Can you disprove the hypothesis? Probably not, since it is so hard to assign cause and effect. However, you can make a strong case that there is some relationship between diet and acne. If your skin stays clear for the entire test, you may decide to accept your hypothesis. Again, you didnt prove or disprove anything, which is fine

The Impact Of The Westward Expansion On Women And African...

The Impact of the Westward Expansion on Women and African Americans The Westward Expansion started prior to The Revolutionary War, settlers were migrating westward to what states are now modern day Kentucky and Tennessee in hopes for a fruitful life and larger job opportunity. This Westward Expansion was aided through the Louisiana purchase in 1803, in which the United States purchased territory from France, resulting in doubling in size of the country. This Louisiana purchase was stretched from the Mississippi River to the eastern Rocky Mountains in the west and from the Gulf of Mexico all the way to the south of the Canadian border in the north. In result of the Westward Expansion , families would pick up and walk as far west as†¦show more content†¦They had the burdens of traveling while pregnant and childbearing as well as the rituals of attending to the sick and dying and the caring of infants and the caring and irritable children. Women also felt themselves in antagonistic relationship with them but more often than not when they maintain their silence. This is expressed in this journal account written by Miriam Davis, â€Å" I have cooked so much out in the hot sun and smoke, I hardly know who I am, and when I look into the little Looking Glass I ask â€Å" can this be me?† Put a blanket over my head and I would pass well for an Osage squaw.† The Westward Expansion was the leading outlet for women to try to break the stereotype of domestic femininity. Proving yet the strength and courage women have always had. African Americans were among the many minorities looking for a brighter future through the Westward Expansion, fighting the ideal of slavery at every turn made that problematic. African Americans like whites, were seeking a fitter life after the Westward Expansion. Seeking homes, a better place to work , and a better place to foster a family. The western frontier carried much of the slavery in the Westward Expansion. Slavery was carried into the South West into Mississippi crossing the Mississippi River into Louisiana, finally going into Texas. SlaveryShow MoreRelatedEssay on Boss713 Words   |  3 Pagesand the development of the New England colonies? 4. How did the labor system of white indentured servitude work, and why did plantation owners replace it African slavery? Explain how the African slave trade developed? 5. How did the British victory in the Seven Years War ironically become one of the precipitating causes of the American Revolution? What deeply rooted historical factors moved America towards independence from Britain? 6. What were the primary achievements and failures ofRead MoreThe Speed And Lowered The Expense Of Commerce845 Words   |  4 Pagesthe new nation. People traveled in groups and cooperated with each other to clear land, build houses and barns, and establish communities. 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Many simply came for employment, as WWII contract work gave African-Americans the ability to find steady work in shipyards, defense production opportunities, federal employee positions, Boeing Airplane Company (need for Machinists) and many other employment opportunities forRead MoreThe American Of The Spanish American War1630 Words   |  7 PagesFrom the time of the Spanish American War to the current conflict in the Middle East, the United States went from relative isolation to increased global involvement because of their urge for humanitarianism, economic self-interest, and the search for Manifest Destiny. The consequences of this increased global involvement on American society were the increase of immigrants, increase in resources and â€Å"Yellow Press† media. The United States were the helping hand to Cuba during when America was moving

Managing Diversity and Equal Opportunities †MyAssignmenthelp.com

Question: Discuss about the Managing Diversity and Equal Opportunities. Answer: Introduction Workforce diversity refers to the differences and similarities at the workplace which include age, race, social cultural, religion, physical abilities or disabilities, sexual orientation among others, amongst the employees of a particular organisation (Bedi, Lakra, Gupta, 2014). A diverse workforce means that its workers, suppliers, customers and even the managers comprise of different backgrounds in terms of culture, language, religion, values and others (Mujtaba, 2007).An organization that takes advantage of the diverse talents from different backgrounds benefits from strengthened productivity. Workforce diversity is the policies and those practices that an organization has in place that foster inclusiveness of people who are different from the majority in that prevailing constituency (Bedi et al., 2014). When an organisation manages workplace diversity properly, it can benefit from the strengths and complement the weaknesses of each individual and leverage on the knowledge and sk ills from each person to make a huge impact on performance. Therefore workforce diversity needs to be managed for any organization to realize its full benefits. This paper will discuss managing workforce diversity, why it is important, theories of diversity management, its benefits and negative effects and why it is important to manage diversity at the workplace. Managing diversity in an organisation is an important yet difficult task. An organisation may need to make changes in order to accommodate the changes of each and everyone and maximize their potential and thus be well positioned to meet the business demands in a global environment. There is therefore need for policies and practices and also new ways of thinking and doing things in order to accommodate the different groups of people. Organisations have to be ready to transform the workplace culture so that it is in line with the values of the different people. They have to start by understanding their own identity, the culture and the biases that exist, the prejudices and the stereotypes. Only when this is acknowledged can they move forward towards changing those practices that are biased towards certain groups of people. They must recognize that diversity runs through all the aspects of management in the organisation (Bedi, et al., 2014). Recognition that managing diversity means recognizing people are different and that those differences can be used to add value to the organisation is important for firms. Good management practices can be used to maximize on the benefits that accrue from diversity so that all employees feel valued and have freedom to contribute to organizations goal achievement. The strategies for managing diversity that work in one situation may not work in another situation. There is no rule to how organisations should manage diversity and each organisation has to devise the strategies that work for their circumstances. An organisation response to diversity can range from doing nothing to having a full strategy to deal with workforce diversity that places various interventions in to the organization framework. Organisations possible reactions to diversity may include exclusion, denial, assimilation, suppression, isolation, tolerance, relationship building to mutual adaptation. They may choose to ignore or address the diverse backgrounds of their employees, view it as a challenge or an opportunity or choose to be proactive or reactive to diversity (Podsiadlowski, et al., 2013). With globalisation and internationalization of organisations, diversity is likely to continue to grow in workplaces in the long run (Okoro Washington, 2012). Diversity in our current global world is a fact of life and is a necessity for one to function appropriately in the universe especially important at the work place. It makes a workplace more interesting and attractive but if not managed properly can cause people to be annoyed by comments or behaviors from others in a diverse team. This makes the workplace more challenging and unpredictable as diversity can be both a good thing but yet create conflict if not well managed. Some of the beliefs challenge peoples values embedded in their minds since they were young thus making them uncomfortable (Mujtaba, 2007). The differences in the world today continue to be reflected in organizations. Each then has the responsibility to be aware of these differences and become respectful towards individuals who are different and unique. Understanding, tolerance, respect of those differences is important for one to take advantage of each persons unique skills and maximize on productivity of employees for competitive advantage. All employees and managers must be culturally competent for them to be successful. This means they must continue to learn how to function well in a culturally diverse environment (Mujtaba, 2007).The organization must therefore invest in training employees for them to become culturally competent. Theories of Managing Diversity There are two broad approaches to workplace diversity management. These are Institutional Theory and secondly Resource Based Theory (Yang, Konrad, 2011). This approach emphasizes that organisation structures cannot be separated from their social environments (Yang, Konrad, 2011). The structuring of organisations provides meaning to the social behavior in those organisations. They include the regulative institutions which are the regulations, laws and rules. The normative institutions refer to the professional and social norms. The cognitive institutions refer to the ethics and the culture. All these institutions put pressure on the organisations and they are expected to conform. Organisations thus adopt structures that conform to societal expectations in order to gain legitimacy and thus approval from both internal and external stakeholders. The institutional theory thus influences the diversity management practices and how they are implemented (Yang, Konrad, 2011). This theory recognizes that organisations consist of various resources which include physical, financial, human and corporate capital. These resources determine an organisation ability to implement business strategies and thus determine a firms performance. Valuable resources are those that allow a firm to perform effectively and efficiently. The resources that are valuable and not easily accessible or held by just a few firms help a firm achieve competitive advantage. The resources that are of value, are not commonly available and cannot be imitated help a firm gain sustained and competitive advantage. This ability is determined by an organisations structure and its procedures and the practices. According to this theory these resources determine the selection of diversity management practices, their implementation and outcomes (Barney Clark, 2007). Organisations manage diversity for social responsibility. This is because most of the practices of diversity are for the disadvantaged groups and making them more accepted and valued at work. By diversifying the work place, such groups are given a fair chance to earn a salary and take care of their needs. It also supports groups of people who were previously getting supported and give them a chance to earn and pay tax thus economically empowering them. This then can be considered as a good action towards social responsibility (Bedi et al., 2014). Diversity is also managed as a source of talent. Workplace talent is represented by people from diverse places and backgrounds and experiences. Discriminatory practices can stop a company from attracting and retaining top talent. Competitive companies will therefore put in place policies and practices that cater for diverse talent in order to attract the best talent and retain them for competitive advantage. Another reason for managing diversity is in compliance with legal requirements. Companies have a legal mandate to have practices that are not discriminative. Companies that do not comply face heavy fines or even loss of contracts from government agencies and thus incur losses. It is therefore good business practice to comply with the legal requirements of the area companies operate in (Bedi et al., 2014). Other stakeholders may not want to do business with a company that is seen to flout labor requirements or that practice discriminatory practices against a group of people. Managing diversity is also done as a marketing strategy. The customer base in the global world is represented by people from different cultures and beliefs. To attract and retain the customer base from different places, organisations must then hire people from the same diverse pool. This will ensure diverse ideas and knowledge which is useful for the company to deliver to their customers satisfaction. The diversity in the customer base has to be reflected in the employee base for success. Diversity is also managed as a business communication strategy. There is growth in the diversity of companies stakeholders including the suppliers, the vendors, the customers and all others partners. With a homogenous workforce, a company is likely to become very ineffective in its communication. Diversity helps to overcome the barriers in this communication as employees from different backgrounds will be helpful in understanding communication to their unique groups (Bedi et al., 2014). Finally, managing diversity is for capacity building. Companies that succeed in the changed business times are those that are quick to adapt to the new situations, resolve problems quickly, identify new opportunities and exploit them. This is achievable with a diverse pool of talent, knowledge and experiences of the employees. Valuable employees are those with unique qualities and perspectives (Bedi et al., 2014). Companies that recruit employees from diverse backgrounds know that they will work differently and therefore change the old ways of doing business for success. Benefits of Workplace Diversity The challenges and opportunities created by diversity affect all organizations in the world to an extent. Some of the critical diversity issues affecting the world include racial supremacy, cultural identification, unfair compensation based on gender or other minority status all having an effect at the workplaces. Currently, some countries like the USA are having conflicts based on racial supremacy while other organizations have conflicts based on unfair pay based on race and gender differences (Mujtaba, 2007). Workforce diversity is now one of the important issues in all organizations and in every sector. While previously workforce diversity was viewed as a compliance with the laws issue only, organisations are now changing and consider diversity as a strategy issue and considering how diversity can be used to achieve organisation goals. Employee diversity benefits organisations by encouraging different perspectives and solutions to workplace problems but it can also lead to conflict, miscommunication and mistrust (Pitts Recascino, 2010). Sustaining and encouraging diversity is important in the world for the development needs of democratic societies. Studies have shown that diversity in higher learning institutions enhances the learning experience and makes environment better for supporting lifelong relationships. Diverse learning environments also prepare students for the increased global and complex world and cultivate mutual respect and team work in them (Okoro Washington, 2012). Managing of the human resource activities is important for the growth, sustainability and success of organisations around the world and thus in Australia. Cultural diversity is central to national identity in Australia with about 25% of Australians born overseas. Discrimination in any part of public life is therefore against the law and this implies even in employment according to the Racial discrimination Act of 1975 (Australian Human Rights Commission). Diverse organisations like Australian Broadcasting Corporation (ABC) have policies and strategies that support diversity in gender, languages differences and disability and have been striving for workplace inclusivity and flexibility (ABC, 2014). In 2016, Envato was awarded as being top diversity company in Australia by JobAdviser (Longman, 2016). A company with a diverse workforce also has a better understanding of the global market place. Diverse organisations have better productivity and thus higher profits than those that are not diverse due to the diverse cultures that encourage employees to perform at the best. When employees feel valued regardless of their backgrounds, they become hardworking and loyal which improves on the overall productivity and profits of the company. Their customers from different cultures and who may speak different languages also benefit from service offered in their own languages (Bedi et al., 2014). Diversity also encourages exchange of good ideas and also team work. A diverse team benefits from different ideas and perspectives especially towards a complex task and explore best solutions within a short time. Different people bring in their diverse experiences when tackling team tasks thus strengthening productivity. Marketing and advertising activities may benefit with a better understanding of different cultures which is easy to gain from a diverse team (Bedi et al., 2014). Diversity gives an opportunity to employees for learning and growth. Employees are exposed to different cultures, ideas and ways of doing things. This enables them to have a clear outlook to the organisation and their place in the global perspective and thus learn more and grow intellectually from the different ideas gathered. With frequent exchange of ideas and knowledge, the employees become more global in their search for problems within the organisation thus better to serve global customers (Bedi et al., 2014). It enhances effective communication. It enhances an organisations relationships with certain groups of customers and other stakeholders thus making communication more effective. When an employee is serving customers whom they share a language or culture, it enhances the relationship with the customer as they feel at home and can be able to communicate effectively thus become loyal to the company. The benefits of workforce diversity will be enjoyed by careful planning and commitment by organisations for them to hire and retain a diverse mix of employees and also promote and reward them without any form of discrimination (Henry Evans, 2007). Negative Effects of Diversity Workforce diversity does not automatically mean positive benefits. If not well managed, it could potentially lead to some challenges. Intercultural communication is a daunting challenge in organisations. It is important that the business communicator is adapts quickly to changed responsibilities and working relationships. Managing diversity is much more than simply acknowledging differences in people. With increased globalization, increased immigration, increased number of women at the workplace among other factors continues to fuel the trends in diversity. The diverse workforce brings along communication challenges and affects how communication happens at the workplace (Bovee, Thill, 2012). Supervisors and managers are faced with the challenge of motivating and creating harmonious relationships among colleagues. Managers may also face losses brought about by work productivity, negative attitudes and behaviors that act as barriers to diversity. An organisation that ignores diversity is likely to be faced by law suits and low staff morale (Okoro Washington, 2012). Some companies have suffered from unethical and unfair practices to some employees from minority groups. This always leaves a negative impact on the organisation performance and the society in general. In some cases, some organizations have suffered from law suits when employees have suffered from discrimination based on their differences. It is in the interest of organisations to promote fair treatment of all groups of people regardless of their backgrounds. This will not only result to enhance performance by employees but also retention of talent and avoidance of losses resulting from lawsuits and bad reputation. It also encourages all employees to work synergistically with the interest of productivity and competitiveness. According to Brian andAmrik (1999), the challenges of workforce diversity are not adequately addressed by organisations in Australia. Therefore more needs to be done to achieve the highest benefits of diversity. Conclusion In conclusion, it is clear that companies who hire diverse employees achieve competitive advantage over those that do not. Companies that enjoy the benefits of diversity are those that hire diverse employees because of their differences and acknowledge the value they will bring in to the business and thus leverage on them. The organisation must select from the different diversity management practices what works best for their circumstances. When diversity is managed appropriately, it grants a firm sustained competitive advantage. The companies that hope to survive in this global world must embrace strategies that promote workforce diversity. This paper has discussed workforce diversity management, the theories of diversity management and why it is important for firms to manage diversity. It has also discussed the benefits of workforce diversity and highlighted some negative effects of diversity. References ABC. ( 2014). Equity and Diversity Annual Report. Retrieved August 29, 2017 from: https://about.abc.net.au/wp-content/uploads/2015/02/EquityAndDiversityAnnualRPT2015.pdf Australian Human Rights Commission. Retrieved August 29, 2017 from: https://www.humanrights.gov.au/face-facts-cultural-diversity Barney, J., Clark, D. (2007). Resource-based Theory: Creating and Sustaining Competitive Advantage. New York, NY: Oxford University Press. Bedi, P., Lakra, P., Gupta, E. (2014). Workforce Diversity Management: Biggest Challenge or Opportunity for 21st Century Organizations.Journal of Business and Management,16(4), 102-107. Brian DNetto,Amrik S. (1999). Human Resource Practices and Workforce Diversity: an Empirical Assessment.International Journal of Manpower, Vol. 20 Issue: 8, pp.530-547 Bovee, C., Thill, J. (2012).Excellence in Business Communication. Pearson Higher Ed. Henry, O. Evans, A. (2007). Critical Review of Literature on Workforce Diversity.African Journal of Business Management,1(4). Longman, N. (2016). Envato is Australias coolest company for diversity. Australia Business Review. Retrieved August 29, 2017 from: https://www.businessreviewaustralia.com/leadership/2322/Envato-is-Australias-coolest-company-for-diversity Mujtaba, B. (2007).Workforce Diversity Management: Challenges, Competencies and Strategies(pp. 207-229). Llumina Press. Okoro, E., Washington, M. (2012). Workforce Diversity and Organizational Communication: Analysis of Human Capital Performance and Productivity.Journal of Diversity Management (Online),7(1), 57. Pitts, D., Recascino Wise, L. (2010). Workforce Diversity in the New Millennium: Prospects for Research.Review of public personnel administration,30(1), 44-69. Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C., Van Der Zee, K. (2013). Managing a Culturally Diverse Workforce: Diversity Perspectives in Organizations.International Journal of Intercultural Relations,37(2), 159-175. Yang, Y., Konrad, A. (2011). Understanding Diversity Management Practices: Implications of Institutional Theory and Resource-based Theory.Group Organization Management,36(1), 6-38.

Review of Economics and Statistics Broke My Lease

Question: Its a management class we have to write one page about anything happen to you. Answer: When I broke my lease with the apartment I rent The apartment I rented was in the town of Toledo in United States. I rented this apartment last year during the month of July. The apartment was close to my university. So I opted for this apartment and I took my apartment for lease of two years. But in the month of January of this year, I broke my lease with the apartment before completing two years term (Chen et al. 2014). I had already paid my landlord the rent for one year. I had agreed to pay the rent every year. But when I decided to leave my apartment, I had asked my landlord for the refund. He did not agree to refund me my money. So I decided to convince him with the help of local leaders. He refused to listen to them as well. He said that this is against the terms and policy of his agreement (Ambrose et al. 2015). I was disheartened to lose the money. I had to shift to another apartment which was nearer to my university and was cheaper than the previous one. I had thought of teaching my landlord a lesson so that he does not make such agreements in future. The day I planned to teach him a lesson, he called me in the morning to return the remaining money keeping one months rent. He apologized to me for not returning me the remaining money, initially. He said the law of the States do not permit to keep the rent of one year. He had to deduct a months rent and will have to return the rest. Thus, I got back my money and moved happily to my new apartment. References Ambrose, B.W., Coulson, N.E. and Yoshida, J., 2015. The repeat rent index. Review of Economics and Statistics, 97(5), pp.939-950. Chen, J., Wang, J. and Bell, P.C., 2014. Lease expiration management for a single lease term in the apartment industry. European Journal of Operational Research, 238(1), pp.233-244.