FMCSA COMPASS Training Evaluation Form Coursework

Essays on Investigating Statistical Concepts, Applications, and Methods Coursework The paper "Investigating Statistical Concepts, Applications, and Methods" is a worthy example of coursework on statistics. The survey was designed by COMPASS for FMSCA to evaluate the response of its employees after conducting a training organized by the Human Resources Department. The anonymity and confidentiality of the respondents are not indicated anywhere on the survey. There is no place where the respondents give their names, thus this clearly shows that there is anonymity in the survey and because of anonymity, there is no need for confidentiality.There are no specific instructions at the beginning of the survey. The questionnaire reminds the respondents of the importance of participating in the survey and what the survey objective is. There are various items used in the survey, one of them is the quality of the training, the respondents were asked to state the quality of training. What expectation they had prior to the training and if the expectation were met. The organizers wanted to find out how the training related to each of the attendant's positions and roles. Another time used was the clarity of the information disseminated to the attended, if there were any diagrams and visual aids sued to communicate the message.   The survey also sought to know if the facilitators allowed for feedback and suggestion from the audience. Apart from the curriculum as the main source of the items used in the training, the use of the internet was another source. The participants were asked if about their experience while using the online interface in the training and other additional comments related to the training.Yes, there are a few instances where the questions used more than one item to answer a certain variable. One of the variables that used a number of times was the quality of the training; this item was covered in the curriculum, the online interface and in the additional comments where the questions asked were directly related to the quality (Chance Ros sman, 2005).The shortest item is on the additional comments or questions. The question was â€Å"Other Comments?† .It has two elements in it. Although the item was the shortest, it would attract either short or detailed information from the respondents depending on the perspectives. On the other hand, the item with the longest elements is questions 12 and 12 which have a total of 12 elements each. The total number of items shown on the survey is 14. The questions are divided into three sections, on average it would take fifteen to twenty minutes to fill the form appropriately.There are a number of statistical analyses that would be used in analyzing the data collected from the survey. One of them is measures of central tendencies, the mean, mode and median of the data collected can be used to come up with the survey results. Another method that can be used is linear correlation and regression, conducting calculation to find the linear correlation and regression can point out the behavior of the respondents in line with the terms used in the survey. The analysis of variance (ANOVA) can be sued if the results are geared toward getting a scientific analysis of the survey. All the mentioned methods are quantitative; however, qualitative methods can also be used. The results used can be compared with other similar studies and a thorough literature review.   In conclusion, the main purpose of the training is to measure whether the objectives of the training were met and find ways of improving future training conducted by the company (Chance Rossman, 2005).

Transformational and Transactional Leadership Free Essays

Transformational and Transactional Leadership Transformational and Transactional Leadership Thomas J. Kenny CRJ-810 Dec 16, 2011 Many styles of leadership exist in the management world. Most of these approaches are very similar to one another. We will write a custom essay sample on Transformational and Transactional Leadership or any similar topic only for you Order Now Two very different styles of leadership are the transactional and transformational leadership styles identified by James Burns in 1978. These leadership styles are almost polar opposites of one another, with employees in the transactional leadership style motivated by rewards and benefits, and employees in the transformational style motivated by their charismatic managers. These two leadership styles, though different from each another, can be very effective tools in the world of policing. Transactional leadership represents â€Å"those exchanges in which both the superior and the subordinate influence one another reciprocally so that each derives something of value. †(Yukl, 1981) This style of leadership can be compared to dangling a carrot in front of someone, or giving officers who write the most tickets steady weekends off. Leaders who use this style give their subordinates something they want in exchange for something that the leader wants. The reward system of leadership used by the transactional leader can also involve rewards or values that are not as easily tangible such as trust and respect. Burns(1978) referred to these values as modal values; â€Å"modal values bond leaders to followers in an attempt to actualize the needs of both parties. † These rewards such as trust and respect may still be given out by low level police supervisors who may not have the authority to give out overtime or authorize special days off. While transactional leadership is concerned with increasing production and motivation through a reward based system, transformational leadership is concerned with making the employee want to succeed. Bass Steidlmeier (1998) describes this difference as: Transformational leadership is predicated upon the inner dynamics of a freely embraced change of heart in the realm of core values and motivation, upon open-ended intellectual stimulation and a commitment to treating people as ends not mere means. To bring about change, authentic transformational leadership fosters the modal values of honesty, loyalty and fairness and the end values of justice, equality, and human rights. Transformational leadership contains four components: â€Å"idealized influence (attributed or behavioral),inspirational motivation, intellectual stimulation, and individualized consideration. † (Bass, 1985) These four components can be summed up as that of a charismatic leader. Employees will see the qualities of this charismatic leader and try to emulate them. Bass (1985) describes this emulation of charismatic leaders as: If the leadership is transformational, its charisma or idealized influence is envisioning, confident, and sets high standards for emulation. Its inspirational motivation provides followers with challenges and meaning for engaging in shared goals and undertakings. Its intellectual stimulation helps followers to question assumptions and to generate more creative solutions to problems. Its individualized consideration treats each follower as an individual and provides coaching, mentoring and growth opportunities. Transformational leadership can be very effective in the world of policing, where the leadership exists from the top down. Officers who work for a transformational leader in a police department must â€Å"understand the vision of the department’s direction, appreciate the organization’s potential, believe that the goal of improvement is supported by the entire organization, and support the idea that change is needed. † (Bynum, 2008) Transformational Leadership can be very effective due to the fact that its motivational and inspirational effects can be long lasting and felt by every employee in the organization. Transformational leadership encourages its members to be more proactive and more productive without any specific direction or a reward in mind other than that it benefit’s the organization as a whole. With transactional leadership, some of the rewards such as better hours or days off can only be enjoyed by a few of the members. A competition to see who can write the most summonses, with the winner getting better days off, may increase production at first. The benefit of weekends off can not be given to everyone though, and usually only those who receive the reward will continue to produce as much. Transformational leadership might have a difficult time succeeding in an organization such as the New York City Police Department. The NYPD was founded in 1845, and therefore is deeply rooted in traditions and norms. Even the most charismatic leader, brought into the NYPD to institute change and a new direction, is going to be met with extreme resistance. Police Officers, who can tend to be very reflexive at times, might not take well to the idea of being self starting, proactive, and productive for their department. This initial resistance by subordinates usually makes the transformational leadership approach a long term solution to a departments problems. Transformational leadership tends to be more effective that transactional leadership, due to the fact that most of the terms in the reward based system of transactional leadership are defined and tangible. The subordinate is expected to produce a certain amount in order to receive a benefit. This can tend to make the employee cease production once they have met the production requirement. Conversely in transformational leadership the employees are motivated not by a reward, but for the good of the organization as a whole. This motivation can lead employees in a transformational leader organization to produce much more than what is expected of them. The fact that the terms of a transactional leadership arrangement are tangible also makes it effective for a short term production problem. A precinct with an influx of burglaries, might offer an extra day off to the next officer who makes a burglary arrest. While in the long run they would want the officer to always be vigilant for burglary arrests, the added benefit of a day off will have additional motivational effects. Transformational leadership is most often effective in organizations that have a need for change, or that have undergone a recent crisis. Transformational leaders tend to have uniting qualities, which can bring an organization out of mediocrity. Adolf Hitler, who was a tremendously charismatic transformational leader, was able to bring Germany back from the brink of total collapse and financial ruin that it was in following World War I. Transformational and transactional leadership can be two of the most effective styles of leadership in policing. By using the transformational leadership style, police managers can foster an group of proactive and motivated police officers, who want to achieve greater results for the good of the team. By using the transactional leadership approach, they can achieve great results exchanging rewards and benefits with subordinates for increased production. Using a combination of these two approaches to police leadership should lead to great success. References Bass, B. , Steidlmeier, P. (1998). Ethics, Character, and Authentic Transformational Leadership. Vanguard. edu. Retrieved December 10, 2011, from www. vanguard. edu/uploadedFiles/Faculty/RHeuser/ETHICS,%20MORAL%20CHARACTER%20AND%20AUTHENTIC%20TRANSFORMATIONAL%20LEADERSHIP. df Bass, B. M. (1985). Leadership and performance beyond expectations. New York: Free Press ;. Burns, J. M. (1978). Leadership. New York: Harper Row. Bynum, R. (2008). Transformational Leadership and Staff Training in the Law Enforcement Profession. The Police Chief. Retrieved December 10, 2011, from www. policechiefmagazine. org/magazine/index. cfm? fuseaction=display_archarticle_id=1422issue_id=22008 Yukl, G. A. (1981). Leadership in organizations. Englew ood Cliffs, N. J. : Prentice-Hall. How to cite Transformational and Transactional Leadership, Essay examples

Debut Albums and Pure Adrenaline Rush free essay sample

Pure energy! It was now or never! This was the opportunity I had been waiting for! It was time for action. It was a cold day. The wind was blowing, the trees swaying from side to side. It was time for me to conquer my fears. Although I did not know it, I was about to begin an adventure that would push my companions and I to our limits. The day had Just begun. My alarm clock was ringing and the birds were chirping. It seemed like it was going to be a fantastic day. The sun was out; there was not a breath of wind.I fled from my bed so I would not miss a moment of the beautiful day Mother Nature had been kind enough to share. I devoured my breakfast like it was my last and turned on the television. It was a magnificent day but little did I know that on this day I would take part in an event that would push me to my limits. We will write a custom essay sample on Debut Albums and Pure Adrenaline Rush or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page And thats when I noticed the branches of the trees starting to sway rhythm with the wind. I thought to myself, surely this cannot be. In an instant there were clouds on the horizon. I did not believe my eyes. The weather had changed instantaneously changed.It was now a cold, miserable and windy day. Then I saw her standing in the distance. She told me she was going to take me to a place of adventure, somewhere where I could overcome my fears and attempt something that only few had dared. She took me to this place. It was not scary, not Intimidating. In fact it was extremely inviting. There were people eating foods at the gorgeous restaurants. While admiring this concrete Jungle known as the Moses Madhya Stadium I realized I was no longer afraid. I was wrong. I was going to be going to be going face to face with my greatest fear.I was going to be Jumping off this Jungle. Papers were signed, my harness firmly secured around my waist. It was time to begin my voyage. The only thing that would be keeping me apart from the ground was an ordinary rope. I convinced myself I was ready. The voyage to the top of the Jungle had begun. It was no longer intimidating. The gigantic white structure surrounded me. It was as If I was on a pathway to happiness. After what seemed Like an eternity I had arrived at my destination. It was my time to shine. The spotlight was firmly placed on me. Pure adrenaline rush!Pure energy! It was now or never! This was the opportunity I had been waltzing for! It was time for action. Then It happened. I Jumped. I felt my stomach disappear my toes went numb, the wind was rushing through. I then opened my eyes. To my delight It was all over. My heart was pounding, my blood gushing through my veins. There I was dangling In mid-air. I had conquered my fear. I felt Like I was In a scene In a movie. All I could think was that It had been an amazing day. Word count: 51 1 Debut Albums and Pure Adrenaline Rush By keas only few had dared.She took me to this place. It was not scary, not intimidating. In restaurants. While admiring this concrete Jungle known as the Moses Madhya It was as if I was on a pathway to happiness. After what seemed like an eternity I had I had been waiting for! It was time for action. Then it happened. I Jumped. Then opened my eyes. To my delight it was all over. My heart was pounding, my blood gushing through my veins. There I was dangling in mid-air. I had conquered my fear. I felt like I was in a scene in a movie.