Matching Items (31)
Description
Investment real estate is unique among similar financial instruments by nature of each property's internal complexities and interaction with the external economy. Where a majority of tradable assets are static goods within a dynamic market, real estate investments are dynamic goods within a dynamic market. Furthermore, investment real estate, particularly commercial properties, not only interacts with the surrounding economy, it reflects it. Alive with tenancy, each and every commercial investment property provides a microeconomic view of businesses that make up the local economy. Management of commercial investment real estate captures this economic snapshot in a unique abundance of untapped statistical data. While analysis of such data is undeniably valuable, the efforts involved with this process are time consuming. Given this unutilized potential our team has develop proprietary software to analyze this data and communicate the results automatically though and easy to use interface. We have worked with a local real estate property management and ownership firm, Reliance Management, to develop this system through the use of their current, historical, and future data. Our team has also built a relationship with the executives of Reliance Management to review functionality and pertinence of the system we have dubbed, Reliance Dashboard.
ContributorsBurton, Daryl (Co-author) / Workman, Jack (Co-author) / LePine, Marcie (Thesis director) / Atkinson, Robert (Committee member) / Barrett, The Honors College (Contributor) / Department of Finance (Contributor) / Department of Management (Contributor) / Computer Science and Engineering Program (Contributor)
Created2015-05
Description
The purpose of this research is to define significant explanatory factors behind gendered differences in career expectations. The data was collected through a survey that was administered to undergraduate and graduate students who are in the beginning stages of their career development. The questions in the survey focused on determining the expectations that college aged men and women have for their future careers on a subjective and objective basis. In addition, the questions were intended to determine gender differences in four explanatory factors including personality, core self-evaluations, work life values, and gender fatigue. Findings from the study coincide with previous research in that women indicated lower career expectations on a monetary and hierarchical basis in the short term and at the peak of their career. The difference in expectations were found to be significantly correlated with gender differences in extroversion levels, beta work values, and gender fatigue, all of which are internal influences that help to explain the current gap in career expectations, and thus the gap in men and women's eventual compensation and advancement. The findings from the study also help to show that different expectations are caused by differences in how people define success. Implications for these findings can be looked at from two different perspectives. For decades, feminist movements were the approach, and equality was the goal. Now that our society claims gender equality, we are at a standstill in progression, even though there are still clear gaps in compensation and leadership positions. This research can be helpful for not only universities advising future graduates, but also companies currently seeking future employees. Recommendations for future direction are based on the findings from the study and the responses of the individuals.
ContributorsHaechler, Amaelia Josephine (Author) / LePine, Marcie (Thesis director) / Kalika, Dale (Committee member) / W. P. Carey School of Business (Contributor) / Department of Finance (Contributor) / Barrett, The Honors College (Contributor)
Created2016-05
Description
This thesis will analyze the operations of two nonprofit organizations located in different parts of the world. One local and one international nonprofit organization was chosen for this thesis/creative project because of the diverse culture, customs and regulations in each setting. The paper will discuss the operations of St. Vincent de Paul, the Chandler Conference of St. Vincent de Paul, and Sri Sai Darshan Trust (SSDT). The paper begins with a brief history of nonprofit organizations followed by a detailed background on both organizations. The management (organizational structure), finances, marketing, and legalities will be discussed of each nonprofit. The paper will then examine the specialized projects of each organization throughout the year. A PEST, SWOT, value chain, Kraljic, spend, and demand analysis were conducted based off of the research on each nonprofit. The paper will then discuss the problems each organization exhibits and the potential solutions the nonprofits can implement into their daily operations in order to resolve them. This section analyzes the similarities and differences within each business area of the nonprofit organization. Short-term solutions to current business problems and long-term solutions to organizational problems will be discussed in this section. The conclusion is the final element of the thesis. In this section, a balanced scorecard will be created for each nonprofit organization. In addition, the authors will discuss what they learned throughout the entire process. The goal of this thesis/creative project was to integrate the knowledge and concepts from business (marketing, finance, management, accounting, supply chain management, and computer information systems), and find an application for each within nonprofit organizations around the world.
ContributorsPatel, Nisha (Co-author) / Sivakumar, Akila (Co-author) / Maltz, Arnold (Thesis director) / LePine, Marcie (Committee member) / W. P. Carey School of Business (Contributor) / Department of Supply Chain Management (Contributor) / School of Accountancy (Contributor) / Division of Teacher Preparation (Contributor) / Barrett, The Honors College (Contributor)
Created2016-05
Description
The purpose of this thesis is to examine how companies can most effectively attract and retain millennial workers. Millennials are the future of the corporate world, and their retention in the workforce is important. Research for this study was gathered through the use of two surveys administered to Arizona State University students and corporate recruiters. The student survey focuses on what students' value in future employers, while also concentrating on challenges and opportunities job seekers presently face. The corporate survey asks questions related to the efforts used to attract and retain future employees, and the challenges and opportunities of the millennial worker. The findings reveal the millennial generation and the employers of today find alignment and disagreement within the topics of job dedication, culture, generational perceptions, and perceptions of the millennial. This study has a number of practical implications for employers seeking to understand how to integrate millennial workers into their corporate environment. Students will also find practical implications from this study, as they can better understand how to successfully get hired and be a part of a corporate environment. Recommendations for change on the students and employers respective behalf are based on survey findings and secondary source research.
ContributorsSt. Marie-Lloyd, Honi (Author) / LePine, Marcie (Thesis director) / Hill, Sarah (Committee member) / Department of Supply Chain Management (Contributor) / Barrett, The Honors College (Contributor)
Created2015-12
Description
The purpose of this thesis is to explore if any correlation exists between the proposed components of happiness with overall self-perceived happiness. This thesis also explores how introversion and extraversion, gender, and working status affects the proposed components of happiness for college students and how their happiness influences engagement, motivation, preference of organizational culture, and the activities that they engage in. This research was gathered from secondary sources and a survey that was given to undergraduate students at Arizona State University. We found that well-being, gratitude, achievement, psychological empowerment, and affection contribute to both extraverts and introverts' happiness. In addition, we found that extraverts reported higher means than introverts in each factor; including happiness in general and what contributes to it. Contrary to popular belief, our research shows that autonomy either had no correlation or negatively correlates with happiness. In addition, we found that both extraverts and introverts participate in social and nonsocial activities rather than solely on their expected type of activity. Our research also shows that females reported higher means than males on gratitude, achievement, and autonomy. One significant implication of this study is that it can help individuals to better understand themselves and people they interact with.
ContributorsVasquez, Delia (Co-author) / Lopez, Miguel (Co-author) / LePine, Marcie (Thesis director) / Arce, Alma (Committee member) / Barrett, The Honors College (Contributor) / Department of Supply Chain Management (Contributor) / Department of Psychology (Contributor) / School of Accountancy (Contributor)
Created2014-12
Description
Research on teamwork has shown that teams are more productive and produce better results than individuals working on their own. Yet, research on individuals' work preferences makes it clear that not everyone prefers working in teams. In order to improve teamwork and achieve better results in both the collegiate arena and in the professional world, this study was designed to research different factors that affect a group's performance and creativity: satisfaction, familiarity, and the behavioral styles of individual team members. Additionally, this study addresses if the group's composition of Keirsey types \u2014 temperament patterns \u2014 also play a role in the group's creativity and performance. In this study, students created teams of four to seven students and completed specific in-class activities called Applied Insights. Groups composed mostly of Guardians, one of the four Keirsey temperaments, are able to adapt to the task at hand, which is demonstrated here with creativity. Further, groups who perceive themselves as sharing similar traits with many members are more satisfied and achieve a higher overall performance. Lastly, groups comprised of individuals who were least familiar with their teammates they had not previously worked with, produced more creative results in the short run. Whereas groups comprised of individuals who were least familiar with their teammates they had previously worked with, produced better overall results in short run.
ContributorsPinto, Linda (Co-author) / Hulse, Christopher (Co-author) / Vaughn, Michael (Co-author) / LePine, Marcie (Thesis director) / Samper, Adriana (Committee member) / Barrett, The Honors College (Contributor) / WPC Graduate Programs (Contributor) / School of Accountancy (Contributor) / Department of Information Systems (Contributor) / Department of Marketing (Contributor) / School of Music (Contributor)
Created2014-12
Description
By distributing a survey to students and professors, this study investigates the perceptions of online education at Arizona State University and uses statistical analysis to establish connections between the characteristics of individuals and the opinions that they have about online education. In relation to online education, this study investigates the topics of academic dishonesty, learning effectiveness, increasing diversity in the university, the effect on reputation, the academic rigor of courses, societal obligations, and overall opinions of online education as a whole. The aggregate results of these surveys were then compared to the categorized results of students and professors, students with varied levels of GPA, students with varied exposure to online classes, and students with varied majors of study. These comparisons were used to establish statistical correlations between an individual's occupation in a specific category and the types of opinions they have regarding online education.
ContributorsZehring, Timothy J. (Author) / Nosky, Richard (Thesis director) / LePine, Marcie (Committee member) / Barrett, The Honors College (Contributor) / Department of Management (Contributor) / Hugh Downs School of Human Communication (Contributor)
Created2014-05
Description
Purpose: This thesis studies the effectiveness of various recruitment strategies directed towards college students in the interest of acquiring the best talent for internships and full-time career opportunities after graduation. The purpose of this thesis is to develop an understanding about what current students respond to when it comes to efforts companies make to recruit for employment and then to provide suggestions to improve recruitment strategies. Methodology: In addition to research of existing literature, a survey was given to students at Arizona State University, in order to determine students' reactions to recruitment strategies used by companies. Differences in reactions will be examined by talent, as well as position, gender, school of discipline, and age. Findings: Through the research conducted, I found that personalized efforts are not necessarily always preferred by students. Mass efforts, such as career fairs and job postings, hold a lot of weight and influence in a decision. Two personalized recruitment efforts that should be noted are interaction with the HR team and direct emails. Reputation also plays a significant part in the recruitment of students on campus. Establishing a well-known and liked reputation within the different areas of reputation is vital to the recruitment of students.
ContributorsHoeck, Sarah Rose (Author) / LePine, Marcie (Thesis director) / Harthun, Jyll (Committee member) / Barrett, The Honors College (Contributor) / T. Denny Sanford School of Social and Family Dynamics (Contributor) / Department of Marketing (Contributor) / Department of Finance (Contributor)
Created2014-05
Description
With the retirement of the Baby Boomer generation, the workforce is getting younger. Millennials will soon make up the majority of the workplace, and it is therefore imperative for organizations to understand the values and work expectations of this emerging generation. This thesis examines the importance of employment benefits towards work life balance and work satisfaction to Millennials, and what employers can do to recruit and retain this generation of workers in the current marketplace. The data for this study was collected by surveying MBA students enrolled at the W.P. Carey School of Business at Arizona State University. A total of sixty-eight students completed the survey, forty-five being Millennials and twenty-three members of Generation X. The data was analyzed using various statistical techniques to assess the generational importance of work life balance and its relationship between particular employee benefits and recruitment and retention at organizations.
ContributorsAguilar, Amanda Nicole (Author) / Kalika, Dale (Thesis director) / LePine, Marcie (Committee member) / Barrett, The Honors College (Contributor) / Department of Economics (Contributor) / Department of Management (Contributor)
Created2014-05
Description
Purpose: This thesis studies the behavior and actions of introverted and extraverted students in regards to preparing for and obtaining a postgraduate position. The purpose of this thesis is to develop an understanding of introverts' and extraverts' approach to the job search process and to provide suggestions to improve the job search process. Methodology: In addition to research of existing literature, a survey was given to students at the W. P. Carey School of Business at Arizona State University, to determine students' job search behaviors, and to recruiters of organizations who recruit from the W. P. Carey School of Business at Arizona State University to determine what recruiters look for in a candidate. Findings - We found that extraverts are more likely to network online than introverts. Secondly, we found that extraverts are more likely to self-promote their strengths to company recruiters than introverts. Thirdly, we found that introverts are more reserved when it comes to discussing their strengths with company recruiters than extraverts. Fourthly, we found that extraverts are more likely to feel as though they successfully represent themselves to company recruiters than introverts. Additionally, we found that the top three behaviors that recruiters look for in candidates include the candidate being energized about the prospects of working for the organization, that the candidate is knowledgeable about the organization, and that the candidate asks questions and introduces him-or-herself at organization information sessions. The three lowest rated behaviors were that the candidate uses live (in-person) networking to connect with the recruiter, that the candidate is reserved when discussing his/her accomplishments, and that the candidate uses online networking to connect with recruiters.
ContributorsRobles, Margaret (Co-author) / Carroll, Allison (Co-author) / LePine, Marcie (Thesis director) / Pfund, Michele (Committee member) / Harthun, Jyll (Committee member) / Barrett, The Honors College (Contributor) / Hugh Downs School of Human Communication (Contributor) / Department of Supply Chain Management (Contributor)
Created2013-05