There is much discussion regarding Data Analytics and Data Mining.

There is much discussion regarding Data Analytics and Data
Mining. Sometimes these terms are used synonymously but
there is a difference. What is the difference between Data
Analytics vs Data Mining? Please provide an example of how
each is used.
Please make your initial post is substantive.
At least two scholarly sources should be used in the initial
discussion thread. Be sure to use information from your
readings and other sources from the google scholar. Use proper
citations and references in your post.
100% unique paper, no plagiarism, perfect citations , APA 7, no
grammar mistakes.
Current-State MatrixINFLUENCENegative Support/High
Influence
(Commit)Positive Support/High Influence
(Leverage)Negative Support/Moderate Influence
(Invest)Positive Support/Moderate Influence
(Plan)Negative Support/Low Influence
(Marginalize)Positive Support/Low Influence
(Maintain)SUPPORT
Stakeholder TemplateName of StakeholderDescription of
StakeholderRole of StakholderLevel of Knowledge in
ProgramAvailable Resources, Information, Influence, Money,
Staff, Technology, etc.Level of InterestLevel of SupportLevel
of InfluenceAction Plan for Stakeholder EngagementLevel of
interestLevel of SupportLevel of InfluenceExample: Call Center
ManagerLeader of the Call Center in PhoenixProject
SponsorHigh level of knowledgeFunding of project and internal
resources from call centerHighPositiveHighMaintain regular
communication with stakeholder on progress and
updates.LowNegativeLowDepartment ManagersLeaders of the

Departments within the companyProject SponsorHigh level of
knowledgeDecision making ability to create a better office
environment.HighNegativeHighProvide proper training and have
mentors to help them
growModeratePositiveModerateSupervisorsDirect leaders within
the departments, under the managerProject SponsorHigh level of
knowledgeAccess to proper training, to become better
supervisoresHighNegativeHighProvide proper training and have
mentors to help them growPeersCoworker within the
department/organizationFaciliatorMedium level of
knowledgeSounding board, helper for one another
(employees)ModeratePositiveModerateProvide incentives and
other perksHighHighCustomers/ClientsSupport the organization,
the reason why the organization is successfulCustomerMinmum
level of knowledgeLowPositiveLowNoneOwnersOwners of the
organizationHigh level of knowledgeAbility to hire better
managers, change the organizations
policiesHighPositiveHighProvide a snapshot of employee
turnover rate so the climate can be changed.
BUSINESS PROPOSAL1
BUSINESS PROPOSAL5
Business Proposal
Professor Richard Henderson
BUS - 470

Derek Coleman
May 30, 2021
Purpose Statement
Many employees are dissatisfied with their current working
relationship in this organization. They have expressed their
interest in the HR department only to receive no reply. After
trying different means and assets, they reach their brains, get
out of the way, and look for other jobs outside the club. Lack of
trust and advice are not responsible for problems, they only
make problem solving difficult. Nowadays turnover rates are
high because of the way managers treat representatives. Human
Resources will not perform proper checks to find the source and
will continue to hide material where it will not be seen by
anyone. Satisfactory training is not suitable for administrators,
so the wrong step is taken when new employees are hired. This
creates an endless cycle and becomes a problem for the club as
they grow up with the bad name of past and current
representatives who gave them a negative test.
If a stakeholder or association stands out, they need a survey
about bonuses and support. Another major part of this
investigation is understanding what partners contributed and the
identifiable evidence of an action plan. For more information,
see the partner analysis template in the model course materials.
Purpose Statement
Original problem or focus question
High employee turnover.
Stakeholders who are most affected by the problem
Employees, board members, association owners
Impact to stakeholders
Losing qualified workers.

Overworked and dissatisfied workers.
More money for training and outboard motors.
Greater fear of employees.
Type of problem
Skills and assets: Management was not prepared as expected
and because of their mentality towards employees they left the
association because they felt very sad and accepted that
problems could never be resolved
Suspected cause(s) of the problem
· Inadequate board preparation
· Zero manages their feelings about employees about the skills,
education and experiences they present at the table.
· Lack of employee trust in top management due to complaints
and concerns, usually undue behavior from HR.
Proposal for addressing the problem and determining impact
from Christian worldview perspective
· Provide suitable materials and assets for workers.
· Open a guide for all managers.
Final problem statement
There are many representatives who are dissatisfied with their
current working conditions. They have expressed their interest
in the HR department only to receive no reply. After trying
various means and assets, they reach their brains and are faced
with the situation and choose another job outside the club. Lack
of trust and the manager is not responsible for the problem, they
only make it difficult to solve the problem. Nowadays turnover
rates are high because of the way managers treat
representatives. HR will not carry out any legitimate checks to
find the source and continues to hide material from normal
view. Satisfactory training is not suitable for administrators, so
such a mix is created when new employees start. This creates an
endless cycle and becomes a problem for the club as they grow
up with the bad name of past and current employees giving them
negative polls.

Data and Research Findings
Information and exploration discoveries will be dissected
dependent on the issue that the store faces. Absence of a
successful limited time technique ought to be tended to by
including all partners including clients, marketing, and different
partners influenced by the issue. The aftereffects of the
investigation were at times mistaken for the logical piece of the
examination. In this exploratory examination, the outcomes are
data and information got during our gatherings and from the
review spread. During this exploration cycle, no focus tests
were given for a portion of our goal occasions. Respondents
were approached to round out a poll in their own words. The
data below reflects employee dissatisfaction in the company and
the possible solutions to the issue.
From this data, communication and progress factors in the show
strategy incorporate publicizing, retail deals, mindfulness,
exchange progress, sponsorship, contract targets, and different
variables that would boost employee satisfaction. All through
this investigation cycle, the extent of the expected motivating
forces has been sabotaged. The company’s employees should
also be engaged when seeking these solutions.
Customer Importance
Efficiency
Quality
Employee Satisfaction
Cost Effectiveness
Solution
s Score
Previous Problem

There is much discussion regarding Data Analytics and Data Mining.

There is much discussion regarding Data Analytics and Data Mining.

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