What is Pareto chart? Definition from WhatIs
A Pareto chart, also called a Pareto distribution diagram, is a vertical bar graph in which values are plotted in decreasing order of relative frequency from left to right. Pareto charts are extremely useful for analyzing what problems need attention first because the taller bars on the chart, which represent frequency, clearly illustrate which variables have the greatest cumulative effect on a given system. The Pareto chart provides a graphic depiction of the Pareto principle, a theory maintaining that 80% of the output in a given situation or system is produced by 20% of the input. The Pareto chart is one of the seven basic tools of quality control. The independent variables on the chart are shown on the horizontal axis and the dependent variables are portrayed as the heights of bars. A point-to-point graph, which shows the cumulative relative frequency, may be superimposed on the bar graph. A Simple Example See also: flowchart, histogram
Create interactive flash tools
Q. Who are you anyway? A. Classtools.net is the work of Russel Tarr, Head of History at the International School of Toulouse, France and author of the established website www.activehistory.co.uk. Q. A. Q. A. Q. A. Q. A. Q. Generally speaking, only if you create a link to the resource from your own website / wiki / blog etc. Q. A. Q. A. Q. A.
Achieve More With Less In Life Using 80/20 Principle
by Celes on Jan 9, 2009 | ShareThis Email This Post This is part-1 of a 3-part series on achieving more with less in your life using the 80/20 principle. “Conventional wisdom is not to put all of your eggs in one basket. 80/20 wisdom is to choose a basket carefully, load all your eggs into it, and then watch it like a hawk.” – Richard Koch, The 80/20 Principle Today, I am going to share with you the power of applying the 80/20 principle to your life. Even though I initially applied it at work, I have come to witness its presence in virtually all aspects of life (relationships, goal achievement, emotions, time management, etc) and how much value it can bring to all of us through its application. So, what is the 80/20 Principle? Imagine you are the CEO of a company and you have a sales force of 100 people. However, what if instead of a 1-1 relationship, you found out 80% of your sales is actually contributed by 20% of your staff? What the 80-20 Principle Is About ….And the list goes on. 1. 2.
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Video Games in the Brain: Study Shows How Gaming Impacts Brain Function to Inspire Healthy Behavior
“Identifying a direct connection between the stimulation of neural circuits and game play is a key step in unlocking the potential for game-based tools to inspire positive behavior and improve health,” said Brian Knutson, Ph.D., Stanford University. Redwood City, CA (PRWEB) March 19, 2012 In news that could shift how game developers and healthcare professionals harness the power of videogames to do good, HopeLab and Stanford University researchers today announced new data showing that Re-Mission™, a video game about killing cancer in the body, strongly activates brain circuits involved in positive motivation (1). This reward-related activation is associated with a shift in attitudes and emotions that has helped boost players’ adherence to prescribed chemotherapy and antibiotic treatments in a previous study (2). A growing body of data shows that digital games can positively alter players’ attitudes and behavior. Sponsored by the nonprofit organization HopeLab and conducted by Steven W.
Mini-Retirement Week 1: Time Management | theOrangeMango
The past 4 years have been a blur operating, expanding and managing The Hostel Crowd. I can speak for the entire team when I say that 24 hours in a day was never enough. We just bounced from one crisis to another. Somewhere along the way, a method to deal with the madness began to emerge. The method was not holistic and as ironic as it may sound – I never had the time to write about time management. So what is success? The Evolution of Time-Management The First Generation of time-management consists of simple to-do lists which all of us are more than familiar with. The Second Generation of time-management solved this problem with the Calendar through scheduling. And that’s when the Third Generation of time-management brought prioritization to the table. The point of this article is to look at busier and smarter people than myself for answers to the fundamental problem of the information age – How to Effectively Get Shit Done? The New Time-Management Paradigm Quadrant 2 – Steven Covey No
How Teachers Can Motivate Students of Any Age | MindShift
Barry Schwartz laughs as he describes the little girl next door who suddenly dove into reading after a substitute teacher took over her elementary school classroom. For every book they read, recalls the Swarthmore College psychology professor, students received a point, which they later cashed in for prizes. The girl then started to read a book an hour. Schwartz shared this story about the binge-reading neighbor during a conference call with Yale University associate professor Amy Wrzesniewski explaining their research on motivation. They assumed that some combination of internal and external motives would lead to the most success, as measured by the officers’ willingness to stay beyond the five-year commitment to the Army and to graduate and become commissioned officers. The same subtle interplay between motivation and rewards is also at work when it comes to education and learning, say Schwartz and Wrzesniewski. In Elementary School In Middle School and Beyond Linda Flanagan
5 Performance Management Trends for 2015 - OKRs and Continuous Performance Management | 7Geese
Are you ready to transform your workplace in 2015? Or are you doomed to repeat the same performance management process that failed to deliver value to your employees and your organization? Revamping your performance management can be frightening for some. Especially if you’ve always relied solely on annual performance reviews (which we know don’t work). Yet, performance management isn’t the same thing as a performance review. So unless you’ve already included coaching, feedback, motivation, engagement, and improvement in your process, you’ve failed. The good news though is that there is still time to change. Here are a few trends we see for 2015 and beyond: 1. Performance management is no longer the responsibility of a manager. 2. No one wants to be ranked. “unless you’ve already including coaching, feedback, motivation, engagement, and improvement in your performance management process, you’ve failed.” 3. To change how we work, we first must change our philosophies. 4. 5.
