key financial metrics.

UST BE COMPLETELY ORIGINAL WORK

Address questions from Case Study attached.

 

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?

  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?

  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?

  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?

  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style

market capitalization

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Address questions from Case Study attached.

 

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?

  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?

  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?

  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?

  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style

expatriate satisfaction/compensation?

UST BE COMPLETELY ORIGINAL WORK

Address questions from Case Study attached.

 

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?

  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?

  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?

  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?

  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style

organizational ethics perspective

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Address questions from Case Study attached.

 

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?

  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?

  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?

  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?

  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style

expatriate compensation methods

UST BE COMPLETELY ORIGINAL WORK

Address questions from Case Study attached.

 

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?

  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?

  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?

  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?

  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style

in-depth analysis of a company’s financials

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Address questions from Case Study attached.

 

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?

  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?

  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?

  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?

  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style

calculate the difference between the company’s 2015 financial results and the industry averages.

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Address questions from Case Study attached.

 

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?

  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?

  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?

  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?

  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style

Earnings per Share

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Address questions from Case Study attached.

 

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?

  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?

  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?

  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?

  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style

Industry Averages and export

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Address questions from Case Study attached.

 

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?

  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?

  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?

  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?

  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?

  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style

skewness

1

2

Solar Company Comparison I3

Jimmy Sunshine

QNT 275

January 3, 2017

Dr. Stephen Loro

I. INTRODUCTION

Research Problem

Solar Sells’ solar panel systems installation company may install fewer contracted sales than Off the Grid’s solar panel systems. This may result in decreased market share, losing customers to Off the Grid and loss of profits.

Purpose of the Study

To inform management of Solar Sells if a significant difference in kilowatt installation exists between the two competing solar panel companies.

Research Question

Is there a significant difference in Solar Sells and Off the Grid as measured by installation of solar kilowatts?

Null and Alternative Hypothesis

Null Hypothesis:

Ho: There is no significant difference in Kilowatt installation between Solar Sells and Off the Grid.

Ho: μ1 = μ2.

Alternative Hypothesis:

H1: There is a significant difference in Kilowatt installation between Solar Sells and Off the Grid.

H1: μ1 ≠ μ2.

Alpha

The alpha level of significance for this research is .05 as indicated by the management of Solar Sells.

Variable Definitions

A sample of 18 residential and business installations recorded each contracted job by the number of kilowatts installed for each company. A kilowatt is equal to 1000 watts. The data is quantitative, discrete, and ratio data.

II. REVIEW OF RELATED LITERATURE

Background

The companies Solar Sells and Off the Grid install solar panel systems to residential homes and businesses in California, Florida and Arizona. Solar Sells has been in business for three years and Off the Grid for one year. The management of Solar Sells would like to know if they are competitive in the solar energy market as compared to Off the Grid.

III. METHODOLOGY

Data Collection

Raw Data:

Solar Sells Off the Grid
17 7
10 9
15 12
11 13
12 4
8 8
6 18
3 15
20 20
12 19
19 3
13 17
11 4
4 6
11 14
9 20
15 12
7 12
Descriptive statistics
  Solar Sells Off the Grid
count 18 18
mean 11.28 11.83
sample standard deviation 4.76 5.67
sample variance 22.68 32.15
minimum 3 3
maximum 20 20
range 17 17
standard error of the mean 1.12 1.34
confidence interval 95.% lower 9.08 9.21
confidence interval 95.% upper 13.48 14.45
margin of error 2.20 2.62
z 1.96 1.96
skewness 0.12 -0.06
kurtosis -0.42 -1.23
coefficient of variation (CV) 42.23% 47.91%
normal curve GOF
p-value .6412 .2787
chi-square(df=2) 0.889 2.556
E 3.600 3.600
O(-0.84) 4 5
O(-0.25) 3 2
O(+0.25) 5 4
O(+0.84) 3 2
O(inf.) 3 5

Descriptive Statistics

Data Analysis

The count for each company was 18, meaning that the author collected the data of 18 jobs contracted by each company. The mean for Solar Sells was 11.28 kilowatts. The standard deviation, which is the average sample variability of scores in a distribution was 4.76. The sample variance, or squared deviation of the sample was 22.68.

The minimum number of kilowatts installed for both companies was 3 kilowatts. The maximum for each company was 20 kilowatts. The range, or difference of minimum and maximum, for both companies was 17.

The standard error of the mean, meaning the degree to which a value varies from any given sample to another was 1.12 for Solar Sells. The lower 95% confidence level was 9.08. The upper 95% confidence level was 13.48. The margin of error was 2.20. The z score was 1.96. The skewness for Solar Sells was .12 with a kurtosis of -.42. The coefficient of variation (CV) for Solar Sells was 42.23%.

The mean Off the Grid was 11.83. The standard deviation, which is the average sample variability of scores in a distribution was 5.67. The sample variance, or squared deviation of the sample was 32.15. The standard error of the mean, meaning the degree to which a value varies from any given sample to another was 1.34. The lower 95% confidence level was and 9.21. The upper 95% confidence level was 14.45. The margin of error was 2.62. The z score was 1.96. The skewness for Off the Grid was-.06 and a kurtosis of -1.23. The coefficient of variation (CV) for Off the Grid was 47.91%.

Conclusion

A Goodness of Fit test was conducted on the data to determine if the data is parametric (normal) or non-parametric. The goodness of fit test returned values above the alpha level of significance of .05 determining that each data set has a parametric or normal distribution.

The Solar Sells appears parametric (p=.64). Retain the null hypothesis that the data is drawn from a normal distribution. The data from Off the Grid also appears to be parametric or normally distributed (p=.27). Retain the null hypothesis, the data does appear to be normally distributed.

There appears to be no difference between Solar Sells average of 11.28 and Off the Grids average of 11.83 average Kilowatt installation. These finding, however, may be due to chance. Further testing is recommended.

References

Loro, S. (2018). Course Syllabus QNT 275 Statistics for Decision Making. University of

Phoenix

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Solar Sells

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Off the Grid