Presentation Rubric In a professional career, one may b

Presentation Rubric
In a professional career, one may be called upon to conduct
research and deliver findings in professional settings. No matter
how extensive the research or
accurate the conclusions, a weak presentation can undermine an
argument. A presentation is a tool to assist in making an
argument. When creating
presentations, students develop skills in researching an issue,
synthesizing the information, organizing data logically, and
presenting findings in an effective
manner.
Principles of an Effective Presentation:
● You may utilize a product such as Microsoft’s PowerPoint or
Google Presentation to create your presentation.
● There are various template designs that you can find on the
web for your presentation. However, first consider your
presentation from the perspective
of your audience prior to selecting a specific style. Distracting
backgrounds, large blocks of text, all uppercase fonts, elaborate
font styles, grammatical
errors, and misspellings are distracting. Be consistent with the
style of text, bullets, and sub-points in order to support a
powerful presentation that
allows your content to be the focus.
● Each slide should include your key point(s). Do not place
large blocks of text on the visual. Your presentation is not a

means of presenting a short paper.
In an actual presentation you would not “read” from your slides
but rather use them as prompts.
● Any notes or narration you would use in delivering this
presentation to a group should be listed in the “notes” section of
the slide.
● References should be listed at the bottom of the slide in
slightly smaller text.
● Use clip art, AutoShapes, pictures, charts, tables, and
diagrams to enhance but not overwhelm your content.
● Be mindful of the intended audience and seek to assess the
presentation’s effectiveness by gauging audience
comprehension (when possible).
Below are some links that offer helpful tips and examples for
developing your presentations:
● Making PowerPoint Slides
● Really Bad PowerPoint
● 10 PowerPoint Presentation Tips
Guidelines for Submission: When applicable, discipline-
appropriate citations must be used.
See the next page for the Individual Presentation Rubric.
http://www.iasted.org/conferences/formatting/Presentations-
Tips.ppt
http://www.wendelberger.com/downloads/ReallyBadPowerpoint.
pdf
https://business.tutsplus.com/tutorials/powerpoint-presentation-

tips--cms-29886
Individual Presentation Rubric
Critical Elements Exemplary (100%) Proficient (90%) Needs
Improvement (70%) Not Evident (0%) Value
Content: Inquiry and
Analysis
Includes almost all of the main
elements and requirements;
provides in-depth analysis that
demonstrates complete
understanding of multiple
concepts
Includes most of the main
understanding of some
concepts
Includes some of the main
understanding of minimal
concepts
Does not include any of the
main elements and

requirements; does not provide
in-depth analysis
25
Organization Slides are organized in a logical
way that complements the
central theme; transitions are
well-paced to create a natural
and engaging flow
Slides are organized in a logical
way and transitions are paced
so that the material is easily
accessible
Slides are organized mostly in a
logical way and transitions are
paced so that the material can
be understood with focus and
effort
Slides are organized in a way
that is illogical OR transitions
are paced so that the material
cannot be understood
20
Critical Thinking Draws insightful conclusions
that are thoroughly defended
with evidence and examples
Draws informed conclusions
that are justified with evidence

Draws logical conclusions, but
does not defend with evidence
Does not draw logical
conclusions
25
Visual Appeal There is a consistent visual
theme that helps enhance
understanding of the ideas;
includes multiple types of
media
Original images are created
using proper size and resolution
that enhance the content;
includes more than one type of
media
Visually depicts topic and
assists audience; images are
proper size and resolution
Graphics are unrelated to
content and cross over each
other. Distracting, busy, and
detract from presentation
20
Narration
(Research/Writing)
Mechanics and style ensure
clarity. Incorporates multiple

properly cited scholarly
resources
Mechanics and style promote
clarity. Incorporates some
properly cited scholarly
resources
Mechanics and style make
narration intelligible.
Incorporates very few properly
cited scholarly resources
Several mechanical errors OR
does not incorporate scholarly
resources
10
Earned Total 100%
Presentation Rubric Individual Presentation Rubric
Johnathon Davis
3-1 Milestone Two: Employee Attrition Analysis Report
MBA 699
Professor Shindell
September 11, 2022

3-1 Milestone Two: Employee Attrition Analysis Report
The following study will analyze the available workforce
for the company. The people that work for a company are its
most valuable asset. Potential buyers can learn about the
company's human resources capabilities by conducting an
assessment of the company's talent. This will allow them to
make informed decisions about whether to keep on board key
employees for a smooth transition or let go of those who w ill be
superfluous after the acquisition is finalized. Examining the
company's HR, looking at turnover rates, and forecasting how
many employees will remain after purchase are all necessary
steps.
Current Employee Demographics
After looking at the numbers, we find that there are a total
of 83 workers, but only 69 are now employed. Age, sex, marital
status, education level, and years of experience are only a few
of the factors shown in the following tables, which show the
current employee demographics. A majority of the existing
workforce (60 people) consists of people in their thirties (10
people) and their twenties (40 people). There are now 11
workers in their 40s and just 8 workers in their 50s or older.
Ten percent of adults lack a high school diploma, twenty-five
percent have an associate degree, and thirty-two percent have a
bachelor's degree. Two-thirds need a master's degree or more,
while just four percent need a PhD. There are 59% males and
41% females in this sample. Divorce rates are at 28%, whil e
marriage rates are at 39%, and single people make up 33%, from
12 percent for those with no experience to 25 percent for those
with more than 15 years in the field.
I have picked a Pareto chart and a pivot chart to illustrate
essential demographic information. Below, using a Pareto chart,
one can see the age distribution of all workers; for instance, the

majority of employees are between the ages of 20 and 38; this is
an important consideration since the firm has to make long-term
plans to keep these people engaged. The educational system is
shown in the pie chart below. This data is crucial since it will
show the firm who has the skills and knowledge to help them
succeed.
Attrition Analysis
The terms "attrition" and "turnover" are often used
interchangeably, although referring to distinct events. The term
"attrition" is used to describe positions that are abandoned
without being filled, whether freely or involuntarily (Walia &
Soodan, 2015). When an employee departs and is replaced, this
is referred to as turnover. Attrition is an inevitable aspect of
every business, and it may have both positive and negative
consequences on the workforce already in place and the
recruitment process as a whole. Attrition rates in the workplace
may be affected by a wide range of factors, both internal and

external. The more you understand the many forms of attrition
and how they affect the workplace, the better equipped you will
be to deal with it and keep valuable employees from leaving.
After receiving training, a new recruit takes on the same duties
as their predecessor, who has the same title. Employee churn is
a term used to describe the combined review of attrition and
turnover. Attribution is summarized in the following graphs:
There are several causes of employee turnover, including
salary, lack of progress, terrible working circumstances, and
more" (Lim & Misra, 2019). Employee disinterest is among the
top five causes of turnover. The R&D division has lost the most
employees (71%), and its members also tend to take fewer
business trips. Employees with little experience or education are
also more inclined to quit for greener pastures. The bulk of
those who departed were lab technologists in the research and
development department, and they left the firm within the first
two years for financial reasons. Fourth, they didn't perceive any
opportunities for advancement, and fifth, their work-life balance
was average at best.
i)
Income: There is a significant disparity in the average
incomes of men and females, as shown below:
The monthly average for female employees who left the
organization was around $7,819, while the monthly average for
male employees was $4,735. It is possible that this is one of the
reasons why there is a high male turnover rate at the
organization; the male employees may have the impression that
there is no compensation equality.
ii) Promotion: It took at least 4 years for women to be
promoted, whereas men took a year or less.

From the graphs, we can see how long it has been since past
workers were promoted, how often they received training, how
old they were on average, and how long they had worked at the
firm. When comparing the years of experience and education of
male and female employees, you will notice a significant gap.
iii) Training: According to exit interviews, training staff is a
problem. Former female employees received training once per
year, whereas former male employees received training twice
per year.
Male employees, while receiving somewhat more training,
departed the organization at a quicker rate than female
employees.
iv) Work-Life Balance: Though I include work-life balance as a
component of job satisfaction, I think it merits separate
attention due to its importance in avoiding burnout and lowering
stress levels in general (Kohll, 2018). Those who have just
departed the organization are millennials, and this concept has a
different meaning for them than it does for their parents or
grandparents. Former workers' responses to this question seem
to be extremely neutral, suggesting that they are neither happy
nor unhappy with their work-life balance.
v) Job satisfaction: There is no universal method for gauging an
employee's contentment with his or her present position since it
depends on the person's unique set of circumstances and the
extent to which his or her job fulfills those requirements (Weir,
2013). Former workers departed the firm for various reasons.
In this table, I've calculated the average pay increase,
performance rating, work-life balance, and length of
employment based on the spreadsheet data. Indicators of
satisfaction or dissatisfaction are more pronounced in females
than in men.
For those employees who left the company, the least year(s) of
the promotion before leaving was one year, while the employee

who took the longest time to be accorded a promotion before
leaving was given a promotion after 6 and 15 years. A typical
worker quits at the age of 36. Additionally, the usual employee
leaves their position sometime between the sixth and seventh
year. Looking at the dataset, there seems to be no correlation
between the training times and the years an employee spends at
the company since we can see a situation where an employee
with no training worked for 22 years before leaving while an
employee with 6 training (which is the highest number of
training so far) left only after one year. It is also important to
note that male employees left the company more than female
employees.
Retention
A company's success is frequently determined by the
employees it chooses to work for it. Skilled workers who will
succeed in their positions and provide value to their teams may
be recruited with careful planning (Michael & Crispen, 2009). A
percentage is a common way to represent the retention rate.
That rate has to be quite high. There are a variety of retention
tactics that might help organizations keep their employees
longer such as renumerating employees fairly, offering a
generous benefits package, pproviding a range of schedul ing
options, and bbuilding an interactive new employee orientation.
It would seem that the trends are comparable or heading in
the same way when comparing previous workers with current
ones and the reasons why the former employees departed.
Current workers have an average age of 36; the vast majority
work in research and development as lab technicians; their
income is much lower than that of other roles, and the vast
majority have not been with the firm for very long. Potential
buyers may be concerned about low levels of training since the
average training time over the last year has only been 2.7 hours.
Actionable Steps
The corporation may take certain steps to reduce employee
turnover, particularly in high-stakes departments like research

and development. Reducing turnover by half would just need
some minor adjustments to the training program, such as
updating the modules and doubling or tripling the present
training duration. By including a training program that sends
R&D and sales staff on business trips, the organization may
help re-engage the teams and demonstrate its commitment to
them. The next step is to consider the possibility that numerous
roles have a beginning pay scale and that it could be time for
HR to examine market compensation and rework the scale to
include some kind of bonus or incentive. Pay for different roles
within the firm, particularly those with the highest turnover,
may be adjusted by working closely with finance. Finally,
consider rethinking flexible work arrangements, such as paid
time off or telecommuting. To help its employees achieve a
better work-life balance, some organizations provide unlimited
paid time off (PTO) for particular professions, while others
offer flexible scheduling or telecommuting alternatives.
References
Lim, M., & Misra, J. (2019). Work/Life balance. Sociology.
Retrieved from
https://doi.org/10.1093/obo/9780199756384-0218
Kohll, A. (2018). The Evolving Definition of Work-Life
Balance. Retrieved from
https://www.forbes.com/sites/alankohll/2018/03/27/the-
evolving-definition-of-work-lifebalance/?sh=5118e33f9ed3.
Michael, O. S., & Crispen, C. (2009). Employee retention and
turnover: Using motivational variables as a panacea.
African journal of business management,
3(9), 410-415.
Walia, K., & Soodan, S. (2015). Attrition: Exploring
dimensions of employee attrition in the IT industry.
Effulgence-A Management Journal,

13(1), 64.
https://doi.org/10.33601/effulgence.rdias/v13/i1/2015/64-71
Weir, K. (2013). More than job satisfaction. Retrieved from
https://www.apa.org/monitor/2013/12/job-satisfaction.
Female Male 2.6451612903225805 2.7884615384615383
image4.jpg
image5.jpg
image6.jpg
image7.png
image8.png
image9.jpg
image1.png
image2.jpg
image3.jpg

Johnathon Blake Davis
2-1 Milestone One: Guiding Coalition Recommendations
MBA 699
Professor Shindell
September 2, 2022
Recommendation
Leadership and management skills are crucial to guide the
coalition effectively. Decision-making ability and credibility to
participate in teamwork are crucial to leading positive change
and getting expected outcomes. Following members of the
organization are recommended to participate in guiding the
coalition process;
1. Flora Berggren, the vice president of worldwide sales,
manages 150 sales representatives under her. She has been with
the organization for ten years; thus, she understands
organizational values and goals. Berggren influences the sales
operations of the organization. She manages two people under
her as a sales executive and sales representative. During her
presence with the organization, she always achieved her targets
regarding worldwide sales. She is a committed person; thus, her
participation in guiding the coalition would be helpful. As the
sales president, she knows global market trends and can guide

the team to make productive decisions.
2. Elaine Hartwick, the acting director, manages 18 senior
managers under her. She has been with the organization for ten
years and is known because of her visionary and leadership
expertise. According to the data, Elanie is the best cooperative
manager in adapting to new situations. Throughout her presence
with the organization, Elanie always motivates others and helps
them to recognize their strengths. Her participation in the
guiding coalition team would be helpful for team members to
stay motivated and active. Her market management skills would
be helpful in placing the product at the right place, at the right
time.
3. Omar Mattsson, the manufacturing director at the firm,
manages 580 hourly workers in 12 plants. He has proved a
strong and effective director who helps the organization to
expand towards the Middle East. He manages 12 manufacturing
plants and works competently with the organization to achieve
goals. He has been working with the organization for three
years and is pleased with the integration within the
organization. His participation in the guiding coalition team
would help us to understand the global perception of the
product, and it would be helpful to predict the future of the
product launched.
4. Leslie, the sales representative, is an individual contributor
to the organization. He has been serving the organization for
fourteen years. According to his records in the organization,
Leslie always meets her sales targets and exceeds sales quotas
every quarter. His contributions to the guiding coalition would
help to understand the effective strategy required to sell the new
product in the right market. He would utilize his experience to
make sales effective and help to achieve expected outcomes.
Team Building Strategies
A well-functioning team is crucial to initiate change in the
previous operational performance of the organization. The
organization’s board of directors decided to sell the new
product, and for this, team building is the first step which

would help to make the process successful. Following are some
strategies for developing a functioning team;
1.
Promote a Respectful Environment
One of the most focused strategies is to promote a respectful
environment for team members. A respectful environment in
which every team member feels valued and shows respect to
each other. Even during stressful times, maintain a cooperative
and respectful environment to cope with negative situations.
2.
Communicate
Communication is key to establishing a smooth and comfortable
relationship with team members. There should be professional
and ethical communication standards to improve the interaction
between team members. Communicating is also important to
exchange ideas and opinions within a team. Communication is
also a dedication to transparency and improvement in
interpersonal relationships.
3.
Trust in Each Member's Efficiency
It is important to show everyone their ideas are worth
considering to prevent team conflicts. Saw value in each other
and motivated each other to utilize their strengths. To build a
functioning team, accepting and respecting each other's
opinions is important. Instead of criticizing individual opinions
and perspectives, team members should share positive feedback.
4.
Acknowledgement and Feedback
A team leader should show a response toward the performance
of team members. Regular feedback improves the performance
of individuals and motivates them to do more.
Acknowledgement of small achievements motivates team
members to work hard and achieve expected outcomes. To lead
a positive change, it is crucial to interact with team members

and understand their concerns properly.
5.
Listen to Each other
To build a strong team, it is important to instill the skill that
each member has different beliefs, ideas and perspectives. Thus,
listening to others could improve our understanding and
knowledge of the subject. Listen to others and understand what
they think about the problem. Listening to each other also
improves team connectivity (VANTAGE, 2022).
Along with these five team-building strategies to build a sense
of urgency among team members, we will guide them about the
need of the organization to embrace change. Although the
organization has been doing good for years, change is still
mandatory. And a successful change can only happen when
everyone contributes equally and show their commitment to the
organizational change. Understanding the need for change is
also important to be ready for the change and participate in its
process. Understandi ng and accepting each team member are
crucial to embracing a long-term positive change. If any of the
team members resisted, it would become difficult to achieve the
expected outcomes.
All these strategies and activities would help to build trust
because, in this way, each member will feel valued and
respected. The organization’s management will try to engage
each member in the guiding coalition by satisfying their
concerns and preferences. These activities will enhance their
trust in the organization. Trust is a binding force while working
in a team; thus, building it by different means is crucial.
Strategies enlisted to build a functioning team also help to
improve interpersonal relationships between team members.
Trust in each other would make them respect each other's
opinions and perspectives to embrace the required change.
These strategies would help achieve expected outcomes by the

launch of the new product.
Reference
VANTAGE, C. (2022). The Right Steps to Develop an Effective
Team.
https://blog.vantagecircle.com/effective-team/
Project Planner[Project Planner]
Vineetha P: This Project Planner uses
periods for intervals. Start = 1 is period 1 and duration = 5
means project spans 5 periods starting from the start period.
Data in row 5 shows an example of how to use this table.
Select a period to highlight at right. A legend
describing the charting follows. Period Highlight:1Plan
DurationActual Start% CompleteActual (beyond plan) %
Complete (beyond plan)ACTIVITYPLAN STARTPLAN
DURATIONACTUAL STARTACTUAL DURATIONPERCENT
COMPLETEPERIODS1234567891011121314151617181920212
22324252627282930313233343536373839404142434445464748
495051525354555657585960[Example: Form Strategic Planning
Team]111275%[Activity 01]xxxxx%[Activity
02]xxxxx%[Activity 03]xxxxx%[Activity 04]xxxxx%[Activity
26]xxxxx%

MBA 699 Alternative Buyer Options
Global Medical and Pharmaceutical Companies
• Alkermes
• Gilead Sciences, Inc.
• Jazz Pharmaceuticals
• Johnson & Johnson
• Novartis
• Nova Nordisk
• Regeneron Pharmaceuticals
• Vertex Pharmaceuticals

Presentation Rubric In a professional career, one may b

Recommended

Recommended

More Related Content

Similar to Presentation Rubric In a professional career, one may b

Similar to Presentation Rubric In a professional career, one may b (20)

More from AlleneMcclendon878

More from AlleneMcclendon878 (20)

Recently uploaded

Recently uploaded (20)

Presentation Rubric In a professional career, one may b