Case Study Analysis of Casual Togs

Introduction The present-day business environment is characterized by increasing competitiveness in different industries. In this regard, it is vital for organizations to ensure that all their functions or departments are aligned towards being ahead of their competitors (Rugman et al., 2012). There is a wide range of problems that may adversely affect the progress and competitiveness of organizations. These include structural problems, communication, management issues and failure to embrace change. Given that there is no fixed approach to management that is ideal for all organizations, each company has to ensure that it adopts the most ideal approach, which can be determined by several factors in the internal and external factors that are specific to the company (Hill et al., 2014). Businesses also need to ensure that they are flexible enough to promptly change in response to the adjustments that might be taking place in the tastes and preferences of their clients or even the tactics that their c ompetitors in the industry are using. Companies that are not flexible enough might fail to maintain their relevance towards their target market segments and lose their competitive edge (Carter et al., 2013). This report presents a case analysis of Casual Togs, a women’s apparel company that is known for its moderately priced products. Most of the company’s products are blouses, shorts and knit dresses. In the analysis, the report highlights the problems that are being faced by the company and the factors that might have contributed to these issues. The importance of addressing these issues in a business is that it provides a guidance or basis for formulating strategies that will help to improve the company’s performance. The report also provides recommendations for Cy, Casual Togs’ principal stockholder, on the changes that he needs to make in the company. It also provides recommendations on how the company should change its management practice, structure and response to change, so as to avoid a recurrence or the problems it faces. The major problems facing the firm With reference to the case study of Casual Togs, there are a number of problems that are currently being faced by the company. One of these is that many of its products are being returned by consumers because of their low quality. For any business, the quality of products that are offered to clients is among the key attributes that determine its performance in the market (Bhardwaj & Fairhurst, 2010). For Casual Togs, this also led to the loss of a major portion of its old loyal consumers. It also posed a challenge to the company in attracting new clients. Consequences of this issue include a drop in the company’s revenue and its overall brand position in the industry. It has also been outlined in the case study that the company also faces stiff competition from companies that have long been in the apparels industry as well as new upcoming ones. Another issue that faces Casual Togs lies in the human resource department. The company has failed to attract the necessary skills for it to run successfully. This is evidenced by the halt in the construction of the company’s distribution centre in the middle of the construction, which was attributed to the fact that the company did not get a qualified person who could supervise the construction project. In addition to this, two of the company’s designers resigned. This contributed to a drop in the company’s overall production in its nine centres by approximately 15%. The fact that Andy Johnson, the company’s budget manager and Sol Green, the market analyst could not speak to one another also clearly depicts a communication flaw among the employees in the firm. Judy, who was the company’s vice president, is also depicted in the case study as being aggressive in her communication with other employees. There are several incidents mentioned in the case study that highlight the failure by a section of the company’s executives and employees to embrace change. For instance, Judy objected most of the proposed changes, arguing that they were either too expensive or that they had been suggested by incompetent individuals. Another incident was when Andy rejected suggestions that were made by Bill Smith, his assistant, on new approaches that could be used in the collation and analysis of daily sales printouts so as to make better sales forecasts. Even though there are several other issues that are faced by Casual Togs in its operations, three main issues have been outlined in this section. These include the decline in the company’s competitiveness, human resource issues and the resistance to change among a section of the company’s staff. Causes of the Problems The first problem about the company is the fact that it is losing its old customers, and more of its products are being returned as a result of either poor quality or late delivery to customers. For any business to effectively win over the loyalty of its target customers, it has to be dependable in terms of the products and services it delivers (Dervitsiotis, 2011). Prolonged incidences of poor quality products and services or inconsistencies tend to repel customers. As earlier mentioned, there is high competition on the apparel and fashion industry, which also increases the purchasing power of buyers. Failure of one company meet consumer expectations, regardless of how slightly the gap may be, will make even the loyal customers to switch brands (Talib et al., 2011). Late delivery of products to customers also denotes the incompetence of the department that is concerned with the delivery of the company’s products. Another issue that is affecting Casual Togs lies in the human resource management approaches. With reference to the case study presented, there is evidence of a lack of equal of opportunities for career advancement in the company. An example is Andy, who had worked with the company for 15 years without any promotion because was not related with the other managers and was also of a different nationality. According to Choi et al. (2012), one of the causes of employee turnover is the failure of organizations to provide all the employees with a chance to attain their ultimate career goals. The aggressive nature with which Judy addresses employees in the organization also intimidates the employees and lowers their self esteem. This has an adverse effect on the organizational commitment of employees and has and ultimately, affects their levels of productivity (Adler, 2013; Lutgen-Sandvik & Tracy, 2012). The issue of rigidity and failure to embrace change has also contributed to the problems being faced by Casual Togs. One of the organizational aspects that have led to this is the fact that Cy, the company’s president gave all the departmental heads the freedom to make decisions that they considered to be fit for the organization. Whereas it can be argued as an approach that is relevant to the present-day business environment, it poses a challenge to decision making when rapid change are to be made because the opinions of every departmental supervisor have to be considered (Myers et al., 2012). These factors have affected the effectiveness with which Casual Togs adjusts in response to the changes in the market, leading to its dwindling performance. This shows the need for organizations to be flexible enough to maintain its relevance to the target markets (Dervitsiotis, 2011). This section has presented some of the main factors that have led to the existence of the issues that faced by Casual Togs. These include the failure of the company to adhere to quality in the design of its products and the failure to motivate employees, which adversely affects their levels of commitment. Several measures have to be put in place to ensure that the earlier mentioned issues have been overcome. Suggestions for changes to be implemented by Cy, Casual Togs’ President In regard to the issues that have been earlier identified, there are different approaches that ought to be used to change the current situation of the organization. With regard to the quality issues that have led to a loss of clients by the company and increased returns of goods, the direct measure that has to be taken is to ensure that the designers of the company’s apparel products pay attention to detail so as to enhance the quality of the products (Bhardwaj & Fairhurst, 2010). There is also a need to intensify the quality management process to ensure that defective products are minimized (Rosenfeld, 2012). As presented in the case study, market research that is carried out mainly focuses in the levels of sales that should be expected in certain seasons. However, it is also vital for the organization to incorporate the on-going trends in fashion so as to effectively address customer needs (Witell et al., 2011). Human resources in any organization are among the most valuable assets, and have a key contribution towards its overall success. However, it is vital for organizations to motivate them so as to increase their productivity and organizational commitment (Bratton & Gold, 2012). One of issues that are evident at Casual Togs is that employees from a certain nationality are more likely to be promoted than the other employees. In this regard, Cy, the company’s president, needs to ensure that an equality policy is implemented to provide all employees with an equal chance of promotion within the organizational ranks (Giuliano et al., 2011). This will not only motivate employees to work more, but will also attract talented job seekers. The management meetings that were held between managers and other departmental leaders within the organization were informal, marred with emotionally charged arguments, shouting and door slamming. This is a clear indication of the failure to recognize authority an order during these meetings. It is also quite unlikely that such meetings met the intended objectives. To avoid recurrence of such scenarios, the company’s president needs to change the way board meetings are held from informal to formal (Diefenbach & Todnem, 2012). This will instil a sense of order, and will increase the possibilities of attaining the goals set to be met in the meetings. In the presented case, there is evidence of interference of departmental operations by managers or vice presidents of different departments. An individual from a different department could question an action carried out in another department that has no connection to his. Whereas there is need for cross-functional communication and cooperation within an organization (Hongjun & Yajia, 2012), such interferences as those depicted at Casual Togs are destructive. To limit this, the company’s president needs to change the structure of the organization (Deb, 2009). Suggestions to prevent future issues at Casual Togs To prevent future problems from occurring at the organization, it is necessary for Casual Togs to ensure that it makes the necessary adjustments. These include structural changes, management practices and their response to changes taking place in the competitive environment. Suggestions for change are provided in further detail below.Management PracticeThere are a number of changes that ought to be made in the management practices of Casual Togs. The individual in management that raises concern in the case study is Judy, the vice president. Her aggression towards employees, as well as her interference with operations across all departments within the organization, has to be addressed. Given that she is among the majority shareholders in the company and related to the president, there is no possibility of sacking her from the position she holds. Instead, she needs to be encouraged to attend management seminars so as to improve her employee management approach (Bratton & Gold, 2012). R ather than being autocratic in her management and aggressive in communicating with other employees in the organization, she needs to change and become a persuasive or democratic in her management and assertive in communication (Adler, 2013). In persuasive management, managers provide a clear explanation to their employees as to why they have made a certain decision. In democratic management, employees are allowed to make suggestions in the decision making process, and the opinion with the highest votes is selected (Hill et al., 2014). By being assertive in communication, points or arguments are firmly put across to other employees, but respect is still maintained (Adler, 2013). Cy’s approach of management is too lenient to departmental heads within the organizations. This has also affected the way in which he handles suppliers, who often take advantage of his leniency to secure tenders even though they are supplying products at a higher price. Even though his consultative approach to management allows departmental heads to take part in decision making, there is still a need for him to exercise authority, especially when holding meetings with them (Diefenbach & Sillince, 2012).Structural ChangeBefore making a suggestion on the structural changes that ought to be implemented in the organization, it is vital to describe the organizational structure of Casual Togs as depicted in the case study. Based on the informal nature of meetings between departmental heads and the company’s president and the lack of a clear hierarchy of authority in the firm, it can be argued that the organizational structure of the company is adhocratic (Deb, 2009). Even tho ugh such a structure is ideal in encouraging creativity and innovation among employees and effectively adjusting with the changes in the market, it also has several demerits. These include a difficulty to solve routine problems that may arise in the organization, an unclear line of authority and high exposure of the organization to risk (Diefenbach & Todnem, 2012). With reference to the case study, even though Judy is the vice president, she seems to have more authority that the company’s president, Cy. In this regard, the company needs to consider changing its structure to a more formal and well structured bureaucratic structure (Dervitsiotis, 2011). Even though such structures are known to limit innovation and creativity within the organization, it may be ideal for Casual Togs for a number of reasons. These include easing the decision making process, reduction of the exposure to risk and the acknowledgement of a certain structure of authority that has to be adhered to (Bratton & Gold, 2012). Implementing such a structure is likely to eliminate the emotionally charged informal meetings’ scenarios and also the interference of individuals like Judy in all organizational departments.Responding to Changes in the Competitive EnvironmentBased on the fact that the apparels industry is highly competitive and dynamic, it is also necessary for the company to be flexible enough and ready to implement changes that will maintain its relevance to the target markets (Rugman et al., 2012). One of the measures that have to be undertaken to attain this objective is to intensify market research and carry it out on a regular basis. This could be through seeking customer feedback or studying the changing trends through observation. Market research also involves studying the tactics or strategies that are being used by competing companies in the industry (Witell et al., 2011). It is through these market research efforts that the Casual Togs will be able to adjust its product designs and marketing strategies to fit the market preferences while at the same time ensuring that it effectively competes with other players in the market. Maintaining a competitive edge in the industry also depends on the skills that the company has in its human resource force (Dervitsiotis, 2011). It is important for Casual Togs to hire employees that are not only qualified, but also innovative enough to come up with designs that will be well accepted by the target markets. Innovation can also be nurtured among employees in the organization by utilizing appropriate motivational and reward strategies (Wright et al., 2012). Workers at Casual Togs also need to be informed on the inevitability of change in organizations, and why they should always be ready for it. By so doing, resistance to change among employees will be reduced. Some of the changes that may need to be implemented at Casual Togs include technological advancements in the production of its apparel and alteration of product designs to reflect the needs in the market (Myers et al., 2012). Conclusion and RecommendationsConclusionThis report has presented a case study analysis of Casual Togs, a fashion business that mainly deals in the manufacture and distribution of women’s apparels. After two decades of operation, the company’s performance in the market dropped due because of a number of reasons, which have been highlighted in the report. One of these is the poor quality of products, which led to an increase in the volume of returned products. It also led to the withdrawal of many old customers. Another issue that has been identified is the failure to keep employees motivated enough to increase their organizational commitment. The causes of these issues at Casual Togs have also been presented in the paper, as well as some suggestions on how the president of the company can make the necessary changes to improve the situation at the company. Suggestions that have been provides comprise of management changes, structural changes and how the company can respo nd faster to changes and competition in the market. Further recommendations that can improve the company’s brand position are presented hereunder.RecommendationsIn order for the company to appeal to a wider market and increase its returns, it needs to consider expanding its product line. As opposed to the current products that only target ladies, Casual Togs can also consider introducing men’s and children’s clothes. As presented in the case, the products that the company distributes are mainly shorts, blouses and some knit dresses. Introduction of other female apparel like skirts, trench coats and pants can also be advantageous for the company. The case has also highlighted the high costs of production that the company incurs. Though some of these costs are inevitable, the company can reduce the overall costs by using appropriate lean production strategies, which are aimed to minimize the cost and maximize production. Some of the approaches that can be used include minimization or even elimination of errors in the design and production of products and standardization of work processes. In terms of human resource management, the company needs to ensure that it hires and strives to maintain talented and innovative employees that will contribute towards its progress in the market. Some of the approaches to motivation include offering them a reasonable remuneration and rewarding them for unique contribution. Given that the fashion industry is quite competitive, failure to motivate and retain skilled employees may tempt them to cross over and work for competitor companies, which may be detrimental for Casual Togs. References Adler, G., 2013. Management Communication. New Jersey: Prentice Hall. Bhardwaj, V. & Fairhurst, A., 2010. Fast fashion: response to changes in the fashion industry. The International Review of Retail, Distribution and Consumer Research, 20(1), pp.165-73. Bratton, J. & Gold, J., 2012. Human Resource Management: Theory and Practice (5th edition). London: Palgrave. Carter, M.Z., Armenakis, A.A., Feild, H.S. & Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-58. Choi, S., Cheong, K.K. & Feinberg, R.A., 2012. Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality, 22(5), pp.492-516. Deb, T., 2009. Managing Human Resource And Industrial Relations. Excel Books. Dervitsiotis, K.N., 2011. The challenge of adaptation through innovation based on the quality of the innovation process. Total Quality Management & Business Excellence, 22(5), pp.553-66. Diefenbach, T. & Sillince, J.A., 2012. Crossing of Boundaries–Subordinates’ Challenges to Organisational Hierarchy. Research in the Sociology of Organizations, 35, pp.171-201. Diefenbach, T. & Todnem, R., 2012. Reinventing Hierarchy and Bureaucracy: From the Bureau to Network Organizations. Bingley: Emerald Group Publishing. Giuliano, L., Levine, D.I. & Leonard, J., 2011. Racial Bias in the Manager-Employee Relationship An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm. Journal of Human Resources, 46(1), pp.26-52. Hill, C., Jones, G?. & Schilling, ?M., 2014. Strategic Management: Theory: An Integrated Approach. Mason: Cengage Learning. Hongjun, L. & Yajia, G., 2012. Study on Chain Companies Human Resources Management. Information and Business Intelligence, 267, pp.227-32. Lutgen-Sandvik, P. & Tracy, S.J., 2012. Answering Five Key Questions About Workplace Bullying How Communication Scholarship Provides Thought Leadership for Transforming Abuse at Work. Management Communication Quarterly, 26(1), pp.3-47. Myers, P., Hulks, S. & Wiggins, L., 2012. Organizational Change: Perspectives on Theory and Practice. Oxford: Oxford University Press. Rosenfeld, S.A., 2012. Competitive Manufacturing: New Strategies for Regional Development. New Jersey: Transaction Publishers. Rugman, A.M., Oh, C.H. & Lim, D.S., 2012. The regional and global competitiveness of multinational firms. Journal of the Academy of Marketing Science, 40(2), pp.218-35. Talib, F., Rahman, Z. & Qureshi, M., 2011. A study of total quality management and supply chain management practices. International Journal of Productivity and Performance Management, 60(3), pp.268-88. Witell, L., Kristensson, P., Gustafsson, A. & Lofgren, M., 2011. Idea generation: customer co-creation versus traditional market research techniques. Journal of Service Management, 22(2), pp.140-59. Wright, B.E., Moynihan, D.P. & Pandey, S.K., 2012. Pulling the Levers: Transformational Leadership, Public Service, Motivation, and Mission Valence. Public Administration Review, 72(2), p.206–215.

What Is the Average SAT Score

What Is the Average SAT Score SAT / ACT Prep Online Guides and Tips If you've taken the SAT, you're probably curious about how your score stacks up against average SAT scores. There are lots of different ways to look at averages on the SAT. What is the average SAT score overall?How many types of average SAT scores are there? And which averages are important for you? We'll answer all of these questions and more to tell you which SAT average scores actually matter for your future. So what is the average SAT score? That really depends on which group of people you're looking at. Below, we look at national averages as well as averages by gender, ethnicity, family income, high school type, and state. National SAT Average Score According to the College Board's 2018 total group report, the national SAT average scores (for all 2018 high school graduates) are as follows: Evidence-Based Reading and Writing: 536 Math: 531 Total: 1068 As you can see, if you score higher than 1068 on the SAT, you’ll be above the national average and will have scored better than most test takers. If you score less than 1068, however, you'll be below the national average and will have scored lower than most test takers. Bonus: Review how to find the average of a set of numbers for yourself here. Disappointed with your scores? Want to improve your SAT score by 160 points? We've written a guide about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now: Average SAT Scores by Gender The College Board has also calculated the average SAT scores by gender. These averages are based on members of the class of 2018 who took the SAT. There are two sections on the SAT: Math and Evidence-Based Reading and Writing (EBRW). Each section is out of 800 points and then combined for a total score out of 1600. Gender EBRW Math Total Female 539 522 1061 Male 534 542 1076 No Response 406 374 779 As you can see, males outperform females on Math by 20 points, while females exceed males on EBRW by 5 points. According to a statistical significance test (t-test), the differences in EBRW and math scores here are considered extremely significant (in technical terms, the P value is less than 0.0001, meaning roughly that it is very unlikely these differences are due to chance). The difference between genders in math* test scores has been explored by academic researchers and has been a controversial topic. It should be a goal of the educational system to close this achievement gap between genders. *I looked for research to back up the differences between EBRW scores for students identifying as male vs those identifying as females but was unable to find anything both relevant and peer-reviewed from the last 15 years. We'll update this article with more information as and when it comes out. Average SAT Scores by Ethnicity When registering for the SAT, the College Board gives you the option to specify your ethnicity, with most students opting to share it.Here are the average SAT scores by ethnicity: Ethnicity # of Test Takers EBRW Math Total American Indian/Alaska Native 10,946 480 469 949 Asian 217,971 588 635 1223 Black/African American 263,318 483 463 946 Hispanic/Latino 499,442 501 489 990 Native Hawaiian/Other Pacific Islander 5,620 498 489 986 White 930,825 566 557 1123 Two or More Races 77,078 558 543 1101 No Response 131,339 472 481 954 Total 2,136,539 536 531 1068 Source: Total Group Report 2018 The implications of these results are important to consider. The black-white test score gap, for example, has been researched extensively to try to find the root causes of it. In the other direction, Asians have the highest SAT score averages, which has led some to question whether colleges discriminate against Asians. (Of course, the disparity in sizes of the different groups taking the SAT and socioeconomic inequality also play a key role in creating these differences.) As with gender, reducing achievement gaps between ethnicities is a critical priority for educators. Average SAT Score by Family Income The College Board also allows students to report their family income. Most don’t, but there’s a definite trend among those who do. These averages are from 2016 and based on the old SAT scoring system (out of 2400), as the 2017 and 2018 reports did not release data by family income. Note that on the old SAT, instead of one EBRW score, you got two separate scores for Reading and Writing (each out of 800). Family Income Number Taking Reading Math Writing Total Less than $20,000 124,290 435 453 426 1314 $20,001-$40,000 158,909 465 477 452 1394 $40,001-$60,000 132,182 488 495 471 1454 $60,001-$80,000 115,998 503 509 485 1497 $80,001-$100,000 119,593 517 527 501 1545 $100,001-$140,000 146,434 530 539 513 1582 $140,001-$200,000 98,275 542 553 528 1623 More than $200,000 87,482 569 586 562 1717 No Response 659,426 482 501 473 1456 Source: Total Group Profile Report 2016 As you can see,a higher average score on the SAT is typically associated with higher family income. This is a trend that’s been observed for some time. There are many reasons why those from higher-income families tend to score higher on the SAT- they are likely to attend better schools and have more resources to devote to preparation, to name a couple. This is another key equity issue facing educators. One of the stated reasons for the SAT redesign was to try to make test results less correlated with income, but it remains to be seen if the College Board has been successful. Here are the average scores by income converted to the new SAT score scale for your reference: Family Income Math (New) EBRW New Total Less than $20,000 490 480 970 $20,001-$40,000 510 510 1020 $40,001-$60,000 530 540 1070 $60,001-$80,000 540 550 1090 $80,001-$100,000 560 570 1130 $100,001-$140,000 570 580 1150 $140,001-$200,000 570 590 1160 More than $200,000 610 620 1230 No Response 530 560 1090 Average SAT Score by School Type Average SAT scores also differ by school type. Again, these averages come from 2016 and use the old 2400-point SAT scale (the 2017 and 2018 reports did not release information for school type). School Type Reading Math Writing Total Public 487 494 472 1453 Religiously Affiliated 532 537 525 1594 Independent 530 579 536 1645 Other or Unknown 491 580 498 1569 Source: Total Group Profile Report 2016 As you can see, students at independent schools have the highest averages, followed by those at religious private schools, other or unknown schools, and finally public schools. This trend is unsurprising sinceprivate school attendance is typically expensive- certainly more expensive than public school! Thus, the pattern here is clearly correlated with income, which we already saw made a big difference in average SAT scores. Educational achievement is an incredibly complex issue, with environmental, social, and economic factors all at play. Reducing achievement gaps by gender, ethnicity, and income is a big priority for educators. See below for the converted average scores for your reference: School Type Math (New) EBRW New Total Public 520 540 1060 Religiously Affiliated 560 590 1150 Independent 560 590 1150 Other or Unknown 520 550 1070 Average SAT Score by State Below, I’ve given the 2018 average SAT scores by state (as well as for Puerto Rico, the US Virgin Islands, and Washington, DC). State # of Test Takers EBRW Math Total Alabama (6%) 2,878 595 571 1166 Alaska (43%) 3,334 562 544 1106 Arizona (29%) 20,188 577 572 1149 Arkansas (5%) 1,591 592 576 1169 California (60%) 262,228 540 536 1076 Colorado (100%) 58,790 519 506 1025 Connecticut (100%) 44,700 535 519 1053 Delaware (100%) 11,055 505 492 998 District of Columbia (92%) 4,985 497 480 977 Florida (97%) 176,746 522 493 1014 Georgia (70%) 74,240 542 522 1064 Hawaii (56%) 7,880 550 549 1099 Idaho (100)% 20,484 508 493 1001 Illinois (99%) 145,919 513 506 1019 Indiana (67%) 48,962 546 539 1086 Iowa (3%) 994 634 632 1265 Kansas (4%) 1,419 633 631 1265 Kentucky (4%) 1,925 630 618 1248 Louisiana (4%) 2,027 615 595 1210 Maine (99%) 14,310 512 501 1013 Maryland (76%) 48,040 545 535 1080 Massachusetts (80%) 59,382 562 563 1125 Michigan (100%) 115,281 511 499 1011 Minnesota (4%) 2,464 643 655 1298 Mississippi (3%) 806 630 606 1236 Missouri (4%) 2,420 633 629 1262 Montana (10%) 952 606 592 1229 Nebraska (3%) 688 629 623 1252 Nevada (23%) 5,588 574 566 1140 New Hampshire (96%) 14,834 535 528 1063 New Jersey (82%) 84,672 547 547 1094 New Mexico (16%) 3,225 552 540 1093 New York (79%) 162,551 534 534 1068 North Carolina (52%) 54,987 554 543 1098 North Dakota (2%) 148 640 643 1283 Ohio (18%) 22,992 552 547 1099 Oklahoma (8%) 3,337 541 521 1062 Oregon (48%) 17,476 564 553 1117 Pennsylvania (70%) 96,740 547 539 1086 Puerto Rico 3,783 512 481 993 Rhode Island (97%) 10,161 513 505 1018 South Carolina (55%) 25,390 547 523 1070 South Dakota (3%) 260 622 618 1241 Tennessee (6%) 4,181 624 607 1231 Texas (66%) 226,374 520 512 1032 Utah (4%) 1,425 618 612 1230 Vermont (64%) 4,323 565 554 1120 Virginia (68%) 61,576 567 550 1117 Virgin Islands, US 635 490 445 935 Washington (69%) 48,574 543 538 1081 West Virginia (28%) 5,058 513 486 999 Wisconsin (3%) 1,923 641 653 1294 Wyoming (3%) 169 633 635 1257 Source: The College Board There's a lot of variation in average SAT scores by state. This is due to a lot of factors, but one big one is whether or not the state requires all public school students to take the SAT. In these cases, scores tend to be lower because even students who might not typically take the SAT (or prepare for it) musttake it in school. By contrast, in states where the SAT is not required, students who take the SAT take it specifically to prepare their college applications. As a result, the subsample of students who take the SAT will, in general, be more prepared and get higher scores. For more info on this topic, check out our complete guide to average SAT scores by state. What Average SAT Scores Really Matter for YOU? While we've gone through a lot of interesting SAT data based on gender, ethnicity, family income, school type, and state, most of it won’t be particularly relevant to your own interests and goals. The truth is, what SAT score you need depends entirely on the schools you're applying to. The average SAT scores that matter most for you are the averages for the colleges you’re interested in. If you can score above a school's average SAT score, you'll have a far better chance of getting in. But what score should you aim for specifically? The score you need to hit to give yourself your best chance of admission is your SAT goal score. We explain more about how to find this in our article onwhat makes a good SAT score. Briefly, though, here's what you'll need to do: on a chart, record the 25th and 75th percentile SAT scores (i.e., the middle 50% or average range) for each of the schools you're applying to. Once you've filled everything out, look for the highest 75th percentile score to getyour goal score. Hit this score on test day, and you'll have a great shot at getting into your dream school! What's Next? Not sure whether you should take the SAT? Here are 10 reasons to consider taking the test. Want to know the average SAT scores from past years?Maybe you want help predicting your own SAT score, or are wondering whether there's a minimum SAT score requirement for college. Need help preparing for the SAT? Then check out our total guide to studying for the test. We also have a one-month cramming planandsome tips for balancing your test prep with school! Want to learn more about the SAT but tired of reading blog articles? Then you'll love our free SAT prep livestreams. Designed and led by PrepScholar SAT experts, these live video events are a great resource for students and parents looking to learn more about the SAT and SAT prep. Click on the button below to register for one of our livestreams today!

Phylum Annelida Essays

Phylum Annelida Essays Phylum Annelida Essay Phylum Annelida Essay Phylum Annelida L. annelleus = little ring Annelida have bodies consisting of many essentially similar ringlike segments (somites or metameres). This segmentation usually shows in both external and internal features, including muscles, nerves, and circulatory, excretory and reproductive organs. Phylum Annelida This phylum is divided into three classes: Oligochaeta: Earthworms Most earthworms and their equals are inhabitants of damp soil and fresh waters. Hirudinea: Leeches The leeches are found mainly in fresh water or on moist ground. Polychaeta: Bristle-worms The marine worms are found chiefly in close vicinity of the shore. OLIGOCHAETA = Earthworms HIRUDINEA = Leeches POLYCHAETA = Bristle-worms Some annelids are free-living, many inhabit burrows or dwell in tubes, some are commensals on other aquatic animals (few are ecto- or endoparasites), and many of the leeches attach to vertebrates. Symmetry bilateral. Triploblastic. The body is elongate and usually conspicuously segmented both internally and externally. Appendages are minute rodlike chitinous setae, little to many per somite. Polychaeta have fleshy tentacles on its head and has the setae situated on the lateral fleshy parapodia. Most species of the class Hirudinea lack setae. The Body is covered by a thin moist cuticle over columnar epithelium containing unicellular gland cells and sensory cells. Both the body wall and the digestive canal has layers of circular and longitudinal muscles. The body cavity (coelom) is well developed (except in the leeches) an d is divided by septa in the Oligochaeta and Polychaeta. A complete digestive canal is present in a tubular shape, extending the whole length of the body. A closed circulatory system of longitudinal blood vessels with branches extending laterally in each segment. Dissolved hemoglobin and free amoebocytes are usually present in the blood plasma. Respiration occurs via the epidermis or through gills in some tube dweller species. Excretory system consists of one pair of nephridia per segment(somite). Each of these nephridia removes waste from the coelom and bloodstream directly to the outside world. A nervous system is present with a pair of cerebral ganglia ( a brain) and connectives to a solid (double) midventral nerve cord extending the length of the body. The midventral nerve cord is connected to pairs of lateral nerves in each segment. Sensory cells and organs for touch, taste and the perception of light is also present. The sexes are united and the development in the case of Oligochaeta and Hirudinea are direct or the sexes are separate and the development includes a trocophore larval stage as with the Polychaeta. Some species of Oligochaeta and Polychaeta reproduce asexually by budding. Earthworms have long, cylindrical body that is divided into similar segments. The grooves that extend around the body of the worm show the arrangement of the segments. Earthworms have bilateral symmetry The first body segment is called the peristomium. The peristomium contains the mouth. Instead, they depend on their prostomium and sensory receptors in their skin to feel their way through the soil. The periproct is the last segment of an earthworm. Reference: Hickman Jr. C. P. and et al. , 2007. Animal Diversity 4th edition. Boston: McGrawHill naturewatch. ca/english/wormwatch/resources/anatomy. html

Automatic Stabilizers

The result is higher government spending and lower tax collections and the increased likelihood that the government will run a budget deficit. Similarly, when the economy grows rapidly, tax collections increase and government expenditures on transfer payments decrease, and the likelihood of the federal government running a surplus is greater. Now suppose an economy had a balanced federal budget neither deficit nor surplus. An external shock (such as a dramatic increase in oil prices or drought) then plunged the economy into a recession. Tax revenues fall and expenditures on transfer payments increase, resulting in a budget deficit. Believe it or not, the deficit actually serves a valuable role in stabilizing the economy. It works through three channels: †¢Increased transfer payments such as unemployment insurance, food stamps, and other welfare payments increase the income of some households, partly offsetting the fall in household income. †¢Other households whose incomes are falling pay less in taxes, which partly offsets the decline in their household income. Because incomes do not fall as much as they would have in the absence of the deficit, consumption spending does not decline as much. †¢Because the corporation tax depends upon corporate profits and profits fall in a recession, taxes on businesses also fall. Lower corporate taxes prevent businesses from cutting spending as much as they would otherwise during a recession. The government deficit itself, in effect, offsets part of the adverse effect of the recession and thus helps stabilize the economy. Similarly, during an economic boom, transfer payments fall and tax revenues increase. This dampens the increase in household income and also the increase in consumption and investment spending that would accompany higher household income and higher corporate profits. Stabilization policy is an action taken to move the economy closer to full employment or potential output. Transfer payments that stabilize GDP without requiring explicit actions by policymakers are called automatic stabilizers. The great virtue of automatic stabilizers is that they do not require explicit action from the president and Congress to change the law. Given the long inside lags caused by ideological battles in Washington, D. C. , over spending, taxes, and the deficit, it is fortunate that we have mechanisms in place to dampen economic fluctuations without requiring explicit and deliberative action. Reference link: http://classof1. com/homework-help/economics-homework-help

To what extend has govermental policy been a factor in explaining each Essay

To what extend has govermental policy been a factor in explaining each country's development trajectory - Essay Example This can be shown with historical evidence beginning from the development of Britain as an industrialised nation due to the colonisation policies of the time to the current mandates of the IMF and the World Bank which are supposed to help developing nations. Admittedly, it can be said that certain situation and policies might be forced upon some nations and not really accepted by the government therefore calling them government policy is rather an obtuse notion. However, it must be realised that the sovereignty of a government is not infringed upon simply because it has been given some recommendations by the United Nations or other international bodies who aim to help the country in need. Therefore, any policies established or created by the government have to be seen according to the letter of the law which makes it government policy. During the age of colonisation, the British Empire ruled an area over which the sun never set. The government policy of expansion and increased utilisation of colonies like the Americas and India certainly helped the economic and social development which took place at home. The input gained from commerce, farming and export of material to the American continent was the fundamental reason that led to the industrial revolution and the growth of Britain as a powerhouse amongst its European neighbours. A detailed record of the relationship between the American colonies and the homeland of Britain shows that the conquest of the Americas can be taken as a founding mechanism and a cornerstone of the industrial revolution that took place in Europe (Hamilton, 1929). Credit must also be given to the scientific development which was slowly taking shape in those times as well as the philosophical changes to the concept of government, but without the governmental policy to support colonisation efforts; such

Working in groups Essay Example | Topics and Well Written Essays - 250 words

Working in groups - Essay Example Successful group work requires tolerance, inclusivity and assertiveness to achieve the desired goal. Group communication is known as the interaction of three or more interdependent people who work towards a certain goal. Successful groups learn how to balance the contradictory and competing forces that operate in that group. The entire group should be able to work should know their roles and be able to establish professional rapport with other members of the group (Ephross 56). The merit of working in a group is the group members learn a great deal from each other thereby performing better than individual working alone. The demerit is conflicts may be difficult to solve. When I was in high school, I had difficulties in understanding Chemistry but good in Mathematics. My friends and I decided to form a study group. In this group I found out that there were people who were good in Chemistry but poor in Mathematics. We helped each other and by the time the final exam reached, we were well prepared and the entire group member excelled. Steinberg’s book, The mutual-aid approach to working with groups offer imperative information on how effective a group can be. The key message that is passed across is forming a group that works for you and establishing clear goals. The group member should know each other so as to avoid misunderstandings (Steinberg 78). In conclusion, group work requires tolerance, inclusivity and assertiveness to achieve the desired goal. For any group to work effectively, all members should understand their roles within the group. Each member should actively contribute towards the set goals. The group members should be able to solve any issue that comes up amicable. To be able to do this, there should be effective communication amongst all group members. Without communication there is nothing constructive that that can take place in a

Corporate Social Responsibility of Microsoft Corporation Essay

Corporate Social Responsibility of Microsoft Corporation - Essay Example Corporate Social Responsibility of Microsoft Corporation Corporate social responsibility indicates the concept whereby the business organizations, along with their business activities, aims to address the social and environmental issues through interacting with stakeholders at various levels and integrating business process with socio-environmental orientation. In this report, the inclination of the world famous technology company, Microsoft Corporation towards their corporate social responsibility will be investigates. Microsoft Corporation is the leading developer, manufacturer, licence provider and seller of computer software, hardware and services in the whole world. As on 2014, this America based company has generated revenue of US$ 93.58 billion and is responsible for employment of 118,584 individuals throughout the world (Microsoft Corporation, 2014). Naturally, in order run such widespread business, the business organization is required to interact with various entities in the global environment and society at large. Microsoft Corporation started operating in the computer software and electronics industry of United States in 1975. The founder, Mr. Bill Gates has driven the organization so efficiently that within a short span of time, it conquered the whole world. The company is renowned for its software products such as Microsoft Windows, Microsoft Office, Skype, Xbox etc. and services such as MSN, Bing, and Outlook etc. Xbox is considered to be the flagship hardware product for Microsoft Corporation.