Workplace Environment AssessmentHow healthy is your workplac.docx
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Workplace Environment Assessment How healthy is your workplace? You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes. There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility. To Prepare: Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015). Review and complete the Work Environment Assessment Template in the Resources. By Day 3 of Week 7 Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples. .
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Recommended
How healthy is your workplace you may think your current organiz
This document discusses measuring workplace civility and recommends using tools like the Clark Healthy Workplace Inventory. Readers are asked to complete a Work Environment Assessment Template to evaluate how civil their own workplace is, and describe a specific example of experienced incivility and how it was addressed.
How healthy is your workplace you may think your current org
You should not attempt to gauge the health of your work environment based solely on observation and opinion, as issues may be perceived differently by others or run deeper than recognized. There are many factors that impact organizational health, including civility, which policies aim to promote, though an organization needs tools to effectively measure workplace civility. The Clark Healthy Workplace Inventory and Work Environment Assessment Template provide ways to examine civility and assess the overall work environment.
Discussion Workplace Environment AssessmentHow healthy is y.docx
The document provides instructions for students to complete a Work Environment Assessment assignment involving several parts: conducting a Clark Healthy Workplace Inventory to assess their workplace environment, reviewing selected literature on related concepts, and recommending evidence-based strategies to address any issues identified and strengthen successful practices. The assignment involves applying research to develop a proposed treatment plan based on the assessment results to improve organizational health and civility.
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Final ProjectYou have been named the manager of a task f.docx
Final Project
You have been named the manager of a task force charged with conducting a critical but challenging change within your workplace. This change is likely to be met with some opposition. You will manage the task force and accomplish this change in just three months. So, you have a very short timeline in which to motivate your organization’s workforce to cooperate with your team and embrace the change it is implementing.
Use a current or past workplace as your hypothetical organization. Choose from one of the following changes to accomplish in the three-month timeframe:
Move your office location to a smaller workspace.
Reconfigure your workspace (cubicles) to a design with reduced privacy.
Merge two salesforce offices into one location, which requires a 10% reduction of your team.
Due to reduced sales, reduce your organization’s work week (and employee pay) by one full work day.
A proposed change of your choosing. You must obtain your instructor’s approval before completing your plan.
Refer to Chapter 5 of
Managing Motivation
on how to plan a motivation improvement project. Using the four steps, create a comprehensive plan to motivate your workforce to cooperate, and even support, this difficult change. Be sure to include:
A description of your hypothetical organization and the change associated with that organization.
A description of how you will plan the proposed change.
An investigation of the strength of each connection and possible causes of weak connections.
Identify appropriate solutions with thorough explanations to help generate employee buy-in and support.
Explain the results measurement process, including an employee feedback component.
Writing the Final Project
The Final Project:
Must be six to eight double-spaced pages in length (not including title and reference pages), and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must use at least five scholarly sources, including a minimum of two from the Ashford Online Library.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
?
?
"How can a manager, a consultant, or an individual begin to improve motivation? Using what we understand about motivation, we first diagnose problems and opportunities in the current situation and then determine appropriate solutions. We can do this for a work group or for a single individual. Unlike the car analogy where very little is known about why the car won’t start, we have now learned quite a bit about h.
After readingwatching the resources below, address the following re.docx
After reading/watching the resources below, address the following requests:
▪
For each example, identify the gender and approximate age of the employee and his or her supervisor who handled the disciplinary issue.
▪
Briefly describe the background of the disciplinary issue.
▪
Identify which steps of the disciplinary process that were followed, omitted, or done poorly.
▪
Identify the outcome of the situation—discipline issue was resolved and employee stayed employed at the organization, employee was discharged, etc.
Resources:
Teen Behavior Isn’t Just in High School; It’s Also at Work
Whining, tattling and tantrums are just a few of the ‘adolescent’ behaviors employees say they have seen from colleagues
By Dana Wilkie
8/25/2015
Whining. Pouting. Tattling. Throwing tantrums. Refusing to share. Making a face behind someone’s back. Sound like preschool?
It’s actually what CareerBuilder calls “adolescent” behaviors in the workplace, and according to the company’s recent survey, 3 in 4 workers report that they’ve witnessed such childishness among co- workers.
The survey, conducted by Harris Poll, canvassed 2,532 hiring and human resource managers and 3,039 employees between May 14 and June 3, 2015. It has a margin of error of plus or minus 1.95 percentage points for the managerial pool and plus or minus 1.78 percentage points for the employee pool.
“Some degree of what we may consider ‘adolescent’ conduct can be harmless, enabling employees to let off some steam and even promote a sense of camaraderie in the office,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “But ... actions like spreading rumors, tattling and forming cliques to exclude others can be perceived as mean-spirited, bullying and even harassment.”
Top 10 Adolescent Behaviors in the Workplace
When asked which childlike behaviors they’ve seen colleagues display at work, respondents gave the following answers:
1.
Whining (55 percent say they have seen this).
2.
Pouting over something (46 percent).
3.
Tattling on a co-worker (44 percent)
4.
Playing a prank on a co-worker (36 percent).
5.
Making a face behind someone’s back (35 percent).
6.
Forming a clique (32 percent).
7.
Starting a rumor about a co-worker (30 percent).
8.
Storming out of the room (29 percent).
9.
Throwing a tantrum (27 percent).
10.
Refusing to share resources with others (23 percent).
Real-Life Examples
Respondents gave Harris Poll real-life examples of the childish behavior they had witnessed, including: • A company owner who threw tantrums, yelled and slammed doors when he didn't get his way.
·
An employee who hid to avoid work duties.
·
Workers who ate other employees’ food from the company refrigerator.
·
Someone who blocked parking spots to prevent other employees from parking closer to the front
door.
·
Someone who gossiped about all of his direct reports, then pretended to be their advocate.
·
A worker who continually pulled up inappropriate.
Talya Bauer and Berrin ErdoganLearning Ob.docx
Talya Bauer and Berrin Erdogan
*
Learning Objectives
Identify the major work attitudes that affect work behaviors
List the key set of behaviors that matter for organizational performance
Understand the link between work attitudes and ethics
Understand cross-cultural differences in job attitudes and behaviors at work
Chapter 4 Individual Attitudes and Behaviors
© 2010 Jupiterimages Corporation
Work Attitudes
OB Toolbox
How Can You Be Happier at Work?
Positive Work Attitudes
Personality
Person-Environment Fit
Job Characteristics
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Organizational Justice
Work Relationships
Stress
Work-Life Balance
Job Satisfaction
Organizational Commitment
Assessing Work Attitudes in the Workplace
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Assessing Work Attitudes in the Workplace
What is the difference between job satisfaction and organizational commitment? Which do you think would be more strongly related to turnover?Do you think making employees happier at work is a good way of motivating people? When would high satisfaction not be related to high performance?In your opinion, what are the three most important factors that make people dissatisfied with their job? What are the three most important factors relating to organizational commitment?How important is pay in making people attached to a company and making employees satisfied?Do you think younger and older people are similar in what makes them happier at work and committed to their companies? Do you think there are male-female differences? Explain your answer.
Discussion
Work Behaviors
Factors That Have the Strongest Influence Over Work Behaviors
Note: Negative relationships are indicated with (-)Job PerformanceCitizenshipAbsenteeismTurnoverGeneral mental abilitiesTreatment at workHealth problemsPoor performanceHow we are treated at workPersonalityWork/life balance issuesPositive work attitudes (-)StressPositive work attitudesPositive work attitudes (-)StressPositive work attitudes Age of the employeeAge of the employee (-)PersonalityPersonalityAge and tenure of the employee (-)
© 2010 JupiterimagesCorporation
© 2010 Jupiterimages Corporation
OCB and Absenteeism
Organizational citizenship behaviors are voluntary actions beyond the scope of normal job duties that contribute to the effective functioning of an organization. On the other hand, absenteeism costs companies an estimated $74 billion annually.
OB Toolbox
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1 Course Learning Outcomes for Unit IV Upon completion.docx
1
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
4. Relate the concepts of work design, motivation, and information flow.
Reading Assignment
Chapter 5:
Leading with Strategic Intelligence and Profound Knowledge, pp. 61-76
Unit Lesson
Healthcare delivery is very procedure-driven and has a high degree of human touch. Unlike some industries
where a product is produced, in health care we are providing care for people who are often in their greatest
time of need. To create an organization where compassionate care is provided by a motivated team, we must
foster a collaborative environment, and we must have great support systems. In this unit, we will focus on
motivation, workflow design, and information flow.
Motivation
Any department or facility can have great systems, but what happens if the team lacks motivation? It is often
said that people leave bad bosses, not bad jobs. With that in mind, let’s explore practical ways you can create
a highly motivated team:
Believe in others: There is a term called the looking glass self, coined by early sociologist Charles Cooley
(1902), who put forth that people will often behave as they perceive others perceive them. In other words, we
tend to perform to the level we think others think we are capable. To put it differently, people often “play their
part.” When you think back to great leaders or coaches in your life, are they not the people who believed in
you the most and saw your greatest potential? People often put a lot of stock into what they perceive their
manager thinks of them, so believing in others is absolutely critical to bringing out the best in your employees.
Understand that input = output: People in management positions cannot have favorites, giving that positive
energy to some and only casually noticing others. Imagine seeing two staff members in the hallway, asking
the one warmly how she is doing and providing praise from about her, then briefly saying to the other, “Oh hi.”
The employee given the cold reception was given a low energy input, and that is likely the same type of low
energy output she will show in her work (i.e., she is more likely to have low productivity and morale). The
energy managers input into their staff is usually the type of energy and output they will bring about.
Understand hygiene (extrinsic) versus higher level (intrinsic) motivators: Some base-level factors such
as pay or unsafe working conditions can prevent an employee from feeling a sense of satisfaction, while
higher level factors such as recognition, achievement and advancement lead to higher motivation. In other
words, when base level and extrinsic factors that affect motivation are present (good pay, safe work
environment), higher levels of motivation (intrinsic) are more likely to come about (productivity, engagement,
etc.). Base-level motivators are often called hygiene factors, a concept coined by Maslow (194.
Recommended
How healthy is your workplace you may think your current organiz
This document discusses measuring workplace civility and recommends using tools like the Clark Healthy Workplace Inventory. Readers are asked to complete a Work Environment Assessment Template to evaluate how civil their own workplace is, and describe a specific example of experienced incivility and how it was addressed.
How healthy is your workplace you may think your current org
You should not attempt to gauge the health of your work environment based solely on observation and opinion, as issues may be perceived differently by others or run deeper than recognized. There are many factors that impact organizational health, including civility, which policies aim to promote, though an organization needs tools to effectively measure workplace civility. The Clark Healthy Workplace Inventory and Work Environment Assessment Template provide ways to examine civility and assess the overall work environment.
Discussion Workplace Environment AssessmentHow healthy is y.docx
The document provides instructions for students to complete a Work Environment Assessment assignment involving several parts: conducting a Clark Healthy Workplace Inventory to assess their workplace environment, reviewing selected literature on related concepts, and recommending evidence-based strategies to address any issues identified and strengthen successful practices. The assignment involves applying research to develop a proposed treatment plan based on the assessment results to improve organizational health and civility.
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Final ProjectYou have been named the manager of a task f.docx
Final Project
You have been named the manager of a task force charged with conducting a critical but challenging change within your workplace. This change is likely to be met with some opposition. You will manage the task force and accomplish this change in just three months. So, you have a very short timeline in which to motivate your organization’s workforce to cooperate with your team and embrace the change it is implementing.
Use a current or past workplace as your hypothetical organization. Choose from one of the following changes to accomplish in the three-month timeframe:
Move your office location to a smaller workspace.
Reconfigure your workspace (cubicles) to a design with reduced privacy.
Merge two salesforce offices into one location, which requires a 10% reduction of your team.
Due to reduced sales, reduce your organization’s work week (and employee pay) by one full work day.
A proposed change of your choosing. You must obtain your instructor’s approval before completing your plan.
Refer to Chapter 5 of
Managing Motivation
on how to plan a motivation improvement project. Using the four steps, create a comprehensive plan to motivate your workforce to cooperate, and even support, this difficult change. Be sure to include:
A description of your hypothetical organization and the change associated with that organization.
A description of how you will plan the proposed change.
An investigation of the strength of each connection and possible causes of weak connections.
Identify appropriate solutions with thorough explanations to help generate employee buy-in and support.
Explain the results measurement process, including an employee feedback component.
Writing the Final Project
The Final Project:
Must be six to eight double-spaced pages in length (not including title and reference pages), and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must use at least five scholarly sources, including a minimum of two from the Ashford Online Library.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
?
?
"How can a manager, a consultant, or an individual begin to improve motivation? Using what we understand about motivation, we first diagnose problems and opportunities in the current situation and then determine appropriate solutions. We can do this for a work group or for a single individual. Unlike the car analogy where very little is known about why the car won’t start, we have now learned quite a bit about h.
After readingwatching the resources below, address the following re.docx
After reading/watching the resources below, address the following requests:
▪
For each example, identify the gender and approximate age of the employee and his or her supervisor who handled the disciplinary issue.
▪
Briefly describe the background of the disciplinary issue.
▪
Identify which steps of the disciplinary process that were followed, omitted, or done poorly.
▪
Identify the outcome of the situation—discipline issue was resolved and employee stayed employed at the organization, employee was discharged, etc.
Resources:
Teen Behavior Isn’t Just in High School; It’s Also at Work
Whining, tattling and tantrums are just a few of the ‘adolescent’ behaviors employees say they have seen from colleagues
By Dana Wilkie
8/25/2015
Whining. Pouting. Tattling. Throwing tantrums. Refusing to share. Making a face behind someone’s back. Sound like preschool?
It’s actually what CareerBuilder calls “adolescent” behaviors in the workplace, and according to the company’s recent survey, 3 in 4 workers report that they’ve witnessed such childishness among co- workers.
The survey, conducted by Harris Poll, canvassed 2,532 hiring and human resource managers and 3,039 employees between May 14 and June 3, 2015. It has a margin of error of plus or minus 1.95 percentage points for the managerial pool and plus or minus 1.78 percentage points for the employee pool.
“Some degree of what we may consider ‘adolescent’ conduct can be harmless, enabling employees to let off some steam and even promote a sense of camaraderie in the office,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “But ... actions like spreading rumors, tattling and forming cliques to exclude others can be perceived as mean-spirited, bullying and even harassment.”
Top 10 Adolescent Behaviors in the Workplace
When asked which childlike behaviors they’ve seen colleagues display at work, respondents gave the following answers:
1.
Whining (55 percent say they have seen this).
2.
Pouting over something (46 percent).
3.
Tattling on a co-worker (44 percent)
4.
Playing a prank on a co-worker (36 percent).
5.
Making a face behind someone’s back (35 percent).
6.
Forming a clique (32 percent).
7.
Starting a rumor about a co-worker (30 percent).
8.
Storming out of the room (29 percent).
9.
Throwing a tantrum (27 percent).
10.
Refusing to share resources with others (23 percent).
Real-Life Examples
Respondents gave Harris Poll real-life examples of the childish behavior they had witnessed, including: • A company owner who threw tantrums, yelled and slammed doors when he didn't get his way.
·
An employee who hid to avoid work duties.
·
Workers who ate other employees’ food from the company refrigerator.
·
Someone who blocked parking spots to prevent other employees from parking closer to the front
door.
·
Someone who gossiped about all of his direct reports, then pretended to be their advocate.
·
A worker who continually pulled up inappropriate.
Talya Bauer and Berrin ErdoganLearning Ob.docx
Talya Bauer and Berrin Erdogan
*
Learning Objectives
Identify the major work attitudes that affect work behaviors
List the key set of behaviors that matter for organizational performance
Understand the link between work attitudes and ethics
Understand cross-cultural differences in job attitudes and behaviors at work
Chapter 4 Individual Attitudes and Behaviors
© 2010 Jupiterimages Corporation
Work Attitudes
OB Toolbox
How Can You Be Happier at Work?
Positive Work Attitudes
Personality
Person-Environment Fit
Job Characteristics
Psychological Contract
Organizational Justice
Work Relationships
Stress
Work-Life Balance
Job Satisfaction
Organizational Commitment
Assessing Work Attitudes in the Workplace
The SAS Institute is a leader in the art of treating employees well. The privately owned software company headquartered in Cary, North Carolina, is famous for its free medical care, sports facilities, subsidized on-site child care, flexible work hours, and true dedication to work life balance.
Assessing Work Attitudes in the Workplace
What is the difference between job satisfaction and organizational commitment? Which do you think would be more strongly related to turnover?Do you think making employees happier at work is a good way of motivating people? When would high satisfaction not be related to high performance?In your opinion, what are the three most important factors that make people dissatisfied with their job? What are the three most important factors relating to organizational commitment?How important is pay in making people attached to a company and making employees satisfied?Do you think younger and older people are similar in what makes them happier at work and committed to their companies? Do you think there are male-female differences? Explain your answer.
Discussion
Work Behaviors
Factors That Have the Strongest Influence Over Work Behaviors
Note: Negative relationships are indicated with (-)Job PerformanceCitizenshipAbsenteeismTurnoverGeneral mental abilitiesTreatment at workHealth problemsPoor performanceHow we are treated at workPersonalityWork/life balance issuesPositive work attitudes (-)StressPositive work attitudesPositive work attitudes (-)StressPositive work attitudes Age of the employeeAge of the employee (-)PersonalityPersonalityAge and tenure of the employee (-)
© 2010 JupiterimagesCorporation
© 2010 Jupiterimages Corporation
OCB and Absenteeism
Organizational citizenship behaviors are voluntary actions beyond the scope of normal job duties that contribute to the effective functioning of an organization. On the other hand, absenteeism costs companies an estimated $74 billion annually.
OB Toolbox
Dealing with Late Coworkers?
Turnover
Employees leave their jobs for many reasons, including:
OB Toolbox
Tips for Leaving Your Job Gracefully?
What is the difference between performance and organizational citizenship behaviors? How would you increase someone’s perf.
1 Course Learning Outcomes for Unit IV Upon completion.docx
1
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
4. Relate the concepts of work design, motivation, and information flow.
Reading Assignment
Chapter 5:
Leading with Strategic Intelligence and Profound Knowledge, pp. 61-76
Unit Lesson
Healthcare delivery is very procedure-driven and has a high degree of human touch. Unlike some industries
where a product is produced, in health care we are providing care for people who are often in their greatest
time of need. To create an organization where compassionate care is provided by a motivated team, we must
foster a collaborative environment, and we must have great support systems. In this unit, we will focus on
motivation, workflow design, and information flow.
Motivation
Any department or facility can have great systems, but what happens if the team lacks motivation? It is often
said that people leave bad bosses, not bad jobs. With that in mind, let’s explore practical ways you can create
a highly motivated team:
Believe in others: There is a term called the looking glass self, coined by early sociologist Charles Cooley
(1902), who put forth that people will often behave as they perceive others perceive them. In other words, we
tend to perform to the level we think others think we are capable. To put it differently, people often “play their
part.” When you think back to great leaders or coaches in your life, are they not the people who believed in
you the most and saw your greatest potential? People often put a lot of stock into what they perceive their
manager thinks of them, so believing in others is absolutely critical to bringing out the best in your employees.
Understand that input = output: People in management positions cannot have favorites, giving that positive
energy to some and only casually noticing others. Imagine seeing two staff members in the hallway, asking
the one warmly how she is doing and providing praise from about her, then briefly saying to the other, “Oh hi.”
The employee given the cold reception was given a low energy input, and that is likely the same type of low
energy output she will show in her work (i.e., she is more likely to have low productivity and morale). The
energy managers input into their staff is usually the type of energy and output they will bring about.
Understand hygiene (extrinsic) versus higher level (intrinsic) motivators: Some base-level factors such
as pay or unsafe working conditions can prevent an employee from feeling a sense of satisfaction, while
higher level factors such as recognition, achievement and advancement lead to higher motivation. In other
words, when base level and extrinsic factors that affect motivation are present (good pay, safe work
environment), higher levels of motivation (intrinsic) are more likely to come about (productivity, engagement,
etc.). Base-level motivators are often called hygiene factors, a concept coined by Maslow (194.
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The Importance of Performance Appraisals One-panel comic of .docx
The Importance of Performance Appraisals
One-panel comic of a woman reading to her daughter before bed. The girl says to her mother, "I think the Little Engine was probably worried about his performance reviews."
Throughout your life, people will make life-changing evaluations of your performance. From elementary school through college, on the playing field and in your community, from your first part-time job to your adult career, others will give you tests and evaluate and compare your performance, the results of which will determine your advancement (or failure to advance) to the next phase of life.
Within organizations, assessment of employees' performance tends to be perceived as a necessary evil that neither managers nor staff particularly like. Many employees fear that even one low performance rating could affect their pay or damage their career. Even more frightening is the prospect of receiving low ratings from a manager who doesn't ever directly observe or work with the employee but uses secondhand information or personal biases to make his or her evaluations. Sadly, this frequently happens.
Consider This: How Do You Feel About Being Evaluated?
•Think about one or more occasions in which you were being evaluated. It could be at work, school, a playing field, or elsewhere.
•Describe your feelings and thoughts before receiving these evaluations. Were you anxious? Were you looking forward to the evaluations?
•Describe your feelings and thoughts while receiving these evaluations. Were you surprised? Upbeat? Interested in receiving feedback? Actively involved? Passively receiving the information? Feeling under attack?
•Describe your feelings and thoughts immediately after these evaluations. Were you excited? Flattered? Humiliated? Angry? Defensive?
•What effects did these evaluations have on your personal, social, or professional life? Did they make you a better person in any way? Explain.
Managers also suffer anxiety when completing performance appraisals. Most often, they worry that criticisms, no matter how small, might provoke negative reactions, ranging from disappointment and frustration to anger and hostility. These emotions can put strain on the manager-employee relationship or cause the employee to become less motivated or even to quit. As a result, managers tend to shy away from providing negative performance feedback, which of course negates accuracy.
Consider This: How Do You Feel About Evaluating Others?
•Think about one or more occasions in which you had to evaluate or give feedback to someone. Again, it can be at work, school, or a playing field. Personal and social settings can also be used for this exercise.
•Describe your feelings and thoughts before you gave your evaluation or feedback. Were you anxious? Hesitant? Excited?
•What were your primary concerns? The fairness of your evaluations? The reactions of the people you were evaluating? The repercussions of your evaluation for yourself and/or the person you ...
Problem solving and stress management
The seven step problem solving technique
Divergent and convergent thinking must be balanced
Plan-Do-Check-Act (PDCA)
Root Cause analysis and Problem Solving Techniques
Fishbone diagram
MIND MAPPING TECHNIQUE
Stress management
Identifying Stressors
How to fight stress?
Is Your Workplace Toxic?
Could your workplace culture be toxic at least in the eyes of some employees without you even knowing it? Perhaps not, but it's best not to leave that to chance. A toxic workplace damages people, productivity and your future ability to attract good employees. Here's what you need to know.
1 5InnovationEntrepreneurial Change Annotated .docx
1
5
Innovation/Entrepreneurial Change Annotated Bibliography
Innovation/Entrepreneurial Change Annotated Bibliography
Baumgartner, J. (2013). Innovation Management. Retrieved from http://www.innovationmanagement.se/imtool-articles/the-basics-of-creative-problem-solving-cps/
This article discusses creative problem solving plus its procedure. This article states that creative problem is not just brainstorming in which a lot of people associate it with. J. Baumgartner states that creative problem solving is a simple procedure that breaks down the problem to really undersupplies it plus involves generating ideas to find a solution. There stand seven steps involved in this procedure: Clarify plus identify the problem (this is the most important step as it finds the real problem or goal), research the problem (this helps to get a better underutilizing), formulate creative challenges (this is a simple question that will encourage suggestions), generate ideas (brainstorming), combine plus evaluate the ideas (choose ideas that meet the criteria), draw up an action plan (use simple steps), do it! (implement the ideas). The end of this article states that if organizations fail to use the creative problem solving than the systems plus techniques normally fail.
Brpluss, R.F. (2017). Chief Executive. Retrieved from http://chiefexecutive.net/the-key-to-successful-innovation-is-proper-execution/
This article reviews how plus why proper execution is the key to successful innovation. The author explains how execution plus structure a culture of sustainable innovation is critical. Execution can be broken down into three parts comprised of big ideas, people, plus procedure. The big ideas portion consists mainly of promoting innovation, structure the proper culture, plus removing any barriers. The people portion is important because people related issues stand generally barriers to execution. A critical part of implementing innovation is acquiring plus keeping the right people. The proper people will help ensure all employees stand engaged plus contribute to innovation. Procedure is broken down into generating ideas, screening, testing, analysis, beta tests, product expansion technicalities, commercialization, plus post-launch review. The purpose of procedure is to make sure outcomes stand attained, plus the procedure is repeatable from beginning to end.
Dess, Gregory, Alan Eisner, G.T. Lumpkin, Gerry McNamara. Strategic Management: Creating Competitive Advantages, 7th Edition. McGraw-Hill Learning
Solution
s, 09/2013. Vital Book file.
This textbook discusses strategic management plus the competitive advantage. Chapter nine of this text discusses different tactics for motivating with rewards plus incentives plus how to measure it. It discusses what stand reward systems, the latent downside, creating effective reward plus incentive packages, plus setting up boundaries plus constraints. It also discusses reward systems as a way of organizational c ...
Eight steps to become great at what you do.
This document outlines 8 steps to become truly great at your job:
1. Reflect on how you compare to the best in your field using an objective frame of reference rather than just your colleagues.
2. Identify reasons why you may not be as good as you think, such as complacency, lack of knowledge, or external factors.
3. Get feedback from others you trust on your strengths and weaknesses.
4. Develop specific actions to address weaknesses rather than excuses, prioritizing high-impact solutions.
5. Take action on your plan rather than just discussing improvements.
6. Continuously work to improve and never become complacent in your progress.
Employee welfare, health, and safety
The document discusses several human resource and employee welfare policies that companies should consider including in an employee handbook, such as policies around attendance, sick leave, drugs and alcohol, sexual harassment, and workplace violence. It provides examples of different approaches companies take to addressing issues like AIDS/HIV in the workplace and monitoring employee health. It also notes that policies should be guidelines and keeping them simple is best.
Future-ready: Thriving in times of transition and change
The document discusses preparing for and navigating career transitions. It provides advice on practical preparations like collecting contacts and files. It also addresses emotional challenges like loss of identity and stress. Tools are suggested to help people emerge feeling energized and in control of their future, including using networks, keeping options open, and focusing on strengths.
Write 250 to 300 words in which you describe a press release address.docx
Write 250 to 300 words in which you describe a press release addressing a scandal or setback related to your chosen topic.
•Topic: the feminist movement
•Locate a press release addressing a scandal or other setback related to your chosen topic. This press release may address individuals involved in the field or movement or an issue which affects the field or movement itself.
•First, explain the nature of the scandal or setback, how this scandal affected an individual’s career or the field or movement as a whole, and what details of the scandal that the press release addressed or ignored.
•Next, discuss the role of the mass media in reporting this scandal and why it was newsworthy. Discuss the journalistic, political, and societal purpose of reporting it, and how the press release was written to mitigate the public response to the scandal. Also, discuss why a press release was preferable – for the client or the public – to the alternatives, such as tabloids, blogs, and rumors.
•Format your response consistent with APA guidelines.
.
Write 200 word response to each question1. During his campaign .docx
Write 200 word response to each question:
1. During his campaign for president, Barack Obama used the phrase “post-racial America,” which was understood to mean that race and other identity groups would cease to be targets of prejudice. Although such tolerance has come a long way since the 1950's, what more could be done to bring us to a completely “post-racial” society?
2. Think of a situation where you worked successfully with people from identity groups other than your own. What allowed you to work successfully with them?
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write 200 words or more to answer each questionQ1.How did Virgin.docx
The document contains two questions asking for analysis of historical events in Virginia and Salem. The first asks how Virginian elites repressed class conflict in the colony. The second asks which dynamic - class conflict, gender, or race - provides the most compelling explanation for the Salem witch trials and to support the choice with examples from class material.
Write 2-3 pages applicable to your capstone project. Identify the st.docx
Write 2-3 pages applicable to your capstone project. Identify the stakeholders (use fictitious names for stakeholders) that will play a major part in your study and integrate with your project.
Topics to include:
Roles of stakeholders
Identify your stakeholders – are they supportive to your project?
List of stakeholders who will be interested in the results of your project
Promoting stakeholder participation
Possible concerns/barriers from stakeholders
Strategies that you will use to gain support and assistance from your stakeholders
.
Write 2-3 pages applicable to your capstone project. Identify th.docx
Write 2-3 pages applicable to your capstone project. Identify the stakeholders (use fictitious names for stakeholders) that will play a major part with your study and integrate with your project.
Topics to include:
Roles of stakeholders
Identify your stakeholders – are they supportive to your project?
List of stakeholders who will be interested in the results of your project
Promoting stakeholder participation
Possible concerns/barriers from stakeholders
Strategies that you will use to gain support and assistance from your stakeholders
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write 2 paragraphs about the following:
Women across ages have been portrayed with similar undertones. Whether they are being oppressed by society like in "The Ruined Maid" by Thomas Hardy or by their husbands in "My Last Duchess"by Robert Browning and "Aunt Jennifer's Tigers" by Adrienne Rich, these poems depict a desperate cry by women unable to rise above their situation. Discuss these poems in the light of this theme. How does the poet portray the plight of women in these poems?
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Write 2 paragraph on the following below:
1. What does the term “chain reaction” refer to in discussing the role of consumer behavior in greater society? Identify and explain with an example.
2. Identify and explain the 2 perspectives from which consumer behavior has developed.
3. Explain how each of the following disciplines contributes to the study of consumer behavior: economics, psychology, sociology, marketing, and anthropology.
4. What two basic approaches to studying (i.e., researching) consumer behavior are discussed in this chapter? How do they differ?
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Write 2 pages on the history of Kevin Mitnick, what he was accused.docx
Write 2 pages on the history of Kevin Mitnick, what he was accused of doing, how he was caught, and his punishment.
How did this case affect the legal system and hacking? (at least a paragraph)
Do you think that Kevin Mitnick acted ethically?
Do you think that his punishment was severe enough?
How do you feel about his current occupation?
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Write 2 pages applicable to your capstone project Clabsi). Ident.docx
Write 2 pages applicable to your capstone project Clabsi). Identify the stakeholders (use fictitious names for stakeholders) that will play a major part with your study and integrate with your project.
Topics to include:
Roles of stakeholders
Identify your stakeholders – are they supportive to your project?
List of stakeholders who will be interested in the results of your project
Promoting stakeholder participation
Possible concerns/barriers from stakeholders
Strategies that you will use to gain support and assistance from your stakeholders
.
Write 1–2 paragraphs in which you discuss what you found most in.docx
Write
1–2 paragraphs
in which you discuss what you found most interesting, and explain. Include any biological, psychological, social, and structural variables that you found interesting or that surprised you. Describe how what you learned has changed how you think about victims of crime.
.
write 2 pages essay about the article in the attachement link .docx
write 2 pages essay about the article in the attachement
link for references:
1. HFMA news coverage on healthcare finance, Vanderbilt University - Billing and COVID-19 testing, The roles of HIM in the control of coronavirus
2. HEALTHCARE: Practical advice for the revenue cycle amid the COVID-19 pandemic
then next
write one page description for each of these association: (separately).
1. the joint commision (1 page + references
2. NCRA: national cancer registrar association 1 page + reference
Information to include for both but not limited to:
What is their mission?
Why and When were they established?
Who participates in their organization?
Who provides funding (if applicable)?
What role to do they play in the fight against cancer?
.
Write 10–15 pages in which you consolidate your experiences in facil.docx
Write 10–15 pages in which you consolidate your experiences in facilitating team-learning sessions into a final analysis. Incorporate your learning on change management; facilitating change; the dynamics of change; the importance of stakeholder participation; and the use of language, trust building, and fear containment in team development
.
Write 100 words within the Discussion Board responding to the follow.docx
Write 100 words within the Discussion Board responding to the following questions. Create a substantive and clear post expressing your research, thoughts, and ideas:
Have you ever experienced living in a socialist or communist society?
If so, explain your experience.
If not, share how do you view or imagine a socialist or communist society? Would you want to live there? Why or why not?
Must be orginal and non plagarized in APA format
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The Importance of Performance Appraisals
One-panel comic of a woman reading to her daughter before bed. The girl says to her mother, "I think the Little Engine was probably worried about his performance reviews."
Throughout your life, people will make life-changing evaluations of your performance. From elementary school through college, on the playing field and in your community, from your first part-time job to your adult career, others will give you tests and evaluate and compare your performance, the results of which will determine your advancement (or failure to advance) to the next phase of life.
Within organizations, assessment of employees' performance tends to be perceived as a necessary evil that neither managers nor staff particularly like. Many employees fear that even one low performance rating could affect their pay or damage their career. Even more frightening is the prospect of receiving low ratings from a manager who doesn't ever directly observe or work with the employee but uses secondhand information or personal biases to make his or her evaluations. Sadly, this frequently happens.
Consider This: How Do You Feel About Being Evaluated?
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•Describe your feelings and thoughts before receiving these evaluations. Were you anxious? Were you looking forward to the evaluations?
•Describe your feelings and thoughts while receiving these evaluations. Were you surprised? Upbeat? Interested in receiving feedback? Actively involved? Passively receiving the information? Feeling under attack?
•Describe your feelings and thoughts immediately after these evaluations. Were you excited? Flattered? Humiliated? Angry? Defensive?
•What effects did these evaluations have on your personal, social, or professional life? Did they make you a better person in any way? Explain.
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Consider This: How Do You Feel About Evaluating Others?
•Think about one or more occasions in which you had to evaluate or give feedback to someone. Again, it can be at work, school, or a playing field. Personal and social settings can also be used for this exercise.
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1 5InnovationEntrepreneurial Change Annotated .docx
1
5
Innovation/Entrepreneurial Change Annotated Bibliography
Innovation/Entrepreneurial Change Annotated Bibliography
Baumgartner, J. (2013). Innovation Management. Retrieved from http://www.innovationmanagement.se/imtool-articles/the-basics-of-creative-problem-solving-cps/
This article discusses creative problem solving plus its procedure. This article states that creative problem is not just brainstorming in which a lot of people associate it with. J. Baumgartner states that creative problem solving is a simple procedure that breaks down the problem to really undersupplies it plus involves generating ideas to find a solution. There stand seven steps involved in this procedure: Clarify plus identify the problem (this is the most important step as it finds the real problem or goal), research the problem (this helps to get a better underutilizing), formulate creative challenges (this is a simple question that will encourage suggestions), generate ideas (brainstorming), combine plus evaluate the ideas (choose ideas that meet the criteria), draw up an action plan (use simple steps), do it! (implement the ideas). The end of this article states that if organizations fail to use the creative problem solving than the systems plus techniques normally fail.
Brpluss, R.F. (2017). Chief Executive. Retrieved from http://chiefexecutive.net/the-key-to-successful-innovation-is-proper-execution/
This article reviews how plus why proper execution is the key to successful innovation. The author explains how execution plus structure a culture of sustainable innovation is critical. Execution can be broken down into three parts comprised of big ideas, people, plus procedure. The big ideas portion consists mainly of promoting innovation, structure the proper culture, plus removing any barriers. The people portion is important because people related issues stand generally barriers to execution. A critical part of implementing innovation is acquiring plus keeping the right people. The proper people will help ensure all employees stand engaged plus contribute to innovation. Procedure is broken down into generating ideas, screening, testing, analysis, beta tests, product expansion technicalities, commercialization, plus post-launch review. The purpose of procedure is to make sure outcomes stand attained, plus the procedure is repeatable from beginning to end.
Dess, Gregory, Alan Eisner, G.T. Lumpkin, Gerry McNamara. Strategic Management: Creating Competitive Advantages, 7th Edition. McGraw-Hill Learning
Solution
s, 09/2013. Vital Book file.
This textbook discusses strategic management plus the competitive advantage. Chapter nine of this text discusses different tactics for motivating with rewards plus incentives plus how to measure it. It discusses what stand reward systems, the latent downside, creating effective reward plus incentive packages, plus setting up boundaries plus constraints. It also discusses reward systems as a way of organizational c ...
Eight steps to become great at what you do.
This document outlines 8 steps to become truly great at your job:
1. Reflect on how you compare to the best in your field using an objective frame of reference rather than just your colleagues.
2. Identify reasons why you may not be as good as you think, such as complacency, lack of knowledge, or external factors.
3. Get feedback from others you trust on your strengths and weaknesses.
4. Develop specific actions to address weaknesses rather than excuses, prioritizing high-impact solutions.
5. Take action on your plan rather than just discussing improvements.
6. Continuously work to improve and never become complacent in your progress.
Employee welfare, health, and safety
The document discusses several human resource and employee welfare policies that companies should consider including in an employee handbook, such as policies around attendance, sick leave, drugs and alcohol, sexual harassment, and workplace violence. It provides examples of different approaches companies take to addressing issues like AIDS/HIV in the workplace and monitoring employee health. It also notes that policies should be guidelines and keeping them simple is best.
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Write 250 to 300 words in which you describe a press release address.docx
Write 250 to 300 words in which you describe a press release addressing a scandal or setback related to your chosen topic.
•Topic: the feminist movement
•Locate a press release addressing a scandal or other setback related to your chosen topic. This press release may address individuals involved in the field or movement or an issue which affects the field or movement itself.
•First, explain the nature of the scandal or setback, how this scandal affected an individual’s career or the field or movement as a whole, and what details of the scandal that the press release addressed or ignored.
•Next, discuss the role of the mass media in reporting this scandal and why it was newsworthy. Discuss the journalistic, political, and societal purpose of reporting it, and how the press release was written to mitigate the public response to the scandal. Also, discuss why a press release was preferable – for the client or the public – to the alternatives, such as tabloids, blogs, and rumors.
•Format your response consistent with APA guidelines.
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Write 200 word response to each question:
1. During his campaign for president, Barack Obama used the phrase “post-racial America,” which was understood to mean that race and other identity groups would cease to be targets of prejudice. Although such tolerance has come a long way since the 1950's, what more could be done to bring us to a completely “post-racial” society?
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Write 2-3 pages applicable to your capstone project. Identify the stakeholders (use fictitious names for stakeholders) that will play a major part in your study and integrate with your project.
Topics to include:
Roles of stakeholders
Identify your stakeholders – are they supportive to your project?
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Write 2-3 pages applicable to your capstone project. Identify the stakeholders (use fictitious names for stakeholders) that will play a major part with your study and integrate with your project.
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List of stakeholders who will be interested in the results of your project
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write 2 paragraphs about the following:
Women across ages have been portrayed with similar undertones. Whether they are being oppressed by society like in "The Ruined Maid" by Thomas Hardy or by their husbands in "My Last Duchess"by Robert Browning and "Aunt Jennifer's Tigers" by Adrienne Rich, these poems depict a desperate cry by women unable to rise above their situation. Discuss these poems in the light of this theme. How does the poet portray the plight of women in these poems?
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Write 2 paragraph on the following below1. What does the term.docx
Write 2 paragraph on the following below:
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Write 2 pages on the history of Kevin Mitnick, what he was accused.docx
Write 2 pages on the history of Kevin Mitnick, what he was accused of doing, how he was caught, and his punishment.
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Roles of stakeholders
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List of stakeholders who will be interested in the results of your project
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Information to include for both but not limited to:
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Why and When were they established?
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Write 100 words within the Discussion Board responding to the follow.docx
Write 100 words within the Discussion Board responding to the following questions. Create a substantive and clear post expressing your research, thoughts, and ideas:
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If not, share how do you view or imagine a socialist or communist society? Would you want to live there? Why or why not?
Must be orginal and non plagarized in APA format
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Write 100 words within the Discussion Board responding to the foll.docx
W
rite 100 words within the Discussion Board responding to the following questions. Create a substantive and clear post expression your research, thoughts, and ideas:
In what ways are various forms of art, music, and literature used to influence our reactions to changes within society?
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Please be sure to include academic sources to support your information.
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Write 1000 page paper on the Nature of Sin using this book as your main source
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Write 100 word response:
I would like to share a poem by Lao Tzu...
As for the best leaders,
The people do not notice their existence.
The next,
The people honor and praise.
The next, the people fear,
and the next, the people hate...
When the best leader's work is done,
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To lead the people, walk behind them.
What are your thoughts on this poem as far as leading as one of the functions of management?
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Write 1 and 1/2 pararaphs explaining the following conditions that pertain to
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-Gastrointestinal (Ulcerative Colitis )
-Renal ( Urinary Tract Infection )
-Musculoskeletal ( Bursitis )
- Neurological ( Bells Palsy )
(5 IN TOTAL )
Each will answer-
1) Describe the disease 1a)How it is diagnosed?
2)Symptoms?
3)Who this generally effects?
4)Medications?
5)What happens when someone has this disease and what is happening in the body?
6)What are the characteristics? Briefly mention 1-2 drugs that one may be taking for treatment.
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Family, peer, and community influences interacting with general and neurological factors are key in preventing youth violence. Addressing these influences can help reduce the chances of youth becoming delinquent and improve their long-term prospects. Prevention and treatment programs should focus on these influences to curb delinquency.
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nontext book sources
analytical, critical and creative interpretations and opinions from a wider set of citations like News, magazines, movies, literature related to federal government.
APA
Student name:
Topic: What is the subject matter?
Facts: What are the principal facts?
Analysis: from Source/author?
Opinion: from YOU
Grading criteria: Citation, Facts, Analysis, Opinion (Max 50 per abstract = Max 300)
10 HOURS TO DO IT
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Write (2000 word) APA format paper with intext citation and reference page. Focus the paper on a selected text from the Book of Acts.
The early days of the Church could not be characterized as easy for those who proclaimed Christ as Savior. For the most part, Roman authorities were tolerant of other religions as long as those belief systems included an homage to the Roman emperor; however, the Romans became increasingly hostile towards Christians as they refused to take a syncretic approach to worship. But despite persecution, the followers of Christ increased in number. What facilitated this growth? As believers, we know that the Church’s growth is of the Lord and that we can learn from His work in the lives of early Christians. For this assignment, you will consider the role of organizational structure and explore
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