How Examinations Like TEAS Tests Are Beneficial For Students Nowadays

The term examination is defined by the Oxford English Dictionary, (2019) as the process of assessing an individual’s skills and knowledge through written or oral questions as well as practical tasks. Examinations in higher education are significant to assess the capacity of learning for a student. Recently, there have been many emphases on abolishing examination, especially in higher learning institutions. Most students have tension over examinations: it changes them from happy beings to nervous and frustrated. However, examinations have been a major part of schooling that students have to undergo in their course of study. The purpose of the examination is to measure a student’s know-how on a given topic.

Graded Examination Systems Ensure Competitiveness
Tests are of different forms where some are designed to test the memory and understanding of the examinee about a specific topic. Higher learning examinations like the ati teas are graded and interpreted according to the criterion, which is established mostly through statistical analysis. Some students have to read overnight if the examination is on the next day. The major argument behind exams abolishment is the negative psychological impact they have on students. Most students find examinations threatening and causing anxiety. Students accumulate negative thoughts and depreciating self-statements common during assessment which affects their performance. Such anxiety affects the student physically in terms of tensed muscles and trembling as well as behavior wise which affects their study skills.

Exam Preparations Can Be Stressful And Enjoyable At The Same Time
An experiment on the impacts of examination stress shows that students’ anticipation for the examination harms their sleep and eating habits. Test related anxiety would lead to severe impacts on test outcome. On the contrary, some form of stress in life has contributed to a positive impact on results, which would also apply to student’s examination. Stress can be part of a student’s motivation during the exam period. It becomes easier for students to retain examinations knowledge when they are faced with acute stress. In most cases, students approach examination unprepared, which leads to their anxiety, while those who are ready for the test remain calm and anxious free. Other scholars have thought that if ati teas examinations are so stressful, the students’ needs to be engaged in more coursework which is deemed to be less stressful. Although, it is important to consider that even coursework is associated with stress just like tests.

Another criticism of examinations in higher education is the misuse, unlike other assessment tasks within the course work. Exams allow students to retrieve knowledge from memory and apply it on the spot, as in most real-life professions. But, the way exams are delivered in higher learning is questionable. Examinations in higher studies are vital in assessing the role of studying for a student. Lately, there have done various accents on finishing tests, particularly in higher learning organizations. Most exam questions only test what the student can recall, but not a deeper understanding of the subject. It occurs when teachers prepare tests hurriedly or borrow exam questions from previous years or test banks.

Some Unexpected Benefits Of Back Office Outsourcing

In what remains a complex and challenging economic environment for recruitment agencies, it may seem obvious why so many of them would be drawn to Back Office Outsourcing services like those of TBOS. Relieving your consultants of the burden of handling your agency’s back office and accounting functions, at least in theory, frees them up to spend more time developing your core business.

However, there are a few slightly lesser-considered benefits of back office outsourcing – such as the below – that can greatly aid your agency’s both shorter and longer-term goals.

Free Palestine
A wider base of skilled personnel

A complete back office outsourcing solution such as TBOS Complete greatly expands the range of skilled staff that your business effectively has at its fingertips. It gives you access to a field of experts with the know-how and experience required to meet your agency’s daily needs.

These experts don’t need to be told how to perform certain specialised projects and tasks to the highest standard – they already know, and are dedicated to carrying out such duties efficiently and diligently.

Control and stability

Remember that when you outsource back office duties such as invoicing, timesheet management and credit control to TBOS, you are outsourcing to a company, not a person. That means you don’t have to worry about staff turnover disrupting this vital element of your agency’s operations, and ensures you have backup staff in certain sensitive areas such as invoice finance management or contractor and supplier payments.

A reputable back office outsourcing specialist like TBOS is dedicated to protecting your business interests, and provides a vital layer of stability to give you greater peace of mind.

You can look like a larger agency

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Being able to access experts with such a diverse range of relevant skills – rather than, let’s say, having to depend on one person performing various back office duties and never falling ill – enables your recruitment company to not just function like a larger agency, but look like one as well. This means that your clients will feel able to place greater trust in you.

Keeping up to date with the latest HMRC legislation

It is our own accounting professionals who have the responsibility of remaining abreast of the latest HMRC requirements. With this same personnel well-practised in serving the needs of a broad range of agencies, you can be assured that we will keep you on the right side of the law, while catering to your business’s other best interests.

Conceptual Framework

Conceptual Framework
According to Creswell (2014), the conceptual framework does create a logical chain of evidence through which the researcher does test and verify conclusions. The conceptual framework is usually developed so as to generate a comprehensive understanding of the applicability of employee involvement in project management. Involvement in decision-making is the independent variable while the goal achievement is the dependent variable.

Goal Setting Theory
The identified conceptual framework for this study is based on Goal Setting Theory. The goal setting theory normally assumes that a direct relationship does exist between the definition of the measurable and specific goals and the performance. The researcher, Edwin Locke primarily developed the theory when he started the goal setting research in 1960s (Locke & Latham 1979). Goal setting theory does involve the process of establishing levels of performance so as to obtain the desired outcomes. Based on the theory, it purport that the source of motivation involves the desire and the intention to reach a particular goal. According to Armstrong (2013), when managers know what they aim at achieving, they are motivated to put more effort that increases performance. The goal setting theory was advanced by Armstrong (2013), who emphasize on goal setting and encouragement of decision rights as the basis for employee performance. When the management allows the employees to get involved in decision-making on matters concerning them and the organization, it tends to increase the employee’s commitment. Employee involvement in decision-making wins the commitment of employees and when the management can win the employee’s commitment; it does increase job satisfaction and motivate employees to work hard.

Taking responsibility for the results requires that the members of the organization receive a chance to influence their results favorably and have freedom of taking action. Based on the theory, the decision rights tend to allow greater involvement of employees in deciding issues that do affect their work Armstrong (2013), He argues that employees are likely to meet their performance goals when they are empowered with authority to make decisions and also solve problems that relate to the results that they are accountable. The goals of an organization represent a shared responsibility among all its employees each of whom has a role in the success of the organization. The contribution of the employees tends to be a starting point for enumerating the results of which they are accountable. Thus, the goal setting theory is used in developing the study’s conceptual framework.

The employee can contribute significantly towards achieving the objectives and the goals of the organization. Hence, it is essential that the organization should have knowledge of the various factors that affect the behavior of their staff so as to bring out the best in these employees. Because of this, the researcher selects the goal setting theory as the conceptual framework for the study. The goal setting theory tends to be one of the most practical and influential theories of motivation. Several studies have been conducted to support the theory, and there tends to be a strong support that is setting goals related to performance improvement. The aim of the study is to examine how employee involvement in decision-making predicts goal achievement. Locke suggests that goals normally tell an employee what they need to do and how much effort should be expended (Latham, 2004). The theory does suggest that specific goals tend to increase performance and that the difficult goals when they are accepted do lead to higher performance.

From the theory, it suggests the significance of setting difficult goals as it leads to the increase in the likelihood of goal achievement. Locke postulated that through employee involvement and participation in goal setting, the employees are likely to participating in the goals and increasing performance; thus, enhancing the job satisfaction (Latham & Locke 2006). Goal setting tends to be an effective strategy of affecting performance through employee involvement, participation, and providing feedback. The involvement of the employee in setting goal tends to direct the behavior of the employee, and it contributes to higher performance than the absence of feedback and the lack of involvement. Latham, (2004) claims that difficult goals normally lead to participation through involvement employees in decision making and setting goals, enhanced employee-employer relations and also improved performance through producing high levels of planning and effort. Hence, goal setting may be an effective strategy for influence performance through enhances the initiatives of employee involvement by providing regular feedback and appropriate communication (Locke et al. 2010).

According to Latham & Locke (2006), the employee involvement in decision-making does include the process that results in some degree of transfer of then decision control and the responsibility from the superior to his subordinates. The participation in the setting of the work goals tends to fall in this definition as employee’s determination of goals is the transfer of the decision control and the responsibilities from the superior to the subordinates. Locke et al. (2010) conclude that participation in goal setting leads to increased performance. Erez et al. (1985) conducted a study to investigate the impact that participation in goal setting has on goal acceptance and the performance of the American college students. The researchers hypothesized that the level of the goal acceptance would increase as participation increased and participation influence performance through influence on acceptance. The study by Erez et al. (1985) revealed that the participative and representative goal setting increased the individual goal acceptance and the goal acceptance contributed to the performance. Locke et al. (2010) state that the involvement of employees in decision-making may contribute to the development of an effective strategy for attaining the goals that in turn increase the self-efficacy of the participant that the goal is attainable.

An examination of the goal setting theory, purport that the participation of the employee in setting the goal makes the goals to be more acceptable and it also leads to more involvement. With regards to involvement in setting the goals, the employees need to ensure that they have the necessary skills, abilities, and knowledge for reaching the goals. When the employees do not have the necessary skills, setting the outcome goals, have indicated to result in a lower level of performance (Seijts & Latham, 2005). Seijts & Latham (2005) state that people are more likely to feel helpless when they do not have the ability to reach the goals and making it difficult to achieve the goals.