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# Tattoos and Attractiveness

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There is some evidence indicating that people with visible tattoos are viewed more negatively than people without visible tattoos. In a similar study a researcher first obtains overall ratings of attractiveness for a woman with no tattoos shown in a color photo. On a 7 point scale the woman receives an average rating of u= 4.9, and the distribution ratings of is normal with a standard deviation of o= 0.84. The researcher modifies the photo by adding a tattoo of a butterfly on the woman's left arm. the modified photo is then shown to a sample of n=16 students at a local college, and the students use the same 7 point scale to rate the attractiveness of the woman. the average score for the photo with the tattoo is M=4.2

Do the data indicate a significant difference in rated attractiveness when the woman appeared to have a tattoo ? use the two tail test with o=.05
with z=______ there _____ a significant difference.

Compute Cohen's d to measure the size of the effect. Round to three decimal places. ______

Describe the outcome of the hypothesis test, and the measure of effect size as it would appear in a research report.

The results _________that the presence of a tattoo_____a significant effect on the judged attractiveness of a woman_________, _________ and _______.

https://brainmass.com/statistics/probability/tattoos-attractiveness-584590

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Do the data indicate a significant difference in rated attractiveness when the woman appeared to have a tattoo? use the two tail test with ...

#### Solution Summary

The solution gives detailed steps on explaining a hypothesis testing for one sample z test and estimating it effect size. Fill in the blanks exercise also completed.

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## General questions about HRM roles in promoting diversity

Part 1
When we bring people of diverse cultures and backgrounds together into the workplace, there are numerous opportunities for conflict to occur. To focus your discussion we will look at two different types of ways people differ from other people--one with little to no protected by law, and one that has protections. No protection--for example--appearance (attractiveness, hair style, hair color, tattoos, or weight), criminal history, family, people who wear lots of cologne, smokers, overhead music lovers, economic background or other ways not normally protected by anti-discrimination laws. And, then choose one way they differ but are protected by law (age, race, national origin, color, disability, gender, for example).

For each type of conflict that you choose, describe how a flair up/conflict might occur in a workplace. Bring in real-to-life examples. What are possible positive and negative outcomes of these conflicts? Bring in court cases if they apply.
What might HRM's role be in managing each situation? Discuss.

What could HRM do to prevent a similar occurrence from happening in the future?
Should HRM nurture and promote diversity such as the types of diversity that you describe? Why or why not?
What is meant by an "inclusive work environment" as it relates to the examples that you provide?

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