1SUR_330_Introduction_to_Least_Squares_Adjustment_Final_Exam30

SUR 330 Introduction to Least Squares Adjustment Final Exam

(30 pts) 1. Consider the problem of fitting three points to a line. In this particular application--the x coordinate is treated as a constant and the y coordinate is the measurement (in feet). The method of indirect observations ( v + BΔ = f) is used to solve the problem. Let the two parameters be m (slope) and b ( the y intercept) and used in that order in the adjustment.

Data: x1 = 1 y1 = 3.2 σ1 = ±0.05 feet x2 = 2 y2 = 4.0 σ2 = ±0.01 feet x3 = 3 y3 = 5.0 σ3 = ±0.03 feet Calculations:

0011.0ˆ 0011.0

1263.2 9421.0

6836.4 7947.9

1511.13733.2 3733.204.5

0001.0

 

  

 =∆

 

  

 ==

 

  

 ==

Wvv

WfBt

WBBN

a) Is this a least squares problem? Support your answer.

b) Calculate the standard deviations of the parameters ( m and b).

c) Given that the a priori reference variance is (0.0001). Write the W

matrix used in the adjustment.

d) Write the hypotheses for a one-sided (Upper Bound) Chi-Square Test for Goodness of Fit.

e) Compute the Chi-Square Test Statistic?

f) Conduct a one-sided Chi-Square Test (using the hypotheses and Test

Statistic computed in (e) and (f) for Goodness of Fit at a 95% Level of Significance and interpret the results?

(5 pts.) 2. The Traverse PC Least Squares Network Adjustment will report three different types of stations: fixed, weighted, and free. Explain how you would use these different stations in an adjustment, and the different treatment these points will have in the adjustment? ( 5 pts.) 3. You have postprocessed the data from a static GPS survey resulting in a set of baseline vectors. Explain why it is good practice to conduct an inner constraints adjustment on the vectors before you use them in a network to determine the coordinates of the unknown points in your network? (20 pts.) 4. You are conducting an inner constraints adjustment on your GPS vectors to see if they fit together at a 95% confidence level ( α = 0.05). You determine/compute the following data:

r = 12

8.15

32.1ˆ 1

a) Write the hypothesis for a one-sided Chi Square (Upper Bound)

Goodness of Fit test. b) Write the rejection criteria and state the conclusions of your test.

( 30 pts ) 5. Two different quantities X1 and X2 were determined with a standard deviation of ±0.05 feet and ±0.04 feet respectively. The measurements are not independent. They have a covariance of -0.20 square feet. A quantity Y is computed using X1 and X2. The relationship between the variables is:

42 21 +−= XXY

Compute the standard deviation of Y. ( 10 pts.)

6. Given the following variance-covariance matrix on the coordinates of Point P. Assume the statistics are ordered in the variance-covariance matrix as the coordinate triplet (x, y, z).

  





  





−− −− −−

11.167.044.0 67.000.133.0 44.033.078.0

a) Extract the standard deviation of Py. b) Extract the covariance between Py and Pz. (10 pts) 7. A surveyor computed the length of line AD using the following field data (all measurements independent and uncorrelated): AD = AB+BC+CD. AB = 506.754 083.0±=ABσ meters BC = 289.361 104.0±=BCσ meters CD = 911.645 236.0±=CDσ meters

a) Compute the length of the line AD and its standard deviation.

b) Using the standard deviation, write the length of the line to the correct number of significant digits.

( 50 pts.) 8. A total station is taken out to an NGS Calibration Baseline and twelve distance measurements made between the four monuments.

The particular baseline upon which the measurements were taken has marks at the 0, 150, 405, and 1186 meters. The instrument is first set on the 0 mark and three measurements made to the 150, 405, and 1186 marks; the instrument is moved up to the 150 mark and one measurement made back to the 0 mark and two measurements made ahead to the 405 and 1186 mark; the instrument is moved up to the 405 mark, two measurements are made back to the 0 and 150 marks and one measurement made ahead to the 1186 mark; then the instrument is

set on the 1186 mark and three measurements made back to the 0, 150, and 405 meter marks. The variable D

A denotes the record distance between the marks.

The variable D H denotes the actual measurement between the marks.

A table containing the record distances and measurements follows:

The equation expressing the functional relationship between the record distances, measurements, and parameters S (Scale) and C (Constant) is: V = D

A -D

H -SD

A -C

Calculate the precision of the measurements assuming a Leica T600 Total Station with a manufacturer’s specification of )33( ppmmm +± . Use these standard deviations to construct a weight matrix using an a priori reference variance of one (1). Use the Method of Indirect Observations to solve for the parameters S and C. Answer the following questions: a. Calculate n, n

o , r, u, and c.

b. Write the condition equations and place in the ( v+BΔ=f) format. c. Fill matrices B, W, and f. Use Matlab to complete the solution: d. Solve for the parameters S and C. e. Compute the a posteriori reference variance. f. Compute the variance-covariance matrix on the parameters S and C. g. Conduct a two-sided Chi Square Goodness of Fit Test at a 95% level of significance.

Short Answer Questions ( Fill in the blanks ) 3 pts. each. 9. The tangent of 59˚27’40”is 1.69503124539. What are the correct units on this answer_______________? 10. The output from a least squares adjustment that represents the changes to the measurements necessary to fit the model are _______________. 11. The condition that must exist before a least squares adjustment is possible is called _____________________. 12. The Cofactor Matrix containing output statistics on parameters, or residuals, or adjusted observations must be scaled by the _________________________ before the statistics can be used. 13. The integer associated with the number of independent rows or columns of a matrix is called the _______ of the matrix. 14. Always remember the rule: ____________ propagate, standard deviations do not. 15. The interdependence between two variables is captured numerically through the ____________________________. Multiple Choice (4 pts each) 16. The most frequent reason for a least squares adjustment failing the Goodness of Fit Test is: a) the precision placed into the weight matrix is greater than the actual precision of the measurements. b) the data does not fit the model. c) there is an error in the least squares adjustment such as an incorrect sign on a number in the f matrix.

c) the least squares adjustment is non-linear and needed to be Iterated.

17. The best definition of the a posteriori reference variance is: a) It is the initial scalar used to scale the weight matrix. b) It is the weighted sum of the residuals divided by the

adjustment redundancy.

d) It is the weighted sum of the residuals divided by the a priori reference variance. e) It a number calculated from the residuals that is used to

determine the redundancy of the least squares adjustment. 18. The Variance matrix is inversed to form a Weight matrix because:

a) measurement precision is placed into the Variance matrix as numerators of fractions with the a priori reference variance in the denominator. c) the order of the measurement precision as initially placed in the Variance matrix must be reversed for the adjustment. d) it contains the precisions of measurements whose interdependence is expressed by covariances. e) small variances must be converted into large weights and

large variances must be converted into small weights. 19. The primary rule that must be followed in using the Method of Indirect Observations is that: a) only one observation and its residual can be used in any one condition equation. b) the number of condition equations must equal the redundancy. c) only observations, associated residuals, and constants can be used in any one condition equation.

d) only one parameter can be used in each condition equation.

20. The primary rule that must be followed in using the Method of Observations Only is that: a) only one observation and its residual can be used in any one condition equation. b) only observations, associated residuals, and constants can be used in any one condition equation.

c) the number of parameters in the adjustment must equal no -- the minimum number of measurements necessary for a unique determination of the model. f) no parameters or constants can appear in any condition equation.

21. Which of the following actions will change the values of your residuals in a least Squares Adjustment? a) Change the magnitude of the a priori reference variance. b) Change the values of the weights in the Weight matrix, but

leave their relative relationships unchanged. g) Scaling the Cofactor matrices by the a posteriori reference

variance. h) Fit the data to different model.

22. The most accurate statement regarding the meaning of the look-up value for an upper bound Chi Square Test is: a) the look-up value captures the difference between the precision of the measurements in the weight matrix and their actual precision.

b) the look-up value quantifies the acceptable error in the fit of the data to the model based on the redundancy of the adjustment. c) the look-up value quantifies the allowable random error in an adjustment with a specified redundancy and at a specified level of statistical significance. d) the look-up value captures the variability of the adjustment due to its being based on the weighted sum of the squares of the residuals divided by the redundancy.

23. The least squares adjustment has been run and you look at the output. What is the first step that you should take upon finding one large residual in the adjustment?

a) one should throw out the measurement associated with the large residual as an outlier and redo the adjustment. b) one should carefully look at the measurement associated with the large residual to determine if it is a blunder. c) one should check to see if the model used in the adjustment is appropriate for the measurement data. i) one should check the absolute value of the weight in the weight matrix associated with the outlier to determine if it is representative of the precision of the measurement?

r = 12

OMM618: Human Resources Management (MFG1320A)

Professor: Randy H.

Greetings all! Please cite every sentence in which you use information from sources.

1. Use "" for quotes and citations with page or paragraph location information 2. Use block formatting for quotes of 40 or more words (please do avoid lengthy quotes) 3. Cite sentences in which you use information from sources even as you put those ideas into your own words 4. Please use the APA manual or APA.org as a resource for how to construct citations and references

Please do review, if you have not done so already, the Academic Research link available at the Student Responsibilities and Policies link.

In short, please do not use newsprint, popular press, other non-academic sources to justify views for initial posts, responses to peers, or papers.

Please locate and use journal articles, published books, and websites with .edu and .gov trailers. If you have questions about the quality of a source, if you see citations and references, you are probably using a good source. If you are using articles free of such attribution, please do not use.

Please let me know if you have questions or concerns about quality of sources we should be using for masters-level work.

Please note that at each Discussion 1 and Discussion 2 throughout the course, the initial instructions include discussion forum grading rubric links. Please consider reviewing these rubrics as I use these elements to cue my feedback.

For each Assignment throughout the course, you will find grading rubric links. Please review these rubrics as well. I use these elements to cue my feedback.

Please remember to review my Faculty Expectations and weekly Instructor Guidance for additional information on what I look for in discussion and paper assignments.

Please let me know if any of this information is not helpful, begs clarity.

Thanks!

Greetings all! I wish for my feedback to work for each of you. While I think I'm being clear in what I write, some of you may differ in how you make sense of what I write!... :) So, please know I use rubrics embedded in the course and highlight scoring by using bold for related earnings. At the bottom of each rubric for discussion assignments, I will address strengths and opportunities. Reviewing those opportunities should be helpful for increasing performance and scores, as appropriate. If what I write in feedback is not helping, please do not hesitate to let me know as I want to ensure the feedback I produce is useful for you. For papers, please know I will be using the following APA formatting criteria for scoring in the APA/writing sections of rubrics for written assignments: 1. Please integrate textbook (and, if appropriate, video) into assignment (see the Instructor’s Guidance) 2. Please write in a circle, offer a thesis and purpose with subsequent elements in the introduction, key elements, and summarize thesis and purpose 3. Please cite every sentence in which you use information from sources or know that you are technically plagiarizing 4. Aggressively set and run grammar check, resolve issues prior to submitting paper 5. Use APA style levels of headings to help with transitioning 6. Use APA style title page 7. Use APA style running head, page numbers 8. Use Times New Roman 12 font throughout 9. Double space without special offsets (go to spacing settings in Word, modify to “0” before and after) 10. Other:

Course Syllabus

Prerequisites

OMM 618 has no prerequisites.

Course Description

This course is a study on managing people in the workplace, focusing on the important policies and processes associated with recruiting, hiring, training and evaluating personnel in order to achieve strategic organizational goals.

Course Design

This course prepares students for immediate action on the job by providing them with the practical tools and applications, as well as the theoretical principles, of human resource management in contemporary organizations. The course is designed to include functions that are found in human resource departments. These functions will be presented in a way so that students will be able to apply them regardless of the size or structure of their organization.

Course topics include an introduction to human resources, equal opportunity and diversity, personnel planning and recruitment, testing and selecting employees, training, development of employees, performance management, compensation, ethical issues in human resources, labor relations and safety and health issues.

The class sessions not only present theoretical content, but provide opportunities to apply the content to the student’s personal and organizational life. There are a number of case studies and class discussions. The Research Project focuses on select topics associated with modern organizational culture and life.

Course Learning Outcomes

Upon successful completion of this course, students will be able to:

1. Delineate the scope of human resource management activities within an organization.

2. Describe the significant role that effective human resource management has in achieving strategic organizational goals.

3. Explain and demonstrate the basic techniques of good HRM practice.

4. Describe contexts that influence HRM practice, including social trends, multi-cultural workplaces, legislative policies, and labor issues.

5. Design an integrated HR information system to support strategic decision making in an organization.

6. Use training models and training structures to measure processes and evaluate performance in the development of a learning organization.

7. Develop policies for dealing effectively with compliance areas such as equal employment, employee grievance procedures, and occupational health and safety.

8. Identify and apply skills that are effective in working with others, analyzing and designing positions, and evaluating performance to achieve continual organizational improvement.

Course Map

The course map illustrates the careful design of the course through which each learning objective is supported by one or more specific learning activities in order to create integrity and pedagogical depth in the learning experience.

LEARNING OUTCOME	WEEK	ASSIGNMENT
1. Delineate the scope of human resource management activities within an organization.	1 1 1 2 2 2 3 3 3 4 4 4 5 5 5 6 6 6	· Jack Nelson’s Problem · A Question of Discrimination · Human Resource Challenges · Passionate Prospects · The Tough Screener · Testing · Reinventing the Wheel · Appraisal · Staffing · Acme Manufacturing · Ethics and Organizational Culture · Incentive Plans · Contract Negotiations · The New Safety Program · Stress and Burnout · Expatriation · Repatriation · Research Project
1. Describe the significant role that effective human resource management has in achieving strategic organizational goals.	3 3 4 4 4 5 5 6	· Reinventing the Wheel · Staffing · Acme Manufacturing · Ethics and Organizational Culture · Incentive Plans · Contract Negotiations · Stress and Burnout · Research Project
1. Explain and demonstrate the basic techniques of good HRM practice.	1 1 2 2 3 3 4 4 4 5 5 6	· Jack Nelson’s Problem · A Question of Discrimination · Passionate Prospects · The Tough Screener · Staffing · Reinventing the Wheel · Acme Manufacturing · Ethics and Organizational Culture · Incentive Plans · Contract Negotiations · The New Safety Program · Research Project
1. Describe contexts that influence HRM practice, including social trends, multi-cultural workplaces, legislative policies, and labor issues.	1 2 2 2 3 4 4 4 5 5 5 6 6 6	· A Question of Discrimination · Passionate Prospects · The Tough Screener · Testing · Appraisal · Acme Manufacturing · Ethics and Organizational Culture · Incentive Plans · Contract Negotiations · The New Safety Program · Stress and Burnout · Expatriation · Repatriation · Research Project
1. Design an integrated HR information system to support strategic decision making in an organization.	6	· Research Project
1. Use training models and training structures to measure processes and evaluate performance in the development of a learning organization.	3 3 6 6	· Staffing · Reinventing the Wheel · Repatriation · Research Project
1. Develop policies for dealing effectively with compliance areas such as equal employment, employee grievance procedures, and occupational health and safety.	4 5 5	· Acme Manufacturing · The New Safety Program · Stress and Burnout
1. Identify and apply skills that are effective in working with others, analyzing and designing positions, and evaluating performance to achieve continual organizational improvement.	3 3 3 4 5 6	· Staffing · Reinventing the Wheel · Appraisal · Incentive Plans · Stress and Burnout · Research Project

Institutional Outcomes

Graduates of Ashford University:

1. Demonstrate the ability to read and think critically and creatively.

2. Demonstrate the ability to communicate effectively in speech and writing.

3. Demonstrate the ability to communicate effectively through the use of technology.

4. Demonstrate self-worth and respect the diversity in others.

5. Understand the interdependence of life in all its forms.

6. Demonstrate competence in their major fields of study.

7. Share talents and resources in service to others.

8. Are able to draw information from different fields of study to make informed decisions.

9. Recognize learning as a life-long endeavor.

Mission Statement

The mission of Ashford University is to provide accessible, affordable, innovative, high-quality learning opportunities and degree programs that meet the diverse needs of individuals pursuing integrity in their lives, professions, and communities.

Required Text

Dessler, G. (2011). A Framework for Human Resource Management (6th ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780132556378.

Required Journal Articles

Palmer, T., & Varner, I. (2005). Role of cultural self-knowledge in successful expatriation. Singapore Management Review, 27(1), 1-25. Retreived from the ProQuest database.

Hyder, A., & Lövblad, M. (2007). The repatriation process - a realistic approach. Career Development International, 12(3), 264-278. Retreived from the ProQuest database.

Week One Learning Outcomes This week students will:

1. Examine the scope of strategic human resources management.

2. Propose recommendations for continual organizational improvement.

3. Evaluate the Equal Employment Opportunity Commission enforcement process, basic defenses against discrimination allegations, and basic equal opportunity laws.

Overview

Assignment	Due Date	Format	Grading Percent
Post your Introduction	Day 1	Discussion Forum	1
Jack Nelson's Problem	Day 3 (1st post)	Discussion Forum	3
A Question of Discrimination	Day 3 (1st post)	Discussion Forum	3
Human Resource Challenges	Day 7	Written Assignment	7

Note: The online classroom is designed to time students out after 90 minutes of inactivity. Because of this, we strongly suggest that you compose your work in a word processing program and copy and paste it into the discussion post when you are ready to submit it.

Readings Read the following chapters in: A Framework for Human Resource Management:

1. Chapter 1: Managing Human Resources Today

2. Chapter 2: Managing Equal Opportunity and Diversity

Post Your Introduction To post your introduction, go to this week's Post Your Introduction link in the left navigation.

Please post a brief bio on the first day of class. Respond to at least three of your classmates' bios. Use this forum to get acquainted and for ongoing non-content related discussions.

Discussions

To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:

1. Jack Nelson's Problem

Answer the questions to the case, "Jack Nelson's Problem," at the end of Chapter 1. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.

2. A Question of Discrimination

Answer the questions to the case, "LearnInMotion.com: A Question of Discrimination," at the end of Chapter 2. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.

Assignments

To complete this assignment, go to this week's Assignment link in the left navigation:

Human Resource Challenges

Find at least two articles through ProQuest which discuss at least two of the biggest challenges facing human resource departments today. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.

Week One Guidance

Greetings and welcome to Human Resources Management! I look forward to our time together as we explore related theories, models, and applications. Please let me know if my thoughts or suggestions beg clarity as we proceed through the course. Please review the Week One Assignments section below for important elements to integrate into discussion and paper assignments.

Intellectual Elaboration

Bolman and Deal (1997) offered basic human resource (HR) strategies as:

1. Develop a long-term HR philosophy – build the philosophy into the corporate structure and incentives; develop measures of HR

2. Invest in people – hire the right people and reward the well; provide job security; promote from within; train and educate; share the wealth

3. Empower employees and redesign their work – provide autonomy and participation; focus on job enrichment; emphasize teamwork; ensure egalitarianism and upward influence (p. 123) [adapted, abridged]

This HR philosophy or framework arrives with a host of assumptions, such as (a) promoting an organizational family, (b) focusing on needs, skills, and relationships, (c) projecting leadership as empowerment, and (d) challenging leaders [and managers] to align organizational and human needs (Bolman & Deal, 1997).

Personal Experience and Application

Hiring people is like forming a marriage that could be good – or not good. When I served in an administrative role for a school district, I routinely suggested for the school board who we should hire, promote, and terminate. As I sought team players as my first priority in hiring, I used committees, as possible, to develop a collective sense of whom we should hire in hopes of helping the acculturation process for new employees. This approach captured tapped into Bolman and Deal’s (1997) HR strategies of investing in people, and empowering employees and redesigning work, as I sought collaborative decision making for hiring decisions. I found offering clarity on respective roles, types of questions we should and should not use, and protocols on processing the results from our interview questions toward consensus to be helpful in managing time and expectations for hiring decision-making. Overall, I found success with this approach.

Week One Assignments Section

For question one, please read and cite portions of chapter one from A Framework for Human Resource Management (Dessler, 2011) and the intellectual elaboration from this instructor’s guidance. For question two, please read and cite portions of chapter two of Dessler’s (2011) textbook, and watch and cite portions from the video, “How to Handle Harassment and Discrimination Complaints” (n. d.) (available at http://www.youtube.com/watch?v=hMDnCqT-KU0). Please use at least two academic sources from ProQuest and readings from the textbook for the paper assignment. In addition to the two discussion forums and paper assignment, please offer a brief biography to help with introductions, including academic and professional experience, and at least two expectations from this course. Thank you for your consideration.

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