Simple Random Sampling vs. Systematic Random Sampling

When we form a statistical sample we always need to be careful in what we are doing. There are many different kinds of sampling techniques that can be used.  Some of these are more appropriate than others. Often what we think would be one kind of sample turns out to be another type. This can be seen when comparing two types of random samples. A simple random sample and a systematic random sample are two different types of sampling techniques. However, the difference between these types of samples is subtle and easy to overlook.  We will compare systematic random samples with simple random samples. Systematic Random vs. Simple Random To begin with, we will look at the definitions of the two types of samples that we are interested in.  Both of these types of samples are random and suppose that everyone in the population is equally likely to be a member of the sample. But, as we will see, not all random samples are the same. The difference between these types of samples has to do with the other part of the definition of a simple random sample. To be a simple random sample of size n, every group of size n must be equally likely of being formed. A systematic random sample relies on some sort of ordering to choose sample members. While the first individual may be chosen by a random method, subsequent members are chosen by means of a predetermined process. The system that we use is not considered to be random, and so some samples that would be formed as a simple random sample cannot be formed as a systematic random sample. An Example Using a Movie Theater To see why this is not the case, we will look at an example. We will pretend that there is a movie theater with 1000 seats, all of which are filled. There are 500 rows with 20 seats in each row. The population here is the entire group of 1000 people at the movie. We will compare a simple random sample of ten moviegoers with a systematic random sample of the same size. A simple random sample can be formed by using a table of random digits. After numbering the seats 000, 001, 002, through 999, we randomly choose a portion of a table of random digits. The first ten distinct three digit blocks that we read in the table are the seats of the people who will form our sample.For a systematic random sample, we can begin by choosing a seat in the theater at random (perhaps this is done by generating a single random number from 000 to 999). Following this random selection, we choose this seat’s occupant as the first member of our sample. The remaining members of the sample are from the seats that are in the nine rows directly behind the first seat (if we run out of rows since our initial seat was in the back of the theater, we start over in the front of the theater and choose seats that line up with our initial seat). For both types of samples, everyone in the theater is equally likely to be chosen. Although we obtain a set of 10 randomly chosen people in both cases, the sampling methods are different. For a simple random sample, it is possible to have a sample that contains two people who are sitting next to each other. However, by the way that we have constructed our systematic random sample, it is impossible not only to have seat neighbors in the same sample but even to have a sample containing two people from the same row. What’s the Difference? The difference between simple random samples and systematic random samples may seem to be slight, but we need to be careful. In order to correctly use many results in statistics, we need to suppose that the processes used to obtain our data were random and independent. When we use a systematic sample, even if randomness is utilized, we no longer have independence.

What It Is For The Anthropology Of Religion - 957 Words

In 1966 Geertz described religion as ‘(1) a system of symbols which acts to (2) establish powerful, pervasive, and long lasting moods and motivations in men by (3) formulating conceptions of general order of existence and (4) clothing these conceptions with such an aura of faculty that (5) the moods and motivations seem uniquely realistic’ (Geertz, 1966 :4), a quote which Asad refers to as ‘perhaps the most influential, certainly the most accomplished, anthropological definition of religion to have appeared in the last two decades’ (Asad, 1983 :237). In this essay I intend to briefly outline what it is Geertz aims to achieve with his approach, concentrating mainly on his focus on symbols and identifying the contributions this idea has given to the anthropology of religion. I will also touch upon the similarities and differences between Geertz’s (1966) definition and that of Asad (1983). Geertz’s describes his definition of religion as a universal one but geared to focus on the particular; one that can be applied to all religions, and once identified as a religion we can distinguish a separation between religion and other entities i.e. politics, therefore allowing us to discuss the relationship which intertwines them. Geertz describes culture as ‘a system of inherited conceptions expressed in symbolic forms by means of which men communicate, perpetuate, and develop their knowledge about and attitudes toward life’ (Geertz, 1966 :3), thus the ways of which we understand whatShow MoreRelatedPhilosophy, Phenomenology And Comparative Approachs851 Words   |  4 Pagesthere are six different approaches to religion. One approach is the psychological or individual aspect. Then there is the sociological approach which looks at group behavior. Then there is also the anthropological approach which is looks at societies, cultures and things of that nature. L astly there is the philosophy, phenomenology and comparative approachs. The psychological approach to religion allows us to examine the individual. The psychology of religion is to understand the personal religiousRead MoreThe Between Mccutcheon, Marx, And Nietzsche s Theories On Religion921 Words   |  4 PagesRussell McCutcheon urges terms like â€Å"religion† and â€Å"religious† should not be used by scholars when referring to the study of religion. McCutcheon even suggests these words should be abandoned and removed from our vocabulary all together. He claims studying social sciences like anthropology, sociology, and psychology and using appropriate terminology will lead to a more accurate understanding of why we as humans are religious and how our religion ultimately affects our behaviors. 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From what the evidence that has been collected, religion and religious rituals contributed to the developmentRead MoreHow Religion And Culture Influence People s Views On Outer Space1342 Words   |  6 PagesThere are many different types of religions and cultures in this world. Many of which teach and influence pe ople’s views and actions on their daily lives. Everyone is entitled to, and has the right to, believe and practice in whatever it is they choose to. Different types of religions around the world have different meanings and teach different ways in viewing the world. We all know how religion and cultures can be an influence on our planet, but does anyone really know how it influences peoplesRead MoreAmitav Ghoshs In an Antique Land1088 Words   |  5 Pagesas a doctoral student who is given the opportunity to study social anthropology. As we learned and discussed throughout this course, there are a variety of methods in which to study religion. Social anthropology focuses onâ€Å"the study of human beings and societies viewed primarily as both the creators and the creations of culture . . . sociology of religion . . . focuses its attention on social behavior and the way in which religion interacts with other dimensions of our social experience† (LivingstonRead MoreA Dom inant Force Or Trend Within Clothing, Opinion, Arts, And Culture Essay1055 Words   |  5 Pagesetc. People in society are often motivated to involve themselves with what is mainstream so they can fit in and thrive. Majority group- an ethnic/racial group that has the largest population and usually the greatest economic and political power in a society. Marcel Mauss- introduced the qualities of gift giving, author of The Gift. Mauss was also a French sociologist, his work often bounced between sociology and anthropology. Marxism- the political and economic theories of Karl Marx, later developed

The Progressive Era ( 1900-1919 ) - 1544 Words

The Progressive Era (1900-1919) presented solutions to the social, political, and economic changes in the United States of America which had surfaced in the framework of the rapid changes produced during the Industrial Revolution and the growth of modern capitalism in America. Many progressives believed that these changes marked the end of the old order and invited the beginning of a new era fit for the industrial age. Others believed that these changes marked a necessity for improvement rather than complete eradication. Regardless, American citizens utilized their ability to enrich social circumstances, both politically and morally, to guarantee social justice around 1865-1929. In a general sense, the conservative goals of this period substantiated the Liberal developments passed by Progressive leaders. Corresponding to the definition of conservatism, â€Å"a political philosophy based on tradition and social stability, stressing established institutions, and preferring gradual development to abrupt change† , the triumph of Conservatism existed in a sense that efforts were made to maintain established philosophies vital to an industrial social order. The Progressive leaders essentially wanted to perpetuate Liberal reform to bring upon general conservatism. Therefore, the 19th century can truly be defined by both the â€Å"triumph of conservatism† and the success of progressives. An array of accomplishments from the Progressive’s battle were conservative in nature. The fight againstShow MoreRelatedWomen During The Progressive Era987 Words   |  4 PagesWoman in the progressive era What is a woman’s role? Is it to be a housewife and take care of her husband and children? Or is it much more then that. Between the years 1897- 1917 the progressive era came of age. 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In December 1865, eight months after the Civil War ended, the Thirteenth Amendment to the Constitution was adopted: slavery was abolished. However, in the late 19th century and early 20th century, the majority of white Americans continued to strongly believe in ‘racist theories of black biological inferiority’ and therefore were able to justifyRead MoreApush Dbqs Essay2248 Words   |  9 Pagesfollowing documents and your knowledge of the period from 1880 to 1925 to construct your answer. 2007 DBQ (Form A) Analyze the ways in which technology, government policy and economic conditions changes American agriculture in the period 1865 – 1900. In your answer be sure to evaluate farmers’ responses to these changes. (Form B) In what ways did the administration of Lyndon B. Johnson respond to the political, economic and social problems of the United States? Assess the effectiveness of

Reframing Organization for Structured and Vertical Hierarchy

Question: Discuss about theReframing Organization for Structured and Vertical Hierarchy. Answer: Similar to individuals, businesses have their own way of development and that too at their own pace. There are different factors that have an impact on the way businesses develop, starting from the personalities of their leaders to their chosen industry and then continuing to the economic situation. The outcomes of that can range from being a structured, vertical hierarchy to being a loose and horizontal free-form group. Businesses have the option of developing when teams split off and pursue their goals or when individuals come together for one common cause. For the structures of an organization, there are certain universal structural parameters that exist, which present tensions and challenges for the organization (Loeb 2016). It is the responsibility of the organizations that they effectively respond to these, which is inclusive of environment (regulates comparative requirement for tractability),core processes (need alignment with arrangement),size and age (intricacy and conventio nalism increase),workforce physiognomies (controls level of administration and discretion required in daily routine), information technology (obtainability of information and rapidity of dissemination), and tactic and goals (lucidity and constancy concerns regulate necessity for adaptation). These structural necessities come in combination for dictating the optimal social architecture for every organization that are under this circumstances. Different ways are there for designing any organization (Muscat 2014). Two key approaches among these are: Differentiation - how to allocate responsibilities across the organization? Integration how to integrate varied efforts in quest of common goals? Differentiation Inside every living systems task allocation happens and roles get specialized. It is effective in getting the work done. The behaviour of specialization channels is by the prescription of what one person would be doing and not doing for accomplishing work tasks. These normally restrict the individual worker discretion in the context of predictability, uniformity, and reliability. After the decision is taken regarding who is doing which work in relation with their roles or positions, another level of the same situation comes into play (Boston 2016). Working units in organizations additionally handles the work effort in terms of a lot of things which includes: knowledge or skill time period, i.e. shift product customer or client geography or region process, e.g. customer order or customer delivery Along with specialization, different problems also arise. It is necessary for organizations to mesh or coordinate different attempts are avoiding negative influence on performance. Balancing so many issues regarding structural feeds, relative to the second equation or issue of coordination of effort. Integration It is the characteristics of organizations to manage and coordinate the individual efforts along with the group ones with the help of a variety of strategies. This takes place in primarily two ways: lateral less formal, and vertical - chain of command. Inside vertical coordination, coordination is seen among the tops and control of work among the bottoms. This takes place with the help of rules, authority, planning, rules and policies and control systems. Authority is existent among bosses who have formal authority. The rules and policies are there to specify the right way of doing things, limiting discretion and adding predictability. The planning and control systems make use of data for measuring and forecasting. Inside lateral coordination, using the terms of less formal, quicker, simpler and additionally flexible in description of the lateral methods that fill gaps that are rules, commands, and network. Meetings are the corner store of informal contacts and stalks exchanging. Task forces ate collaborated with diverse specialties of people. The matrix structure is there for makings and the cost common thing in global organizations have wishes of meshing arcos the countries and regions. Organizations that have social networks, an d lateral communication tools, try adapting to the hierarchies and there are special teams who coordinate for dealing with turf battles or any concerns (Ovchinnikov 2013). A group is a gathering of no less than two individuals. A group is an aggregate of people. They connect with each other. They think about each other. They have a run of the mill target. They find in themselves to be a group. The word dynamics is a Greece word meaning 'force'. Hereafter group dynamics infers the examination of forces working inside a group for the social correspondence. A group is an aggregation of individuals who work together with each other to such a degree, to the point that one person's exercises influence the others. In affiliations, most work is done inside groups. How groups work has basic consequences for progressive productivity. Groups where people get along, feel the need to add to the team, and are fit for arranging their undertakings may have prevalent levels, while teams depicted by unprecedented levels of contention or debilitating vibe may cripple members of the workforce (Levi 2015). In affiliations, you may encounter particular sorts of groups. Informal work groups are contained no less than two individuals who are connected with each other in ways not prescribed by the formal affiliation. Group dynamics incorporates the dynamics of affiliation plan inside the group, the path in which decisions are made in the group, how work finishes, and how member's needs are satisfied. The participations that effect the perspectives and lead of people when they are grouped with others through either choice or inadvertent conditions (Hogg Terry, 2014). The group dynamics fuse both the group content and the group processes. Group content insinuates the specific endeavors, issues, focuses, or conditions tended to by the group all things considered. Group processes implies the relationship between the group members. Process also suggests most of the components that add to the group processes. Both content and process happen at the same time and are comparatively basic (Murphey et al. 2012). Focuses of group dynamics are: To recognize and separate the social processes that impact on group headway and performance. To pick up the capacities imperative to intervene and upgrade individual and group performance in a definitive setting. To fabricate more productive relationship by applying methodology that give beneficial outcome on target achievement (Bolman Deal 2017). Informal roles: roles are fluid and propelling; groups enhance the circumstance when task roles line up with particular differentiationsbring various interests, aptitudes, and fluctuating degrees of excitement; benefit by assets while restricting liabilities; basic to bring these things out past any binding impact as opposed to avoiding them Norms: informal life insisting rule that manage how the group limits and how members act Networks: informal cases of who relates to whom; teams with more informal ties were more feasible and more slanted to stay together than teams in which members had less affiliations Interpersonal conflict: conflict that is smothered tends to reemerge again and again; conflict is something worth being grateful for Guidelines to manage conflict in groups: ? Develop capacities - in group process ? Agree on fundamentals destinations and procedures ? Search for points of interest in like way - on which to fabricate understanding ? Experiment - in separating divergent viewpoints ? Doubt your perfection see OK assortment of appraisals as an advantage ? Treat differentiates as a group commitment conflict ought to be effectively regulated and not kept up a key separation from Leadership and Decision making: Leadership empowers groups to develop a typical capacity to know east from west and obligation; key limit is administering relationship with external constituents; same individual may not be comparably feasible in all conditions (Shapiro Stefkovich, 2016) Incredible leaders are tricky to both task and process. They select others adequately in managing both. Convincing leaders help group members pass on and work together, while less capable leaders attempt to run and get their own particular musings recognized. Leadership is one of the most crucial aspect of the organization as it guides the organization to achieve the goals and objectives of the organization. According to the contingency theory, there is no particular way of leading the organization and it is completely reliant on the external and internal factors of the organization. This means that based on the situation the leaders will have to adapt and apply the leadership theories. This can be considered as their own style of leadership which they apply based on the situation they have to face. The leadership is based on the relationship at the human level where the leaders can provide clarity to its subordinates about their goals and objectives. The leadership should have the ability to provide rewards and at the same time has the ability to provide punishment when it is required. These qualities will have to be present within a leader in the right amount and balance otherwise it will lead to the failure in the leadership (Northouse 2015). The least preferred scale (LPC) has been developed in the contingency theory to identify the traits that is not liked by the leaders (Chemers 2014). As stated by the contingency theory it can be said that effectiveness of leadership will depends on situation, personality of the leader, make-up of the group and nature of the task. The personality of the leader is the main factor which will decide how the workforce is accepting the leader. This will also ensure how the leader will get involved in the task and if the leader can exercise control over the workforce of the organization. Least preferred scale is way of identify in g the effectiveness of the leader and the leaders with high LPC signifies that they have good communication skills, interpersonal skills and they are able to make good human relations. The good relation that the leader can create with the workforce of the organization will compensate for other factors such as the orientation of the task and the issues involved in it. The leaders will low LPC signifies have low ability of bonding with their subordinates which signifies that they have to rely on the nature of th e task to ensure leadership. However, there are certain complications that are involved in this case, as the task will have to defined in a proper way to avoid any kind of issues. However, it is not possible to provide proper definition to all the task so it means that human relation is one of the most important factor for ensuring effective leadership. However, in a corporate environment where the situations are structured in a well-defined way the need for personal relationship is minimal. However, interpersonal skills of the leader will ensure a motivated workforce which will able to be more productive than the workforce who is less motivated. In general, the leaders with low LPC are effective as the organization structure is maintained and most of the task of the organizations are well defined. However, in times of emergency situation and when the three factors come in to consideration, the leader with high LPC will have an upper hand and will be able to manage the situation in a better way (Antonakis 2017). However, the parameters that have been mentioned in the contingency theory are vague as being supportive could have different meaning in different context. Therefore, providing motivation to their workforce can be considered supportive and at the same time providing criticism to their workforce can be considered to be supportive. However, this theory will have to integrated in the social networking models so that the organizational integrity can be tested. The parameters of this theory will have to be quantified and measured with sophisticated modern tool to identify the effectiveness of leadership (Ayman Adams, 2012). Thus, from the above discussion it can be said communication skills and developing good human relations is one of the most effective way of leadership and managing workforce of any organization. References and bibliography Antonakis, J. (2017).The nature of leadership. Sage publications. Ayman, R., Adams, S. (2012). Contingencies, context, situation, and leadership.The nature of leadership, 218-255. Bergman, J. Z., Rentsch, J. R., Small, E. E., Davenport, S. W., Bergman, S. M. (2012). The shared leadership process in decision-making teams.The Journal of social psychology,152(1), 17-42. Bolman, L. G., Deal, T. E. (2017).Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Bolton, W. (2016).Differentiation and integration(Vol. 5). Routledge. Chemers, M. (2014).An integrative theory of leadership. Psychology Press. Hogg, M. A., Terry, D. J. (Eds.). (2014).Social identity processes in organizational contexts. Psychology Press. Levi, D. (2015).Group dynamics for teams. Sage Publications. Loeb, P. A. (2016). Differentiation and integration. InReal Analysis(pp. 79-93). Springer International Publishing. Murphey, T., Falout, J., Fukada, Y., Fukuda, T. (2012). Group dynamics: Collaborative agency in present communities of imagination.Psychology for language learning: Insights from research, theory and practice, 220-238. Muscat, J. (2014). Differentiation and Integration. InFunctional Analysis(pp. 257-274). Springer International Publishing. Northouse, P. G. (2015).Leadership: Theory and practice. Sage publications. Ovchinnikov, S., 2013. Differentiation and Integration. InMeasure, Integral, Derivative(pp. 97-127). Springer New York. Pettigrew, A. M. (2014).The politics of organizational decision-making. Routledge. Phipps, K. A. (2012). Spirituality and strategic leadership: The influence of spiritual beliefs on strategic decision making.Journal of business ethics,106(2), 177-189. Shapiro, J. P., Stefkovich, J. A. (2016).Ethical leadership and decision making in education: Applying theoretical perspectives to complex dilemmas. Routledge.