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Case Study: Leadership Assessment at Robinson Insurance Agency Todd Robinson, president of Robinson Insurance Agency, couldn’t be happier. The company that Todd’s father, Edger, started thirty years ago is prospering and poised for future growth. Over the past three years, Robinson Insurance has successfully purchased two regional insurance agencies whose owners were ready for retirement. The acquisitions went smoothly, and the firms merged under Todd’s capable leadership. The company now has 13 branch offices, in five different cities, in the greater Portland metropolitan area. The headquarters office—the site of the original Robinson Insurance Agency office—is located in the bustling downtown district in Portland, Oregon. At 56 years old, Todd Robinson has earned a reputation for being a savvy businessman and a successful entrepreneur. He hopes to acquire at least one other small agency in the next year—a move that will expand the company by two additional branch offices in suburban Portland neighborhoods. However, managing the company is beginning to consume more and more of Todd’s time and energy—time he would like to spend with his family. Todd realizes that he needs to identify potential middle and senior management leaders within the company who can be trained to play a larger role in both day-to-day and strategic decisions. Todd knows that selecting individuals to fill future leadership positions will be extremely critical to the long-term success of the company. He wants to ensure that the individuals who are identified for growth opportunities have the knowledge, skills and abilities to move into new middle and senior leadership positions as these positions are created. He also wants to ensure that the new leaders will possess and exemplify the “Client First” philosophy that characterizes the company. Frankly, he has concerns that some current managers—especially those from the agencies purchased by Robinson Insurance—may not fully share the company’s values and may only give “lip service” to the company’s customer-oriented values and practices. However, with 13 branch offices, Todd isn’t as familiar with each manger’s potential as he would like to be. Thus, Todd has retained your services to help plan an assessment-based professional development program. The goal of the program is to identify people within the company who have the potential for greater levels of responsibility and authority, and then to invest in these individuals by providing training and other professional growth opportunities. Todd also wants help creating a succession plan to position the company for long-term success, even after he retires in five to eight years. In a paper of at least 1750 – 2100 words (or 7-8 pages) in length (excluding title, abstract and reference pages), describe a comprehensive assessment plan for the company, including a sound defense of the feasibility of the plan, to meet the company’s leadership development objectives. In yo.
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Case Study Leadership Assessment at Robinson Insurance AgencyTo
Case Study: Leadership Assessment at Robinson Insurance Agency
Todd Robinson, president of Robinson Insurance Agency, couldn’t be happier. The company that Todd’s father, Edger, started thirty years ago is prospering and poised for future growth. Over the past three years, Robinson Insurance has successfully purchased two regional insurance agencies whose owners were ready for retirement. The acquisitions went smoothly, and the firms merged under Todd’s capable leadership. The company now has 13 branch offices, in five different cities, in the greater Portland metropolitan area. The headquarters office—the site of the original Robinson Insurance Agency office—is located in the bustling downtown district in Portland, Oregon.
At 56 years old, Todd Robinson has earned a reputation for being a savvy businessman and a successful entrepreneur. He hopes to acquire at least one other small agency in the next year—a move that will expand the company by two additional branch offices in suburban Portland neighborhoods. However, managing the company is beginning to consume more and more of Todd’s time and energy—time he would like to spend with his family. Todd realizes that he needs to identify potential middle and senior management leaders within the company who can be trained to play a larger role in both day-to-day and strategic decisions.
Todd knows that selecting individuals to fill future leadership positions will be extremely critical to the long-term success of the company. He wants to ensure that the individuals who are identified for growth opportunities have the knowledge, skills and abilities to move into new middle and senior leadership positions as these positions are created. He also wants to ensure that the new leaders will possess and exemplify the “Client First” philosophy that characterizes the company. Frankly, he has concerns that some current managers—especially those from the agencies purchased by Robinson Insurance—may not fully share the company’s values and may only give “lip service” to the company’s customer-oriented values and practices. However, with 13 branch offices, Todd isn’t as familiar with each manger’s potential as he would like to be.
Thus, Todd has retained your services to help plan an assessment-based professional development program. The goal of the program is to identify people within the company who have the potential for greater levels of responsibility and authority, and then to invest in these individuals by providing training and other professional growth opportunities. Todd also wants help creating a succession plan to position the company for long-term success, even after he retires in five to eight years.
INSTRUCTIONS FOR PAPER
In a paper of at least 1750 – 2100 words (or 7-8 pages) in length (excluding title, abstract (required) and reference pages),
Describe a comprehensive assessment plan for the company, including a sound defense of the feasibility of the plan, to meet the company’s lead ...
Case Study #1 Cyber Software, Inc.Planning and Organizing.docx
- Cyber Software Inc. is a medium-sized cybersecurity software company that had a client, the Baltimore City Government, experience a hacking incident that compromised credit card information.
- The company's CEO, Joseph Jackson, recognized the need to improve software and victim response procedures. He created two new divisions - one for software development and one for customer service and victim support.
- However, both new divisions struggled due to a lack of structure and coordination. Jackson realized he needs to implement an organizational structure and plan to effectively manage future growth.
Bersin predictions for 2015
This document provides an overview and predictions for trends in human resources and talent management in 2015. It discusses how the world of work is changing due to factors like globalization, technology, and demographics. Specifically, it predicts that in 2015 companies will need to:
1. Rethink their approach to talent management to expand beyond traditional programs and focus on providing integrated solutions to address issues like engagement, culture, and skills development.
2. Redesign key HR functions like performance management and the employee experience to better support an increasingly contingent and mobile workforce.
3. Make significant investments in areas like leadership development, talent analytics, and HR technology to adapt to a rapidly changing world of work.
Assignment 2 21st Century LeadershipThe 20th and 21st centuries.docx
Assignment 2: 21st Century Leadership
The 20th and 21st centuries have produced many business leaders, such as corporate giants like Jack Welch of GE, Daymond John of FUBU, Steve Jobs of Apple, and Herb Kelleher of Southwest. In addition, many hip-hop moguls have risen to prominence, such as Sean Combs, aka P Diddy, of Bad Boy Records; Russell Simmons, founder of Def Jam; and Sean Carter, aka Jay Z, of Rock Nation.
Regardless of their business models and industries, organizational leaders are expected to create realistic visions for their companies and the people that they guide. However, such visions often result in vastly different leadership styles. Therefore, experts have concluded that there is no one best leadership style geared towards guiding employees and companies to accomplishing organizational goals.
Using the Internet and school databases, research your favorite senior executive (CEO, CFO, COO, Director, President, Founder, etc.) from any organization that has made a strong impact on his or her industry (fashion, music, food, banking, technology, automotive, etc.).
Write a six to eight (6-8) page paper in which you:
Describe the overall leadership style(s) of your chosen senior executive.
Analyze the organizational structure and culture of the company your chosen executive has led, or is currently leading, and determine the company’s approach to human capital management and employee development. Next, explain whether or not you believe your chosen senior executive’s leadership approach has enhanced workplace productivity and the shared vision of the organization. Provide one to two (1-2) examples of your chosen senior executive’s actions to support your response.
Evaluate the effectiveness of your selected leader’s performance, based on his or her ethical conduct and effective communication. Next, determine whether the chosen leader was successful in motivating and empowering his or her employees and gaining customer loyalty.
Determine three (3) best practices that other organizational leaders can use in order to motivate employees and transform their company, based on practices that you believe made your chosen leader successful at his or her company and within his or her industry. Support your rationale with an explanation of the potential benefits that other business leaders may reap from your chosen best practices.
Use at least five (5) quality references.
Note:
Wikipedia and similar Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assign.
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EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
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Verify the individuals' work histories and performance in prior roles after you have narrowed down your shortlist
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An offer letter is really important as it protects both the company and the new employee. Make sure to send candidates a detailed offer letter that explains everything about the job, like the title, what they'll be doing, how much they'll be paid, and the benefits they'll get.
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Succession Planning Results Company
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For this assignment you will need to complete the following1..docx
For this assignment you will need to complete the following:
1. Explain what procurement is.
2. Define the terms “project” and “project management” according to the Project Management Book of Knowledge (PMBOK guide).
3. Explain the concept of business process.
4. Describe the five process groups that are found within project management.
5. List the skills that a procurement manager needs to have to be successful in today’s evermore challenging business environment.
6. Discuss the concept of prioritizing and list some of the tools that can be utilized to prioritize tasks and activities successfully.
7. Explain the differences between competitive and sole-source contracts.
8. Define the terms “Request for Proposal (RFP)” and “Internet Reverse Auctions”.
9. Compare lowest cost versus best value procurements. What are the advantages and disadvantages of the both methods?
10. Explain what a Request for Procurement Services (RFPS) is. What information the RFPS form must contain?
11. What skills do the members of a procurement team need to have in order to be successful?
12. Explain what a Statement of Work (SOW) is. Why the SOW is one of the most important documents of the plan procurements process.
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The CIPD is the professional body for HR and people
development. The not-for-profit organisation champions
better work and working lives and has been setting the
benchmark for excellence in people and organisation
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leadership through independent research on the world of
work, and offers professional training and accreditation for
those working in HR and learning and development.
1 Changing HR operating models
Changing HR operating models
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Foreword 2
Executive summary 3
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A modern HR operating model: the world has changed 5
Josh Bersin, Bersin by Deloitte
The future is ‘centres of expertise’: What impact has 18 years of the Ulrich 8
model had on the HR operating model and what does it tell us about the future?
Allan Boroughs, Orion Consulting
‘You can’t put in what God left out’: not everyone can be a strategic 12
HR business partner
Nick Holley, Henley Business School
The strategic role of HR: What does a strategic HR function look like? 15
John W. Boudreau and Edward E. Lawler III, University of Southern California
Cloud technology in the HR operating model 18
Gareth Williams, Travelex
Will the cloud have a silver lining for HR outsourcing? 20
Andrew Spence, Glass Bead Consulting
Reflecting on the past and looking to the future: the importance of 23
business structure
Dave Ulrich, Ross Business School, University of Michigan and RBL Group
Owning our HR operating model: an enterprise-centred ...
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Case Study Leadership Assessment at Robinson Insurance AgencyTo
Case Study: Leadership Assessment at Robinson Insurance Agency
Todd Robinson, president of Robinson Insurance Agency, couldn’t be happier. The company that Todd’s father, Edger, started thirty years ago is prospering and poised for future growth. Over the past three years, Robinson Insurance has successfully purchased two regional insurance agencies whose owners were ready for retirement. The acquisitions went smoothly, and the firms merged under Todd’s capable leadership. The company now has 13 branch offices, in five different cities, in the greater Portland metropolitan area. The headquarters office—the site of the original Robinson Insurance Agency office—is located in the bustling downtown district in Portland, Oregon.
At 56 years old, Todd Robinson has earned a reputation for being a savvy businessman and a successful entrepreneur. He hopes to acquire at least one other small agency in the next year—a move that will expand the company by two additional branch offices in suburban Portland neighborhoods. However, managing the company is beginning to consume more and more of Todd’s time and energy—time he would like to spend with his family. Todd realizes that he needs to identify potential middle and senior management leaders within the company who can be trained to play a larger role in both day-to-day and strategic decisions.
Todd knows that selecting individuals to fill future leadership positions will be extremely critical to the long-term success of the company. He wants to ensure that the individuals who are identified for growth opportunities have the knowledge, skills and abilities to move into new middle and senior leadership positions as these positions are created. He also wants to ensure that the new leaders will possess and exemplify the “Client First” philosophy that characterizes the company. Frankly, he has concerns that some current managers—especially those from the agencies purchased by Robinson Insurance—may not fully share the company’s values and may only give “lip service” to the company’s customer-oriented values and practices. However, with 13 branch offices, Todd isn’t as familiar with each manger’s potential as he would like to be.
Thus, Todd has retained your services to help plan an assessment-based professional development program. The goal of the program is to identify people within the company who have the potential for greater levels of responsibility and authority, and then to invest in these individuals by providing training and other professional growth opportunities. Todd also wants help creating a succession plan to position the company for long-term success, even after he retires in five to eight years.
INSTRUCTIONS FOR PAPER
In a paper of at least 1750 – 2100 words (or 7-8 pages) in length (excluding title, abstract (required) and reference pages),
Describe a comprehensive assessment plan for the company, including a sound defense of the feasibility of the plan, to meet the company’s lead ...
Case Study #1 Cyber Software, Inc.Planning and Organizing.docx
- Cyber Software Inc. is a medium-sized cybersecurity software company that had a client, the Baltimore City Government, experience a hacking incident that compromised credit card information.
- The company's CEO, Joseph Jackson, recognized the need to improve software and victim response procedures. He created two new divisions - one for software development and one for customer service and victim support.
- However, both new divisions struggled due to a lack of structure and coordination. Jackson realized he needs to implement an organizational structure and plan to effectively manage future growth.
Bersin predictions for 2015
This document provides an overview and predictions for trends in human resources and talent management in 2015. It discusses how the world of work is changing due to factors like globalization, technology, and demographics. Specifically, it predicts that in 2015 companies will need to:
1. Rethink their approach to talent management to expand beyond traditional programs and focus on providing integrated solutions to address issues like engagement, culture, and skills development.
2. Redesign key HR functions like performance management and the employee experience to better support an increasingly contingent and mobile workforce.
3. Make significant investments in areas like leadership development, talent analytics, and HR technology to adapt to a rapidly changing world of work.
Assignment 2 21st Century LeadershipThe 20th and 21st centuries.docx
Assignment 2: 21st Century Leadership
The 20th and 21st centuries have produced many business leaders, such as corporate giants like Jack Welch of GE, Daymond John of FUBU, Steve Jobs of Apple, and Herb Kelleher of Southwest. In addition, many hip-hop moguls have risen to prominence, such as Sean Combs, aka P Diddy, of Bad Boy Records; Russell Simmons, founder of Def Jam; and Sean Carter, aka Jay Z, of Rock Nation.
Regardless of their business models and industries, organizational leaders are expected to create realistic visions for their companies and the people that they guide. However, such visions often result in vastly different leadership styles. Therefore, experts have concluded that there is no one best leadership style geared towards guiding employees and companies to accomplishing organizational goals.
Using the Internet and school databases, research your favorite senior executive (CEO, CFO, COO, Director, President, Founder, etc.) from any organization that has made a strong impact on his or her industry (fashion, music, food, banking, technology, automotive, etc.).
Write a six to eight (6-8) page paper in which you:
Describe the overall leadership style(s) of your chosen senior executive.
Analyze the organizational structure and culture of the company your chosen executive has led, or is currently leading, and determine the company’s approach to human capital management and employee development. Next, explain whether or not you believe your chosen senior executive’s leadership approach has enhanced workplace productivity and the shared vision of the organization. Provide one to two (1-2) examples of your chosen senior executive’s actions to support your response.
Evaluate the effectiveness of your selected leader’s performance, based on his or her ethical conduct and effective communication. Next, determine whether the chosen leader was successful in motivating and empowering his or her employees and gaining customer loyalty.
Determine three (3) best practices that other organizational leaders can use in order to motivate employees and transform their company, based on practices that you believe made your chosen leader successful at his or her company and within his or her industry. Support your rationale with an explanation of the potential benefits that other business leaders may reap from your chosen best practices.
Use at least five (5) quality references.
Note:
Wikipedia and similar Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assign.
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Whether you're employing a beginner or experienced BDR, craft the business development representative job description that clearly states the duties and responsibilities of the role accurately.
2.Discover relevant candidates
As EasySource’s Candidate Discovery Module can instantly surface relevant BDRs from active, passive, and hidden talent pools based on your business development representative job description or simple prompts.
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4.Assess candidates
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6.Verify references
Verify the individuals' work histories and performance in prior roles after you have narrowed down your shortlist
7. Selection and Onboarding
An offer letter is really important as it protects both the company and the new employee. Make sure to send candidates a detailed offer letter that explains everything about the job, like the title, what they'll be doing, how much they'll be paid, and the benefits they'll get.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/business-development-representative
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This presentation focuses on the major tenets of Succession Planning development and effective executive Leadership.
For this assignment you will need to complete the following1..docx
For this assignment you will need to complete the following:
1. Explain what procurement is.
2. Define the terms “project” and “project management” according to the Project Management Book of Knowledge (PMBOK guide).
3. Explain the concept of business process.
4. Describe the five process groups that are found within project management.
5. List the skills that a procurement manager needs to have to be successful in today’s evermore challenging business environment.
6. Discuss the concept of prioritizing and list some of the tools that can be utilized to prioritize tasks and activities successfully.
7. Explain the differences between competitive and sole-source contracts.
8. Define the terms “Request for Proposal (RFP)” and “Internet Reverse Auctions”.
9. Compare lowest cost versus best value procurements. What are the advantages and disadvantages of the both methods?
10. Explain what a Request for Procurement Services (RFPS) is. What information the RFPS form must contain?
11. What skills do the members of a procurement team need to have in order to be successful?
12. Explain what a Statement of Work (SOW) is. Why the SOW is one of the most important documents of the plan procurements process.
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Changing HR
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1 Changing HR operating models
The CIPD is the professional body for HR and people
development. The not-for-profit organisation champions
better work and working lives and has been setting the
benchmark for excellence in people and organisation
development for more than 100 years. It has more than
135,000 members across the world, provides thought
leadership through independent research on the world of
work, and offers professional training and accreditation for
those working in HR and learning and development.
1 Changing HR operating models
Changing HR operating models
A collection of thought pieces
Foreword 2
Executive summary 3
Thought pieces
A modern HR operating model: the world has changed 5
Josh Bersin, Bersin by Deloitte
The future is ‘centres of expertise’: What impact has 18 years of the Ulrich 8
model had on the HR operating model and what does it tell us about the future?
Allan Boroughs, Orion Consulting
‘You can’t put in what God left out’: not everyone can be a strategic 12
HR business partner
Nick Holley, Henley Business School
The strategic role of HR: What does a strategic HR function look like? 15
John W. Boudreau and Edward E. Lawler III, University of Southern California
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Gareth Williams, Travelex
Will the cloud have a silver lining for HR outsourcing? 20
Andrew Spence, Glass Bead Consulting
Reflecting on the past and looking to the future: the importance of 23
business structure
Dave Ulrich, Ross Business School, University of Michigan and RBL Group
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PAD 631 Module Six Memo Guidelines and Rubric
Overview: This activity will allow you to practice making recommendations, which is a skill needed for the final project.
Prompt: Making recommendations is an important component of the final project. This assignment allows you to practice making recommendations. In order to
prepare for this assignment, view the video How to Analyze a Case Study. Then, examine the case study Artesanias de Colombia. What best practices led to
program success? Use the provided Memo Template and format your submission as you would a memo to an organization.
Specifically, the following critical elements must be addressed:
Program Success: Identify program outcomes and best practices, and, based on the measures used to evaluate them, explain which best practices
decision makers could implement to enhance the likelihood of program success.
Overcoming Constraints: How effective were the strategic management processes used to overcome the constraints they faced?
Organizational Success: Explain how governmental and nonprofit agencies can improve organizational success by best utilizing the principles of
benchmarking, best practices, and comparative governmental performance.
Customer Service: Recommend a strategy to mitigate the impact of the challenge of providing effective and efficient customer service. Justify your
recommendation.
Guidelines for Submission: Your paper must be submitted using the Memo Template Microsoft Word document with double spacing, 12-point Times New
Roman font, and sources cited in APA format.
Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value
Program Success Determines appropriate best practices
decision makers could implement to
enhance likelihood of program success,
based on measures used to evaluate
program outcomes and best practices
identification
Determines best practices decision
makers could implement but practices
are not appropriate for enhancing
likelihood of program success or are
not based on measures used to
evaluate program outcomes and best
practices identification
Does not determine best practices
decision makers could implement
22
Overcoming Constraints Assesses effectiveness of strategic
management processes used by the
organization to overcome constraints
Assesses effectiveness of strategic
management processes used by the
organization to overcome constraints
but assessment is cursory or inaccurate
Does not assess effectiveness of
strategic management processes used
by the organization to overcome
constraints
23
https://www.youtube.com/watch?v=2B-zGIrg7KA
http://snhu-media.snhu.edu/files/course_repository/graduate/pad/pad631/pad631_memo_template.docx
Organizational Success Explains how governmental and
nonprofit agencies can improve
organizational success by best utilizing
the principles of benchmarking, best
practices, and comparative
g.
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Seminar in Public Human Resources Administration: Questions & Key Terms [Day Three]
Critical Thinking Questions
1. How does one’s value perspective influence the objectives of the recruitment and selection process? What does it mean to say that fairness is a social judgment rather than a scientific calculation?
2. What is meant by contextual factors that influence how well a person performs as an organizational member? How easy do you think it is to recruit and select for these factors? Does an emphasis on contextual factors conflict with an emphasis on recruiting for diversity?
3. Identify eleven steps in the recruitment and selection process. In an organization you are familiar with, which steps are the most difficult to perform? Why?
4. Compare and contrast centralized, decentralized, and web-based recruitment techniques.
5. Describe the concept of the psychological contract and identify a situation you are familiar with where it might be employed to help clarify and resolve differences.
6. Describe the basic components of equity and expectancy theory. How do they help to explain employee performance? Identify an example from your own life where equity theory or expectancy theory helps you understand why you did what you did.
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Key Terms: Please define and give one example
1. acquisition function
2. centralized recruitment and selection
3. construct validation vs content validation vs criterion validation
4. test validation
5. true and false positives and negatives
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7. development function
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9. extrinsic motivation vs intrinsic motivation
10. job enrichment vs job sharing
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You will complete the “Recruiting and Selecting High-Level Managers through the Internet” case in the Nkomo et al. text (#35 on pp. 112–113, 2011). You will write a 3–5-page essay (total does not include title page or reference page) that answers the 4 questions (1–4) on p. 113. Do not simply answer the questions. This is an essay and must be written to include an introduction, body, and conclusion. It may prove helpful to use the topic of the questions (advantages and disadvantages of internet recruitment and selection, the three approaches to online recruiting and selection, etc.) as section headers in your essay. Your response must be supported by at least 2 peer-reviewed resources. These resources must have been published within the last 5 years. Do not use other textbooks. The essay must be written in current APA format and include a title page, reference page, and in-text citations.
Note: This case study will not use.
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Assignment 2: LASA 1
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Part I: Differentiation Strategies
The analysis of current strategy and competitor analysis you conducted last module impressed the senior vice president. She now needs you to delve into the brands and analyze them by conducting a business unit analysis and presenting your findings in a three-part PowerPoint presentation.
Research the Harley-Davidson (H-D) Web site for each brand, and review the annual report for relevant details of the size, scope, target market, services and amenities, and other salient points of differentiation. Include these details in Part I of your PowerPoint presentation.
From the research and analysis of the business units, identify:
· A description of each brand or business unit that provides a clear picture of the brand and its place in the overall portfolio of Harley-Davidson.
· The target market of each brand.
· How the brands are alike and how they differ.
· A preliminary analysis of any gaps that exist in the portfolio that might lead to opportunities to add to the brands.
· Your analysis of possible merger / acquisition / joint venture possibilities and what would be achieved or accomplished through the merger / acquisition / joint venture.
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Perform a SWOT analysis for Harley-Davidson and include this information in Part II of your PowerPoint presentation.
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· Operations: Quality, service, and consistent execution.
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You will want to pay special attention to exploring vertical integration, strategic alliances, and the internal growth of new brands entering new geographic markets, and/or ...
summer internship report - sourcing and recruitment
this file is all about process of sourcing and recruitment by recruitment agencies. how they select candidates from various job portals and how they screen the resumes. each detail is mentioned in this report.
BMGT 496 Wk 3 S. WHITE initial postEmployee Bill of Rights.
BMGT 496 Wk 3 S. WHITE initial post:
Employee Bill of Rights
. Employees shall be treated with fairness, respect, and dignity regardless of age, gender, race, disability, religion, and sexual orientation.
. Employees have the right to clean and safe working conditions.
. Employees have the right to receive equal pay for equal work.
. Employees have the right to paid time off, sick leave, and benefits.
. Employees have the right to social media whistleblowing during non-working hours.
Bona fide occupational qualifications (BFOQ) are employment qualifications related to an essential job duty that employers are allowed to consider while making decisions about hiring and retention of employees.
References
HR.com Limited. (2002, July 21). Legal discrimination in four letters: BFOQ. HR.com - The Human Resources Social Network. https://www.hr.com/en/communities/legal/legal-discrimination-in-four-letters-bfoq_eacylj3d.html
Leonard, K. (2020, July 14). Examples of ethical issues in business. Small Business - Chron.com. https://smallbusiness.chron.com/examples-ethical-issues-business-24464.html
BMGT 496 Wk 1 R. HALL initial post:
The word Ethics, we hear it make us think of a set of standards such as rights, obligations, fairness, responsibilities, and specific virtues like honesty and loyalty. These standards can sometimes be unwritten rules that are necessary for human to live and interact with each other. (Lumen, n.d). Business Ethics follows the same standards but in a slightly different way. Business Ethics is defined to be a set of morals, ethical believes that direct the values, the behaviors, and the decisions of a business as a whole which includes the leadership and the employees. A company’s leadership ethics can direct how the company runs on a daily basis; the leadership can lead the employees by example by making decisions that are not only beneficial to the employees but also to the entire company. (Horton, 2020). The Ethical leadership of a company have an effect on the employees, when the leadership is guiding the employees in an ethical behavior, the employees follow their leads by working in an honest and loyal way. And this can increase productivity, morale, and lower turnover rate. (Horton, 2020). The Business ethics play a crucial role in an organization’s culture, the organizational culture refers to the values, visible artefacts, and rituals that shape the behaviors of employees within an organization. Therefore, it may be considered as the glue that holds together members of an organization. If a company wants to develop a top-notch ethics and compliance programs, it must start with a positive culture of integrity. (Deloitte, n.d). The culture of integrity is characterized by the organizational values, the tone at the top meaning the leadership and senior managers push the employees and the business partners to adopt an ethical behavior; incentives and rewards, accountability, comfort of speaking up and procedural justice ...
Required ResourcesTextRead Commonsense Talent Management· C.docx
Required Resources
Text
Read Commonsense Talent Management:
· Chapter 10: Improving the World through Strategic HR 349
Articles
Gould, W. I. (2010). Labor law beyond U.S. borders: does what happens outside of America stay outside of America?Stanford Law & Policy Review, (3), 401. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.237533046&site=eds-live
Kuddo, A. (2009, November 1). Labor laws in Eastern European and Central Asian countries: minimum norms and practices (Links to an external site.). Worldbank.org. Retrieved October 8, 2015. From-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf
Discussion 1
BFOQ
Research the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post.
Discussion 2
Foreign Restrictions on Termination
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post.
Week 6 - Final Project
Mark as done
Final Project
You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:
· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories) Develop a 3200-3500 word research paper (not including the title and reference pages). Your paper should also:
· Identify the firm’s history, strategy, market position, and specific area of alignment.
· Provide job pricing and compensation package for 3-4 key positions in the organization.
· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
· Provide a discussion of the labor market and the appropriate labor law context. Identification of companies that are preparing to address any legal or regulatory changes..
· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, acc.
ACCT 101ASSIGNMENT 4Last due date for submission 13 December.docx
ACCT 101
ASSIGNMENT 4
Last due date for submission 13 December 2017
The assignment worth 10 marks which is about 3.75 of the total marks
Student name:
Instructions:
· The answer must be in English.
· Students must include your details (Name, Student ID, CRN, Date of submission)
· Please READ the instructions carefully and FOLLOW them. Answer the ALL questions.
· Do NOT write the questions in the answer papers JUST write the question number.
· Do NOT put images, you must TYPE answers in the MS document.
· Font should be Times New Roman with 14 points.
· It is an INDIVIDUAL task, NOT a group task.
· You should submit the assignment via the Blackboard.
· Students who submit assignments after deadline, will get ZERO.
· If you engaged in plagiarism, you will get ZERO marks in the assignment or course.
The assignment worth 10 marks which is about 3.75 of the total marks.
Q1. Khaled Co is in Export business operating from Jeddah for the last 10 years successfully. From the following summary of Cash Account of Khaled, prepare Cash Flow Statement for the year ended 31st March 2017 in accordance with using the direct method. The company does not have any cash equivalents. (4 Points)
Summary (Cash Account) 31-3-2017
Particulars
Amount
Particulars
Amount
Bal 1.4.2016
50
Payments to Suppliers
2000
Equity Shares
300
Purchase of Fixed Asset
200
Receipt from Customers
2800
Overhead Expenses
200
Sale of Fixed Assets
100
Wages & Salaries
100
Taxation
250
Dividends
50
Repayment of long term Loans
300
Balance c/d
150
3250
3250
Answer.
Q2. Explain the concept of Equity Share Capital and its Types? (3 Points)
ANSWER.
Q3. A manufacturing corporation listed in capital market was trying to create demand on its share to keep share prices at desired level and to prevent share prices from going down, the corporate decided to purchase treasury stock from open market.( 3 marks)
So, you are required to explain what is meant by treasury stock and journalize the following transactions:
Q3. define Treasury stock and journalize the following transactions:
1- On May 8, Whitt, Inc. purchased 2,000 of its own shares of stock in the open market for $8,000
2- On June 30, Whitt sold 100 shares of its treasury stock for $4 per share.
3- On July 19, Whitt, Inc. sold an additional 500 shares of its treasury stock for $8 per share.
4- On August 27, Whitt sold an additional 400 shares of its treasury stock for $1.50 per share.
Answer:
3
\ ^ JL
Curtain with a BluePrint for
Leadership Potential
^\n Integrated Framework
for Identifying
High-Potential Talent J
By Allan
V
What is the true definition of "high potentiai"? How do we identify high-potential talent? Can
leadership potential be developed in someone, or is it something that is inherent and pre-
determined in an individual? Ask anyone working in talent management or human resources
and they will tell you that these questions reflect some of the most intense and .
Ashford 5 - Week 4 - AssignmentHuman Resource Planning and Or.docx
Ashford 5: - Week 4 - Assignment
Human Resource Planning and Organizational Strategy
In a four- to five-page paper (excluding the title and references pages), discuss the relationship between human resource planning activities and the organization’s strategic development and implementation. Describe the eight elements of the staffing process. Examine the relationship between the eight elements of the staffing process and the four activities related to human resource planning.
Based on the information presented in Figure 10.5, review the human resource planning process and the previous readings from Chapters 4 and 8. Explain the relationship between the four activities of human resource planning and the organization’s strategic planning, development, and implementation.
Your paper should include in-text citations and references for at least three scholarly sources, in addition to the text, and be formatted according to APA style as outlined in the
Ashford Writing Center
.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
FIGURE 10.5 Human resource planning process
(Plunkett 330-331)
Plunkett, Warren R., Gemmy Allen, Raymond Attner. Management. Cengage Learning, 01/2012. VitalBook file.
CHAPTER 4 PLANNING AND STRATEGY
LEARNING OBJECTIVES
After studying this chapter, you should be able to:
1 Explain the importance of planning
2 Differentiate between strategic, tactical, operational, and contingency plans
3 List and explain the steps in a basic planning process
4 Discuss various ways to make plans effective
5 Distinguish between strategic planning, strategic management, strategy formulation, and strategy implementation
6 Explain the steps involved in the strategic planning process
7 Explain the formulation of corporate-level strategy, business-level strategy, and functional-level strategy
SELF-MANAGEMENT
Strategic Thinking
What do you want to accomplish with your life? To be successful, you need to be proactive, look ahead, anticipate change, and analyze opportunities. In other words, you need to plan and think strategically. This will help you to determine the potential impact of your actions on other individuals. As a result you will make better decisions.
Strategic thinking involves the gathering and use of data to make significant long-term decisions that will affect future business performance. This process requires examination of the mission, core functions and current performance of a business, the industry in which it operates, and the external environment. An important step in becoming a manager is to think strategically. For each of the following statements, circle the number which indicates your level of agreement. Rate your agreement as it is, not what you think it should be. Objectivity will enable you to determine your management skill strengths and weaknesses.
Almost Always
Often
Sometimes
Rarely
Almost Never
I set clear goals for myself.
.
Building a proactive sourcing function to fill Critical Positions
The document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining a clear recruitment charter by collaborating with leadership and recruiters. It also covers creating comprehensive passive and active candidate sourcing strategies, measuring the value of sourcing, and brainstorming solutions.
ATC Building A Proactive Sourcing Function To Fill Critical Positions
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
Mary Ann Downey ILSHRM Presentation
The document discusses measuring the quality of hire (QoH) metric. It begins by introducing the presenter and their background. It then asks the audience about their organization's progress in measuring QoH. The bulk of the document provides examples of how organizations can calculate and evaluate QoH metrics, including new hire termination rates and retention. It also discusses challenges in measuring QoH and provides recommendations for developing a QoH measurement strategy and ensuring successful implementation.
How to Identify, Qualify and Work with Executive Search Firms
This document discusses how to identify, qualify, and work with executive search firms. It explains that traditional recruitment methods are often ineffective for fulfilling critical needs, so organizations are turning to executive search firms. It provides guidance on identifying reputable search firms, qualifying firms for specific assignments, and supporting a successful search process. The summary discusses evaluating retained versus contingency search firms and the key differences between them. It also provides questions to ask search firms prior to retaining them to ensure the firm and process will meet the organization's needs.
how-to-conduct-better-interviews
A bad hire can cost a company 30% of an employee's yearly salary, so interviews are important. Happy employees write better company reviews and influence job seekers' perceptions. The document provides guidelines for conducting effective interviews, including planning the process, preparing interviewers, evaluating cultural fit, handling when candidates mention Glassdoor reviews, asking oddball questions, making interviews more difficult, avoiding illegal questions, keeping candidates informed, and conducting exit interviews. It emphasizes the importance of structure, communication, research, and ensuring interviewers are prepared.
How to Conduct Better Interviews
Looking to improve your interview experience and convince top talent to choose your company over the competition? Download these templates to conduct better interviews.
how-to-conduct-better-interviews
The document provides guidance and templates for conducting effective interviews. It discusses how to plan interviews, prepare interviewers, evaluate cultural fit, and handle situations where candidates mention Glassdoor reviews. Key recommendations include creating a structured interview process, communicating with candidates and interviewers, preparing interviewers with candidate and job details, asking questions to evaluate cultural fit based on company values and team traits, and being prepared to discuss a company's Glassdoor profile in interviews. The templates provide guidance on conducting pre-interviews checks, preparing interviewers, and developing cultural fit questions.
The Impact of Key Performance Indicators (KPIs) on Talent Development
Abstract: This Paper is one of the most important papers which focus on Key Performance Indicators in relation with talent development which start to be the main focus of all companies and countries and most researchers start working on the same subject to give more insights on it. This paper aim to explore the importance of Key Performance Indicators and its impact on Talent development and the advantages of using the performance management system especially in the large companies where there are difficulties in assessing employees’ performance. The importance of this research is the well develop and design comprehensive framework about the establishment, use and evolution of key performance indicators and how specialists can use the tools and implement process step by step with the highlighting of all challenges and limitations. The challenge is in the KPIs more than calculate the human capital ROI and Talent Development because it’s the hardest part where implementing such techniques can restructure all the organization from the bottom line. This level of extensiveness is the place the test exists much of the time, and where the profit of having a decent strategic plan is not completely figured it out. In short, it is a long between joined affix that needs to be concentrated on nearly part by part.
Strayer University - OnlineHRM-510 Business Employment Law .docx
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
Leadership Development Growing Talent Strategically .docx
This document discusses best practices for leadership development programs. It emphasizes linking development objectives to organizational strategy and assessing leadership competencies and gaps. When selecting participants, it recommends considering foundational, growth, and career dimensions. For program design, it stresses using assessments to create individual development plans and facilitating learning through challenging experiences and reflection. Emerging trends include incorporating mindfulness training to enhance learning and reduce stress.
Case Study RubricCriterionStrongAverageWeakInt.docx
Case Study Rubric
Criterion
Strong
Average
Weak
Introduction / Primary Problem, Issue or Question Identification
States the case objective and clearly defines the problem, issue or question
Minimally describes the case, includes only the problem, issue or question
Bypasses the introduction and moves directly to commentary on the case
Understanding of Primary Problem, Issue or Question
Identifies and demonstrates a sophisticated understanding of the primary issues and or problems in the case study
Identifies and demonstrates an accomplished understanding of most of the issues/problems
Identifies and demonstrates acceptable understanding of some of the issues/problems in the case study
Analysis and Evaluation of Issues/Problems
Presents an insightful and thorough analysis of all identified problems, issues or questions; includes all necessary calculations
Presents a thorough analysis of most of the problems, issues or questions identified; missing some necessary calculations
Presents a superficial or incomplete analysis of some of the identified problems, issues or questions; omits necessary calculations
Recommendations on Effective
Solution
s/Strategies
Supports diagnosis and opinions with convincing arguments and evidence; presents a balanced and critical view; interpretation is both reasonable and objective
. Recommendations logically supported
Supports diagnosis and opinions with limited reasoning and evidence; presents a one‐sided argument; demonstrates little engagement with ideas presented. Illogical recommendations
Little or no action suggested, and/or ineffective or disconnected solutions proposed to the issues in the case study. No attempt at logical support for recommendations
Links to Course Readings and Additional Research
Makes appropriate and powerful connections between identified issues/problems and the strategic concepts studied in the course readings and lectures; supplements case study with relevant and thoughtful research and identifies all sources of information
Makes appropriate but vague connections between identified issues/problems and concepts studied in readings and lectures; demonstrates limited command of the analytical tools studied; supplements case study with limited sources
Makes ineffective connections or shows no connection between issues identified and the concepts studied in the readings; supplements case study, if at all, with incomplete information and sources
Writing Mechanics and Formatting Guidelines
Demonstrates a clear understanding of the audience for the case. Utilizes formatting, clarity and structure to enable the audience to readily see and understand recommended actions. Writing is logical, grammatically correct, spelling is error free
Demonstrates a limited understanding of the audience for the case. Ineffective structuring of response making it difficult to readily see and understand recommended actions. Writing shows poor logic, grammatical and spelli.
Case Study Rubric Directly respond to each questi.docx
Case Study Rubric
Directly respond to each question providing background to support your
response. (2 points)
Apply at least 2 concepts from the chapter material in the class text,
“Leadership; theory. Application and Skill Development.” Reference to,
“The Handbook of Leaders,” is a welcome addition. (2 points)
Apply your critical thinking skills. (2 points)
o A well cultivated critical thinker:
Raises vital questions and problems, formulating them
clearly and precisely;
Gathers and assesses relevant information, using abstract
ideas to interpret it effectively comes to well-reasoned
conclusions and solutions, testing them against relevant
criteria and standards;
Thinks open-mindedly within alternative systems of thought,
recognizing and assessing, as need be, their assumptions,
implications, and practical consequences; and
Communicates effectively with others in figuring out
solutions to complex problems.
o Taken from Richard Paul and Linda Elder, The Miniature Guide to
Critical Thinking Concepts and Tools, Foundation for Critical
Thinking Press, 2008
Case Studies must be submitted in the following format:
o Clearly title each in a word document with name, date, week etc.
o Must include clearly written and thoughtful narrative
o Post as a response in Blackboard
66352_FM_ptg01_i-xxviii.indd 4 10/21/14 12:16 AM
Australia • Brazil • Mexico • Singapore • United Kingdom • United States
Robert N. Lussier, Ph.D.
Spring field College
Christopher F. Achua, D.B.A.
University of Virginia’s College at Wise
S I X T H E D I T I O N
Leadership
THEORY, APPLICATION,
& SKILL DE VELOPMENT
66352_FM_ptg01_i-xxviii.indd 1 10/21/14 12:16 AM
Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s).
Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.
66352_FM_ptg01_i-xxviii.indd 4 10/21/14 12:16 AM
This is an electronic version of the print textbook. Due to electronic rights restrictions,
some third party content may be suppressed. Editorial review has deemed that any suppressed
content does not materially affect the overall learning experience. The publisher reserves the right
to remove content from this title at any time if subsequent rights restrictions require it. For
valuable information on pricing, previous editions, changes to current editions, and alternate
formats, please visit www.cengage.com/highered to search by ISBN#, author, title, or keyword for
materials in your areas of interest.
Important Notice: Media content referenced within the product description or the product
text may not be a.
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PAD 631 Module Six Memo Guidelines and Rubric
Overview: This activity will allow you to practice making recommendations, which is a skill needed for the final project.
Prompt: Making recommendations is an important component of the final project. This assignment allows you to practice making recommendations. In order to
prepare for this assignment, view the video How to Analyze a Case Study. Then, examine the case study Artesanias de Colombia. What best practices led to
program success? Use the provided Memo Template and format your submission as you would a memo to an organization.
Specifically, the following critical elements must be addressed:
Program Success: Identify program outcomes and best practices, and, based on the measures used to evaluate them, explain which best practices
decision makers could implement to enhance the likelihood of program success.
Overcoming Constraints: How effective were the strategic management processes used to overcome the constraints they faced?
Organizational Success: Explain how governmental and nonprofit agencies can improve organizational success by best utilizing the principles of
benchmarking, best practices, and comparative governmental performance.
Customer Service: Recommend a strategy to mitigate the impact of the challenge of providing effective and efficient customer service. Justify your
recommendation.
Guidelines for Submission: Your paper must be submitted using the Memo Template Microsoft Word document with double spacing, 12-point Times New
Roman font, and sources cited in APA format.
Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value
Program Success Determines appropriate best practices
decision makers could implement to
enhance likelihood of program success,
based on measures used to evaluate
program outcomes and best practices
identification
Determines best practices decision
makers could implement but practices
are not appropriate for enhancing
likelihood of program success or are
not based on measures used to
evaluate program outcomes and best
practices identification
Does not determine best practices
decision makers could implement
22
Overcoming Constraints Assesses effectiveness of strategic
management processes used by the
organization to overcome constraints
Assesses effectiveness of strategic
management processes used by the
organization to overcome constraints
but assessment is cursory or inaccurate
Does not assess effectiveness of
strategic management processes used
by the organization to overcome
constraints
23
https://www.youtube.com/watch?v=2B-zGIrg7KA
http://snhu-media.snhu.edu/files/course_repository/graduate/pad/pad631/pad631_memo_template.docx
Organizational Success Explains how governmental and
nonprofit agencies can improve
organizational success by best utilizing
the principles of benchmarking, best
practices, and comparative
g.
Seminar in Public Human Resources Administration Questions & Key Te.docx
Seminar in Public Human Resources Administration: Questions & Key Terms [Day Three]
Critical Thinking Questions
1. How does one’s value perspective influence the objectives of the recruitment and selection process? What does it mean to say that fairness is a social judgment rather than a scientific calculation?
2. What is meant by contextual factors that influence how well a person performs as an organizational member? How easy do you think it is to recruit and select for these factors? Does an emphasis on contextual factors conflict with an emphasis on recruiting for diversity?
3. Identify eleven steps in the recruitment and selection process. In an organization you are familiar with, which steps are the most difficult to perform? Why?
4. Compare and contrast centralized, decentralized, and web-based recruitment techniques.
5. Describe the concept of the psychological contract and identify a situation you are familiar with where it might be employed to help clarify and resolve differences.
6. Describe the basic components of equity and expectancy theory. How do they help to explain employee performance? Identify an example from your own life where equity theory or expectancy theory helps you understand why you did what you did.
7. Describe four approaches to productivity: total quality management, job enrichment, work/life balance, and teamwork. Select an organization you are familiar with. If you were responsible for charting a strategy for productivity improvement, which would you focus on and why?
Key Terms: Please define and give one example
1. acquisition function
2. centralized recruitment and selection
3. construct validation vs content validation vs criterion validation
4. test validation
5. true and false positives and negatives
6. administrative logic
7. development function
8. employee commitment vs psychological contract
9. extrinsic motivation vs intrinsic motivation
10. job enrichment vs job sharing
Case Study 3 Instructions: Recruiting and Selecting High-Level Managers through the Internet
You will complete the “Recruiting and Selecting High-Level Managers through the Internet” case in the Nkomo et al. text (#35 on pp. 112–113, 2011). You will write a 3–5-page essay (total does not include title page or reference page) that answers the 4 questions (1–4) on p. 113. Do not simply answer the questions. This is an essay and must be written to include an introduction, body, and conclusion. It may prove helpful to use the topic of the questions (advantages and disadvantages of internet recruitment and selection, the three approaches to online recruiting and selection, etc.) as section headers in your essay. Your response must be supported by at least 2 peer-reviewed resources. These resources must have been published within the last 5 years. Do not use other textbooks. The essay must be written in current APA format and include a title page, reference page, and in-text citations.
Note: This case study will not use.
Management Consulting Resume Sample
The resume is one of the important documents you need to prepare for your consulting career. Recruiters use this to determine if you are the right candidate for the vacant position. They check your education, experience, skills and accomplishments to know if you acquire the qualities necessary for the vacant job.
Read this presentation to learn some tips on how to write a resume section by section. For additional and more specific guidelines, download our free consulting guide to landing a job in this industry. To know more about its content, visit this page: http://www.consultingfact.com/guides/land_a_consulting_job/
A new-look-at-rpo-final
The document discusses the evolution of Recruitment Process Outsourcing (RPO) from a tactical administrative service to a more strategic endeavor responsible for driving organizational change and business outcomes. It notes that 53% of organizations are currently investing in RPO or planning to over the next 12 months. RPO is helping companies improve efficiencies, reduce costs, and enhance processes. The document also examines how successful organizations build trusted partnerships with RPO providers, consider total talent acquisition of both permanent and contingent workers, and implement key capabilities like customizing processes while maintaining performance standards.
Assignment 2 LASA 1 Business Unit Analysis Directions Cr.docx
Assignment 2: LASA 1
Business Unit Analysis
Directions: Create a Feasibility Study for Harley Davidson using the following outline:
Part I: Differentiation Strategies
The analysis of current strategy and competitor analysis you conducted last module impressed the senior vice president. She now needs you to delve into the brands and analyze them by conducting a business unit analysis and presenting your findings in a three-part PowerPoint presentation.
Research the Harley-Davidson (H-D) Web site for each brand, and review the annual report for relevant details of the size, scope, target market, services and amenities, and other salient points of differentiation. Include these details in Part I of your PowerPoint presentation.
From the research and analysis of the business units, identify:
· A description of each brand or business unit that provides a clear picture of the brand and its place in the overall portfolio of Harley-Davidson.
· The target market of each brand.
· How the brands are alike and how they differ.
· A preliminary analysis of any gaps that exist in the portfolio that might lead to opportunities to add to the brands.
· Your analysis of possible merger / acquisition / joint venture possibilities and what would be achieved or accomplished through the merger / acquisition / joint venture.
Part II: SWOT Analysis
Perform a SWOT analysis for Harley-Davidson and include this information in Part II of your PowerPoint presentation.
· Based on the internal analyses of the SWOT analysis; assess the functional areas, resources, capabilities, and strengths H-D possesses. Please be sure to cover the following functional areas in your assessment:
· Marketing: New product development, integrated marketing planning, marketing communications, and building customer loyalty.
· Operations: Quality, service, and consistent execution.
· Human Resources: Hiring, training, developing talent, and performance planning. Avoided law suits and bad PR due to its hiring practices. Is ethical in its HR practices.
· Executive Leadership: Industry knowledge and experience, vision about where the industry is heading, and strategy execution.
· Supply Chain Optimization: Strategic sourcing of input, vendor management, integrated IS, and joint forecasting with suppliers.
· Corporate Responsibility and Ethics: Concern for corporate citizenship and the environment. Present any potential ethical concerns as well.
· Safety and Quality: How the motorcycle industry is dealing with safety and quality issues.
Part III: Growth and Profitability Strategies
In addition, the executive board is interested in your ideas about bold strategies for the future. The strategies you recommend will have to contribute to growth and profitability, as outlined in the Annual Report.
You will want to pay special attention to exploring vertical integration, strategic alliances, and the internal growth of new brands entering new geographic markets, and/or ...
summer internship report - sourcing and recruitment
this file is all about process of sourcing and recruitment by recruitment agencies. how they select candidates from various job portals and how they screen the resumes. each detail is mentioned in this report.
BMGT 496 Wk 3 S. WHITE initial postEmployee Bill of Rights.
BMGT 496 Wk 3 S. WHITE initial post:
Employee Bill of Rights
. Employees shall be treated with fairness, respect, and dignity regardless of age, gender, race, disability, religion, and sexual orientation.
. Employees have the right to clean and safe working conditions.
. Employees have the right to receive equal pay for equal work.
. Employees have the right to paid time off, sick leave, and benefits.
. Employees have the right to social media whistleblowing during non-working hours.
Bona fide occupational qualifications (BFOQ) are employment qualifications related to an essential job duty that employers are allowed to consider while making decisions about hiring and retention of employees.
References
HR.com Limited. (2002, July 21). Legal discrimination in four letters: BFOQ. HR.com - The Human Resources Social Network. https://www.hr.com/en/communities/legal/legal-discrimination-in-four-letters-bfoq_eacylj3d.html
Leonard, K. (2020, July 14). Examples of ethical issues in business. Small Business - Chron.com. https://smallbusiness.chron.com/examples-ethical-issues-business-24464.html
BMGT 496 Wk 1 R. HALL initial post:
The word Ethics, we hear it make us think of a set of standards such as rights, obligations, fairness, responsibilities, and specific virtues like honesty and loyalty. These standards can sometimes be unwritten rules that are necessary for human to live and interact with each other. (Lumen, n.d). Business Ethics follows the same standards but in a slightly different way. Business Ethics is defined to be a set of morals, ethical believes that direct the values, the behaviors, and the decisions of a business as a whole which includes the leadership and the employees. A company’s leadership ethics can direct how the company runs on a daily basis; the leadership can lead the employees by example by making decisions that are not only beneficial to the employees but also to the entire company. (Horton, 2020). The Ethical leadership of a company have an effect on the employees, when the leadership is guiding the employees in an ethical behavior, the employees follow their leads by working in an honest and loyal way. And this can increase productivity, morale, and lower turnover rate. (Horton, 2020). The Business ethics play a crucial role in an organization’s culture, the organizational culture refers to the values, visible artefacts, and rituals that shape the behaviors of employees within an organization. Therefore, it may be considered as the glue that holds together members of an organization. If a company wants to develop a top-notch ethics and compliance programs, it must start with a positive culture of integrity. (Deloitte, n.d). The culture of integrity is characterized by the organizational values, the tone at the top meaning the leadership and senior managers push the employees and the business partners to adopt an ethical behavior; incentives and rewards, accountability, comfort of speaking up and procedural justice ...
Required ResourcesTextRead Commonsense Talent Management· C.docx
Required Resources
Text
Read Commonsense Talent Management:
· Chapter 10: Improving the World through Strategic HR 349
Articles
Gould, W. I. (2010). Labor law beyond U.S. borders: does what happens outside of America stay outside of America?Stanford Law & Policy Review, (3), 401. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.237533046&site=eds-live
Kuddo, A. (2009, November 1). Labor laws in Eastern European and Central Asian countries: minimum norms and practices (Links to an external site.). Worldbank.org. Retrieved October 8, 2015. From-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf
Discussion 1
BFOQ
Research the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post.
Discussion 2
Foreign Restrictions on Termination
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post.
Week 6 - Final Project
Mark as done
Final Project
You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:
· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories) Develop a 3200-3500 word research paper (not including the title and reference pages). Your paper should also:
· Identify the firm’s history, strategy, market position, and specific area of alignment.
· Provide job pricing and compensation package for 3-4 key positions in the organization.
· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
· Provide a discussion of the labor market and the appropriate labor law context. Identification of companies that are preparing to address any legal or regulatory changes..
· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, acc.
ACCT 101ASSIGNMENT 4Last due date for submission 13 December.docx
ACCT 101
ASSIGNMENT 4
Last due date for submission 13 December 2017
The assignment worth 10 marks which is about 3.75 of the total marks
Student name:
Instructions:
· The answer must be in English.
· Students must include your details (Name, Student ID, CRN, Date of submission)
· Please READ the instructions carefully and FOLLOW them. Answer the ALL questions.
· Do NOT write the questions in the answer papers JUST write the question number.
· Do NOT put images, you must TYPE answers in the MS document.
· Font should be Times New Roman with 14 points.
· It is an INDIVIDUAL task, NOT a group task.
· You should submit the assignment via the Blackboard.
· Students who submit assignments after deadline, will get ZERO.
· If you engaged in plagiarism, you will get ZERO marks in the assignment or course.
The assignment worth 10 marks which is about 3.75 of the total marks.
Q1. Khaled Co is in Export business operating from Jeddah for the last 10 years successfully. From the following summary of Cash Account of Khaled, prepare Cash Flow Statement for the year ended 31st March 2017 in accordance with using the direct method. The company does not have any cash equivalents. (4 Points)
Summary (Cash Account) 31-3-2017
Particulars
Amount
Particulars
Amount
Bal 1.4.2016
50
Payments to Suppliers
2000
Equity Shares
300
Purchase of Fixed Asset
200
Receipt from Customers
2800
Overhead Expenses
200
Sale of Fixed Assets
100
Wages & Salaries
100
Taxation
250
Dividends
50
Repayment of long term Loans
300
Balance c/d
150
3250
3250
Answer.
Q2. Explain the concept of Equity Share Capital and its Types? (3 Points)
ANSWER.
Q3. A manufacturing corporation listed in capital market was trying to create demand on its share to keep share prices at desired level and to prevent share prices from going down, the corporate decided to purchase treasury stock from open market.( 3 marks)
So, you are required to explain what is meant by treasury stock and journalize the following transactions:
Q3. define Treasury stock and journalize the following transactions:
1- On May 8, Whitt, Inc. purchased 2,000 of its own shares of stock in the open market for $8,000
2- On June 30, Whitt sold 100 shares of its treasury stock for $4 per share.
3- On July 19, Whitt, Inc. sold an additional 500 shares of its treasury stock for $8 per share.
4- On August 27, Whitt sold an additional 400 shares of its treasury stock for $1.50 per share.
Answer:
3
\ ^ JL
Curtain with a BluePrint for
Leadership Potential
^\n Integrated Framework
for Identifying
High-Potential Talent J
By Allan
V
What is the true definition of "high potentiai"? How do we identify high-potential talent? Can
leadership potential be developed in someone, or is it something that is inherent and pre-
determined in an individual? Ask anyone working in talent management or human resources
and they will tell you that these questions reflect some of the most intense and .
Ashford 5 - Week 4 - AssignmentHuman Resource Planning and Or.docx
Ashford 5: - Week 4 - Assignment
Human Resource Planning and Organizational Strategy
In a four- to five-page paper (excluding the title and references pages), discuss the relationship between human resource planning activities and the organization’s strategic development and implementation. Describe the eight elements of the staffing process. Examine the relationship between the eight elements of the staffing process and the four activities related to human resource planning.
Based on the information presented in Figure 10.5, review the human resource planning process and the previous readings from Chapters 4 and 8. Explain the relationship between the four activities of human resource planning and the organization’s strategic planning, development, and implementation.
Your paper should include in-text citations and references for at least three scholarly sources, in addition to the text, and be formatted according to APA style as outlined in the
Ashford Writing Center
.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
FIGURE 10.5 Human resource planning process
(Plunkett 330-331)
Plunkett, Warren R., Gemmy Allen, Raymond Attner. Management. Cengage Learning, 01/2012. VitalBook file.
CHAPTER 4 PLANNING AND STRATEGY
LEARNING OBJECTIVES
After studying this chapter, you should be able to:
1 Explain the importance of planning
2 Differentiate between strategic, tactical, operational, and contingency plans
3 List and explain the steps in a basic planning process
4 Discuss various ways to make plans effective
5 Distinguish between strategic planning, strategic management, strategy formulation, and strategy implementation
6 Explain the steps involved in the strategic planning process
7 Explain the formulation of corporate-level strategy, business-level strategy, and functional-level strategy
SELF-MANAGEMENT
Strategic Thinking
What do you want to accomplish with your life? To be successful, you need to be proactive, look ahead, anticipate change, and analyze opportunities. In other words, you need to plan and think strategically. This will help you to determine the potential impact of your actions on other individuals. As a result you will make better decisions.
Strategic thinking involves the gathering and use of data to make significant long-term decisions that will affect future business performance. This process requires examination of the mission, core functions and current performance of a business, the industry in which it operates, and the external environment. An important step in becoming a manager is to think strategically. For each of the following statements, circle the number which indicates your level of agreement. Rate your agreement as it is, not what you think it should be. Objectivity will enable you to determine your management skill strengths and weaknesses.
Almost Always
Often
Sometimes
Rarely
Almost Never
I set clear goals for myself.
.
Building a proactive sourcing function to fill Critical Positions
The document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining a clear recruitment charter by collaborating with leadership and recruiters. It also covers creating comprehensive passive and active candidate sourcing strategies, measuring the value of sourcing, and brainstorming solutions.
ATC Building A Proactive Sourcing Function To Fill Critical Positions
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
Mary Ann Downey ILSHRM Presentation
The document discusses measuring the quality of hire (QoH) metric. It begins by introducing the presenter and their background. It then asks the audience about their organization's progress in measuring QoH. The bulk of the document provides examples of how organizations can calculate and evaluate QoH metrics, including new hire termination rates and retention. It also discusses challenges in measuring QoH and provides recommendations for developing a QoH measurement strategy and ensuring successful implementation.
How to Identify, Qualify and Work with Executive Search Firms
This document discusses how to identify, qualify, and work with executive search firms. It explains that traditional recruitment methods are often ineffective for fulfilling critical needs, so organizations are turning to executive search firms. It provides guidance on identifying reputable search firms, qualifying firms for specific assignments, and supporting a successful search process. The summary discusses evaluating retained versus contingency search firms and the key differences between them. It also provides questions to ask search firms prior to retaining them to ensure the firm and process will meet the organization's needs.
how-to-conduct-better-interviews
A bad hire can cost a company 30% of an employee's yearly salary, so interviews are important. Happy employees write better company reviews and influence job seekers' perceptions. The document provides guidelines for conducting effective interviews, including planning the process, preparing interviewers, evaluating cultural fit, handling when candidates mention Glassdoor reviews, asking oddball questions, making interviews more difficult, avoiding illegal questions, keeping candidates informed, and conducting exit interviews. It emphasizes the importance of structure, communication, research, and ensuring interviewers are prepared.
How to Conduct Better Interviews
Looking to improve your interview experience and convince top talent to choose your company over the competition? Download these templates to conduct better interviews.
how-to-conduct-better-interviews
The document provides guidance and templates for conducting effective interviews. It discusses how to plan interviews, prepare interviewers, evaluate cultural fit, and handle situations where candidates mention Glassdoor reviews. Key recommendations include creating a structured interview process, communicating with candidates and interviewers, preparing interviewers with candidate and job details, asking questions to evaluate cultural fit based on company values and team traits, and being prepared to discuss a company's Glassdoor profile in interviews. The templates provide guidance on conducting pre-interviews checks, preparing interviewers, and developing cultural fit questions.
The Impact of Key Performance Indicators (KPIs) on Talent Development
Abstract: This Paper is one of the most important papers which focus on Key Performance Indicators in relation with talent development which start to be the main focus of all companies and countries and most researchers start working on the same subject to give more insights on it. This paper aim to explore the importance of Key Performance Indicators and its impact on Talent development and the advantages of using the performance management system especially in the large companies where there are difficulties in assessing employees’ performance. The importance of this research is the well develop and design comprehensive framework about the establishment, use and evolution of key performance indicators and how specialists can use the tools and implement process step by step with the highlighting of all challenges and limitations. The challenge is in the KPIs more than calculate the human capital ROI and Talent Development because it’s the hardest part where implementing such techniques can restructure all the organization from the bottom line. This level of extensiveness is the place the test exists much of the time, and where the profit of having a decent strategic plan is not completely figured it out. In short, it is a long between joined affix that needs to be concentrated on nearly part by part.
Strayer University - OnlineHRM-510 Business Employment Law .docx
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
Leadership Development Growing Talent Strategically .docx
This document discusses best practices for leadership development programs. It emphasizes linking development objectives to organizational strategy and assessing leadership competencies and gaps. When selecting participants, it recommends considering foundational, growth, and career dimensions. For program design, it stresses using assessments to create individual development plans and facilitating learning through challenging experiences and reflection. Emerging trends include incorporating mindfulness training to enhance learning and reduce stress.
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summer internship report - sourcing and recruitment
summer internship report - sourcing and recruitment
BMGT 496 Wk 3 S. WHITE initial postEmployee Bill of Rights.
BMGT 496 Wk 3 S. WHITE initial postEmployee Bill of Rights.
Required ResourcesTextRead Commonsense Talent Management· C.docx
Required ResourcesTextRead Commonsense Talent Management· C.docx
ACCT 101ASSIGNMENT 4Last due date for submission 13 December.docx
ACCT 101ASSIGNMENT 4Last due date for submission 13 December.docx
Ashford 5 - Week 4 - AssignmentHuman Resource Planning and Or.docx
Ashford 5 - Week 4 - AssignmentHuman Resource Planning and Or.docx
Building a proactive sourcing function to fill Critical Positions
Building a proactive sourcing function to fill Critical Positions
ATC Building A Proactive Sourcing Function To Fill Critical Positions
ATC Building A Proactive Sourcing Function To Fill Critical Positions
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How to Identify, Qualify and Work with Executive Search Firms
The Impact of Key Performance Indicators (KPIs) on Talent Development
The Impact of Key Performance Indicators (KPIs) on Talent Development
Strayer University - OnlineHRM-510 Business Employment Law .docx
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More from drennanmicah
Case Study RubricCriterionStrongAverageWeakInt.docx
Case Study Rubric
Criterion
Strong
Average
Weak
Introduction / Primary Problem, Issue or Question Identification
States the case objective and clearly defines the problem, issue or question
Minimally describes the case, includes only the problem, issue or question
Bypasses the introduction and moves directly to commentary on the case
Understanding of Primary Problem, Issue or Question
Identifies and demonstrates a sophisticated understanding of the primary issues and or problems in the case study
Identifies and demonstrates an accomplished understanding of most of the issues/problems
Identifies and demonstrates acceptable understanding of some of the issues/problems in the case study
Analysis and Evaluation of Issues/Problems
Presents an insightful and thorough analysis of all identified problems, issues or questions; includes all necessary calculations
Presents a thorough analysis of most of the problems, issues or questions identified; missing some necessary calculations
Presents a superficial or incomplete analysis of some of the identified problems, issues or questions; omits necessary calculations
Recommendations on Effective
Solution
s/Strategies
Supports diagnosis and opinions with convincing arguments and evidence; presents a balanced and critical view; interpretation is both reasonable and objective
. Recommendations logically supported
Supports diagnosis and opinions with limited reasoning and evidence; presents a one‐sided argument; demonstrates little engagement with ideas presented. Illogical recommendations
Little or no action suggested, and/or ineffective or disconnected solutions proposed to the issues in the case study. No attempt at logical support for recommendations
Links to Course Readings and Additional Research
Makes appropriate and powerful connections between identified issues/problems and the strategic concepts studied in the course readings and lectures; supplements case study with relevant and thoughtful research and identifies all sources of information
Makes appropriate but vague connections between identified issues/problems and concepts studied in readings and lectures; demonstrates limited command of the analytical tools studied; supplements case study with limited sources
Makes ineffective connections or shows no connection between issues identified and the concepts studied in the readings; supplements case study, if at all, with incomplete information and sources
Writing Mechanics and Formatting Guidelines
Demonstrates a clear understanding of the audience for the case. Utilizes formatting, clarity and structure to enable the audience to readily see and understand recommended actions. Writing is logical, grammatically correct, spelling is error free
Demonstrates a limited understanding of the audience for the case. Ineffective structuring of response making it difficult to readily see and understand recommended actions. Writing shows poor logic, grammatical and spelli.
Case Study Rubric Directly respond to each questi.docx
Case Study Rubric
Directly respond to each question providing background to support your
response. (2 points)
Apply at least 2 concepts from the chapter material in the class text,
“Leadership; theory. Application and Skill Development.” Reference to,
“The Handbook of Leaders,” is a welcome addition. (2 points)
Apply your critical thinking skills. (2 points)
o A well cultivated critical thinker:
Raises vital questions and problems, formulating them
clearly and precisely;
Gathers and assesses relevant information, using abstract
ideas to interpret it effectively comes to well-reasoned
conclusions and solutions, testing them against relevant
criteria and standards;
Thinks open-mindedly within alternative systems of thought,
recognizing and assessing, as need be, their assumptions,
implications, and practical consequences; and
Communicates effectively with others in figuring out
solutions to complex problems.
o Taken from Richard Paul and Linda Elder, The Miniature Guide to
Critical Thinking Concepts and Tools, Foundation for Critical
Thinking Press, 2008
Case Studies must be submitted in the following format:
o Clearly title each in a word document with name, date, week etc.
o Must include clearly written and thoughtful narrative
o Post as a response in Blackboard
66352_FM_ptg01_i-xxviii.indd 4 10/21/14 12:16 AM
Australia • Brazil • Mexico • Singapore • United Kingdom • United States
Robert N. Lussier, Ph.D.
Spring field College
Christopher F. Achua, D.B.A.
University of Virginia’s College at Wise
S I X T H E D I T I O N
Leadership
THEORY, APPLICATION,
& SKILL DE VELOPMENT
66352_FM_ptg01_i-xxviii.indd 1 10/21/14 12:16 AM
Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s).
Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.
66352_FM_ptg01_i-xxviii.indd 4 10/21/14 12:16 AM
This is an electronic version of the print textbook. Due to electronic rights restrictions,
some third party content may be suppressed. Editorial review has deemed that any suppressed
content does not materially affect the overall learning experience. The publisher reserves the right
to remove content from this title at any time if subsequent rights restrictions require it. For
valuable information on pricing, previous editions, changes to current editions, and alternate
formats, please visit www.cengage.com/highered to search by ISBN#, author, title, or keyword for
materials in your areas of interest.
Important Notice: Media content referenced within the product description or the product
text may not be a.
Case Study Scenario Part 3IntroductionThis media piece exp.docx
Case Study Scenario Part 3
Introduction
This media piece explains four ethical theories in order to prepare you for the Unit 3 assignment,
Case Study Resolution
. This media piece also includes parts 1 and 2 of the case study videos for your review.
Part 3
Deontology
The ethical position to do what is right out of duty or obligation. It is often called rule-based ethics.
Deontology has been described as "absolutist," "universal," and "impersonal" (Kant, 1785/1959). It prioritizes absolute obligations over consequences. In this moral framework, ethical decision making is the rational act of applying universal principles to all situations irrespective of specific relations, contexts, or consequences. This reflects Immanuel Kant's conviction that ethical decisions cannot vary or be influenced by special circumstances or relationships. Rather, a decision is "moral" only if a rational person believes the act resulting from the decision should be universally followed in all situations. For Kant, respect for the worth of all persons was one such universal principle. A course of action that results in a person being used simply as a means for others' gains would ethically unacceptable.
With respect to deception in research, from a deontological perspective, since we would not believe it moral to intentionally deceive individuals in some other context, neither potential benefits to society nor the effectiveness of participant debriefing for a particular deception study can morally justify intentionally deceiving persons about the purpose or nature of a research study. Further, deception in research would not be ethically permissible since intentionally disguising the nature of the study for the goals of research violates the moral obligation to respect each participant's intrinsic worth by undermining individuals' right to make rational and autonomous decisions regarding participation (Fisher & Fyrberg, 1994).
Utilitarianism
The ethical position depends on the consequences of the action with the goal being producing the most good.
Utilitarian theory prioritizes the consequences (or utility) of an act over the application of universal principles (Mill, 1861/1957). From this perspective, an ethical decision is situation specific and must be governed by a risk-benefit calculus that determines which act will produce the greatest possible balance of good over bad consequences. An "act utilitarian" makes an ethical decision by evaluating the consequences of an act for a given situation. A "rule utilitarian" makes an ethical decision by evaluating whether following a general rule in all similar situation would create the greater good. Like deontology, utilitarianism is impersonal: It does not take into account interpersonal and relational features of ethical responsibility. From this perspective, psychologists' obligations to those with whom they work can be superseded by an action that would produce a greater good for others (Fisher, 1999).
A ps.
Case Study RubricYour case study will be assessed as follows•.docx
The document discusses Chevron Corporation's evolution of IT infrastructure to better support its global energy operations. It describes how Chevron uses Supervisory Control and Data Acquisition (SCADA) systems and sensors to monitor and optimize operations at its refineries. It also discusses Chevron's use of enterprise applications like SAP ERP and its move to cloud computing and business-focused web services. Finally, it outlines Chevron's vision for future infrastructure including increased use of mobility, analytics, and social media.
Case study RubricCriterionOutstanding 3.75Very Good 3 .docx
Case study Rubric
Criterion
Outstanding 3.75
Very Good 3
Good 2.5
Unacceptable 1
Score
Completeness
Complete in all respects; reflects all requirements
Complete in most respects; reflects most requirements
Incomplete many respects; reflects few requirements
Incomplete in most respects; does not reflect requirements
Understanding
Demonstrates excellent understanding of the topic(s) and issue(s)
Demonstrates an accomplished understanding of the topic(s) and issue(s)
Demonstrates an acceptable understanding of the topic(s) and issue(s)
Demonstrates an inadequate understanding of the topic(s) and issue(s)
Analysis
Presents an insightful and through analysis of the issue (s) identified
Presents a thorough analysis of most of the issue(s) identified
Presents a superficial analysis of some of the issue(s) identified
Presents an incomplete analysis of the issue(s) identified.
Evaluation
Makes appropriate and powerful connections between the issue(s) identified and the concept(s) studied
Makes appropriate connections between the issue(s) identified and the concept(s) studied
Makes appropriate but somewhat vague connections between the issue(s) identified and the concept(s) studied
Makes little or no connection between the issue(s) identified and the concept(s) studied.
Opinion
Supports opinion with strong arguments and evidence; presents a balanced and critical view; interpretation is both reasonable and objective
Supports opinion with reasons and evidence; presents a fairly balanced view; interpretation is both reasonable and objective
Supports opinion with limited reasons and evidence; presents a somewhat one-sided argument
Supports opinion with few reasons and little evidence; argument is one-sided and not objective.
Recommendations
Presents detailed, realistic, and appropriate recommendations clearly supported by the information presented and concepts studied
Presents specific, realistic and appropriate recommendation supported by the information presented and the concepts studied
Presents realistic or appropriate recommendation supported by the information presented and the concepts studied
Presents realistic or appropriate recommendation with little, if any, support from the information and the concepts studied.
Grammar and Spelling
Minimal spelling and grammar errors
Some spelling and grammar errors
Noticeable spelling and grammar errors
Unacceptable number of spelling and grammar errors
APA guidelines
Uses APA guidelines accurately and consistently to cite sources
Uses APA guidelines with minor violations to cite sources
Reflects incomplete knowledge of APA guidelines
Does not use APA guidelines
Total
.
CASE STUDY RUBRIC MICROBIOLOGY For the Case Study assig.docx
CASE STUDY RUBRIC MICROBIOLOGY
For the Case Study assignment the current pathogen selections may be requested by sending
an email to your instructor!
Assigned Case Study Problem:
You will create a case study for a microbial infection selected from the current pathogen list. Your case
study will be assembled using a detailed rubric (see below). Upon completion, you will submit your
case study to the Blackboard gradebook in Unit 5 and to SafeAssign.
How to create a case study
The case studies are meant to be an enjoyable, interesting, and informative assignment. This is your
chance to show that you understand the key teaching points about a microbe and to communicate
these points in a written format.
What information belongs in my case study?
Have at least 3-4 key referenced points in each of the five areas shown in the Case Study Information
Chart (see below). The left-hand heading in the chart suggests the type of information requested for the
pathogen. Outlines can be in whatever form you prefer (bullets/charts/outlines/diagrams or a mix). Be
sure to include two discussion questions (and provide complete answers) that you can incorporate
into your case study (place them at the end of your write-up). These questions should help connect your
case to other material in the course. For example, what other microbes have an A-B toxin? What other
viruses are transmitted by fecal-oral spread?
How much information should I provide for my case study?
For the Case Study, you are asked to provide at least the information requested in the chart below. The
boxed questions are suggestions for the minimum amount of information within each category. The
more detailed the information, the better the study. You may consult your textbook, CDC, WHO, Access
Medicine, Google Scholar, NCBI, WebMD, etc. to find the information. For example, if you perform a
Google search using the name of the pathogen and the word ‘vaccine’, you will find information on
current vaccines (if any), those in clinical trials, vaccines used only in animals, etc.
Case Study Information Chart
Typical Case What does a typical case look like? Use the standard format for a
patient presentation with chief complaint (CC), history of present illness
(HPI), key physical exam details (PE), lab findings, signature signs, and
any other important findings.
Description of the infectious
agent
If it is a bacterium, how is it classified? If it is a virus, what kind of
nucleic acid does it have? Does it target specific cellular types
(tropism)? Does it form a spore? Is it aerobic? Is it intracellular? Can it
only be grown in a specific type of media? How is it distinguished from
other members of the species? Does the pathogen have a significant
history with humans or animals?
Epidemiology What do you feel are the most important points about the
epidemiology of the disease? Incidence? Portal of entry? Source? Is it a
normal microb.
Case Study Rubric .docx
Case Study Rubric Criteria / Score
Distinguished
Competent
Basic/Pass
Poor
Failing
Content Knowledge
20
18
15
13
0
Case is addressed expansively in reference to assignment instructions, and demonstrates mastery of the subject matter appropriate to the assignment.
Case is addressed according to assignment instructions, and demonstrates mastery of the subject matter appropriate to the assignment.
Case is addressed according to assignment instructions but does not demonstrate mastery of the subject matter appropriate to the assignment.
Case is addressed but does not adhere to assignment instructions and does not demonstrate mastery of the subject matter appropriate to the assignment.
Case is not addressed and/or does not adhere to assignment instructions and does not demonstrate mastery of the subject matter appropriate to the assignment.
Use of Evidence
10
9
8
6
0
Ideas are supported with evidence and demonstrate a clear understanding of the research and theory behind the topic.
Ideas are somewhat supported with evidence to demonstrate a basic understanding of the research and theory behind the topic.
Ideas are not fully supported with evidence and demonstrate some confusion about the research and theory that support the case study topic.
Ideas are not fully supported with evidence and lack understanding of the research and theory behind the topic.
Ideas are not supported with evidence.
Writing
10
9
8
6
0
Assignment is well written and well organized. Mechanics (spelling and punctuation) and grammar are excellent.
Assignment is well written and well organized and contains few minor errors in mechanics and/or grammar.
Assignment is well written and well organized but contains some minor errors in mechanics and/or grammar.
Assignment is not clear and/or lacks organization and/or contains several errors in mechanics and/or grammar.
Assignment lacks evidence of clear, organized scholarly writing and needs extensive additional work to meet assignment needs.
Standard Writing Style
6
5
4.5
4
0
Assignment demonstrates appropriate in-text citations of sources (where appropriate) and references in proper formatting style.
Assignment demonstrates appropriate in-text citations of sources (where appropriate) and references in proper formatting style and contains few minor formatting errors.
Assignment demonstrates appropriate in-text citations of sources (where appropriate) and references in proper formatting style but contains some minor formatting errors.
Assignment does not provide either in-text citations (where appropriate) or reference sources and/or contains several formatting errors.
Timeliness
4
3.5
3
2.5
0
*Students who initiate communication regarding individual circumstances for lateness will be graded at instructor’s discretion.
Assignment submitted on time.
Assignment submitted one day late.
Assignment submitted two days late.
Assignment submitted three days late.
Assig.
Case Study ReflectionWrite a 4-5 page paper. Your written assi.docx
Case Study Reflection
Write a 4-5 page paper. Your written assignments must follow APA guidelines. Be sure to support your work with specific citations from this week’s Learning Resources and additional scholarly sources as appropriate. Refer to the Pocket Guide to APA Style to ensure that in- text citations and reference list are correct. Submit your assignment to the Dropbox by the end of this Unit.
In 2007 San Francisco began its Healthy San Francisco Plan designed to provide health care for all San Francisco citizens. In 2007, it was estimated that San Francisco had 82,000 uninsured citizens. Under the plan, all uninsured citizens residing in San Francisco can seek care at the city's public and private clinics and hospitals. The basic coverage includes lab work, x-rays, surgery, and preventative care. The city plans to pay for this $203 million coverage by rerouting the $104 million the city currently spends treating the uninsured in the emergency rooms, mandating business contributions, and requiring income-adjusted enrollment fees. The plan requires all businesses with more than 20 employees to contribute a percentage toward the plan. Many business owners consider this a burden and warn they will not stay in the city. The Mayor sees universal health access a moral obligation for the city.
Take one of the following positions.
San Francisco has an obligation to provide its citizens with health access.-OR-
San Francisco does not have an obligation to provide its citizens with health access.
Discuss the following in your assignment
:
What is the government's role in regulating healthy and unhealthy behavior?
Has the balance between personal freedom and the government's responsibility to provide health and welfare of its citizens been eroded? Why or why not?
.
Case Study Questions (Each question is worth 6 marks)1. Defi.docx
Case Study Questions (Each question is worth 6 marks)
1. Define the term ‘gastronomy’ and provide some examples to demonstrate your understanding.
2. What benefits and opportunities exist for the local indigenous community of the Dja Dja Wurrung Clans with Bendigo newly designated as a creative city of gastronomy?
3. How may the regional city of Bendigo incorporate gastronomy into its destination branding? Provide some examples.
4. Discuss some potential issues and considerations associated with using gastronomy in destination branding activities.
5. Outline some potential creative network collaborations which may result from Bendigo now being admitted to the Creative Cities Network.
.
Case Study Reorganizing Human Resources at ASP SoftwareRead the.docx
Case Study: Reorganizing Human Resources at ASP Software
Read the ASP Software case (Anderson, 2005a) and consider the following questions:
How does the client feel about how the change has been managed at this point?
How do you think the management team or employees feel?
What has McNulty done well in managing the change to this point?
What could she have done differently?
What intervention strategy and intervention activities would you recommend to McNulty?
How would you structure these activities?
What roles would McNulty, the management team, and the consultant play?
.
Case Study Report Rubric CriterionWeakAverageStrongIdent.docx
Case Study Report Rubric
Criterion
Weak
Average
Strong
Identification of Main Issues/Problems
Identifies and demonstrates acceptable understanding of some of the issues/problems in the case study.
Identifies and demonstrates an accomplished understanding of most of the issues/problems.
Identifies and demonstrates a sophisticated understanding of the main issues/problems in the case study.
Analysis and Evaluation of Issues/Problems
Presents a superficial or incomplete analysis of some of the identified issues; omits necessary calculations.
Presents a thorough analysis of most of the issues identified; missing some necessary calculations.
Presents an insightful and thorough analysis of all identified issues/problems; includes all necessary calculations.
Recommendations on Effective
Solution
s/Strategies
Little or no action suggested and/or inappropriate solutions proposed to the issues in the case study.
Supports diagnosis and opinions with limited reasoning and evidence; presents a somewhat one-sided argument; demonstrates little engagement with ideas presented.
Supports diagnosis and opinions with strong arguments and well-documented evidence; presents a balanced and critical view; interpretation is both reasonable and objective.
Links to Course Readings and Additional Research
Makes inappropriate or little connection between issues identified and the concepts studied in the readings; supplements case study, if at all, with incomplete research and documentation.
Makes appropriate but somewhat vague connections between identified issues/problems and concepts studied in readings and lectures; demonstrates limited command of the analytical tools studied; supplements case study with limited research.
Makes appropriate and powerful connections between identified issues/ problems and the strategic concepts studied in the course readings and lectures; supplements case study with relevant and thoughtful research and documents all sources of information.
Writing Mechanics and Formatting Guidelines
Writing is unfocused, rambling, or contains serious errors; poorly organized and does not follow specified guidelines.
Occasional grammar or spelling errors, but still a clear presentation of ideas; lacks organization.
Demonstrates clarity, conciseness and correctness; formatting is appropriate and writing is free of grammar and spelling errors.
Staffing at The King Company
Kevin Tu has managed staffing at King since the early years when the company had less than 100 employees. Tu runs a tight ship and manages the department with only one other recruiter and an administrative assistant, who maintains all job postings, including a telephone employment hotline and the company’s job line web site. Tu is well-respected across the organization for his strict adherence to ensuring equity in hiring and job placement that goes well beyond equal opportunity requirements.
Tu recently completed an aggressive hiring drive at major universities, hiring several new en.
Case Study Project (A) Hefty Hardware - Be sure to address each .docx
Case Study Project (A) Hefty Hardware - Be sure to address each question in the Case study, and explain your rationale thoroughly. Be sure you saved your file with your full name, and title of this project. Example:
Jason Karp Case Studies A. Details
: You will be given a case study to solve from the textbook. While your responses will vary, properly documenting your response from valid resources is a requirement. This assignment requires you to use proper citations and references from the textbook and alternate sources. Thoughtful opinions/research based on the literature, and from the textbook are necessary, so be sure to review the chapter prior to completing these activities. This task is like a research paper, so please take your time when preparing your responses. Separating each case study with a title and proper formatting is
essential
so that I can read and follow your paper. A one (1) page response is NOT - NOT going to earn you maximum points. The Case Study response will be submitted on the assigned due date from the past weeks (s
ee submission due dates and rubric
)
. The Dropbox will close after the due date and late submission will not be accepted.
Case study projects are NOT posted on the discussion board, they are submitted as an assignment.
Case study text from text book :
MINI CASE
Delivering Business Value with IT at Hefty Hardware2
"IT is a pain in the neck," groused cheryl O'Shea, VP of retail marketing, as she
slipped into a seat at the table in the Hefty Hardware executive dining room, next to her colleagues. “It’s all technical mumbo-jumbo when they talk to you and I still don’t know if they have any idea about what we’re trying to accomplish with our Savvy Store program. I keep explaining that we have to improve the customer experience and that we need IT’s help to do this, but they keep talking about infrastructure and bandwidth and technical architecture, which is all their internal stuff and doesn’t relate to what we’re trying to do at all! They have so many processes and reviews that I’m not sure we’ll ever get this project off the ground unless we go outside the company.”"You have got that right", agreed Glen vogel, the COO. " I really like my IT account manager, Jenny Henderson. She sits in on all our strategy meetings and seems to really understand our business, but that’s about as far as it goes. By the time we get a project going, my staff are all complaining that the IT people don’t even know some of our basic business functions, like how our warehouses operate. It takes so long to deliver any sort of technology to the field, and when it doesn’t work the way we want it to, they just shrug and tell us to add it to the list for the next release! Are we really getting value for all of the millions that we pour into IT?”
“Well, I don’t think it’s as bad as you both seem to believe,” added Michelle Wright, the CFO. “My EA sings the praises of the help desk and the new ERP system we put in last y.
Case Study Proposing a Data Gathering Approach at TLG Solutions (.docx
TLG is looking to improve their data gathering approach. A proposed solution is to survey customers about their product and service experiences to gather feedback. They could also analyze online customer reviews and implement a customer relationship management system to track interactions over time to better understand customer needs.
Case Study Project Part I Declared JurisdictionTemplate Sta.docx
Case Study Project Part I: Declared Jurisdiction
Template Statement of Action Research Intent
The (Memphis Shelby County, Tennessee United States) will be examined to determine the current status of economic development. The resources for this study initially will come from public administrator generated information. The data will be assessed using S.W.O. T. Analysis. “Smart” Action Research will then be conducted to determine what specific economic development strategies may be employed to address areas of concern required for enhancing economic development prospects in the above jurisdiction. Using published scholarly resources and pertinent analytics, the action research efforts will turn to identifying options available to decision makers. This action research will result in a final report that provides both the criteria by which economic developments strategies may be weighed and a discussion of recommended actions, each uniquely assembled to improve the economic prospects for (Memphis Shelby County, Tennessee United States).
PADM 530
Case Study Project Part 2: Economic Development Analysis and Proposal Instructions
You will submit an Economic Development Analysis and Proposal Plan, consisting of 15-20 pages, not including the title page, abstract, or reference page. In order to complete this assignment, you must choose a specific locale that you want to use for your case study. You may wish to select the community in which you currently live or a hometown as the focus of this report. A case must be a “bounded system” with definable parameters (Stake, 1995). Thus, you must choose a locale that you can define and limit. For example, you should not use New York City. Its size is far beyond what you will be able to accomplish in this course. Likewise, you would not want to choose Huston, Idaho, as it is far too small to have a need for a cohesive economic development plan. In this assignment, you will target the specific situations found in an American city, town, or county. This assignment will require that you address the following six specific areas:
Locale
When choosing your locale, make sure that you will be able to find demographic and economic information. You will want to choose an area with which you are familiar or an area where there is obvious need. Attempt to pick a city or a town that is not extremely large (i.e., New York City, however, Staten Island could be a viable project). Choosing wisely will make your research more focused so that you can complete the research by the time the course has finished.
Economic Situation
You must detail the specific economic situation facing this location. For example, if you were to choose Flint, MI, you would have to discuss the impact of the auto industry moving away from the city and the subsequent economic and social conditions of the city. How has the economic shift impacted the city and how has the city responded in the last 30 years? Additionally, what initiatives.
Case Study Proposing a Data Gathering Approach at TLG Solutions.docx
TLG is looking to improve their data gathering approach. A proposed solution is to survey customers about their product and service experiences to gather feedback. They could also analyze online customer reviews and implement a customer relationship management system to track interactions over time to better understand customer needs.
Case Study Peer Comments In each case study, you are expected.docx
Case Study Peer Comments:
In each case study, you are expected to respond to at least two peers’ postings in the classroom. Comments should add new information to the discussion or provide an assessment of your peer's posting. Peer comments are due by Sunday midnight
Mary Post:
#2: To obtain the necessary transportation capabilities in a short timeframe, what type of software purchase option should myIoT pursue? Explain.
The software purchase option that myIoT, Inc. should pursue would be a SaaS application. This is an Internet based service where the software is accessed online and there is no need to have it installed on site. This is a less expensive option than purchasing software and licenses, and it allows access to the outside vendors. It is also cheaper than hosted software. Based on the cloud location, the setup time is faster, which is what myIoT needs for a two-month turnaround.
#3: What types of technology implementation challenges might myIoT face? How can these risks be minimized?
Application integration would pose a challenge. Since there is a short time-frame, ensuring all partners are “up and running” could be their biggest issue. There will need to be a training period for all that access the data. Should any of their vendors not have the same capabilities, this could throw off their entire operation. Also, due to the variety of systems organizing and sharing information might be a problem. MyIot would need to work with its supply chain partners and vendors to ensure they are all capable using the chosen TMS and begin to implement it right away. This will allow extra time to make changes and enforce training sessions.
Desmond Post
2. To obtain the necessary transportation capabilities in a short timeframe, what type of software purchase option should myIoT pursue? Explain.
My Iot should pursue a well designed TMS software system. This system specializes in planning the flow of materials across the supply chain. It's the core of routing, rating, and, executing shipments across multiple modes tracking, load tracing, and freight settlement. The capabilities and scope of TMS expands the software to a much more integrative system. It provides support for transportation strategic, tactical, and operational planning, as well as delivery execution, in transit visibility and performance evaluation. TMS also supports appointment scheduling, metrics monitoring, and freight bill auditing.
3. Whats types of technology implemenation challenges might my iot face? How can these risks be minized?
My Iot could potentially loose time in wages, delay of shipment, and possibly loose business with customers, but these risks could be minimized by implementing better planning, develop training within your team, create effective structure and monitor the technology program by following these simple steps below to correct system and human error as they occur:
· Secure the commitment of senior management
· Remember .
Case Study ProblemLeadership appears as a popular agenda it.docx
Case Study Problem:
Leadership appears as a popular agenda item in police executive training. Go to Google and search “police executive training courses.” Other than the Covey program discussed in this chapter, what are the other programs that are offered for police chiefs? What are the topic areas assigned under the heading of “leadership”? Be sure to use the graduate case study format.
attached is graduate study case analysis format
.
Case Study Planning for GrowthKelly’s Sandwich Stop is one of t.docx
Case Study: Planning for Growth
Kelly’s Sandwich Stop
is one of the best-known and most loved sandwich concessions in town. In business for about five years, she sells sandwiches and other lunch items made from locally produced food from her mobile food trailer. Kelly’s passion and talent for creating reliably fresh, tasty lunch fare popular among a business clientele (largely employees and shoppers) has made her small enterprise a booming success.
In the last year, Kelly added a bicycle-towed concession that travels to different strategic locations in town, selling her popular sandwiches to customers who work beyond walking distance of
Kelly’s Sandwich
Stop
. She now has a total of four employees, all part-time, working both concessions. Because she caters to urban customers, her concessions operate on week days from 10 am to 2 pm. To promote word-of-mouth advertising, Kelly uses Facebook to publish her daily menus and the locations of the bicycle concession.
As a sole proprietor, Kelly has been pleased with her lunch business success. Now it’s time to get serious about the future of her business. In the short and medium term, she wants to see it grow into a potentially more lucrative enterprise, implementing a greater variety of food products and services, and increasing her competitive edge in the region. Ever the ardent entrepreneur, Kelly’s long-term dream is to develop her creative, health-conscious culinary skills and services into a wider clientele outside the region.
An opportunity has arisen to lease restaurant space about 10 miles away from her trailer concession location, close to a mall and the suburbs and nearer to her local food producers. Kelly has jumped at the chance. While she has hired professional business consultants to help her set up the space, design the menu, and implement the opening of the restaurant, she must also consider the short- and long-term financial, HR, and management needs of such an expansion. Kelly is particularly sensitive to her relationship to her customers, employees, and the community.
Directions for paper below:
In this paper, students will analyze and discuss small business growth in terms of growth strategy, business forms, short and medium term goals, financing assistance, organizational structure and staffing needs, customers and promotion, and ethics and social responsibility. Students are expected to apply business and management concepts learned in our course.
By completing this assignment, students will meet the outcome(s):
identify the critical business functions and how they interact in order to position the organization to be effective in the current business environment;
explain the importance of the integration of individuals and systems to organizational effectiveness;
describe the ethical and social responsibilities that confront a business.
Required Elements of the Final Project:
Read critically and analyze the case below,
Planning for Growth
;
Review the project descripti.
Case Study People v. Smith, 470 NW2d 70, Michigan Supreme Court (19.docx
The document discusses the case of People v. Smith, where the Michigan Supreme Court ruled on whether a juvenile defendant's prior convictions could be used to sentence them as an adult. It asks for a summary of the case facts, issue, and ruling, as well as an overview of the importance of expunging juvenile records. Finally, it inquires about a state's juvenile expungement laws and criteria for transferring juveniles to adult court.
Case Study OneBMGT 464 Portfolio Activity TwoPurposeIn thi.docx
Case Study One:
BMGT 464 Portfolio Activity Two
Purpose:
In this case the committee is looking to see how you can apply communication skills to obtain the maximum job performance of the employee in each of the short scenarios. After reading each short case, prepare answers to the questions for the upcoming search committee interview to review.
Outcomes:
The students will demonstrate understanding of the following outcomes:
· How to manage, organize, and lead employees;
· To identify the organizational theory related to increasing job performance to raise company effectiveness;
· How to communicate effectively to affect change or motivation; and
· Writing for persuasiveness.
Scenarios and Questions:
After reading each short case, prepare answers to the questions for the upcoming search committee interview to review.
1) “RLI Home Builds a Castle on Communication”
Since the outset the owner Ralph Lorean has prided himself on focusing the culture of the company on excellent customer service. Managers know that a culture like this would only work if the company’s employees enjoyed their work and the company. He wanted to build a company where every employee felt they owned the castle. Ralph believed that communication was essential to making an employee feel a part of the group, so he often said that he never wanted employees to “read about their company in the media and learn something new.”
Because RLI is international in scope it is possible that on any given day or time two thirds of its 2,000 employees are outside an office. To conquer the communication this problem imposes Ralph is surveying his managers to see if they think a new, but very expensive, “dashboard” intranet system would be worth the expenditure. The system would ensure optimal communication strategies allowing every employee remote access from wherever they are. Regardless, of location every employee can share information on the dashboard from their cell phone. However, it does not offer a “SKYPE” feature. Management has sent a short questionnaire to you asking the following questions:
A) How would the new tool influence job performance positively in RLI?
B) Could dependence on a program which does not permit access to verbal or face to face communications hinder job performance in a global setting? If so why?
C) If the dashboard was only presented in English would this be a factor in its intracompany success?
D) One of the biggest reasons suggested for purchasing the system is that it allows information to flow both from top down to bottom up. Do you see this as possible if the company is not structured in a similar way? If so why, if not why not?
2) Email Over All! Richard Burton is one of the production supervisors at Lighting R Us a branch of RLI. Richard supervises 25 employees and has been performing well in this same job for 5 years. Burton wants a promotion in the foreseeable future but feels it unlikely. Burton is always “on”. He has 24/7 email access, texts al.
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- 1. Case Study: Leadership Assessment at Robinson Insurance Agency Todd Robinson, president of Robinson Insurance Agency, couldn’t be happier. The company that Todd’s father, Edger, started thirty years ago is prospering and poised for future growth. Over the past three years, Robinson Insurance has successfully purchased two regional insurance agencies whose owners were ready for retirement. The acquisitions went smoothly, and the firms merged under Todd’s capable leadership. The company now has 13 branch offices, in five different cities, in the greater Portland metropolitan area. The headquarters office—the site of the original Robinson Insurance Agency office—is located in the bustling downtown district in Portland, Oregon. At 56 years old, Todd Robinson has earned a reputation for being a savvy businessman and a successful entrepreneur. He hopes to acquire at least one other small agency in the next year—a move that will expand the company by two additional branch offices in suburban Portland neighborhoods. However, managing the company is beginning to consume more and more of Todd’s time and energy—time he would like to spend with his family. Todd realizes that he needs to identify potential middle and senior management leaders within the company who can be trained to play a larger role in both day-to-day and strategic decisions. Todd knows that selecting individuals to fill future leadership positions will be extremely critical to the long-term success of the company. He wants to ensure that the individuals who are identified for growth opportunities have the knowledge, skills and abilities to move into new middle and senior leadership
- 2. positions as these positions are created. He also wants to ensure that the new leaders will possess and exemplify the “Client First” philosophy that characterizes the company. Frankly, he has concerns that some current managers—especially those from the agencies purchased by Robinson Insurance—may not fully share the company’s values and may only give “lip service” to the company’s customer-oriented values and practices. However, with 13 branch offices, Todd isn’t as familiar with each manger’s potential as he would like to be. Thus, Todd has retained your services to help plan an assessment-based professional development program. The goal of the program is to identify people within the company who have the potential for greater levels of responsibility and authority, and then to invest in these individuals by providing training and other professional growth opportunities. Todd also wants help creating a succession plan to position the company for long-term success, even after he retires in five to eight years. In a paper of at least 1750 – 2100 words (or 7-8 pages) in length (excluding title, abstract and reference pages), describe a comprehensive assessment plan for the company, including a sound defense of the feasibility of the plan, to meet the company’s leadership development objectives. In your paper, address the following: Discuss the key factors for identifying leadership potential. Identify an assessment-based approach for identifying potential among the managers at Robinson Insurance Agency. Describe how assessment processes and assessment instruments can be used to identify potential leaders and their leadership
- 3. development needs. Include in your assessment approach at least three specific assessment instruments to evaluate leadership potential, justifying the use of each assessment instrument for its intended purpose. Identify the outcomes, data or information produced by each assessment you propose in your plan, and review the considerations for facilitating feedback from each type of assessment. Provide details of practical considerations of your plan, such as who will implement which parts of the assessment plan (an insider, an outsider, or a combination of both), what type of certification may be necessary to administer each assessment, and how the managers within Robinson Insurance will be consulted and involved in the assessment process. Identify the potential legal ramifications that may arise if Robinson Insurance Agency implements an assessment-based approach to identifying potential. Discuss ways of ensuring that the approach you recommend for the company is legal and justifiable. You do NOT have to create a training and development plan for the identified future leaders; you only need to detail the assessment component of the plan and describe how the assessment information might be used to design the development activities. In addition to your Scott and Reynolds (2010) textbook, the assigned articles for the course, and any Internet sources you reference to gather information about the assessments you have
- 4. chosen, reference at least five additional scholarly sources (academic journal articles) to support your plan. References: (You may use at least 5 sources from below) **Scott, J. C., & Reynolds, D. H. (Eds.). (2010). Handbook of workplace assessment . Retrieved from https://redshelf.com Chapter 18: Global Applications of Assessment (Authors: Ryan, M. & Tippins, N. T.) Chapter 22: Assessing the Flaws in Our Assessment Decisions (Author: Outtz, J. L.) Chapter 24: Final Thoughts on the Selection and Assessment Field (Author: Sackett, P. R.) Atwater, L. E., Brett, J. F., & Charles, A. C. (2007). Multi- source feedback: Lessons learned and implications for practice. Human Resource Management, 46 (2), 285-307. https://doi.org/10.1002/hrm.20161 Campion, M., Fink, A., Ruggeberg, B., Carr, L., Phillips, G., & Odman, R. (2011). Doing competencies well: Best practices in competency modeling. Personnel Psychology, 64 (1), 225-262. Creative Organizational Design, Inc. (COD). (n.d.). Campbell Leadership Index (CLI). Retrieved from https://www.creativeorgdesign.com/tests_page.php?id=50 (Link s to an external site.) . This website describe the Campbell Leadership Index, an
- 5. assessment that measures characteristics associated with strong leadership behaviors. Eisenbraun, G. A. (2006, Feb-March). The pros and cons of personality testing in the workplace. Law Now, 30 (4), 17-19. Goleman, D. [Talks at Google]. (2007, November 12). Daniel Goleman: "Social Intelligence" | Talks at Google. [Video file]. Retrieved from https://youtu.be/-hoo_dIOP8k (Links to an external site.) . This YouTube video features Daniel Goleman speaking on aspects of social and emotional intelligence. *Closed-captioning available. Gough, H.G. & Bradley, P.. (n.d.). CPI 260 Client Feedback Report . Retrieved from https://shop.cpp.com/en/cpiproducts.aspx?pc=67 (Links to an external site.) . The CPI 260 is a leadership assessment used widely to help individuals determine leadership strengths and opportunities for development. The CPI 260 is based on the California Psychological Inventory, restructured to focus on leadership behaviors. Groves, K. S., McEnrue, M. P., & Shen, W. (2008). Developing and measuring the emotional intelligence of leaders. The Journal of Management Development, 27 (2), 225-250. Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: An integrative meta-analysis and cascading model. Journal of Applied Psychology, 95 (1), 54-78.
- 6. Judge, T. A., Bono. J. E., Ilies, R. & Gerhardt, M. W. (2002). Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 87 (4), 765-780. https://doi.org/10.1037/0021-9010.87.4.765