University of North Dakota Acceptance Rate, SAT/ACT Scores, GPA

The University of North Dakota is a public research university with an acceptance rate of 82%. Located in Grand Forks and established in 1883, the University of North Dakota is the oldest and largest university in the state. UND offers over 100 undergraduate degree programs, and majors in nursing, psychology, and communications are among the most popular. For strengths in liberal arts and sciences, the school was awarded a chapter of  Phi Beta Kappa Honor Society. Aviation studies are popular at UND, and the school operates a small campus at Grand Forks International Airport. In athletics, the UND Fighting Hawks compete mostly in the NCAA Division I  Summit League. Considering applying to University of North Dakota? Here are the admissions statistics you should know, including average SAT/ACT scores and GPAs of admitted students. Acceptance Rate During the 2017-18 admissions cycle, University of North Dakota had an acceptance rate of 82%. This means that for every 100 students who applied, 82 students were admitted, making UNDs admissions process somewhat competitive. Admissions Statistics (2017-18) Number of Applicants 5,021 Percent Admitted 82% Percent Admitted Who Enrolled (Yield) 44% SAT Scores and Requirements University of North Dakota requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 11% of admitted students submitted SAT scores. SAT Range (Admitted Students) Section 25th Percentile 75th Percentile ERW 480 600 Math 500 630 ERW=Evidence-Based Reading and Writing This admissions data tells us that most of UNDs admitted students fall within the bottom 29% nationally on the SAT. For the evidence-based reading and writing section, 50% of students admitted to University of North Dakota scored between 480 and 600, while 25% scored below 480 and 25% scored above 600. On the math section, 50% of admitted students scored between 500 and 630, while 25% scored below 500 and 25% scored above 630. Applicants with a composite SAT score of 1230 or higher will have particularly competitive chances at University of North Dakota. Requirements University of North Dakota does not require the SAT writing section or SAT Subject tests. Note that UND does not superscore SAT results; your highest total SAT score will be considered. ACT Scores and Requirements University of North Dakota requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 91% of admitted students submitted ACT scores. ACT Range (Admitted Students) Section 25th Percentile 75th Percentile English 19 26 Math 20 27 Composite 21 27 This admissions data tells us that most of University of North Dakotas admitted students fall within the top 42% nationally on the ACT. The middle 50% of students admitted to UND received a composite ACT score between 21 and 27, while 25% scored above 27 and 25% scored below 21. Requirements Note that University of North Dakota does not superscore ACT results; your highest composite ACT score will be considered. University of North Dakota does not require the optional ACT writing section. GPA In 2018, the average high school GPA of University of North Dakotas incoming freshmen class was 3.48, and over 50% of incoming students had average GPAs of 3.5 and above. These results suggest that most successful applicants to University of North Dakota have primarily high B grades. Note that UND requires a minimum unweighted GPA of 2.75. Self-Reported GPA/SAT/ACT Graph University of North Dakota Applicants Self-Reported GPA/SAT/ACT Graph. Data courtesy of Cappex. The admissions data in the graph is self-reported by applicants to University of North Dakota. GPAs are unweighted. Find out how you compare to accepted students, see the real-time graph, and calculate your chances of getting in with a free Cappex account. Admissions Chances University of North Dakota, which accepts over three-quarters of applicants, has a somewhat competitive admissions pool. If your SAT/ACT scores and GPA fall within the schools average range, you have a strong chance of being accepted. Admission is based primarily on completion of the required high school core curriculum, GPA, and ACT or SAT scores. UND requires applicants to complete 14 units of high school coursework including four units of English; three units of math; three units of laboratory science; three units of social studies; and one additional unit from one of these academic categories or world language. Applicants who have completed the required curriculum and have a GPA between 3.5 and 4.0 will be admitted with an ACT composite score of 18 or higher or an SAT (ERW Math) score of 960 or above. Students with a lower GPA will need to have higher standardized test scores to gain admission. The university will also consider grade trends, course rigor, and GPA in core coursework. Students who do not meet the schools GPA and test score guidelines are still encouraged to apply. Applications that are not immediately eligible for admission will receive further review by the admissions office and other committees to determine if additional information or extenuating circumstances should be considered. In the scattergram above, you can see that the majority of admitted students had unweighted high school GPAs of 2.6 or better. Composite ACT scores for accepted students were mostly 20 or higher, and SAT scores (ERWM) tended to be above 1000. A significant percentage of admitted students had grades and test scores significantly above these lower ranges, and many accepted students had A averages. If You Like the University of North Dakota, You May Also Like These Schools University of Minnesota Twin CitiesWestern Michigan UniversityUniversity of IowaIowa State UniversityUniversity of Minnesota Morris All admissions data has been sourced from the National Center for Education Statistics and University of North Dakota Undergraduate Admissions Office.

Jack London Naturalism Analysis - 952 Words

Naturalism is a form of writing that imitates life in the most real and natural way. Its influence of on writers is significant, as writers attempt to portray the natural world through literature. Some authors found it easy to write in a naturalist sense, because naturalism often focuses on the plights of the lower class. Many writers rose from the bottom and were inspired by their previous experiences. Jack London is an example of someone who rose from the bottom. His early life struggles are displayed in â€Å"What Life Means to Me†. It is easier to understand why he writes naturalistic pieces such as â€Å"To Build a Fire† when looking at his younger life. London’s life story as seen in â€Å"What Life Means to Me† more or less mirrors the struggles†¦show more content†¦Likewise, Jack London does not spare his audience of the harsh details in the story of his life, or his fictional story. In â€Å"What Life Means to Me† London tells the story of how his boss recognized London’s ambition and harnessed it. To summarize, London says: â€Å"This employer nearly worked me death† (564). This period of London’s life heavily influences his future story â€Å"To Build a Fire†, as character truly does work himself to death by taking on a dangerous task without thinking twice about it. London spares no crude details as the narrator of his story tells how the excruciating details of a nameless main character freeze to death. While the style stays true to naturalism, and the character does not speak, the narrator makes sure that the readers are aware of the panic going on inside of the man’s head by saying: â€Å"A certain fear of death, dull and oppressive, came to him. This fear quickly became poignant as he realized that it was no longer a mere matter of freezing his fingers and toes, or of losing his hand and feet, but that it was a matter of life and death with the chances against himâ⠂¬  (637). Another instance of the narrator leading the reader into the main character’s mind is when he says: â€Å"He ran blindly, without intention, in fear such as he had never known before† (637). This has to be close to exactly what London was feeling in his early life as he worked himself to death for his greedy employer. Both JackShow MoreRelatedEssay on Comparing the Two Versions of To Build a Fire1096 Words   |  5 Pagessimilarity of treatment whatever (544). Jack London, writing in December 1908, was responding to an inquiry from the Richard W. Gilder, editor of Century Magazine. Gilder, having just published To Build a Fire in his magazine, was worried when he came across another version published 6 years earlier. Londons explanation was that the first story was for boys and the new one was for men; the only similarity being the motif itself. Through careful analysis of the two stories, in light of this letterRead MoreCritical Analysis To Build A Fire944 Words   |  4 PagesCritical Analysis â€Å"To Build a Fire† Jack London used naturalism in â€Å"To Build a Fire† to help the reader understand the events of everyday life. Naturalism showed just how humans had to be watchful at every corner because at a moment’s notice death could be there, waiting for them to make an error that can cost them their lives. The story is about a man who was on a devastating journey across the Yukon Territory near Alaska. London used the idea of naturalism to help portray how harsh and violentRead MoreLiterary Analysis - the Law of Life Essay1113 Words   |  5 Pageshead: LITERARY ANALYSIS Literary Analysis Sergio Scott Grand Canyon University ENG-353 American Literature II Susan Crannell September 28, 2011 Sergio Scott Susan Crannell ENG 353 September 29, 2011 Literary Analysis Naturalism was a literary movement that took place from the 1880s until the 1940s. It used realism as a mechanism to suggest that social conditions, heredity, and environment had a monumental impact in changing or defining human character. Naturalism exposes the darkRead MoreNaturalism In Jack Londons To Build A Fire1113 Words   |  5 Pages Analysis of â€Å"To Build a Fire† Jomar Peralta English 101 Glendale Career College  To Build a Fire The story â€Å"To Build a Fire† narrates about a man who decides to travel through freezing temperatures of Yukon and becomes a victim of the unforgiving power of nature. The temperatures reading 170 below the freezing point, the man decides to light a fire. Having several attempts to light the fire, he decides to run around like a â€Å"chicken with its head cut off† and finally comes to rest to meetRead MoreEssay on No Accidents in Jack Londons To Build a Fire2550 Words   |  11 Pages As the title implies, Jack Londons 1908 short story contains within its narrative a literal set of sequential directions on how To Build a Fire. London extends this sequential conceit to his fatidic vision of the universe. Unlike the dog in the story, who can rely on its pure-bred arctic instinct as it navigates through the dangerous tundra, the anonymous man possesses a duller, myopic instinct which is unable foresee the consequentiality of the environment. This instinctual flaw inRead MoreBlack Naturalism and Toni Morrison: the Journey Away from Self-Love in the Bluest Eye8144 Words   |  33 Pages but the theory of naturalism as well: the idea that one s social and physical environments can drastically affect one s nature and potential for surviving and succeeding in this world. In this article, I will explore Toni Morrison s The Bluest Eye from a naturalistic perspective; however, while doing so I will propose that because Morrison s novels are distinctly black and examin e distinctly black issues, we must expand or deconstruct the traditional theory of naturalism to deal adequately withRead MoreManagement Control and Their Limitations8558 Words   |  35 Pagesinvolved in its enactment (i.e. meeting the causal criterion). Methodological approach: A qualified critical realist approach will be adopted drawing, in particularly, upon Bhaskar’s transcendental realist philosophy of science and his critical naturalism in relation to the social sciences without necessarily adopting his theory of explanatory critiques (Archer et al.:1998; Bhaskar: 1989). Whilst fully endorsing the ‘value-impregnated’ or value-laden nature of many social phenomena, and that socialRead MoreLiterary Analysis of A White Heron2159 Words   |  9 PagesLiterature Analysis Part 1 Throughout the history Fiction has been used by many writers to emphasize on environment and the importance it has in our lives. A White Heron, is a great example of how an article can effectively grip the attention of the reader and delivering a vital message at the same time. On the other hand fact based articles are based on truth, research and years of hard work but unfortunately most of the time they fail to capture the common reader proving interesting to only

Human Resource Management for Travel and Tourism Frishco

Questions: 1. Analysis of different methods in which Frishcos HR department engages its employees.2. Critical discussion of the potential consequences of the organizations inability to address the employee engagement issues including how it would affect their motivation.3. Evaluation of the methods that create the most impact in achieving highest level of employee engagement within Frishco. Answers: Introduction This report introduces the detailed analysis of the case study related to Frishcos HR department. Frishco is a brand having a worldwide recognition where its Knightbridge store has a big selling space. It states about the analysis of the different methods that Frishcho has practiced for the purpose of engaging its employees (Truss et al. 2013). The different methods include job enlargement, job enrichment and job rotation along with changing the leadership styles. The report has critically discussed the potential consequences due to the organizations inability to address the employee engagement problems (Albrecht et al. 2015). Such consequences include deteriorated employee morale, decreased job performance and output, demotivated employees and clients. The report has also made the evaluation of the methods that create the most impact in achieving the highest level to engage the employee in Frishco (Wang and Hsieh 2013). The report has introduced the issues that Frishco is currently facing and the solutions to fix them. There are different methods to improve the employee engagement in the organization. Such methods as good quality line management, commitment to employee well being, two way open communication, effective cooperation, clear HR policies and practices, fair pay and benefits are been described in the report. 1. Analysis of different methods in which Frishcos HR department engages its employees. Frishcos HR department has applied different methods to increase the engagement of their employees (Breevart et al. 2014). The other method is changing the culture of the organization for enabling the business to meet the employee needs along with maintaining the values of the company. The culture can be changed through changing the leadership style. If the leadership is made favorable to the employees then it will lead to meet their needs as they have much opportunity to express their requirements. The methods that are used to increase employee engagement are recruitment and selection, performance and development (Bal, Kooij and De Jong 2013). The methods also include the development of the employees for building their careers with Frishco through the identification of the career progression opportunities ((Albrecht et al. 2015). Frishco adopts several procedures to increase the employee engagement program such as changing the organizational structure, changing the leadership, improved communications, living the brand values (Truss et al. 2013). They are keen to change the organizational structure through job enrichment. Here job enrichment is the process to add more responsibilities for enhancing job satisfaction. Frishco also prefers the method for changing the leadership style in the organization. In such environment, the employees will be given much more space to take decisions by themselves. They apply the transformational leadership where the vision of the organization is built at the top management. In such case, each and every employee gets engaged with the vision through the help of personal leadership. Frishco has used different methods in order to utilize their HR skills and functions to address their employee engagement. They have concentrated to improve the communication level among the employees to increase their participation (Albrecht et al. 2015). The improved communication among the employees regarding the operational work in the organization actually encourages them for their views towards the management. Frishco also makes sure that every person understands the value of the brand. It is also a procedure for increasing the engagement of the employees. The internal employee magazine, morning briefing, intranet, quarterly employee forum, employee voice form are also the procedures in their organization to engage the employees (Mishra, Boynton and Mishra 2014). The morning briefing gives the information to the teams of the Frishco shop floor about the activities of the day. The intranet enables information sharing with the employees. The quarterly employee forum actually enables the employees for presenting the issues and contributing to the strategy of the company. The Bright Ideas provides the encouragement to the employees for sharing innovative ideas to make improvement in the overall structure of Frishco (Wang and Hsieh 2013). The company focuses on democratic leadership style where the employees are used to listen to their ideas and make improvements on continuous basis. Therefore the culture builds the trust and respect and it is basically the key regarding the engagement of Frischos employee. The three elements that also encourage employee engagement are Talent Spotting, Mentoring and Coaching, Supporting Networks. The talent spotting involves identification of the talented persons who have the ability to make important contributions to Frishco (Duffield et al. 2014). The mentors and coaches provide advice and guidelines along with structured feedback to the people who are less experienced. The Line Managers in Frishco communicate their organizational targets to the employees through face to face interactions. They agree regarding objectives and involve people to take advice regarding new ways of working. In Frishco, the managers also meet with the other managers for sharing ideas and problems to get better solutions regarding the retail business (Saleem, Shaheen and Saleem 2012). Job rotation, job enlargement and job enrichment are the process which can also increase the employee engagement. The Job rotation makes periodical change of the jobs and the work places. It makes various job opportunities to the employees. Job enlargement actually encourages the employee to take additional tasks. The Job enrichment enables the employees for engaging in wider variety of tasks such as taking additional leadership responsibility and removal of unnecessary supervision. The good quality line management, two way open communication makes the space for the employees to openly express their ideas to the management (Zareen, Razzaq and Mujtaba 2013). The commitment to well being employee, effective cooperation, good HR policies, fair pay and benefits along with focus on the development of employees increase the involvement of the employees in Frishco. 2. Critical discussion of the potential consequences of the organizations inability to address the employee engagement issues including how it would affect their motivation. Frishco is a company having an established repute throughout the world. The company has faced several problems as it was unable to address the employee engagement issues. The company was unable to track that how the problems will affect their motivation. The employees who are not so much engaged in Frishco can be costly to the organization (Choudhary 2016). The disengagement of the employees actually kills the overall morale of them and it eventually leads to decreased output. Such demotivation leads to absenteeism and lateness. If the organization is unable to understand the problems regarding employee engagement then they will not be able to adopt the strategies which can motivate them. The company should adopt a leadership style which would give proper space to their employees to openly express their ideas and opinions for decision making. Such authority will motivate them to work in full fledge. If those employees are not given such authority for a high level of participation in decision making then they feel demotivated towards the work they are doing (Mone and London 2014). This will result to lower level performance of the organization and it will lead to decreased market share. A problem that took place in Frishco is the difference between customer and employee experience. Frishco should make a detailed analysis about why there is the difference existing. If such problems are not been analysed in a proper manner, then it will severely affect the impression on both the customer and employees mind. Frishco makes a practice of democratic leadership which will not be effective in case of decrease of sales (Karatepe 2013). There are other problems such as reactive decision making, inconsistent style of management which can lead to evil results for the company. If the hierarchies of the management are not clearly defined then it can lead to confusions between the management professionals regarding decision making (Choudhary 2016). Incoherent communication is also a problem, which can make a lot of misunderstanding between the people in the organization. The poor work life balance, few opportunities and low perceptions are also other issues which if the organization is not able to handle can lead to disastrous results. One of the potential consequences is the higher employee turnover (Bakker, Tims and Derks 2012). A high employee turnover rate symbolizes higher number of employees leaving the organization in a particular calendar year. The higher employee turnover rate has a significant level of cost and performance implications to a business. If Frishco faces a high level of employee turnover rate then it will lead to loss of expertise and increased requirement of training the new employees. The company will also face a problem from increased cost of recruitment. As the expert people leave the organization, it will lead to degradation of the overall performance of the company leading to less market share (Biswas and Bhatnagar 2013). If the employees get lesser opportunities in their job responsibilities then they will get demotivated to work further. A poor balance in work-life will lead the employees to a mental discomfort zone. They will lose the interest of their job responsibilities and will go to quit the job. Proactive decision making always lead the company to flourish to their fullest extent. But Frishco has a practice of reactive decision making which lacks the assertion of the management professionals from the initial time (Sonnentag et al. 2012). Therefore, there is a high chance that the organization can be in an acute financial crisis as they have not planned to face the evil situation in advance. If Frishco suffers from employee disengagement, there will be a lot of issues regarding manpower cost. The company will be going through financial loss due to shortage of manpower as it will not have sufficient manpower while serving their customer. It will lead to less revenue generation and will lower the market share of the company. As per Vrooms Expectancy Theory, behavioural option can be selected by a person on the basis of his goal. There is also an equation, which states that motivation is the product of expectancy, instrumentality and valence. Here, motivation is the particular amount where an individual will get motivated by the environment he is involved. Expectancy is normally peoples perception that effort will result in performance. On the other hand, instrumentality is the perception where the performance will be rewarded (Karatepe 2013). Valence is the perceived amount regarding the punishment or reward that will result from performance. If Frishco empowers any of these three factors then it will eventually increase the motivation of its employees. If any of the factors are degraded keeping the other factors unchanged, it will result to demotivation and disengagement of the employees towards their work. 3. Evaluation of the methods that create the most impact in achieving highest level of employee engagement within Frishco. There are several methods that have the capability to achieve higher level of employee engagement. But the methods that can create the most impact in achieving the highest level of employee engagement is job enrichment, enlargement and rotation (Biswas and Bhatnagar 2013). In case of job enrichment, the existing job roles enable the employees to get engaged in wider varieties of tasks. In such case there may be some addition of team leadership responsibility and removal of unnecessary supervision. The job enrichment is the concept of the management that makes the involvement of restructuring of the jobs. It can be more challenging for the employees having less repetitive work. In case of Frishco, if an executive employee serving the customers is given additional responsibilities such as supervising an entire team in a floor, then the job of that particular person gets enriched. In case of job enlargement, additional responsibilities will be added in the basic responsibilities of the employees. It will increase the responsibilities and tasks for making the position more challenging. The job rotation will provide exposure of the various dimensions to the employees (Bakker, Tims and Derks 2012). The job rotation is normally the practice to move the employees between several tasks for promoting experience and variety. It is basically the method through which the employers will use the method for rotating the assigned tasks in their employment. The method of democratic and participative leadership is also the most preferred one for enhancing the employee engagement. In case of democratic and participative leadership, the employees get much more opportunity to express their ideas and opinions regarding management decisions. The style of participatory leadership makes an attempt for adding a democratic dimension where there is top down hierarchy (Karatepe 2013). If Frishco maintains such participative leadership they will be able to involve the employees in higher extent. If the employees get added responsibilities, added work and additional authority regarding decision making through personal leadership, then they will have a sense of ownership about the task they are doing. The quarterly employee forum and the other forms of employee voice are also the other procedures that can make the employees bound to be more engaged towards the organization. In the quarterly employee forum, a facility is given to the employees for sharing their problems (Mone and London 2014). The Bright Ideas scheme also makes the encouragement of the employees for sharing the ideas for the improvement of Frishco. The way which can make the employees of the organization to be more engaged is fair pay and good HR policies that are clearly accessible by the employees (Mirvis 2012). If the employees of the organization get a good salary and other non monetary benefits, they will definitely have the tendency to stick with the organization with a greater involvement. Conclusion From the above discussions and analysis, it can be stated that though Frishco has achieved a worldwide popularity in their retail business, there are some drawbacks which created problems in their management structure resulting to employee turnover. A solution to such issues is to increase the employee engagement. To increase the employee engagement, job rotation, job enlargement, job enrichment should be imposed. The leadership style should be participative so that there will be space for the employees to express their opinion regarding decision making. These methods will motivate the employees to stay involved in the maximum level with Frishco. The good quality line management, two way open communication, effective cooperation, fair pay and benefits along with focusing on the development of the employee will also increase employee participation. Frishco should change their leadership style as per the varying situation to stay competitive in the market. If the company removes the pr oblems regarding inconsistent management style, incoherent communication, poor work-life balance then it will be able to remove the issues such as lateness, absenteeism of the employees. Such solutions will lead the company to fix the issues regarding decreased job performance and decreased output. Overall, the HR policies will be such that it will make Frishco to be an organization of flexible manpower. References Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), pp.7-35. Bakker, A.B., Tims, M. and Derks, D., 2012. Proactive personality and job performance: The role of job crafting and work engagement.Human relations,65(10), pp.1359-1378. Bal, P.M., Kooij, D.T. and De Jong, S.B., 2013. How do developmental and accommodative HRM enhance employee engagement and commitment? The role of psychological contract and SOC strategies.Journal of Management Studies,50(4), pp.545-572. Biswas, S. and Bhatnagar, J., 2013. Mediator analysis of employee engagement: role of perceived organizational support, PO fit, organizational commitment and job satisfaction.Vikalpa,38(1), pp.27-40. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), pp.138-157. Choudhary, S., 2016. Job enrichment: A tool for employee motivation.IJAR,2(5), pp.1020-1024. Duffield, C., Baldwin, R., Roche, M. and Wise, S., 2014. Job enrichment: creating meaningful career development opportunities for nurses.Journal of nursing management,22(6), pp.697-706. Karatepe, O.M., 2013. High-performance work practices and hotel employee performance: The mediation of work engagement.International Journal of Hospitality Management,32, pp.132-140. Mirvis, P., 2012. Employee engagement and CSR.California Management Review,54(4), pp.93-117. Mishra, K., Boynton, L. and Mishra, A., 2014. Driving Employee Engagement The Expanded Role of Internal Communications.International Journal of Business Communication,51(2), pp.183-202. Mone, E.M. and London, M., 2014.Employee engagement through effective performance management: A practical guide for managers. Routledge. Saleem, S., Shaheen, W.A. and Saleem, R., 2012. The impact of job enrichment and job enlargement on Employee satisfaction keeping employee performance as Intervening variable: a correlational study from Pakistan.Kuwait Chapter of the Arabian Journal of Business and Management Review,1(9), p.145. Sonnentag, S., Mojza, E.J., Demerouti, E. and Bakker, A.B., 2012. Reciprocal relations between recovery and work engagement: the moderating role of job stressors.Journal of Applied Psychology,97(4), p.842. Truss, C., Alfes, K., Delbridge, R., Shantz, A. and Soane, E., 2013.Employee engagement in theory and practice. Routledge. Wang, D.S. and Hsieh, C.C., 2013. The effect of authentic leadership on employee trust and employee engagement.Social Behavior and Personality: an international journal,41(4), pp.613-624. Zareen, M., Razzaq, K. and Mujtaba, B.G., 2013. Job design and employee performance: The moderating role of employee psychological perception.European Journal of Business and management,5(5), pp.46-55.