Deliverable 02 Worksheet Instructions ✓ Solved

Deliverable 02 Worksheetinstructions The Following Worksheet Is Show

Deliverable 02 Worksheetinstructions: The Following Worksheet Is Show

The assignment involves assisting a student in understanding and solving multiple statistical problems related to the normal distribution and z-scores, as well as applying behavioral organizational theory concepts to a case scenario. The tasks include calculating probabilities using z-scores, interpreting standard normal distribution values, and discussing organizational factors influencing change efforts within a company context. Students are expected to show all steps with thorough explanations, correct errors in given answers, and provide a detailed, well-supported case analysis in APA format.

Sample Paper For Above instruction

Introduction

This paper aims to guide and exemplify how to approach statistical problems involving the normal distribution and z-scores and to demonstrate application of organizational behavior theories within a corporate context. The statistical segment addresses how to calculate probabilities and interpret z-scores, while the organizational segment explores diversity, ethics, offshoring/outsourcing impacts, conflict resolution, and strategies to minimize employee fears and uncertainties.

Statistical Problem Solutions

1. Probability that a bone density score is between -1.93 and 2.37

Given that the bone density scores follow a standard normal distribution, we need to find the probability that a randomly selected subject's score lies between these two z-scores. The student's approach uses Excel to find the cumulative probabilities: for -1.93, 0.0268, and for 2.37, 0.9911. To find the probability between these z-scores, subtract the cumulative probability at -1.93 from that at 2.37:

Probability = P(-1.93

Thus, there is approximately a 96.43% probability that the bone density score for a subject lies within this range.

2. Percentage of women with height between 64 in. and 77 in.

Given the heights are normally distributed with a mean of 63.8 inches and a standard deviation of 2.6 inches, we first convert these heights into z-scores:

  • Z for 64 in. = (64 - 63.8) / 2.6 ≈ 0.077
  • Z for 77 in. = (77 - 63.8) / 2.6 ≈ 5.0

Using standard normal distribution tables or calculator, the cumulative probability for Z = 0.077 is approximately 0.5302, and for Z = 5.0, it’s nearly 1.0 (since Z = 5 is far into the tail). Therefore, the percentage of women meeting the height requirement is:

(0.5302 - 0.077) * 100 ≈ 45.25%.

Thus, approximately 45.25% of women are within the required height range for pilots.

3. Z-score for a pulse rate of 66 beats per minute

Given mean pulse rate of 69.4 bpm and standard deviation of 11.3 bpm, the z-score is calculated as:

Z = (X - μ) / σ = (66 - 69.4) / 11.3 ≈ -0.3018.

The student's answer should reflect this calculation with an explanation of subtracting the mean from the observed value and dividing by the standard deviation.

4. Cumulative area for a z-score of -1.645 and area on the right

The cumulative area from the left under the curve for Z = -1.645 is approximately 0.05 (or 5%), based on standard normal tables. The area on the right is then:

1 - 0.05 = 0.95 or 95%. This represents the probability of a value exceeding the z-score.

5. Z-score corresponding to a right area of 0.8980

Given that the area to the right under the standard normal curve is 0.8980, the area to the left is:

1 - 0.8980 = 0.1020.

Using Excel’s NORM.INV function: =NORM.INV(0.1020, 0, 1) yields approximately -1.27. The student's answer correctly uses this function but needs to clarify the interpretation of area from the left.

6. Percentage of men fitting through a manhole of 22 inches diameter

Total shoulder width distribution has a mean of 18.2 inches and standard deviation of 2.09 inches. To find the percentage of men with shoulder width less than 22 inches:

Z = (22 - 18.2) / 2.09 ≈ 1.834

Using standard normal tables, P(Z

Application of Organizational Behavior Theory

Introduction

Organizational behavior (OB) theory helps in understanding human behaviors within organizational settings, especially during change initiatives. This section explores how factors such as diversity, ethics, and offshoring/outsourcing influence organizational dynamics and change management strategies.

Diversity Factors

Organizations encounter various types of diversity—including gender, ethnicity, age, cultural background, and cognitive styles. Recognizing and effectively managing diversity enhances innovation, decision-making, and employee satisfaction. A diverse workforce can contribute to a more dynamic organizational culture but may also introduce conflicts arising from differing perspectives and communication styles (Cox & Blake, 1991).

Ethical Perspectives and Approaches

Within organizations, ethical approaches—such as stakeholder theory, rights-based ethics, and virtue ethics—shape decision-making. For instance, a focus on stakeholder theory emphasizes balancing stakeholder interests, which can influence leadership strategies and corporate social responsibility policies (Freeman, 1984). Recognizing these perspectives without labeling actions as simply ethical or unethical enables nuanced understanding of organizational practices.

Impact of Offshoring and Outsourcing

Offshoring and outsourcing often cause employee fears related to job security, workload, and organizational loyalty. Employees may perceive these strategies as threats to their employment, leading to uncertainty and resistance (Brewster et al., 2016). Open communication and participative decision-making are critical in alleviating such fears.

Conflict Arising from Diversity, Ethics, and Offshoring

These factors can give rise to individual and team conflicts: cultural misunderstandings, value clashes regarding organizational ethics, and fears stemming from offshoring. Such conflicts may manifest as task conflicts, relationship conflicts, or misunderstandings about organizational priorities. These conflicts can impair team cohesion and productivity, creating systemic challenges that affect overall organizational performance.

Strategies to Minimize Employee Fears and Uncertainty

Effective strategies include transparent communication, involving employees in decision-making, providing training to manage diversity, and demonstrating organizational commitment to ethical practices. Implementing change management models, such as Kotter’s 8-step process, can facilitate smoother transitions and reduce resistance (Kotter, 1996).

Conclusion

Understanding the complex interplay between diversity, ethics, and organizational strategies like offshoring is essential for managing change effectively. Applying behavioral theories within organizations can improve conflict management and foster a culture of inclusion, transparency, and shared goals, ultimately leading to enhanced organizational performance.

References

  • Brewster, C., Chung, C., & Sparrow, P. (2016). Global Personnel Management. Routledge.
  • Cox, T., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Academy of Management Executive, 5(3), 45-56.
  • Freeman, R. E. (1984). Strategic Management: A stakeholder approach. Pitman Publishing Inc.
  • Kotter, J. P. (1996). Leading change. Harvard Business Press.
  • McCroskey, L. L., McCroskey, J. C., & Richmond, V. P. (2005). Applying organizational orientations theory to employees of profit and non-profit organizations. Communication Quarterly, 53(1), 21-40.
  • Podsiadlowski, A., Gräschke, 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.
  • Sundararajan, A. (2014). What Airbnb Gets About Culture That Uber Doesn’t. Harvard Business Review, 11.

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