Compare and contrast two of the structural configurations from chapt.docx
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Compare and contrast two of the structural configurations from chapter 4 in Bolman & Deal. Which structural configuration do you favor and why? Topics: Organizational structural frames, impact on organizational efficiency, and restructuring Assigned Readings: Bolman & Deal text: Chapters 1-4 Harvey & Allard text: Chapters 1-5 Assignments/Activities: Complete Discussion Questions/Exercises and participate actively in Week 1 Discussions Forum Have These Required Resources by the end of Week 1: Bolman, L. G., & Deal, T. E. (2013). Reframing organizations: Artistry, choice and leadership (5th ed.). San Francisco, CA: Jossey-Bass. (ISBN: 9781118573334) Harvey, C. P., & Allard, M. J. (2015). Understanding and managing diversity: Readings, cases and exercises (6th ed.). Boston, MA: Pearson. (ISBN: 9780133548198) .
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[MT450 Marketing Management] Unit 4 Assignment .docx
[MT450: Marketing Management]
Unit 4 Assignment
Assignment: Minnesota Micromotors Paper Instructions
Please answer the following questions in a 3–5 page paper (include additional title and references pages) and include
APA format and citation style with accompanying references:
1. What was your marketing strategy for each of the decisions entered into the simulation game in Quarter #1?
2. What were the results of your decisions?
3. Analyze the results in terms of success or failure.
4. What changes will you make in future quarters?
Please insert a screen shot of the Quarter #1 results in your paper. This can be done by highlighting the results,
hitting “Control+C,” and then inserting the results in your paper by hitting “Control+V.”
5. Please view the rubric below for full Assignment details.
6. Why is the notion of derived demand so important for companies selling products and services to other
organizations?
7. What is the North American Industry Classification System (NAICS) for Minnesota Micromotors, Inc. (MM)
Submit your paper to the Unit 4: Assignment Dropbox.
Unit 4 Assignment Grading Rubric 40
Based on the simulation
Possible
Points
Specific Paper Objectives: Assignment Checklist
(80%):
Marketing strategy for the quarter 4
What were the results of your decisions? 4
Analyze the results in terms of success or failure 5
What changes will you make in future quarters? 4
Target market 5
Screen Shot 5
NAICS Question 5
Subtotal 32
[MT450: Marketing Management]
Writing Style, Grammar, APA (20%)
Grammar and Spelling 3
Paper is 3–5 pages in length and responses are
concise and direct 3
Reference list and citations are provided 2
8
Total 40 points
Two Discussion board Replies
Delores
Group Conflict
Top of Form
In a group setting, it is natural for people to feel subject to the judgment of the others within the group. Add to that, the pressure and stress of opening up to group dissection and conflict will happen. Conflict, according to Forsyth (2014) “occurs when the action or beliefs of other members are unacceptable to and resisted by another member” (p. 434).
Therefore the group leader must be able to not only identify the potential for conflict, but also understand when to bring it out and when to distract (Forsyth, 2014). For those times when conflict needs to be addressed, the group leader should focus on staying present (Corey, Corey & Haynes, 2014). This is effective because staying in the present can facilitate true participation. Through talking about how the members feel in that moment, they can bond through similar thoughts, respect alternate thoughts and get a better sense of who the other members are. It is not as personal, but it is reflective of their inner self (Corey, Corey & Haynes, 2014). Being present helps build familiarity, trust and therefore a healthy foundation.
A leader should be familiar with the common group behavior.
Gli Annotated Biblio
This document provides an annotated bibliography of leadership reference books. It summarizes 20 books on leadership, focusing on key themes and lessons they provide about developing vision, motivating others, transforming organizations, and cultivating effective leadership skills and attributes. Many of the books cited were published in the 1990s and 2000s and discuss universal leadership concepts still applicable today.
ORGL 680 Course Recap
This document provides a recap of organizational leadership courses completed by Kevin Boyle from Fall 2011 to Fall 2014 at Gonzaga University. It lists the titles, overviews, objectives, texts and films of 7 courses: ORGL 500 Organizational Leadership, ORGL 505 Organizational Theory, ORGL 502 Leadership and Imagination, ORGL 520 Conflict Resolution, ORGL 504 Organizational Communication, ORGL 503 Organizational Ethics, and ORGL 506 Leadership and Diversity. The courses covered topics such as leadership skills, organizational theory, creativity, conflict resolution, communication, ethics, and diversity. Required readings included books and students were assigned films in some courses.
Leadership ChallengesIn this post you will identify two chal.docx
Leadership Challenges
In this post you will identify two challenges a government organization leader or manager may face in his or her role. Suggest an approach that can be taken to address these challenges. Please do not select the same challenges as your peers. There are many you can choose from.
Resources
Required Text
Rainey, H. G. (2009).
Understanding and managing public organizations
(4th ed.). San Francisco, CA: John Wiley & Sons. ISBN: 9780470402924 Located in ebrary, use ISBN to search for text.
Chapter 7: Formulating and Achieving Purpose
Chapter 8: Organizational Structure, Design, Technology and Information Technology
Chapter 11: Leadership, Managerial Roles and Organizational Culture
Recommended Reference
Cohen, S. (2013).
The effective public manager: Achieving success in government organizations
(5th ed.). Hoboken, NJ: John Wiley & Sons. ISBN: 9781118555934
Chapter 12: Surviving and Thriving in Public Service
.
Follow all directions to the letter. Do not miss anything from the i.docx
Follow all directions to the letter. Do not miss anything from the instructions. Here are the assignments:
1. Discussion Board Forum:
Topic:
Choose a business issue such as job dissatisfaction, narcissism, learning theories, etc. from your own professional work experience or peer-reviewed journal articles. Apply a total of 2 concepts (such as mental models, the grapevine, Fiedler contingency model, etc.) from chapters 10–14 to the issue you are discussing. Keep in mind that chapters 10–14 deal with work teams, organizational communication, leadership, and politics, so find a scenario that is most applicable in those regards. Discuss the scenario and apply 2 core concepts from chapters 10–14.
APA Format: Must be at least 500- 750 words.
Required BOOKS
American Psychological Association.
Publication manual of the American Psychological Association
(Current ed.).
Washington, DC: Author.
Kroeger, O., Thuesen, J. M., & Rutledge, H. (2002).
Type talk at work: How the 16 personality types determine your success on the job
(2nd ed.)
.
New York, NY: Dell Publishing. ISBN: 9780440509288.
Robbins, S. P., & Judge, T. A. (2009).
Organizational behavior
(Custom ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780555012277.
2.
Article review Instructions: APA Format.
Include an overview of the problem area discussed in the article.
Summarize any theories or conclusions reached by the author.
Briefly provide your own assessment of the article, evaluating its strengths and weaknesses.
Explain how the article relates contributes towards the field of conflict management.
Each Article Review should be no more than two pages (double-spaced)
Assignment:
For your Fifth Article Review, you may choose either Article 14 or Article 16 from the Helmick & Petersen text.
3.
Essay Instructions
Using the essay topics provided below, write a 5 page paper essay (using 1 topic from below ). that deal directly with the issue you have selected. You may develop the topic in any way you wish. You may use any materials presented as part of the course content to back up your opinions. The remaining essay topics should be used as a study guide for the final exam.
Please use APA style for your Works Cited section and all formatting within your paper.
Topic Choices
1.
Elaborate on the four Gs of peacemaking as identified by Sande. Use the following references for support: I Cor. 10:32, Matt. 7:5, Gal. 6:1, Matt. 5:24, Eph. 4:1–4, Eph. 4:29–32, Phil. 4:5–10, Col. 4:5–6.
2.
Using all class texts and lecture notes, define conflict. Your answer should be exhaustive and identify characteristics from several definitions. In addition, discuss at least three metaphors of conflict that help to explain how people may view conflict. Why are so many words and metaphors negative when they define conflict?
3.
Sande claims that conflict situations may be an opportunity to “Glorify God.” Explain the validity of his argument and give 1 illustration of how yo.
Syllabus inspiring leadership through emotional intelligence
1. The document provides an overview of the syllabus for a course on inspiring leadership through emotional intelligence.
2. The course is divided into 4 classes over 2 weeks, with each class containing 3 modules. The modules include required and recommended readings, assignments like discussion forums and personal reflections.
3. The course covers topics like resonant leadership and its neuroscience basis, strategies for renewal and building relationships, emotional intelligence competencies, and inspiring sustained development through key relationships and intentional change theory.
This is the last part of your course project. There are two parts to.docx
This is the last part of your course project. There are two parts to this assignment.
Part 1:
In a 2-3 pages answer the following:
What was the outcome of the mergers?
Did the mergers work or fail? How do you know this?
What is the current status of the merged company?
As a Human Resource Manager, what do you think worked well for the merger?
What do you feel are some areas that can be improved for future changes within the organization?
Part 2:
It is now time to combine all of the pieces you have into one complete word document, including part 1 above. You should review prior submissions for feedback from your faculty member.
Your final assignment should include at least 8 pages, include at least 3 resources, and be proofread for correct spelling, punctuation, and grammar. Be sure to cite your sources per APA formatting. For more information on APA, please visit the
Online Library
, which is available through the
Resources
tab.
THIS ASSIGNMENT WORKS WITH THE OTHER IN THIS COURSE. USE ALL PREVIOUS RESOURCES FOR CITING.
Tepedino, L., & Watkins, M. (2010). Be a Master of Mergers and Acquisitions. HR Magazine, 55(6), 52-56.
Harding, D. & Rouse, T. (April 2007). Human Due Diligence. Retrieved from Harvard Business School Publishing.
Ashkenas, R., Francis, S., & Heinick, R. (July/August, 2011). The Merger Dividend. Retrieved from Harvard
Business School Publishing.
Raiborn, C.A., Butler, J.B., & Massoud, M.F. Outsourcing Support Functions: Identifying and Managing the Good, the Bad, and the Ugly (2009). Retrieved from Harvard Business School Publishing.
Weidenbaum, M.. Outsourcing: Pros and Cons (2004). Retrieved from Harvard Business School Publishing.
Adler, P. (2003). Making the HR Outsourcing Decision. Retrieved from Harvard Business School Publishing.
Activity Time: 2 Hours
Lampel, J. & Bhalla, A (2008). Embracing Realism and Recognizing Choice in IT Offshoring Initiatives. Retrieved from Harvard Business School Publishing.
Farrell, D (June 2006). Smarter Offshoring. Retrieved from Harvard Business School Publishing.
Vietor, R.H.K., Rivkin, J.W., & Seminerio, J. (April 22, 2008). The Offshoring of America. Retrieved from Harvard Business School Publishing.
.
Write an investigative paper that applies group-related communicatio
Write an investigative paper that applies group-related communication theories to a selected group.
There are many ways to improve interpersonal effectiveness, and the benefits of doing so are profound. Many studies point to interpersonal effectiveness as the leading predictor of future success. Derailment studies (Lombardo & McCauley, 1988) found lack of interpersonal communication skills to be a key factor in the likelihood of a manager to derail, or be removed from his or her job.
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 2: Analyze the interrelationships of communication within organizational systems.
Describe the characteristics of a group.
Analyze the roles of group members.
Describe the group stages experienced.
Analyze group norms.
Describe positive and negative participation behaviors.
Describe group's use of technology for communication.
Competency 3: Communicate effectively.
Write clearly to convey the intended content and follow APA rules for attributing sources.
Reference
Lombardo, M. M., & McCauley, C. D. (1988). The dynamics of management derailment.
Center for Creative Leadership Technical Report
,
34
, 1–33.
Individuals are the essence of communication. Even before involving others, intrapersonal communication is at work. These are the messages we send to ourselves and relate to our own issues and perceptions.
SHOW LESS
Interpersonal communication takes place when a second individual is incorporated into the setting. Trust and power are often part of interpersonal relationships, as is perception, the way we think about others. In today's organizational environment, technology is also closely linked with the ways we communicate one-on-one.
The
Assessment 3 Context
document contains important information related to working in groups that address the following topics:
The Importance of Good Listening Skills.
Groups in Organizations.
Group Types.
Group Development.
Individuals' Roles in Groups.
To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.
SHOW LESS
An outsider's opinion can be an eye-opening experience. Ask a supervisor or coworker to provide you with honest, detailed feedback regarding your personal communication and listening skills. Then consider the following:
How was it for you to get the feedback you did?
Do you agree with the assessment made by your supervisor or coworker?
If you received feedback you did not expect, how did you respond?
If areas for growth were noted, what plans, if any, do you have for growth?
Required Resources
The following resources are required to complete the assessment.
Capella Resources
The following is a PDF document written by Capella faculty.
Backlund, G. (20 ...
Recommended
[MT450 Marketing Management] Unit 4 Assignment .docx
[MT450: Marketing Management]
Unit 4 Assignment
Assignment: Minnesota Micromotors Paper Instructions
Please answer the following questions in a 3–5 page paper (include additional title and references pages) and include
APA format and citation style with accompanying references:
1. What was your marketing strategy for each of the decisions entered into the simulation game in Quarter #1?
2. What were the results of your decisions?
3. Analyze the results in terms of success or failure.
4. What changes will you make in future quarters?
Please insert a screen shot of the Quarter #1 results in your paper. This can be done by highlighting the results,
hitting “Control+C,” and then inserting the results in your paper by hitting “Control+V.”
5. Please view the rubric below for full Assignment details.
6. Why is the notion of derived demand so important for companies selling products and services to other
organizations?
7. What is the North American Industry Classification System (NAICS) for Minnesota Micromotors, Inc. (MM)
Submit your paper to the Unit 4: Assignment Dropbox.
Unit 4 Assignment Grading Rubric 40
Based on the simulation
Possible
Points
Specific Paper Objectives: Assignment Checklist
(80%):
Marketing strategy for the quarter 4
What were the results of your decisions? 4
Analyze the results in terms of success or failure 5
What changes will you make in future quarters? 4
Target market 5
Screen Shot 5
NAICS Question 5
Subtotal 32
[MT450: Marketing Management]
Writing Style, Grammar, APA (20%)
Grammar and Spelling 3
Paper is 3–5 pages in length and responses are
concise and direct 3
Reference list and citations are provided 2
8
Total 40 points
Two Discussion board Replies
Delores
Group Conflict
Top of Form
In a group setting, it is natural for people to feel subject to the judgment of the others within the group. Add to that, the pressure and stress of opening up to group dissection and conflict will happen. Conflict, according to Forsyth (2014) “occurs when the action or beliefs of other members are unacceptable to and resisted by another member” (p. 434).
Therefore the group leader must be able to not only identify the potential for conflict, but also understand when to bring it out and when to distract (Forsyth, 2014). For those times when conflict needs to be addressed, the group leader should focus on staying present (Corey, Corey & Haynes, 2014). This is effective because staying in the present can facilitate true participation. Through talking about how the members feel in that moment, they can bond through similar thoughts, respect alternate thoughts and get a better sense of who the other members are. It is not as personal, but it is reflective of their inner self (Corey, Corey & Haynes, 2014). Being present helps build familiarity, trust and therefore a healthy foundation.
A leader should be familiar with the common group behavior.
Gli Annotated Biblio
This document provides an annotated bibliography of leadership reference books. It summarizes 20 books on leadership, focusing on key themes and lessons they provide about developing vision, motivating others, transforming organizations, and cultivating effective leadership skills and attributes. Many of the books cited were published in the 1990s and 2000s and discuss universal leadership concepts still applicable today.
ORGL 680 Course Recap
This document provides a recap of organizational leadership courses completed by Kevin Boyle from Fall 2011 to Fall 2014 at Gonzaga University. It lists the titles, overviews, objectives, texts and films of 7 courses: ORGL 500 Organizational Leadership, ORGL 505 Organizational Theory, ORGL 502 Leadership and Imagination, ORGL 520 Conflict Resolution, ORGL 504 Organizational Communication, ORGL 503 Organizational Ethics, and ORGL 506 Leadership and Diversity. The courses covered topics such as leadership skills, organizational theory, creativity, conflict resolution, communication, ethics, and diversity. Required readings included books and students were assigned films in some courses.
Leadership ChallengesIn this post you will identify two chal.docx
Leadership Challenges
In this post you will identify two challenges a government organization leader or manager may face in his or her role. Suggest an approach that can be taken to address these challenges. Please do not select the same challenges as your peers. There are many you can choose from.
Resources
Required Text
Rainey, H. G. (2009).
Understanding and managing public organizations
(4th ed.). San Francisco, CA: John Wiley & Sons. ISBN: 9780470402924 Located in ebrary, use ISBN to search for text.
Chapter 7: Formulating and Achieving Purpose
Chapter 8: Organizational Structure, Design, Technology and Information Technology
Chapter 11: Leadership, Managerial Roles and Organizational Culture
Recommended Reference
Cohen, S. (2013).
The effective public manager: Achieving success in government organizations
(5th ed.). Hoboken, NJ: John Wiley & Sons. ISBN: 9781118555934
Chapter 12: Surviving and Thriving in Public Service
.
Follow all directions to the letter. Do not miss anything from the i.docx
Follow all directions to the letter. Do not miss anything from the instructions. Here are the assignments:
1. Discussion Board Forum:
Topic:
Choose a business issue such as job dissatisfaction, narcissism, learning theories, etc. from your own professional work experience or peer-reviewed journal articles. Apply a total of 2 concepts (such as mental models, the grapevine, Fiedler contingency model, etc.) from chapters 10–14 to the issue you are discussing. Keep in mind that chapters 10–14 deal with work teams, organizational communication, leadership, and politics, so find a scenario that is most applicable in those regards. Discuss the scenario and apply 2 core concepts from chapters 10–14.
APA Format: Must be at least 500- 750 words.
Required BOOKS
American Psychological Association.
Publication manual of the American Psychological Association
(Current ed.).
Washington, DC: Author.
Kroeger, O., Thuesen, J. M., & Rutledge, H. (2002).
Type talk at work: How the 16 personality types determine your success on the job
(2nd ed.)
.
New York, NY: Dell Publishing. ISBN: 9780440509288.
Robbins, S. P., & Judge, T. A. (2009).
Organizational behavior
(Custom ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780555012277.
2.
Article review Instructions: APA Format.
Include an overview of the problem area discussed in the article.
Summarize any theories or conclusions reached by the author.
Briefly provide your own assessment of the article, evaluating its strengths and weaknesses.
Explain how the article relates contributes towards the field of conflict management.
Each Article Review should be no more than two pages (double-spaced)
Assignment:
For your Fifth Article Review, you may choose either Article 14 or Article 16 from the Helmick & Petersen text.
3.
Essay Instructions
Using the essay topics provided below, write a 5 page paper essay (using 1 topic from below ). that deal directly with the issue you have selected. You may develop the topic in any way you wish. You may use any materials presented as part of the course content to back up your opinions. The remaining essay topics should be used as a study guide for the final exam.
Please use APA style for your Works Cited section and all formatting within your paper.
Topic Choices
1.
Elaborate on the four Gs of peacemaking as identified by Sande. Use the following references for support: I Cor. 10:32, Matt. 7:5, Gal. 6:1, Matt. 5:24, Eph. 4:1–4, Eph. 4:29–32, Phil. 4:5–10, Col. 4:5–6.
2.
Using all class texts and lecture notes, define conflict. Your answer should be exhaustive and identify characteristics from several definitions. In addition, discuss at least three metaphors of conflict that help to explain how people may view conflict. Why are so many words and metaphors negative when they define conflict?
3.
Sande claims that conflict situations may be an opportunity to “Glorify God.” Explain the validity of his argument and give 1 illustration of how yo.
Syllabus inspiring leadership through emotional intelligence
1. The document provides an overview of the syllabus for a course on inspiring leadership through emotional intelligence.
2. The course is divided into 4 classes over 2 weeks, with each class containing 3 modules. The modules include required and recommended readings, assignments like discussion forums and personal reflections.
3. The course covers topics like resonant leadership and its neuroscience basis, strategies for renewal and building relationships, emotional intelligence competencies, and inspiring sustained development through key relationships and intentional change theory.
This is the last part of your course project. There are two parts to.docx
This is the last part of your course project. There are two parts to this assignment.
Part 1:
In a 2-3 pages answer the following:
What was the outcome of the mergers?
Did the mergers work or fail? How do you know this?
What is the current status of the merged company?
As a Human Resource Manager, what do you think worked well for the merger?
What do you feel are some areas that can be improved for future changes within the organization?
Part 2:
It is now time to combine all of the pieces you have into one complete word document, including part 1 above. You should review prior submissions for feedback from your faculty member.
Your final assignment should include at least 8 pages, include at least 3 resources, and be proofread for correct spelling, punctuation, and grammar. Be sure to cite your sources per APA formatting. For more information on APA, please visit the
Online Library
, which is available through the
Resources
tab.
THIS ASSIGNMENT WORKS WITH THE OTHER IN THIS COURSE. USE ALL PREVIOUS RESOURCES FOR CITING.
Tepedino, L., & Watkins, M. (2010). Be a Master of Mergers and Acquisitions. HR Magazine, 55(6), 52-56.
Harding, D. & Rouse, T. (April 2007). Human Due Diligence. Retrieved from Harvard Business School Publishing.
Ashkenas, R., Francis, S., & Heinick, R. (July/August, 2011). The Merger Dividend. Retrieved from Harvard
Business School Publishing.
Raiborn, C.A., Butler, J.B., & Massoud, M.F. Outsourcing Support Functions: Identifying and Managing the Good, the Bad, and the Ugly (2009). Retrieved from Harvard Business School Publishing.
Weidenbaum, M.. Outsourcing: Pros and Cons (2004). Retrieved from Harvard Business School Publishing.
Adler, P. (2003). Making the HR Outsourcing Decision. Retrieved from Harvard Business School Publishing.
Activity Time: 2 Hours
Lampel, J. & Bhalla, A (2008). Embracing Realism and Recognizing Choice in IT Offshoring Initiatives. Retrieved from Harvard Business School Publishing.
Farrell, D (June 2006). Smarter Offshoring. Retrieved from Harvard Business School Publishing.
Vietor, R.H.K., Rivkin, J.W., & Seminerio, J. (April 22, 2008). The Offshoring of America. Retrieved from Harvard Business School Publishing.
.
Write an investigative paper that applies group-related communicatio
Write an investigative paper that applies group-related communication theories to a selected group.
There are many ways to improve interpersonal effectiveness, and the benefits of doing so are profound. Many studies point to interpersonal effectiveness as the leading predictor of future success. Derailment studies (Lombardo & McCauley, 1988) found lack of interpersonal communication skills to be a key factor in the likelihood of a manager to derail, or be removed from his or her job.
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 2: Analyze the interrelationships of communication within organizational systems.
Describe the characteristics of a group.
Analyze the roles of group members.
Describe the group stages experienced.
Analyze group norms.
Describe positive and negative participation behaviors.
Describe group's use of technology for communication.
Competency 3: Communicate effectively.
Write clearly to convey the intended content and follow APA rules for attributing sources.
Reference
Lombardo, M. M., & McCauley, C. D. (1988). The dynamics of management derailment.
Center for Creative Leadership Technical Report
,
34
, 1–33.
Individuals are the essence of communication. Even before involving others, intrapersonal communication is at work. These are the messages we send to ourselves and relate to our own issues and perceptions.
SHOW LESS
Interpersonal communication takes place when a second individual is incorporated into the setting. Trust and power are often part of interpersonal relationships, as is perception, the way we think about others. In today's organizational environment, technology is also closely linked with the ways we communicate one-on-one.
The
Assessment 3 Context
document contains important information related to working in groups that address the following topics:
The Importance of Good Listening Skills.
Groups in Organizations.
Group Types.
Group Development.
Individuals' Roles in Groups.
To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.
SHOW LESS
An outsider's opinion can be an eye-opening experience. Ask a supervisor or coworker to provide you with honest, detailed feedback regarding your personal communication and listening skills. Then consider the following:
How was it for you to get the feedback you did?
Do you agree with the assessment made by your supervisor or coworker?
If you received feedback you did not expect, how did you respond?
If areas for growth were noted, what plans, if any, do you have for growth?
Required Resources
The following resources are required to complete the assessment.
Capella Resources
The following is a PDF document written by Capella faculty.
Backlund, G. (20 ...
Discussion 1Question BRead Creating Innovation Leading and Ma.docx
Discussion 1
Question B
Read "Creating Innovation: Leading and Managing the Human Capital at Apple" on page 14 in Chapter 1 and respond to the following:Human creativity is needed in any sort of enterprise; yet, at Apple, it is the chief source of their competitive advantage. Their competitors may try to copy their products, but what must they emulate to match or surpass this “creative king”? Support your opinions by referencing sources such as the textbook or internet research.
Assignment 's
Organizational Behavior
Final Project - Topic Selection
The final project revolves around you diagnosing a process/structure/environment in an organization that you're familiar with and that needs improvement and designing an organizational development (OD) intervention to achieve positive change. Organizations such as your place of employment, community groups, volunteer groups, school committees, and even city/state/Federal governments are areas to consider.
Using APA formatting requirements (12 point Times New Roman font, double-spacing, 1" margins, title and reference pages), write a
250-350 word paper
introducing your chosen organization and the associated process/structure/environment that needs improvement.
Additionally, your paper should discuss the following:
why you have chosen your organization;
a diagnosis of why the change is needed;
proposed organizational behavior concepts from the text that might apply as you work towards an intervention
Assignment 2
All in a Day’s Work Case Study
Review the All in a Day’s Work Case Study (pp. 33-34) and answer the three discussion questions.
Responses to each question should range from 100-200 words.
Your paper should reflect scholarly writing and current APA standards (12 point Times New Roman font, double-spacing, 1" margins, title and reference pages). Be sure to use the text and/or other sources to support your responses and properly cite the use of such.
Describe the people-related problems or issues Ann Wood faced during the day. Did she handle these effectively? If not, what do you believe she should have done?
Is Ann Wood a high-involvement manager? If so, provide evidence. If not, how well do you think she’ll perform in her new job as head of marketing?
Assume that Ann Wood wants her managers and associates to be the foundation for her department’s competitive advantages. Use the framework summarized in Exhibit 1.2 to assess the degree to which Ann’s people are a source of competitive advantage at this point in time.
Week 2 Dicussion
Organizational Behavior
Diversity Roadblock – Stereotyping
Please respond to the following question along with at least 2 substantive peer replies (for a minimum of 3 posts):
Sheryl Sandburg is one of the best known women in business today. Her accomplishments have illustrated the capacity of women to manage complex organizations in a manner that is equal to that of a man. What has her success revealed in regard to stereotyping and diversity?
Ass.
Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
This document provides background information on organizational structure and culture. It discusses key elements of organizational structure including work specialization, departmentalization, chain of command, span of control, centralization/decentralization, and formalization. Mechanistic and organic structures are described as well as divisional, functional, team-based, and flexible structures. The reading also covers organizational culture, how it is formed and taught to new members. It emphasizes that organizational culture and structure should align for effective functioning and to avoid tension between how people work and imposed structures.
Post #1One of the most engaging descriptions of a learning disab.docx
Post #1
One of the most engaging descriptions of a learning disability Senge discusses in The Fifth Discipline is around the idea of leaders being blind to their decisions and their ultimate contribution to their demise. Senge sums it up as follows: “In story after story, leaders could not see the consequences of their own policies, even when they were warned in advance that their own survival was at stake” (Senge, 1990, p. 25). For some reason, human beings, especially those in positions of power, feel the need to assert themselves, or make decisions based on the immediate result. Senge also discusses this learning disability in the beer game with the structures of supply and demand. Initially, the beer game showed tremendous success and expansion, until the supply and demand model could no longer handle the growth. This truly prohibits the long-term success of organizations, simply because leaders cannot ignite the collective capacity of the individuals in their organizations.
A term that Senge describes in the field book and at length in The Fifth Discipline can allow leaders to escape the perpetual implosion faced by so many organizations. The term is dialogue. Senge provides the following narrative in the field book: “The philosopher Martin Buber used the term ‘dialogue’ in 1914 to describe a mode of exchange among human beings in which there is a true turning to one another, and a full appreciation of another not as an object in a social function, but as a genuine being” (Senge, 1994, p. 359). I have personally employed this tool and it has truly rewarded me. I have most noticed the application of this concept in meetings where ideas are being traded and discussions are occurring. Senge specifically differentiates dialogue from discussion.
Senge, P.M. (1990). The fifth discipline: the art and practice of the learning organization, NY: Double Currency.
Senge, P.M., Roberts, C., Ross, R. B., Smith, B. J., Kleiner, A. (1994). The fifth discipline fieldbook, NY: Doubleday.
Post #2
One learning disability is “I am my position,” where an organization focuses too closely on their own positions and responsibilities, missing the big picture or entire system. Senge (2006) states that most people see themselves as part of a system where they have little to no influence, so they do their job and put in their time, resulting in their responsibilities being limited to the boundaries of their position (p. 18).
This learning disability often occurs at Medtronic on project teams. Each project team is comprised of representatives from various functions such R&D, quality, regulatory, manufacturing, marketing, clinical, and a few others. Each function is focused on achieving certain goals, improving their processes, reducing costs, and functioning efficiently, that they often forget the effects they have on the other functions. This begins to manifest as they operate in silos without collaborating with one another. Sometim.
Four Frames: Leadership Study Group (SUNY Libs Assn. 2011)
The document discusses four frames or lenses for analyzing organizations: structural, human resource, political, and symbolic. The structural frame views organizations as rational systems focused on goals, roles and formal structures. The human resource frame sees organizations as families where people and relationships are paramount. The political frame considers organizations as competitive jungles where power, conflict and scarce resources are managed. The symbolic frame interprets organizations as theaters or carnivals with complex cultures and meanings. The document then examines case studies through each of these frames to understand organizational issues and determine solutions.
Heres the work·BMAL 500 Class·Discussion Board F.docx
Here's the work:
·
BMAL 500 Class
·
Discussion Board Forum 2
Topic:
Choose a business issue such as job dissatisfaction, narcissism, learning theories, etc. from your own professional work experience or peer-reviewed journal articles. Apply a total of 2 concepts (such as affective events theory, autonomy, job characteristics model, etc.) from chapters 5–9 of the Robbins & Judge textbook to the issue you are discussing. Keep in mind that chapters 5–9 deal with decision making, employee motivation, and group behavior, so find a scenario that is most applicable in those regards. Discuss the scenario and apply 2 core concepts from chapters 5
·
Communication And Conflict 560 Class Work
·
Article Review 2
For Article Review 2, please review Article 9 or 10 from your Helmick & Petersen text
You will be responsible for writing Eight Article Reviews that are based on articles chosen from the book entitled “
Forgiveness and Reconciliation by: Raymond G. Helmick, S.J. and Rodney L. Petersen (2001).
text. You'll notice that the make-up of this assignment is exactly like that of the thread in your Discussion Board assignments:
Include an overview of the problem area discussed in the article.
Summarize any theories or conclusions reached by the author.
Briefly provide your own assessment of the article, evaluating its strengths and weaknesses.
Explain how the article relates contributes towards the field of conflict management.
Each Article Review should be no more than two pages (double-spaced) in a Word document and adhere to APA style.
Article Review Rubric
Student:
Date:
Assignment:
STRUCTURE
Entry is clear and interesting.
4
3
2
1
0
Presentation is strong and focused.
4
3
2
1
0
Entry
is clear and contains one major idea.
4
3
2
1
0
Transitions are clear and maintain flow of thought.
4
3
2
1
0
Conclusion is objective and rises from entry.
4
3
2
1
0
Submission is 2 pages or less (double-spaced).
4
3
2
1
0
CONTENT
Overview of the problem area are fully discussed.
4
3
2
1
0
Issues related to conflict management are discussed.
4
3
2
1
0
Theory or conclusions resulting from the discussion.
4
3
2
1
0
Assessment of the article is presented
4
3
2
1
0
Focus is clear and coherent.
4
3
2
1
0
Critical thinking is evident
4
3
2
1
0
Substantive; good development of ideas and concepts.
4
3
2
1
0
Assertions are clearly supported and/or illustrated.
4
3
2
1
0
Overview of the problem area is discussed.
4
3
2
1
0
Theory or conclusions resulting from the discussion are provided.
4
3
2
1
0
The assessment of the article and the contribution the author makes
to conflict management is discussed.
4
3
2
1
0
GRAMMAR AND MECHANICS
Sentence fluency is coherent, unified, and varied.
4
3
2
1
0
Sentence structure is complete, clear, and concise.
4
3
2
1
0
Punctuation is correct.
4
3
2
1
0
Spelling is.
SEI300 v9 ELP Standard Level Comparison and Instructional Suppo.docx
SEI/300 v9
ELP Standard Level Comparison and Instructional Supports
SEI/300 v9
Page 2 of 2
ELP Standard Level Comparison and Instructional Supports
Complete Parts 1 and 2 below.
Part 1: ELP Standard Level Comparison
Review the most current (2019)
English Language Proficiency Standards and the
English Language Proficiency Standards Guidance Document on the Arizona Department of Education website.
Select an elementary grade band to focus on (K, 1st, 2nd-3rd, or 4th-5th).
Choose an ELP standard and sub-skill within that grade band that has a performance indicator for each proficiency level (Pre-Emergent/Emergent, Basic, and Intermediate).
Fill out the table below with your chosen grade band, standard, and sub-skill.
Grade Band
Standard
Pre-Emergent / Emergent
Basic
Intermediate
Example:
Grades 2-3
Example:
Standard 1: By the end of each language proficiency level, an English learner can construct meaning from oral presentations and literary and informational text through grade appropriate listening, reading, and viewing.
Example:
PE/E-4: retell a
familiar text using key words and phrases.
Example:
B-4: retell a variety of
texts using key details.
Example:
I-4: recount a variety of texts using key details.
Insert grade bandInsert standard # and descriptionPE/E-# (insert performance indicator)B-# (insert performance indicator)
I-# (insert performance indicator)
Part 2: Instructional Supports and Adjustments
Consider the fact that, during a lesson, the teacher may need to adjust 1 or more portions of the lesson for students who are at different proficiency levels. In the chart below,
describe examples of instructional supports and adjustments for a lesson related to the standard and sub-skill you identified in Part 1.
Refer to the standards document for guidance.
Proficiency Level
Specific instructional supports and adjustments to a lesson for each proficiency level
Applications to other content areas, as appropriate for each proficiency level (See content area connections in the ELPS)
Pre-Emergent / Emergent
Basic
Intermediate
Copyright 2021 by University of Phoenix. All rights reserved.
Copyright 2021 by University of Phoenix. All rights reserved.
image1.png
2
Response 1
Jaimee Villareal Borja
YesterdayLocal: Dec 21 at 12:10am<br>Course: Dec 21 at 1:10am
Manage Discussion Entry
Compare task groups versus educational, support, or skills groups.
According to Kirst-Ashman and Hull (2018), task groups exist to achieve specific objectives or tasks. A few examples of task groups include boards of directors, task forces, committees and commissions, governing bodies, interdisciplinary teams, case conferences, and other organizations that social workers might collaborate with. Task groups work together to.
Running head LEADING CHANGE1LEADING CHANGE3.docx
Running head: LEADING CHANGE 1
LEADING CHANGE 3
Leading Change: An Analysis of the necessary leadership strengths to implement Kotter’s Eight-Step Heart of Change
Introduction
When someone is asked to think of a great leader and the strengths that individual posses, there are many different descriptions that may come to mind. The research conducted by Gallup Scientists which was reported in Strengths Based Leadership by Tom Rath and Barry Conchie, suggests four main areas to describe leadership strengths: executing, influencing, relationship building, and strategic thinking which have thirty-four total combined sub-descriptors (24). As change is becoming a common practice among all businesses around the world, we must find and utilize these strengths in all leadership teams. So we know we need leaders and that we need change, the question is, what types of strengths do we need in a leadership team and how must they go about implementing change?
Thesis: The four main strengths of leadership, according to the SBL StrengthsFinder research, are all necessary to implement Kotter’s eight-step change process in an organization.
Historical Background
Change
The world we live in today is evolving faster than ever among people, places, products, markets, etc. You name it, it’s changing. In order to keep pace with competition and new technology in the evolving world, organizational change is inevitable if an organization wishes to survive. Organizational change is defined as the modification of leadership structures and business processes (Basu). Both external and internal factors together contribute to the need for various types of changes. Common changes in an organization range from a change of employee job roles, changing locations, and even entire reconstructions in an organization (Mavromatis and Oloffson 1).
Based on previous research, we can break down the various rational and importance of change into three general categories. The first is the population ecology theory, which suggests that change stems from the development of new organizations and those that replace existing structures. The second theory, rational adaptation theory, focuses on strategic changes along with individual organization changes developing from changes in the environment, threats, and opportunities. The final general theory, random transformation theory, proposes that organizations change in response to internal processes (Hannan and Freeman 150). Because change has become so prevalent around the world, having effective leadership teams in place is crucial to having a successful change process if an organization wishes to survive.
Strength Based Leadership
Strength Based Leadership was created and based on a 30-year research project conducted by Gallup scientist about 10 years ago. The research consisted of “20,000 in-depth interviews with leaders, 50 years of Gallup Polls about the worlds most admired leaders, and interviews with more than 10,000.
Week 4 Small Groups
Groups are more than just a collection of individuals. They have structures like norms and roles that influence members. Groups also go through developmental phases from forming to adjourning. Being in a group can impact members by causing conformity, changing performance, and shaping their identity. People join groups both to accomplish tasks and satisfy social and emotional needs.
Week 4 Small Groups
Groups are more than just a collection of individuals. They have structures like norms and roles that influence members. Groups also go through developmental phases from forming to adjourning. Being in a group can impact members by causing conformity, changing performance, and shaping their identity. People join groups both to accomplish tasks and satisfy social and emotional needs.
Post #1In order for leaders and managers understand their organi.docx
Post #1
In order for leaders and managers understand their organizations through a variety of lenses, or perspectives, Lee Bolman and Terrance Deal suggest four organizational constructs, or frames: Structural, Human Resource, Political and Symbolic. Each frame includes a set of ideas that help make sense of how individuals and organizations think and work. Individual frame have inherent strengths and weaknesses, advantages and disadvantages, all are founded in both managerial practice and social science research (Bolman & Deal, 2003). Management must understand that events can serve numerous purposes and that people often operate from different points of view. Several lines of research have found that effective leaders and effective organizations rely on multiple frames (Bolman & Deal, 2013). By view the organization from multiple perspectives, the management of an organization will develop a holistic picture of the organization, which will lead to a successful execution of the assigned task.
Reference
Reframing Organizations – Lee Bolman & Terrance Deal « Dr. Doug Green. (n.d.). Retrieved March 30, 2018, from https://www.drdouggreen.com/2010/reframing-organizations-book-summary-with-activities/
McKeon, B. (2013). BOLMAN_AND_DEAL Test Bank. Retrieved April 01, 2018, from http://documentbest.com/49/wrpkl0ek49
Post #2
Using multiple frames to understand issues is very helpful. According to Bolman and Deal (2013), “Each of the frames generates its on possibilities, creatively translated into alternative scenarios (p 324). In other words, individuals can either broaden or narrow their vision to opportunities available to them. People, depending on their position and level in an organization, will view issues through different frames and use their pull to attempt to align others to their perspective. Bolman and Deal (2013) also mention that the success of an individual depends on their skill and artistry to follow a given script. This means that a successful manager will be able to effectively apply the correct frame or frames to any given organizational issue. A successful manager must be able to correctly apply frame(s) taking into account the given issue and the strengths and weaknesses of the frames that they are applying. “Leaders influence their organizations by deciding what the organization should pay attention to and then providing ways of looking at it” (Chait, Ryan & Taylor, 2004). These leaders or managers can give importance to issues that they think are important, based on the frame or frames that they choose to use.
Bolman, L. G., & Deal, T. E. (2013). Reframing organizations: Artistry, choice, and leadership. San Francisco, CA: Jossey-Bass.
Chait, R. P., Ryan, W. P., & Taylor, B. E. (2004). Governance as Leadership. Board Source, 1-4. Retrieved April 04, 2018, from http://headsuped.com/wp-content/uploads/2015/04/3050-Governance-as-Leadership.pdf
Post #3
It is my belief that frames are certainly helpful in understanding an.
Running head LEADING CHANGE1LEADING CHANGE3
Running head: LEADING CHANGE 1
LEADING CHANGE 3
Leading Change: An Analysis of the necessary leadership strengths to implement Kotter’s Eight-Step Heart of Change
Introduction
When someone is asked to think of a great leader and the strengths that individual posses, there are many different descriptions that may come to mind. The research conducted by Gallup Scientists which was reported in Strengths Based Leadership by Tom Rath and Barry Conchie, suggests four main areas to describe leadership strengths: executing, influencing, relationship building, and strategic thinking which have thirty-four total combined sub-descriptors (24). As change is becoming a common practice among all businesses around the world, we must find and utilize these strengths in all leadership teams. So we know we need leaders and that we need change, the question is, what types of strengths do we need in a leadership team and how must they go about implementing change?
Thesis: The four main strengths of leadership, according to the SBL StrengthsFinder research, are all necessary to implement Kotter’s eight-step change process in an organization.
Historical Background
Change
The world we live in today is evolving faster than ever among people, places, products, markets, etc. You name it, it’s changing. In order to keep pace with competition and new technology in the evolving world, organizational change is inevitable if an organization wishes to survive. Organizational change is defined as the modification of leadership structures and business processes (Basu). Both external and internal factors together contribute to the need for various types of changes. Common changes in an organization range from a change of employee job roles, changing locations, and even entire reconstructions in an organization (Mavromatis and Oloffson 1).
Based on previous research, we can break down the various rational and importance of change into three general categories. The first is the population ecology theory, which suggests that change stems from the development of new organizations and those that replace existing structures. The second theory, rational adaptation theory, focuses on strategic changes along with individual organization changes developing from changes in the environment, threats, and opportunities. The final general theory, random transformation theory, proposes that organizations change in response to internal processes (Hannan and Freeman 150). Because change has become so prevalent around the world, having effective leadership teams in place is crucial to having a successful change process if an organization wishes to survive.
Strength Based Leadership
Strength Based Leadership was created and based on a 30-year research project conducted by Gallup scientist about 10 years ago. The research consisted of “20,000 in-depth interviews with leaders, 50 years of Gallup Polls about the worlds most admired leaders, and interviews with more than 10,000 ...
Running head PROJECT 1 PERSONAL SELF-ASSESSMENT ANALYSISPAGE.docx
The document discusses the results of personality tests taken by the author. It analyzes the author's personality type using the Myers-Briggs framework and discusses how this affects their leadership style, preferences in organizations, and strengths/weaknesses. The author examines how their personality could impact their performance and relationships at work, and how they can improve interpersonal skills through Christian values like patience and self-control.
Critical writing examples
This document summarizes and analyzes several sources on the topic of transformational leadership in nursing. It discusses how transformational leadership emphasizes charisma and interpersonal skills to empower others. While charisma is difficult to define, sources show transformational leaders increase self-worth in team members. The document also analyzes whether transformational leadership skills can be learned or if leaders are born with certain personality traits that enable this style. In conclusion, the available literature suggests these leaders may be born rather than made, challenging assumptions of leadership training.
Assignment6.docx
Conformity and obedience are forms of social influence studied in social psychology. Seminal studies by Sherif and Asch showed the influence of group majorities on individual behavior. Research also shows how minorities can influence groups. For an assignment, students reviewed a media program about a virtual office to analyze how conformity occurred and the conditions that led to it. They were asked to describe two such conditions, explain how to alter one to prevent conformity, and provide an example where conformity could be good.
CompetencyIn this project, you will demonstrate your mastery of .docx
Competency
In this project, you will demonstrate your mastery of the following competencies:
Craft a communication strategy for internal and external audiences
Leverage internal and external intelligence to inform decision making
Develop an adaptable leadership mindset and skill set
Scenario
The vice president of leadership and learning has shared your toolkit with the chief human resources officer (CHRO). The CHRO is impressed with the toolkit. She plans to roll it out to all people leaders in the organization—supervisors and above—and asks you to create a communication strategy for the rollout.
The CHRO shared her vision with you, which consisted of the following key points she wants you to take into consideration when crafting the communication strategy:
Inform your audience of the
who, what, when, where, why,
and
how.
Ensure the new leadership development strategy moves from a lofty vision with idealistic targets to reality, with direct impact on and with our front-line supervisors, our “boots on the ground,” and managers up through the organization.
Be clear when explaining WIIFM— “What’s in It for Me.”
Define the timetable for the rollout and implementation.
Ensure that the strategy defines what success looks like, with clear metrics and deliverables.
Directions
Construct an effective
communication strategy
that addresses all the deliverables the CHRO wants to achieve. The communication strategy will do the following:
State the business problem that will be addressed in rolling out the new adaptive leadership toolkit.
Explain why these specific leadership skills and behaviors are being targeted.
Provide a summary analysis of the employee satisfaction survey, identifying strengths and weaknesses.
Introduce the new adaptive leadership toolkit, including how it will be used and the value it provides.
Utilize your own personal development plan as an example for others.
Provide a strong conclusion that supports your thesis statement and goes beyond merely restating key points.
Ensure all key points are addressed in a logical order by using the Five
W
s and One
H
as an outline when developing the specific detail for each step of the communication strategy.
Why:
Why was the adaptive leadership toolkit developed?
Who:
Define who the audience, stakeholder(s), and owners are.
What:
What is the key message?
What is the organizational goal?
What is the personal goal?
What types of communication media will be used?
When:
What is the timeline for program implementation and achievement of program deliverables?
Where:
Where is the adaptive leadership toolkit located? Where are supporting documents, such as the FAQ?
How:
How will we measure success?
How will we track progress? How will we define important milestones?
How will we communicate updates?
How can employees provide feedback on any roadblocks, issues, or ideas for improvement?
What to Submit
To complete this project, you must su.
CompetencyExplore advocacy opportunities in the community..docx
Competency
Explore advocacy opportunities in the community.
Scenario
Victor, a new parent to the program and the community, arrives late to pick up his children for the fourth time in two weeks. As the director of All Kids Childcare and Education, you are proud of the compassion, respect, and patience Master Teacher Veronica has offered Victor. You know that Victor and his family have relocated after a family hardship and they are struggling to make ends meet. However, you become concerned about professional boundaries after observing the following interaction.
Veronica chats with Victor as they get the children ready to go home, not mentioning Victor's late arrival. She asks Victor if he has found beds for all of his family members to sleep in. Victor says, "Not yet. I have been busy working two jobs. I was offered the opportunity to pick up a few extra hours at my second job, so I haven't had time for anything else."
"Oh," says Veronica. "I have a couple of extra beds at my house. Why don't I bring them over with all the bedding later?" Victor is excited and says, "Yes, thank you! Thanks also for the table, chairs, and dishes you brought last week."
As they part, Veronica says, "And, Victor, don't worry about being late to pick up your children. We are very happy to have them here."
Instructions
As the director, identify if this in an ethical situation. Then outline a coaching plan with Veronica. The coaching plan should be a written Word document or PowerPoint Presentation and include the following:
A coaching plan for approaching Veronica. Will you have a casual conversation, a sit-down meeting, or use another coaching method? Support the method you choose with examples, and best leadership and ethical practices using outside resources.
A coaching plan for supporting Veronica. Were there boundaries crossed in Veronica's interaction with Victor? Explain your perspective and how you will facilitate your interaction with Veronica. Describe your actions and interactions with Veronica. Include two suggestions for how you might have handled the situation differently using outside resources for ethical conduct in early childhood education.
Support for Veronica and Victor. Describe at least one follow-up action step needed from Veronica and from you. Include a rationale for each step. Offer at least three resources to support Veronica, with one resource that Veronica can use to support Victor. Information on how to locate and use the resources must be clear and detailed
.
CompetencyEvaluate the role and impact of financial principl.docx
Competency
Evaluate the role and impact of financial principles on healthcare organizations.
Scenario
Metropolitan Memorial is seeking to expand its service offerings into underserved rural communities. The Board of Directors has expressed concerns given the emergence of new payment models, low reimbursement from Medicare and Medicaid, and uncertainty in terms of provider incentives offered through the Affordable Care Act. The Board of Directors has requested an executive summary outlining the organization’s financial viability given the challenges facing health organizations, particularly those operating in rural communities.
Instructions
The CEO has asked you to prepare an executive summary to present to the Board of Trustees, discussing the following information:
Identify the different types of healthcare payment models that could be utilized by Metropolitan Memorial.
Research the Triple AIM and discuss ways the organization can achieve the goals of the Triple AIM (improving the experience of care, improving the health of populations, and reducing per capital costs of health care ).
Discuss possible ways the payer mix may impact hospital revenue.
Explain how value-based healthcare delivery could be utilized to save money.
.
CompetencyEvaluate the impact of innovation on team success..docx
Competency
Evaluate the impact of innovation on team success.
Scenario
You are the CEO of Tech Log, a small startup technology company. You are beginning the expansion process and are wanting to hire a team. You recognize the team will need to have clear direction on the business mission, vision, and strategy. The strategy component that you think is most important to create and share with your team is your innovation strategy. Being in the technology industry, being innovative is critical to the organization’s success and longevity.
Instructions
You will write a plan that describes ways the company can be designed to be innovative. You will need to address structure, strategy, diversity and inclusion, communication, and collaboration. The following should be in your innovation plan/strategy:
Explanation of how the company will be designed and structured to be innovative.
Explanation of the leadership traits, skills, and styles that should be used to create an atmosphere that allows for innovation.
How innovation impacts organizational success.
Diversity and inclusion’s role in organizational innovation.
.
CompetencyEvaluate the role of identity, diverse segments, a.docx
Competency
Evaluate the role of identity, diverse segments, and cultural backgrounds within organizations.
Scenario Information
You have been hired as the Human Resources Director for a global organization that is headquartered in the United States. Your job is to evaluate and make recommendations in the area of diversity for your company. Each section will contain specific areas within diversity for you to focus on. You will be tasked with choosing from one of the diversity areas that are provided to you. Be sure to conduct research using the university library and other relevant sources.
ETHNICITY
Ethnicity
Instructions
There has been much talk about the interaction between your diversity area and the Millennial generation, and you have been asked by the leadership team to conduct research and findings to the board. You will need to conduct research and include the following questions addressed in your report:
Introduce your diversity area, and introduce Millennials.
Discuss similarities and differences between these two groups.
How does personal identity play a role with these two groups?
Discuss any proactive plans that you might use as a manager in the workplace.
Conclude your report.
.
CompetencyExamine leaderships role in executing successful change.docx
Competency
Examine leadership's role in executing successful change.
Instructions
Delta Pacific Case Study
As the change leader for Delta Pacific Company (DPC), you know certain elements need to be in place by leadership for a change to be successful. DPC wants to change the culture from the more traditional manufacturing environment to one of a contemporary consulting environment. Now it's time for you to help the leaders execute a successful change:
Determine how leadership impacts the organizational culture during this change
Examine elements that are critical to making this change sustainable
Assess the top mistakes leaders make and determine the best way to avoid those mistakes
As the change leader, it is your responsibility to help ensure a successful change in the shift of DPC's organizational culture. Part of this includes alerting leadership to how their own behavior impacts change and how change can be sustainable.Conduct academic research and create a plan to present to the CEO and board in which you complete the following successful change management plan:
Explanation of leadership behaviors that impact organizational change.
Description of critical factors that ensures this cultural shift will be sustainable.
Examination of the top mistakes leaders make during a change.
Explanation of your recommendations as to the best ways the leaders can avoid making those mistakes.
Remember that this is a proposal. Make sure to format your paper properly for your proposal. A proposal is a persuasive document, so make sure to use proper language and tone. Remember, you are the change leader, and you are writing to the CEO. So use a tone in your proposal that is specific to your audience (the CEO).
Include your APA-formatted reference page with at least two credible sources.A note about credible sources: Credible sources are reliable, accurate, and trustworthy. These sources are written by authors respected in their fields of study. You want to identify sources where the author of the article is listed if they've referenced other information. The sources should be cited so that you can check for the accuracy of and support what they have written.
.
CompetencyEvaluate psychological theories and their insights.docx
This document provides instructions for an assignment analyzing a person's social media use through various psychological theories. Students are asked to choose a person, examine their social media accounts, and write an analysis applying schema/script theory, cultivation theory, agenda-setting theory, social learning theory, and uses and gratifications theory to examples found in that person's online posts and activities. The analysis should include an introduction of the subject, examples for each theory, and a conclusion.
CompetencyEmploy contemporary economic principles that guide.docx
Competency
Employ contemporary economic principles that guide resource allocation decisions in health organizations.
Scenario
Upon reviewing the annual budget and fiscal standing of Metropolitan Memorial, the CFO has identified shortfalls that will impact the funding of its proposed expansion into rural communities. In order to secure adequate funding from the Board, the operational team must reduce current operating budget by a million dollars.
Instructions
The CFO requests that you draft a memo to the Board providing justification for the additional funding in light of the shortfall. You should review current literature to support your justification. Your memo should include the following information based on the literature:
Explain the possible impact of resource allocation within a rural communities .
Discuss the factors that may affect the quality of care by reducing healthcare resources to accommodate budgetary constraints.
Discuss a potential service line and five possible ways in which the service line may maximize resource allocation.
.
More Related Content
Similar to Compare and contrast two of the structural configurations from chapt.docx
Discussion 1Question BRead Creating Innovation Leading and Ma.docx
Discussion 1
Question B
Read "Creating Innovation: Leading and Managing the Human Capital at Apple" on page 14 in Chapter 1 and respond to the following:Human creativity is needed in any sort of enterprise; yet, at Apple, it is the chief source of their competitive advantage. Their competitors may try to copy their products, but what must they emulate to match or surpass this “creative king”? Support your opinions by referencing sources such as the textbook or internet research.
Assignment 's
Organizational Behavior
Final Project - Topic Selection
The final project revolves around you diagnosing a process/structure/environment in an organization that you're familiar with and that needs improvement and designing an organizational development (OD) intervention to achieve positive change. Organizations such as your place of employment, community groups, volunteer groups, school committees, and even city/state/Federal governments are areas to consider.
Using APA formatting requirements (12 point Times New Roman font, double-spacing, 1" margins, title and reference pages), write a
250-350 word paper
introducing your chosen organization and the associated process/structure/environment that needs improvement.
Additionally, your paper should discuss the following:
why you have chosen your organization;
a diagnosis of why the change is needed;
proposed organizational behavior concepts from the text that might apply as you work towards an intervention
Assignment 2
All in a Day’s Work Case Study
Review the All in a Day’s Work Case Study (pp. 33-34) and answer the three discussion questions.
Responses to each question should range from 100-200 words.
Your paper should reflect scholarly writing and current APA standards (12 point Times New Roman font, double-spacing, 1" margins, title and reference pages). Be sure to use the text and/or other sources to support your responses and properly cite the use of such.
Describe the people-related problems or issues Ann Wood faced during the day. Did she handle these effectively? If not, what do you believe she should have done?
Is Ann Wood a high-involvement manager? If so, provide evidence. If not, how well do you think she’ll perform in her new job as head of marketing?
Assume that Ann Wood wants her managers and associates to be the foundation for her department’s competitive advantages. Use the framework summarized in Exhibit 1.2 to assess the degree to which Ann’s people are a source of competitive advantage at this point in time.
Week 2 Dicussion
Organizational Behavior
Diversity Roadblock – Stereotyping
Please respond to the following question along with at least 2 substantive peer replies (for a minimum of 3 posts):
Sheryl Sandburg is one of the best known women in business today. Her accomplishments have illustrated the capacity of women to manage complex organizations in a manner that is equal to that of a man. What has her success revealed in regard to stereotyping and diversity?
Ass.
Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
This document provides background information on organizational structure and culture. It discusses key elements of organizational structure including work specialization, departmentalization, chain of command, span of control, centralization/decentralization, and formalization. Mechanistic and organic structures are described as well as divisional, functional, team-based, and flexible structures. The reading also covers organizational culture, how it is formed and taught to new members. It emphasizes that organizational culture and structure should align for effective functioning and to avoid tension between how people work and imposed structures.
Post #1One of the most engaging descriptions of a learning disab.docx
Post #1
One of the most engaging descriptions of a learning disability Senge discusses in The Fifth Discipline is around the idea of leaders being blind to their decisions and their ultimate contribution to their demise. Senge sums it up as follows: “In story after story, leaders could not see the consequences of their own policies, even when they were warned in advance that their own survival was at stake” (Senge, 1990, p. 25). For some reason, human beings, especially those in positions of power, feel the need to assert themselves, or make decisions based on the immediate result. Senge also discusses this learning disability in the beer game with the structures of supply and demand. Initially, the beer game showed tremendous success and expansion, until the supply and demand model could no longer handle the growth. This truly prohibits the long-term success of organizations, simply because leaders cannot ignite the collective capacity of the individuals in their organizations.
A term that Senge describes in the field book and at length in The Fifth Discipline can allow leaders to escape the perpetual implosion faced by so many organizations. The term is dialogue. Senge provides the following narrative in the field book: “The philosopher Martin Buber used the term ‘dialogue’ in 1914 to describe a mode of exchange among human beings in which there is a true turning to one another, and a full appreciation of another not as an object in a social function, but as a genuine being” (Senge, 1994, p. 359). I have personally employed this tool and it has truly rewarded me. I have most noticed the application of this concept in meetings where ideas are being traded and discussions are occurring. Senge specifically differentiates dialogue from discussion.
Senge, P.M. (1990). The fifth discipline: the art and practice of the learning organization, NY: Double Currency.
Senge, P.M., Roberts, C., Ross, R. B., Smith, B. J., Kleiner, A. (1994). The fifth discipline fieldbook, NY: Doubleday.
Post #2
One learning disability is “I am my position,” where an organization focuses too closely on their own positions and responsibilities, missing the big picture or entire system. Senge (2006) states that most people see themselves as part of a system where they have little to no influence, so they do their job and put in their time, resulting in their responsibilities being limited to the boundaries of their position (p. 18).
This learning disability often occurs at Medtronic on project teams. Each project team is comprised of representatives from various functions such R&D, quality, regulatory, manufacturing, marketing, clinical, and a few others. Each function is focused on achieving certain goals, improving their processes, reducing costs, and functioning efficiently, that they often forget the effects they have on the other functions. This begins to manifest as they operate in silos without collaborating with one another. Sometim.
Four Frames: Leadership Study Group (SUNY Libs Assn. 2011)
The document discusses four frames or lenses for analyzing organizations: structural, human resource, political, and symbolic. The structural frame views organizations as rational systems focused on goals, roles and formal structures. The human resource frame sees organizations as families where people and relationships are paramount. The political frame considers organizations as competitive jungles where power, conflict and scarce resources are managed. The symbolic frame interprets organizations as theaters or carnivals with complex cultures and meanings. The document then examines case studies through each of these frames to understand organizational issues and determine solutions.
Heres the work·BMAL 500 Class·Discussion Board F.docx
Here's the work:
·
BMAL 500 Class
·
Discussion Board Forum 2
Topic:
Choose a business issue such as job dissatisfaction, narcissism, learning theories, etc. from your own professional work experience or peer-reviewed journal articles. Apply a total of 2 concepts (such as affective events theory, autonomy, job characteristics model, etc.) from chapters 5–9 of the Robbins & Judge textbook to the issue you are discussing. Keep in mind that chapters 5–9 deal with decision making, employee motivation, and group behavior, so find a scenario that is most applicable in those regards. Discuss the scenario and apply 2 core concepts from chapters 5
·
Communication And Conflict 560 Class Work
·
Article Review 2
For Article Review 2, please review Article 9 or 10 from your Helmick & Petersen text
You will be responsible for writing Eight Article Reviews that are based on articles chosen from the book entitled “
Forgiveness and Reconciliation by: Raymond G. Helmick, S.J. and Rodney L. Petersen (2001).
text. You'll notice that the make-up of this assignment is exactly like that of the thread in your Discussion Board assignments:
Include an overview of the problem area discussed in the article.
Summarize any theories or conclusions reached by the author.
Briefly provide your own assessment of the article, evaluating its strengths and weaknesses.
Explain how the article relates contributes towards the field of conflict management.
Each Article Review should be no more than two pages (double-spaced) in a Word document and adhere to APA style.
Article Review Rubric
Student:
Date:
Assignment:
STRUCTURE
Entry is clear and interesting.
4
3
2
1
0
Presentation is strong and focused.
4
3
2
1
0
Entry
is clear and contains one major idea.
4
3
2
1
0
Transitions are clear and maintain flow of thought.
4
3
2
1
0
Conclusion is objective and rises from entry.
4
3
2
1
0
Submission is 2 pages or less (double-spaced).
4
3
2
1
0
CONTENT
Overview of the problem area are fully discussed.
4
3
2
1
0
Issues related to conflict management are discussed.
4
3
2
1
0
Theory or conclusions resulting from the discussion.
4
3
2
1
0
Assessment of the article is presented
4
3
2
1
0
Focus is clear and coherent.
4
3
2
1
0
Critical thinking is evident
4
3
2
1
0
Substantive; good development of ideas and concepts.
4
3
2
1
0
Assertions are clearly supported and/or illustrated.
4
3
2
1
0
Overview of the problem area is discussed.
4
3
2
1
0
Theory or conclusions resulting from the discussion are provided.
4
3
2
1
0
The assessment of the article and the contribution the author makes
to conflict management is discussed.
4
3
2
1
0
GRAMMAR AND MECHANICS
Sentence fluency is coherent, unified, and varied.
4
3
2
1
0
Sentence structure is complete, clear, and concise.
4
3
2
1
0
Punctuation is correct.
4
3
2
1
0
Spelling is.
SEI300 v9 ELP Standard Level Comparison and Instructional Suppo.docx
SEI/300 v9
ELP Standard Level Comparison and Instructional Supports
SEI/300 v9
Page 2 of 2
ELP Standard Level Comparison and Instructional Supports
Complete Parts 1 and 2 below.
Part 1: ELP Standard Level Comparison
Review the most current (2019)
English Language Proficiency Standards and the
English Language Proficiency Standards Guidance Document on the Arizona Department of Education website.
Select an elementary grade band to focus on (K, 1st, 2nd-3rd, or 4th-5th).
Choose an ELP standard and sub-skill within that grade band that has a performance indicator for each proficiency level (Pre-Emergent/Emergent, Basic, and Intermediate).
Fill out the table below with your chosen grade band, standard, and sub-skill.
Grade Band
Standard
Pre-Emergent / Emergent
Basic
Intermediate
Example:
Grades 2-3
Example:
Standard 1: By the end of each language proficiency level, an English learner can construct meaning from oral presentations and literary and informational text through grade appropriate listening, reading, and viewing.
Example:
PE/E-4: retell a
familiar text using key words and phrases.
Example:
B-4: retell a variety of
texts using key details.
Example:
I-4: recount a variety of texts using key details.
Insert grade bandInsert standard # and descriptionPE/E-# (insert performance indicator)B-# (insert performance indicator)
I-# (insert performance indicator)
Part 2: Instructional Supports and Adjustments
Consider the fact that, during a lesson, the teacher may need to adjust 1 or more portions of the lesson for students who are at different proficiency levels. In the chart below,
describe examples of instructional supports and adjustments for a lesson related to the standard and sub-skill you identified in Part 1.
Refer to the standards document for guidance.
Proficiency Level
Specific instructional supports and adjustments to a lesson for each proficiency level
Applications to other content areas, as appropriate for each proficiency level (See content area connections in the ELPS)
Pre-Emergent / Emergent
Basic
Intermediate
Copyright 2021 by University of Phoenix. All rights reserved.
Copyright 2021 by University of Phoenix. All rights reserved.
image1.png
2
Response 1
Jaimee Villareal Borja
YesterdayLocal: Dec 21 at 12:10am<br>Course: Dec 21 at 1:10am
Manage Discussion Entry
Compare task groups versus educational, support, or skills groups.
According to Kirst-Ashman and Hull (2018), task groups exist to achieve specific objectives or tasks. A few examples of task groups include boards of directors, task forces, committees and commissions, governing bodies, interdisciplinary teams, case conferences, and other organizations that social workers might collaborate with. Task groups work together to.
Running head LEADING CHANGE1LEADING CHANGE3.docx
Running head: LEADING CHANGE 1
LEADING CHANGE 3
Leading Change: An Analysis of the necessary leadership strengths to implement Kotter’s Eight-Step Heart of Change
Introduction
When someone is asked to think of a great leader and the strengths that individual posses, there are many different descriptions that may come to mind. The research conducted by Gallup Scientists which was reported in Strengths Based Leadership by Tom Rath and Barry Conchie, suggests four main areas to describe leadership strengths: executing, influencing, relationship building, and strategic thinking which have thirty-four total combined sub-descriptors (24). As change is becoming a common practice among all businesses around the world, we must find and utilize these strengths in all leadership teams. So we know we need leaders and that we need change, the question is, what types of strengths do we need in a leadership team and how must they go about implementing change?
Thesis: The four main strengths of leadership, according to the SBL StrengthsFinder research, are all necessary to implement Kotter’s eight-step change process in an organization.
Historical Background
Change
The world we live in today is evolving faster than ever among people, places, products, markets, etc. You name it, it’s changing. In order to keep pace with competition and new technology in the evolving world, organizational change is inevitable if an organization wishes to survive. Organizational change is defined as the modification of leadership structures and business processes (Basu). Both external and internal factors together contribute to the need for various types of changes. Common changes in an organization range from a change of employee job roles, changing locations, and even entire reconstructions in an organization (Mavromatis and Oloffson 1).
Based on previous research, we can break down the various rational and importance of change into three general categories. The first is the population ecology theory, which suggests that change stems from the development of new organizations and those that replace existing structures. The second theory, rational adaptation theory, focuses on strategic changes along with individual organization changes developing from changes in the environment, threats, and opportunities. The final general theory, random transformation theory, proposes that organizations change in response to internal processes (Hannan and Freeman 150). Because change has become so prevalent around the world, having effective leadership teams in place is crucial to having a successful change process if an organization wishes to survive.
Strength Based Leadership
Strength Based Leadership was created and based on a 30-year research project conducted by Gallup scientist about 10 years ago. The research consisted of “20,000 in-depth interviews with leaders, 50 years of Gallup Polls about the worlds most admired leaders, and interviews with more than 10,000.
Week 4 Small Groups
Groups are more than just a collection of individuals. They have structures like norms and roles that influence members. Groups also go through developmental phases from forming to adjourning. Being in a group can impact members by causing conformity, changing performance, and shaping their identity. People join groups both to accomplish tasks and satisfy social and emotional needs.
Week 4 Small Groups
Groups are more than just a collection of individuals. They have structures like norms and roles that influence members. Groups also go through developmental phases from forming to adjourning. Being in a group can impact members by causing conformity, changing performance, and shaping their identity. People join groups both to accomplish tasks and satisfy social and emotional needs.
Post #1In order for leaders and managers understand their organi.docx
Post #1
In order for leaders and managers understand their organizations through a variety of lenses, or perspectives, Lee Bolman and Terrance Deal suggest four organizational constructs, or frames: Structural, Human Resource, Political and Symbolic. Each frame includes a set of ideas that help make sense of how individuals and organizations think and work. Individual frame have inherent strengths and weaknesses, advantages and disadvantages, all are founded in both managerial practice and social science research (Bolman & Deal, 2003). Management must understand that events can serve numerous purposes and that people often operate from different points of view. Several lines of research have found that effective leaders and effective organizations rely on multiple frames (Bolman & Deal, 2013). By view the organization from multiple perspectives, the management of an organization will develop a holistic picture of the organization, which will lead to a successful execution of the assigned task.
Reference
Reframing Organizations – Lee Bolman & Terrance Deal « Dr. Doug Green. (n.d.). Retrieved March 30, 2018, from https://www.drdouggreen.com/2010/reframing-organizations-book-summary-with-activities/
McKeon, B. (2013). BOLMAN_AND_DEAL Test Bank. Retrieved April 01, 2018, from http://documentbest.com/49/wrpkl0ek49
Post #2
Using multiple frames to understand issues is very helpful. According to Bolman and Deal (2013), “Each of the frames generates its on possibilities, creatively translated into alternative scenarios (p 324). In other words, individuals can either broaden or narrow their vision to opportunities available to them. People, depending on their position and level in an organization, will view issues through different frames and use their pull to attempt to align others to their perspective. Bolman and Deal (2013) also mention that the success of an individual depends on their skill and artistry to follow a given script. This means that a successful manager will be able to effectively apply the correct frame or frames to any given organizational issue. A successful manager must be able to correctly apply frame(s) taking into account the given issue and the strengths and weaknesses of the frames that they are applying. “Leaders influence their organizations by deciding what the organization should pay attention to and then providing ways of looking at it” (Chait, Ryan & Taylor, 2004). These leaders or managers can give importance to issues that they think are important, based on the frame or frames that they choose to use.
Bolman, L. G., & Deal, T. E. (2013). Reframing organizations: Artistry, choice, and leadership. San Francisco, CA: Jossey-Bass.
Chait, R. P., Ryan, W. P., & Taylor, B. E. (2004). Governance as Leadership. Board Source, 1-4. Retrieved April 04, 2018, from http://headsuped.com/wp-content/uploads/2015/04/3050-Governance-as-Leadership.pdf
Post #3
It is my belief that frames are certainly helpful in understanding an.
Running head LEADING CHANGE1LEADING CHANGE3
Running head: LEADING CHANGE 1
LEADING CHANGE 3
Leading Change: An Analysis of the necessary leadership strengths to implement Kotter’s Eight-Step Heart of Change
Introduction
When someone is asked to think of a great leader and the strengths that individual posses, there are many different descriptions that may come to mind. The research conducted by Gallup Scientists which was reported in Strengths Based Leadership by Tom Rath and Barry Conchie, suggests four main areas to describe leadership strengths: executing, influencing, relationship building, and strategic thinking which have thirty-four total combined sub-descriptors (24). As change is becoming a common practice among all businesses around the world, we must find and utilize these strengths in all leadership teams. So we know we need leaders and that we need change, the question is, what types of strengths do we need in a leadership team and how must they go about implementing change?
Thesis: The four main strengths of leadership, according to the SBL StrengthsFinder research, are all necessary to implement Kotter’s eight-step change process in an organization.
Historical Background
Change
The world we live in today is evolving faster than ever among people, places, products, markets, etc. You name it, it’s changing. In order to keep pace with competition and new technology in the evolving world, organizational change is inevitable if an organization wishes to survive. Organizational change is defined as the modification of leadership structures and business processes (Basu). Both external and internal factors together contribute to the need for various types of changes. Common changes in an organization range from a change of employee job roles, changing locations, and even entire reconstructions in an organization (Mavromatis and Oloffson 1).
Based on previous research, we can break down the various rational and importance of change into three general categories. The first is the population ecology theory, which suggests that change stems from the development of new organizations and those that replace existing structures. The second theory, rational adaptation theory, focuses on strategic changes along with individual organization changes developing from changes in the environment, threats, and opportunities. The final general theory, random transformation theory, proposes that organizations change in response to internal processes (Hannan and Freeman 150). Because change has become so prevalent around the world, having effective leadership teams in place is crucial to having a successful change process if an organization wishes to survive.
Strength Based Leadership
Strength Based Leadership was created and based on a 30-year research project conducted by Gallup scientist about 10 years ago. The research consisted of “20,000 in-depth interviews with leaders, 50 years of Gallup Polls about the worlds most admired leaders, and interviews with more than 10,000 ...
Running head PROJECT 1 PERSONAL SELF-ASSESSMENT ANALYSISPAGE.docx
The document discusses the results of personality tests taken by the author. It analyzes the author's personality type using the Myers-Briggs framework and discusses how this affects their leadership style, preferences in organizations, and strengths/weaknesses. The author examines how their personality could impact their performance and relationships at work, and how they can improve interpersonal skills through Christian values like patience and self-control.
Critical writing examples
This document summarizes and analyzes several sources on the topic of transformational leadership in nursing. It discusses how transformational leadership emphasizes charisma and interpersonal skills to empower others. While charisma is difficult to define, sources show transformational leaders increase self-worth in team members. The document also analyzes whether transformational leadership skills can be learned or if leaders are born with certain personality traits that enable this style. In conclusion, the available literature suggests these leaders may be born rather than made, challenging assumptions of leadership training.
Assignment6.docx
Conformity and obedience are forms of social influence studied in social psychology. Seminal studies by Sherif and Asch showed the influence of group majorities on individual behavior. Research also shows how minorities can influence groups. For an assignment, students reviewed a media program about a virtual office to analyze how conformity occurred and the conditions that led to it. They were asked to describe two such conditions, explain how to alter one to prevent conformity, and provide an example where conformity could be good.
Similar to Compare and contrast two of the structural configurations from chapt.docx (14)
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Discussion 1Question BRead Creating Innovation Leading and Ma.docx
Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
Module 4 - BackgroundOrganizational Structure and CultureNote A.docx
Post #1One of the most engaging descriptions of a learning disab.docx
Post #1One of the most engaging descriptions of a learning disab.docx
Four Frames: Leadership Study Group (SUNY Libs Assn. 2011)
Four Frames: Leadership Study Group (SUNY Libs Assn. 2011)
Heres the work·BMAL 500 Class·Discussion Board F.docx
Heres the work·BMAL 500 Class·Discussion Board F.docx
SEI300 v9 ELP Standard Level Comparison and Instructional Suppo.docx
SEI300 v9 ELP Standard Level Comparison and Instructional Suppo.docx
Post #1In order for leaders and managers understand their organi.docx
Post #1In order for leaders and managers understand their organi.docx
Running head PROJECT 1 PERSONAL SELF-ASSESSMENT ANALYSISPAGE.docx
Running head PROJECT 1 PERSONAL SELF-ASSESSMENT ANALYSISPAGE.docx
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CompetencyIn this project, you will demonstrate your mastery of .docx
Competency
In this project, you will demonstrate your mastery of the following competencies:
Craft a communication strategy for internal and external audiences
Leverage internal and external intelligence to inform decision making
Develop an adaptable leadership mindset and skill set
Scenario
The vice president of leadership and learning has shared your toolkit with the chief human resources officer (CHRO). The CHRO is impressed with the toolkit. She plans to roll it out to all people leaders in the organization—supervisors and above—and asks you to create a communication strategy for the rollout.
The CHRO shared her vision with you, which consisted of the following key points she wants you to take into consideration when crafting the communication strategy:
Inform your audience of the
who, what, when, where, why,
and
how.
Ensure the new leadership development strategy moves from a lofty vision with idealistic targets to reality, with direct impact on and with our front-line supervisors, our “boots on the ground,” and managers up through the organization.
Be clear when explaining WIIFM— “What’s in It for Me.”
Define the timetable for the rollout and implementation.
Ensure that the strategy defines what success looks like, with clear metrics and deliverables.
Directions
Construct an effective
communication strategy
that addresses all the deliverables the CHRO wants to achieve. The communication strategy will do the following:
State the business problem that will be addressed in rolling out the new adaptive leadership toolkit.
Explain why these specific leadership skills and behaviors are being targeted.
Provide a summary analysis of the employee satisfaction survey, identifying strengths and weaknesses.
Introduce the new adaptive leadership toolkit, including how it will be used and the value it provides.
Utilize your own personal development plan as an example for others.
Provide a strong conclusion that supports your thesis statement and goes beyond merely restating key points.
Ensure all key points are addressed in a logical order by using the Five
W
s and One
H
as an outline when developing the specific detail for each step of the communication strategy.
Why:
Why was the adaptive leadership toolkit developed?
Who:
Define who the audience, stakeholder(s), and owners are.
What:
What is the key message?
What is the organizational goal?
What is the personal goal?
What types of communication media will be used?
When:
What is the timeline for program implementation and achievement of program deliverables?
Where:
Where is the adaptive leadership toolkit located? Where are supporting documents, such as the FAQ?
How:
How will we measure success?
How will we track progress? How will we define important milestones?
How will we communicate updates?
How can employees provide feedback on any roadblocks, issues, or ideas for improvement?
What to Submit
To complete this project, you must su.
CompetencyExplore advocacy opportunities in the community..docx
Competency
Explore advocacy opportunities in the community.
Scenario
Victor, a new parent to the program and the community, arrives late to pick up his children for the fourth time in two weeks. As the director of All Kids Childcare and Education, you are proud of the compassion, respect, and patience Master Teacher Veronica has offered Victor. You know that Victor and his family have relocated after a family hardship and they are struggling to make ends meet. However, you become concerned about professional boundaries after observing the following interaction.
Veronica chats with Victor as they get the children ready to go home, not mentioning Victor's late arrival. She asks Victor if he has found beds for all of his family members to sleep in. Victor says, "Not yet. I have been busy working two jobs. I was offered the opportunity to pick up a few extra hours at my second job, so I haven't had time for anything else."
"Oh," says Veronica. "I have a couple of extra beds at my house. Why don't I bring them over with all the bedding later?" Victor is excited and says, "Yes, thank you! Thanks also for the table, chairs, and dishes you brought last week."
As they part, Veronica says, "And, Victor, don't worry about being late to pick up your children. We are very happy to have them here."
Instructions
As the director, identify if this in an ethical situation. Then outline a coaching plan with Veronica. The coaching plan should be a written Word document or PowerPoint Presentation and include the following:
A coaching plan for approaching Veronica. Will you have a casual conversation, a sit-down meeting, or use another coaching method? Support the method you choose with examples, and best leadership and ethical practices using outside resources.
A coaching plan for supporting Veronica. Were there boundaries crossed in Veronica's interaction with Victor? Explain your perspective and how you will facilitate your interaction with Veronica. Describe your actions and interactions with Veronica. Include two suggestions for how you might have handled the situation differently using outside resources for ethical conduct in early childhood education.
Support for Veronica and Victor. Describe at least one follow-up action step needed from Veronica and from you. Include a rationale for each step. Offer at least three resources to support Veronica, with one resource that Veronica can use to support Victor. Information on how to locate and use the resources must be clear and detailed
.
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Competency
Evaluate the role and impact of financial principles on healthcare organizations.
Scenario
Metropolitan Memorial is seeking to expand its service offerings into underserved rural communities. The Board of Directors has expressed concerns given the emergence of new payment models, low reimbursement from Medicare and Medicaid, and uncertainty in terms of provider incentives offered through the Affordable Care Act. The Board of Directors has requested an executive summary outlining the organization’s financial viability given the challenges facing health organizations, particularly those operating in rural communities.
Instructions
The CEO has asked you to prepare an executive summary to present to the Board of Trustees, discussing the following information:
Identify the different types of healthcare payment models that could be utilized by Metropolitan Memorial.
Research the Triple AIM and discuss ways the organization can achieve the goals of the Triple AIM (improving the experience of care, improving the health of populations, and reducing per capital costs of health care ).
Discuss possible ways the payer mix may impact hospital revenue.
Explain how value-based healthcare delivery could be utilized to save money.
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CompetencyEvaluate the impact of innovation on team success..docx
Competency
Evaluate the impact of innovation on team success.
Scenario
You are the CEO of Tech Log, a small startup technology company. You are beginning the expansion process and are wanting to hire a team. You recognize the team will need to have clear direction on the business mission, vision, and strategy. The strategy component that you think is most important to create and share with your team is your innovation strategy. Being in the technology industry, being innovative is critical to the organization’s success and longevity.
Instructions
You will write a plan that describes ways the company can be designed to be innovative. You will need to address structure, strategy, diversity and inclusion, communication, and collaboration. The following should be in your innovation plan/strategy:
Explanation of how the company will be designed and structured to be innovative.
Explanation of the leadership traits, skills, and styles that should be used to create an atmosphere that allows for innovation.
How innovation impacts organizational success.
Diversity and inclusion’s role in organizational innovation.
.
CompetencyEvaluate the role of identity, diverse segments, a.docx
Competency
Evaluate the role of identity, diverse segments, and cultural backgrounds within organizations.
Scenario Information
You have been hired as the Human Resources Director for a global organization that is headquartered in the United States. Your job is to evaluate and make recommendations in the area of diversity for your company. Each section will contain specific areas within diversity for you to focus on. You will be tasked with choosing from one of the diversity areas that are provided to you. Be sure to conduct research using the university library and other relevant sources.
ETHNICITY
Ethnicity
Instructions
There has been much talk about the interaction between your diversity area and the Millennial generation, and you have been asked by the leadership team to conduct research and findings to the board. You will need to conduct research and include the following questions addressed in your report:
Introduce your diversity area, and introduce Millennials.
Discuss similarities and differences between these two groups.
How does personal identity play a role with these two groups?
Discuss any proactive plans that you might use as a manager in the workplace.
Conclude your report.
.
CompetencyExamine leaderships role in executing successful change.docx
Competency
Examine leadership's role in executing successful change.
Instructions
Delta Pacific Case Study
As the change leader for Delta Pacific Company (DPC), you know certain elements need to be in place by leadership for a change to be successful. DPC wants to change the culture from the more traditional manufacturing environment to one of a contemporary consulting environment. Now it's time for you to help the leaders execute a successful change:
Determine how leadership impacts the organizational culture during this change
Examine elements that are critical to making this change sustainable
Assess the top mistakes leaders make and determine the best way to avoid those mistakes
As the change leader, it is your responsibility to help ensure a successful change in the shift of DPC's organizational culture. Part of this includes alerting leadership to how their own behavior impacts change and how change can be sustainable.Conduct academic research and create a plan to present to the CEO and board in which you complete the following successful change management plan:
Explanation of leadership behaviors that impact organizational change.
Description of critical factors that ensures this cultural shift will be sustainable.
Examination of the top mistakes leaders make during a change.
Explanation of your recommendations as to the best ways the leaders can avoid making those mistakes.
Remember that this is a proposal. Make sure to format your paper properly for your proposal. A proposal is a persuasive document, so make sure to use proper language and tone. Remember, you are the change leader, and you are writing to the CEO. So use a tone in your proposal that is specific to your audience (the CEO).
Include your APA-formatted reference page with at least two credible sources.A note about credible sources: Credible sources are reliable, accurate, and trustworthy. These sources are written by authors respected in their fields of study. You want to identify sources where the author of the article is listed if they've referenced other information. The sources should be cited so that you can check for the accuracy of and support what they have written.
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CompetencyEvaluate psychological theories and their insights.docx
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Competency
Employ contemporary economic principles that guide resource allocation decisions in health organizations.
Scenario
Upon reviewing the annual budget and fiscal standing of Metropolitan Memorial, the CFO has identified shortfalls that will impact the funding of its proposed expansion into rural communities. In order to secure adequate funding from the Board, the operational team must reduce current operating budget by a million dollars.
Instructions
The CFO requests that you draft a memo to the Board providing justification for the additional funding in light of the shortfall. You should review current literature to support your justification. Your memo should include the following information based on the literature:
Explain the possible impact of resource allocation within a rural communities .
Discuss the factors that may affect the quality of care by reducing healthcare resources to accommodate budgetary constraints.
Discuss a potential service line and five possible ways in which the service line may maximize resource allocation.
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Competency
Determine how the environment and economies are interconnected.
Scenario
You are a member of a community planning committee. The committee is reminding local citizens about recently enacted environmental laws. You are responsible for developing an infographic to showcase one of these new laws. The infographic will be displayed at the next community meeting in the community center.
Instructions
The United States Environmental Protection Agency (EPA) website contains information concerning laws and regulations that impact the environment. Search this
EPA website
to choose one law to focus on.The infographic should contain:
A recently enacted environmental law (The law can be local or national, and focused on any part of an environment such as water, air, land, energy, wildlife, etc.)
Present the major players and the stakeholders (Who is involved and who is impacted by the new law?)
Examine the impact to the economy (Does the law help or hinder the economy and why? Do the benefits outweigh the costs?)
Identify the controversy surrounding the law (differences in opinion)
Your infographic should be clear and organized. References should be in APA format
.
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Competency
Describe the atmosphere, biosphere, hydrosphere, geosphere and how they interact.
Scenario
Each of us has directly or indirectly been impacted by a natural disaster or severe weather event. For this assignment you will be required to recall a personal, real-world experience about the power of one of the Earth’s four spheres that you have experienced in your lifetime, creating a mixed media PowerPoint presentation that brings this event to life. The goal is to illustrate the interconnectedness of the Earth’s four spheres to human health and safety, to the current state of our climate, and to the mitigation of such disasters in the future as the consequences of climate change continue to worsen.
Instructions
In a well-organized presentation using PowerPoint, you will construct a visual presentation that illustrates the power of a natural disaster/geologic event in history from the standpoint of a personal experience. Consider a time in your life when you have been impacted, either directly or indirectly, by a natural disaster or severe weather event. Your presentation should include the following elements as well as a robust discussion of each in the slides' speaker notes section:
Discuss background, history, and location of your chosen event/disaster. (Where did this event occur? How many people were impacted by this event?)
Specify measures taken to mitigate the event/disaster. (What was the response of the community/state/country to this event?)
Discuss how we might mitigate a similar event/disaster in the future. (How can we mitigate disasters to more fully protect human health and safety?)
Be sure to include images/maps/statistical information from your chosen event/disaster.
.
CompetencyDevelop examples of ethical and privacy concerns a.docx
Competency
Develop examples of ethical and privacy concerns associated with data supporting business intelligence efforts.
Instructions
You work for a tourism board at a top destination within the United States that among other tasks, sends information out to potential visitors, performs direct mailing campaigns, solicits newsletter sign ups, and helps drive economic growth by attracting visitors to the destination. The direct mailing team for your organization accomplishes this through email blasts, mailing flyers, and texting campaigns. The address list the organization has in place is seen as a strategic advantage, as it has extensive information about potential and repeat visitors, and has been compiled from various sources over the years.
The organization has recently developed a mobile application and hopes to leverage mobile devices and tablets to help make obtaining information easier for the visitors, as well as collecting more information on patterns of consumer behavior. Since the mobile application will have access to a great deal of personal information belonging to the users (email address, GPS data, phone number, etc.), it has been suggested this information be automatically uploaded to the direct mailing database, and signing them up for various promotional efforts and communications. It had also been suggested there may be an opportunity for the marketing department to partner with the local theme parks and attractions within the area, sharing the databases from each to form one large database to reach more users.
The idea has been presented to the organization's legal counsel for review, as the IT team is fairly certain the end user agreement for the mobile application states the collected information can be reused and sold as needed. The public relations team has taken a different position and feels there is potential for backlash in social media as well as other public outcries should the data be sold to or shared with other organizations, and questions whether the data should even be stored since there are additional pieces of data being collected that have no purposeful use for the tourism board. They have asked for your input on the matter.
The questions they are presenting you with include:
What are the general practices surrounding data collection?
How can privacy violations occur?
Are there any risks, issues, or problems associated with collecting and storing data that isn’t needed now, in the event it may be needed in the future? What information do other organizations collect?
The end user agreement says we CAN collect, reuse, and sell data as needed, but does that mean we should? Is there a level of ethical data collection and storage that we should be considering?
The task:
In addition to the presentation, prepare a memo to the head of the public relations department outlining any possible risks associated with collecting and using the data in the manner described. Your report should include general.
CompetencyAssess the causes and consequences of historical e.docx
Competency
Assess the causes and consequences of historical events on the U.S. healthcare system.
Scenario
You are the Director of Education in your healthcare organization. Your organization is a teaching hospital, and you are responsible for presenting information to new employees and volunteers during their orientation, many of whom are recent graduates of healthcare programs. This presentation is used to give them a better understanding of why the healthcare system is the way it is today, including a summary of historical events that have shaped the U.S. healthcare system, so that they understand the causes and consequences of these events.
Instructions
Create a timeline for the historical events that have shaped the U.S. healthcare system in the past century. Once the timeline has been developed, create a PowerPoint presentation using the record audio feature to add Voiceover narration.
The timeline information should include:
A minimum of 20 events with a minimum of a three sentence description for each event.
Descriptions should list at least one cause as to why the event took place and at least one consequence it had on the U.S. healthcare delivery system.
The voiceover PowerPoint presentation should:
Include the timeline information for the historical events that have shaped the U.S. healthcare system in the past century.
Describe the events in detail included in the timeline to your audience of new employees and volunteers who are graduates of healthcare programs (e.g., nurses, medical assisting, health information management, medical school residency, etc.).
Explain the cause(s) and consequences of each of the events outlined in your timeline.
Have a minimum of 20 slides (not including title and APA reference slides).
Be at least 10 minutes long.
Be visually appealing and engaging to the suggested audience.
Resources
For writing assistance, please visit the
Rasmussen College Writing Guide
.
APA formatting for the reference list, and proper grammar, punctuation, and form are required. APA help is available
here
.
Click this
link
for help on creating a PowerPoint presentation.
Click this
link
for help on creating an audio recording for a PowerPoint presentation.
Grading Rubric
1.Timeline includes a minimum of 20 events
And
Each event has comprehensive descriptions of causes and effects that are at least three sentences.
2. Narration of PowerPoint comprehensively describes the timeline to the audience of new employees and volunteers who are graduates of healthcare focused programs.
3. Narration includes clear and thorough descriptions of causes and effects of all timeline events.
4. Slides contain complex and interactive elements of effective design: graphics, fonts, col
.
CompetencyApply data analytic methodologies to diverse popul.docx
Competency
Apply data analytic methodologies to diverse populations to address population health needs.
Scenario
You have assessed your local population health needs and identified data sources and data sets that are needed to help providers make immediate gains in patient outcomes. Your health systems Board of Directors is requesting that you develop a high-level population health management program dashboard.For this assessment, you need to assess local population health needs and identify data sources and data sets that are needed to help providers make immediate gains in patient outcomes. It is a major undertaking to plan, design, and implement a robust PHM. Therefore, your health systems Board of Directors is requesting that you develop 1-2 page high-level population health management program dashboard. In this dashboard, list the health needs based on the community needs assessment and the critical data sources and data sets needed for the population health management program your health system is planning to launch.
Instructions
Using the information from the modules 01, 02, and 03 summative assessments, construct a dashboard that lists the health needs based on the community needs assessment that was performed and the critical data sources and data sets needed for the population health management program your health system is planning to launch.
Resources
Below is a list of resources that you can review to learn more about how to construct an executive dashboard.Byrnes, J. (2012).
Driving value: solving the issue of data overload with an executive dashboard
. Healthcare Financial Management: Journal Of The Healthcare Financial Management Association, 66(10), 116.Ballou, B., Heitger, D. L., & Donnell, L. (2010).
Creating effective dashboards
. Strategic Finance, 91(9), 27-32Ghazisaeidi, M., Safdari, R., Torabi, M., Mirzaee, M., Farzi, J., & Goodini, A. (2015).
Development of performance dashboards in
healthcare
sector: Key practical issues
. Acta Informatica Medica, 23(5), 317-321.Rosow, E., Adam, J., Coulombe, K., Race, K., & Anderson, R. (2003).
Virtual instrumentation and real-time executive dashboards.
Solution
s for
health care
systems
. Nursing Administration Quarterly, 27(1), 58-76.
.
CompetencyAssess the development of societal standards in re.docx
Competency
Assess the development of societal standards in relation to social media and how this can alter social norms in everyday life.
Instructions
The prevalence of social media has had a huge impact on society in the area of how we tend to relate to each other and on what is considered to be normal in general. Taking a look at the ways in which social media changes attitudes and "norms" makes for an interesting study, and one that is applicable to understanding how society is slowly changing over time.
For this assignment, you will first conduct your own research on the effects of social media on societal norms (Part 1), then you will examine what has been found through previous research conducted by others (Part 2).
Part 1:
Compare and contrast the attitudes of two cohorts of people; one that consists of five people that rarely use social media and one cohort of five people that uses social media 2 or more hours a day.
Create a list of five people that you know that use social media at least 2 or more hours per day. This group of people will make up your first cohort. Then create a list of five people that you know that either do not use social media or use it very rarely. Take into account age when creating the cohorts, and try to keep the ages as similar as possible between the cohorts. Keeping a certain level of consistency in the two cohorts will help to negate the potential effects of generational differences. Provide a brief description of each of the ten people you are going to interview divided into their respective cohorts.
In other words, list the five people in the social media at least 2 or more hours a day, and provide a brief description of each along with why you chose them. Then provide a list of the five people that rarely or never use social media, and provide a brief description of each along with why you chose them.
Interview the participants to learn the similarities and differences between the two cohorts as it relates to attitudes, lifestyles, and relationships. Write a two-page paper comparing and contrasting what you learned about the two cohorts. Be sure to relate your findings to cultivation theory and socialization theory in the paper.
Part 2:
Now you will compare your research with research findings through previous research conducted by others. Look up at least 3 articles in the Rasmussen Library that relate to the topic of social media and its impact on society. You are not limited to articles that are strictly written on the specific topic of social media and norms. Articles that are covering social media and society are available from a wide number of angles. After studying these articles, write a two-page paper on what you learned on the topic of social media and its potential impact on societal attitudes, customs, and norms.
.
CompetencyAnalyze the evolution of social media standards an.docx
Competency
Analyze the evolution of social media standards and practices and how it relates to the potential need for regulation of social media, along with ethical concerns.
Instructions
Many people get all or most of their news from social media. For this project, we are going to be analyzing the content of several social media sites from major news sources, paying particular attention to social media standards, practices, and regulation.
Where do you get your news? Start by going to one major news site's FACEBOOK page (CNN, MSNBC, FOX, etc.) Try another different news site's TWITTER feed, and third choose another social media site such as Reddit, Pinterest, or another (preferably one you use, if there is one).
Analyze the sites in a 3-5 page total paper. In your analysis, be sure to include the following:
General introduction to your thoughts on the social media you studied
Several social media practices you observed (e.g., what gets the most interaction?)
Examples of regulation of social media and discussion of such regulation (Is it good, bad, or indifferent? How could circumstances change the situation?)
Analysis of ethical concerns (e.g., can you see examples of bias?)
What is the culture of each site – how do users seem to respond to questionable items? (Is racism or open mocking ignored or pursued?)
Conclusion of your findings
.
CompetencyAnalyze the evolution of social media standards and .docx
Competency
Analyze the evolution of social media standards and practices and how it relates to the potential need for regulation of social media, along with ethical concerns.
Instructions
Many people get all or most of their news from social media. For this project, we are going to be analyzing the content of several social media sites from major news sources, paying particular attention to social media standards, practices, and regulation.
Where do you get your news? Start by going to one major news site's FACEBOOK page (CNN, MSNBC, FOX, etc.) Try another different news site's TWITTER feed, and third choose another social media site such as Reddit, Pinterest, or another (preferably one you use, if there is one).
Analyze the sites in a 3-5 page total paper. In your analysis, be sure to include the following:
General introduction to your thoughts on the social media you studied
Several social media practices you observed (e.g., what gets the most interaction?)
Examples of regulation of social media and discussion of such regulation (Is it good, bad, or indifferent? How could circumstances change the situation?)
Analysis of ethical concerns (e.g., can you see examples of bias?)
What is the culture of each site – how do users seem to respond to questionable items? (Is racism or open mocking ignored or pursued?)
Conclusion of your findings
.
CompetencyAnalyze leadership and management roles in change ma.docx
Competency
Analyze leadership and management roles in change management
Evaluate different change management models.
Examine various roles in change management.
Analyze methods for understanding and mapping change in an organization.
Critique strategies for removing barriers to change.
Examine leadership's role in executing successful change.
Instructions
Delta Pacific Case Study
You serve as the change leader for Delta Pacific Company (DPC). Up until this point, the organizational culture has been one of a traditional culture as the company had a manufacturing environment.DPC has undergone an extensive change from manufacturing to consulting, including new employee roles and responsibilities, training, and resources. However, there have been organizational barriers and employee resistances to the changes, resulting in a declining profitability.You have decided to design a Change Leadership Strategy plan to present to the leaders of DPC to meet their goal of changing the culture from the more traditional manufacturing environment to one of a contemporary consulting environment. To complete your Leading Change Plan, please include the following:
Identify the problems facing Delta Pacific.
Analysis the different roles leaders and managers use for successful implementation of change.
Discuss the roles and responsibilities of leading team members for change.
Compare and contrast advantages and disadvantages of two (2) popular change models. Discuss at least three (3) similarities and three (3) differences of change models. Select one (1) model that you feel best compliments your strategy.
Explain how the change model you selected to use will ensure the most effective and efficient process of changing an organizational culture.
Discuss at least two (2) strategies for overcoming barriers to change.
Discuss the behaviors that Delta Pacific leaders need to exhibit to ensure a positive and successful cultural shift for the long-term.
Provide an APA formatted title page and attribution for credible references used in the development of content ideas following academic guidelines.
.
CompetencyAnalyze financial statements to assess performance a.docx
Competency
Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability
.
Scenario
In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals.
Instructions
The CFO has provided you with a copy of the organization’s
financial statements
. This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following:
An overview of the issue.
A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements.
Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios.
Provide a recommendation based on ration analysis.
*****See attached balance sheet
.
Competency Checklist and Professional Development Resources .docx
Competency Checklist and Professional Development Resources
An important and yet often overlooked function of leadership in an early childhood program is the ability to positively influence the people in the program. For this group assignment, consider the characteristics of a leader who can support and lead teachers in reflective teaching. This type of self-reflection is the first step to understanding how a supervisor supports teachers to accomplish their goals through mentoring. For this assignment, your group will need to address the following two components:
Part 1
: Consider the following question as your group completes the competency checklist below: What might be evidence that a teacher leader possesses the competence to also be a mentor? You are encouraged to evenly divide the competencies among your group, so that each member contributes to providing brief examples of interactions while highlighting the characteristic(s) that demonstrates each competency. While this portion can be completed independently, you should then collaborate to ensure that each group member provides feedback before submitting the full collaborative document.
competency checklist
Part 2:
Professional Development Resources Document
–Early childhood programs have numerous curriculum options which may contribute to a need to support teachers and staff in a curriculum context they are not familiar with. Therefore, as we prepare to support protégés, we can refer to the National Association of the Education of Young Children core standards for professional development, to promote the use of best practices. These six core standards, briefly describe what early childhood professionals should know and be able to do. After reading each of the
NAEYC Standards for Early Childhood Professional Preparation Programs (Links to an external site.)
, focus on the first four standards:
STANDARD 1.
PROMOTING CHILD DEVELOPMENT AND LEARNING
STANDARD 2.
BUILDING FAMILY AND COMMUNITY RELATIONSHIPS
STANDARD 3.
OBSERVING, DOCUMENTING, AND ASSESSING TO SUPPORT YOUNG CHILDREN AND FAMILIES
STANDARD 4.
USING DEVELOPMENTALLY EFFECTIVE APPROACHES
Directions: Each group will be assigned a different standard and each member will add at least one resource (such as yearly conferences, websites, leaders in the field, articles, blogs, etc.) that support that specific core standard. The resources will be organized on the attached Google Spreadsheet (which will also record who is submitting each resource). Through this group and class collaborative effort, you will be able to add resources from multiple perspectives that you can later include in your own mentoring portfolio.Be sure to include any relevant information and the following:
the APA citation (article) or organization name/contact information (address, phone number, website).
a brief description of their services in supporting early childhood professionals in their own growth and development.
R.
CompetenciesDetermine the historical impact of art on mode.docx
Competencies
Determine the historical impact of art on modern culture, society, and the workplace.
Identify the role of music, poetry, prose, and visual art in the modern world and workplace.
Utilize art elements in real-world contexts and the workplace.
Apply strategies for evaluating different art forms in various contexts.
Explain how art contributes to problem solving skills and idea creation in personal and professional experience.
Identify how art benefits wellness and creativity in the community and workplace.
Scenario
You are an independent contractor who has been hired by a multinational technology company to increase productivity at one branch office. The location in question is failing miserably and your contract with this company is a last ditch effort to bring this location’s productivity up, or else it will be shut down. The designers haven’t submitted a good, usable design to headquarters in months.When you begin your work figuring out what’s going wrong, you immediately see many red flags. Records show that employees call in sick frequently, come in late, leave early, and several complaints between employees have been filed by Human Resources.When you visit the office, you are immediately struck by what a dismal environment you see. Florescent lights flicker over beige cubicles, ambient noise of machines buzzing and phones ringing fills your ears, and employees look bored and tired. You notice only one communal work space piled over with old projects and clutter. The supply room is sparse. The break room is small and cluttered, and nobody is using it.You decide to interview employees and learn some alarming information; employees mostly work alone, do not seem to know each other well, some outright dislike one another, they report having no fun or enjoyment while at work, and some suffer chronic work-related health problems such as migraines and back pain. You notice wonderful diversity among employees, yet nobody seems to appreciate or understand the unique perspectives of their colleagues.It is clear to you that this office is not conducive to the kind of creative collaboration necessary to pull it out of its slump. Using what you know about the importance of art in the world and workplace, you will come up with a plan to solve these problems.
Instructions
Assemble a portfolio of recommendations on how to turn this office from a non-productive location to a creative hub of productivity.Portfolio should include the following parts:
Part 1
Compose an introduction (1-2 paragraphs) indicating the historical impact of art on modern culture, society, and the workplace.
Part 2
Create an infographic on how to use the arts to promote the following within the company:
Collaboration between colleagues
Multiculturalism/diversity
Community engagement
Part 3
Construct a visual model using diagram software of the ideal creative workspace that includes the following areas:
A space for individual work
A space for collabo.
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