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Tutor profile: Brian C.

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Brian C.
Accomplished PhD-level academic with 17 years teaching experience
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Questions

Subject: Professional Development

TutorMe
Question:

Identify three characteristics of an effective and compelling cover letter for a job application.

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Brian C.
Answer:

First, an effective and compelling job application cover letter is one that is not redundant with the resume or vita. The cover letter should not be a restatement of the applicant's work history or tasks, nor should it reiterate other information that would otherwise have been listed elsewhere in the employment application documents. Rather, the cover letter fills in the gaps and highlights the applicant's strengths, career trajectory, professional goals, and goodness of fit for the role for which s/he is applying. Second, a strong cover letter is succinct. Although it may be tempting to put together a lengthy document in which you "trump up" your achievements and make yourself sound like a rock star, the reality is that less is more. The cover letter should be no more than one page in length, including the salutation and closing. Third, a good cover letter is personalized and tailored to the role. Although it is fine to use the same language for some parts of the cover letter, a generic or "cookie cutter" template will do little to make you stand out. The applicant should address the cover letter to a specific person (i.e., the individual to whom s/he would report if hired; this information may take some digging to obtain), and should address the ways in which s/he is an ideal fit for the position. The cover letter should show that the applicant has clearly read through the entire job description, understands the nature and scope of the role, and is able to not only meet but exceed the expectations for the position.

Subject: Psychology

TutorMe
Question:

Explain how the demand-control model helps us understand the psychological experience of workplace stress.

Inactive
Brian C.
Answer:

The demand-control model explains workplace stress as a function of both demands placed on employees as well as the amount of control (autonomy) that they have. Specifically, workplace stress is highest when employees are given highly demanding jobs in which they have little or no control over how they carry out their assignments.

Subject: Statistics

TutorMe
Question:

Explain and elaborate on the difference between a one-tailed hypothesis test and a two-tailed hypothesis test.

Inactive
Brian C.
Answer:

A one-tailed hypothesis test (also called a directional hypothesis test) is predicated on an alternative hypotheses that proposes a specific difference in population means (e.g., the mean of one group or condition will be significantly greater than the mean of another group or condition). This requires that the critical value of the associated test statistic fall within the correct rejection region (one tail) of the sampling distribution for us to reject the null hypothesis. A two-tailed hypothesis test (also called a non-directional hypothesis test) is predicated on an alternative hypotheses that proposes a difference in population means (e.g., the mean of one group or condition will be significantly different than the mean of another group or condition). However, the nature (direction) of the difference is not specified. As such, the critical value of the associated test statistic may fall within either rejection region (two tails) of the sampling distribution for us to reject the null hypothesis.

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