Based on the work done by Waters and Bortre on teen volunteer retention, how should the results of the study influence current organization practices in retaining not just teen volunteers but others in their workforce as well?
What will be an ideal response?
but should pull key points from text: Using the 15 items inclusion-exclusion scale, Waters and Bortree (2010) conducted a series of studies to explain the role of inclusion in retaining teen volunteers. They used the eight subscales of the measure – five system levels of work group, organization, supervisor, higher management and social/informal, and the three dimensions of decision-making process, information networks and level of participation/involvement. Waters and Bortree (2010) demonstrated that trust as a predictor of teen volunteers’ retention was positively associated with their perception of inclusion in work groups and decision-making. The reliability coefficients of seven sub-scales were between .70 and .82, while that of the eighth subscale, the social group, was lower than .70 (Waters & Bortree, 2010). Waters and Bortree (2010) additionally showed that gender was a predictor for retaining teen volunteers. For female volunteers, social group inclusion and participation in informal/social meetings appeared to be the strongest factors contributing to their retention as volunteer, while inclusion in information networks and decision-making appeared to be the strongest factors for male volunteers. Cronbach’s alpha of the eight factors ranged from .73 to .79 (Waters & Bortree, 2011). Acquavita, Pittman, Gibbons, and Castellanos-Brown (2009) demonstrated similar high internal consistency of the inclusion-exclusion scale with a Cronbach’s alpha of .91. The authors examined the relationship among minority status, workplace racial composition, perceived inclusion, organization diversity, and job satisfaction for social work professionals employed in organizations through the use of a national Internet-based survey. The results showed that perceived inclusion was positively associated with job satisfaction (Acquavita, Pittman, Gibbons, & Castellanos-Brown, 2009).
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When completing and distributing reports and proposals, what should be adjusted to improve online viewing?
What will be an ideal response?
Which of the following is NOT one of the basic modes of transportation?
a. air b. rail c. wormhole d. pipeline
Federal Unemployment Taxes Payable is typically shown on the balance sheet under the long-term liabilities section
Indicate whether the statement is true or false
Lake Country Promotional Services uses a job order system for costing and billing promotional services for dance and ballet performances
Lake Country has four public relations specialists plus an office staff. At the beginning of the year, Lake Country estimated the total cost of salaries and benefits for the public relations specialists at $672,000 and a total of 7,000 billable hours for the year. The office and administrative costs were estimated at $406,000. The allocation base for office and administrative costs is billable hours. In June, Lake Country signed a contract for a Russian ballet performance. It negotiated a price of $6,500 for its services. When the job was complete, Lake Country's records showed that it had logged 38.0 billable hours. What was the amount of gross profit that Lake Country made on the job? A) $6,500 B) $3,648 C) $648 D) $2,204