1
C H A P T E R
1
AVON PRODUCTS, INC.
MARC EFFRON
A leadership development and talent turnaround system designed for executives
that leverage 360 - degree feedback, a leadership skill/competency model, and indi-
vidual development planning.
Introduction
A Success - Driven Challenge
The Turnaround
The Talent Challenge
Execute on the “ What, ” Differentiate with “ How ”
From Opaque to Transparent
The Avon 360
Broad - Based Transparency
From Complex to Simple
Performance Management
Engagement Survey
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■
■
■
■
■
■
■
■
■
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c01.indd 1c01.indd 1 10/30/09 7:18:47 PM10/30/09 7:18:47 PM
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EBSCO Publishing : eBook Collection (EBSCOhost) - printed on 6/6/2020 8:17 PM via STRAYER UNIVERSITY
AN: 305508 ; Carter, Louis, Goldsmith, Marshall.; Best Practices in Talent Management : How the World's Leading Corporations Manage, Develop, and Retain Top
Talent
Account: strayer.main.eds-live
2 Best Practices in Talent Management
From Egalitarian to Differentiated
Communication to Leadership Teams
A Few Big Bets
Tools and Processes
From Episodic to Disciplined
From Emotional to Factual
From Meaningless to Consequential
The Results of a Talent Turnaround
Measuring the Talent Turnaround ’ s Success
INTRODUCTION
In early 2006, Avon Products, Inc., a global consumer products company focused on
the economic empowerment of women around the world, began the most radical
restructuring process in its 120 - year history. Driving this effort was the belief that
Avon could sustain its historically strong fi nancial performance while building the
foundation for a larger, more globally integrated organization. The proposed changes
would affect every aspect of the organization and would demand an approach to fi nd-
ing, building, and engaging talent that differed from anything tried before.
A SUCCESS - DRIVEN CHALLENGE
Avon Products is a 122 - year-old company originally founded by David H. McConnell —
a door - to - door book seller who distributed free samples of perfume as an incentive to
his customers. He soon discovered that customers were more interested in samples
of his rose oil perfumes than in his books and so, in 1886, he founded the California
Perfume Company. Renamed Avon Products in 1939, the organization steadily grew
to become a leader in the direct selling of cosmetics, fragrances, and skin care
products.
By 2005, Avon was an $8 billion company that had achieved a 10 percent cumula-
tive annu.
AVON PRODUCTS, INC.
MARC EFFRON
A leadership development and talent turnaround system designed for executives that leverage 360-degree feedback, a leadership skill/competency model, and individual development planning.
• Introduction
• A Success-Driven Challenge
• The Turnaround
• The Talent Challenge
• Execute on the “What,” Differentiate with “How”
• From Opaque to Transparent
• The Avon 360
• Broad-Based Transparency
• From Complex to Simple
• Performance Management
• Engagement Survey
• From Egalitarian to Differentiated
• Communication to Leadership Teams
• A Few Big Bets
• Tools and Processes
• From Episodic to Disciplined
• From Emotional to Factual
• From Meaningless to Consequential
• The Results of a Talent Turnaround
• Measuring the Talent Turnaround’s Success
INTRODUCTION
In early 2006, Avon Products, Inc., a global consumer products company focused on the economic empowerment of women around the world, began the most radical restructuring process in its 120-year history. Driving this effort was the belief that Avon could sustain its historically strong financial performance while building the foundation for a larger, more globally integrated organization. The proposed changes would affect every aspect of the organization and would demand an approach to finding, building, and engaging talent that differed from anything tried before.
A SUCCESS-DRIVEN CHALLENGE
Avon Products is a 122-year-old company originally founded by David H. McConnell—a door-to-door book seller who distributed free samples of perfume as an incentive to his customers. He soon discovered that customers were more interested in samples of his rose oil perfumes than in his books and so, in 1886, he founded the California Perfume Company. Renamed Avon Products in 1939, the organization steadily grew to become a leader in the direct selling of cosmetics, fragrances, and skin care products.
By 2005, Avon was an $8 billion company that had achieved a 10 percent cumulative annual growth rate (CAGR) in revenue and a 25 percent CAGR in operating profit from 2000 through 2004. A global company, Avon operated in more than forty countries and received more than 70 percent of its earnings from outside the United States. By all typical financial metrics, Avon was a very successful company.
However, as the company entered 2006 it found itself challenged by flattening revenues and declining operating profits. While the situation had many contributing causes, one underlying issue was that Avon had grown faster than portions of its infrastructure and talent could support. As with many growing organizations, the structures, people, and processes that were right for a $5 billion company weren’t necessarily a good fit for a $10 billion company.
THE TURNAROUND
Faced with these challenges, CEO Andrea Jung and her executive team launched a fundamental restructuring of the organization in January 2006. Some of the larger changes announced included:
• Moving from a Regional to a Ma ...
ROPELLA provides leadership transformation and organizational improvement services through workshops, retreats, and assessments tailored to each client's needs and goals. Their services aim to improve leadership skills, communication, teamwork, and alignment to help organizations better achieve their objectives and gain a competitive advantage. They take a customized approach, beginning with assessing an organization and developing solutions focused on developing leadership, enhancing culture and engagement, and improving performance and results.
This document provides an overview of the skills and experiences needed to become a chief operating officer (COO). It examines the core capabilities required for the COO role, which varies widely between companies. The document outlines how companies can develop internal candidates for COO succession planning or to fill new COO roles. It is based on research including a survey of over 300 COOs and analysis of the career paths of almost 100 leading COOs across various industries.
Recently, DATIS surveyed over 280 industry executives, gaining insight into their priorities and readiness on emerging workforce management trends in 2017. These results revealed numerous communication barriers within organizations and identified many flaws in workforce strategies. As the industry continues to change and develop it becomes evermore imperative that we maintain awareness of these changes.
This webinar will further discuss the insight of executives on the top ten emerging trends for 2017, including:
- Employee Engagement & Satisfaction
- Recruiting & Retention
- Regulatory Compliance
- Cross-Departmental Collaboration
- Drive Towards Digital
- Labor Cost Management
- Evolving Health & Human Services Industry
- Diverse Workforce
- Workforce Analytics
- Talent Management
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
CEB Corporate Leadership Council Transforming Career Management at World Bank...Peta Hellmann
The World Bank Group transformed its career management approach by:
1) Engaging diverse perspectives including staff, managers, and external experts to understand problems and define new principles.
2) Developing career paths focused on growth experiences across technical and geographic boundaries to replace promotion-driven careers.
3) Building pipelines for critical roles by identifying talent pools and readiness criteria to deploy talent more strategically.
Assignment 1 Company Description and SWOT AnalysisDue Week 3 an.docxcarlibradley31429
Assignment 1: Company Description and SWOT Analysis
Due Week 3 and worth 100 points
In this assignment, you will conduct a SWOT (Strength, Weakness, Opportunity, and Threat) analysis for the type of beverage you have selected, and for your company overall. As you work on the assignment, consider why you have chosen one type of non-alcoholic beverage over another and the reasons for that choice. As you complete your SWOT analysis, be sure to include external factors such as industry / market trends and competition, and internal factors such as your capabilities or abilities to reach certain market segments.
Write a three to five (3-5) page paper, in which you:
1. Create your revised NAB company name and explain its significance. Describe the non-alcoholic beverage you will produce and sell.
2. Develop your revised company’s Mission Statement and provide a rationale for its components.
· Hints: Use the Statement of Mission template on pp. 72-73 on the course textbook: Successful Business Plan to aid your development.Click here for help accessing a specific page number in your eBook.
· Extracting appropriate information from the NAB company portfolio, where applicable. You should fill in other required items in the template using your personal preferences.
· Describe the trends in the non-alcoholic beverage industry, especially the specific type of beverage category you have chosen. Justify at least three (3) reasons why you have chosen this type of non-alcoholic beverage.
· Hints: Research and outline beverage industry trends. Consider the size and growth rate of the industry overall and the specific beverage type you have chosen. Use the worksheet in the course text (p. 88 | Past and Future Growth of Your Industry) to help you project the future growth rate. Consider the use of industry associations and search engines to find reliable, recent data.
4. Choose one (1) strategic position from the course text (pp. 142–143) that you believe is the best strategic position for your company. Explain the approach you will use to implement this strategic position in order to distinguish your beverage from other non-alcoholic beverages.
5. Provide an overview of your company’s distribution channels. Explain the manner in which your product will reach end users. Provide a rationale for your chosen method.
· Hints: For example, will you sell your beverage in grocery stores, restaurants, or sports venues? If so, describe the types of resellers and distributors who will sell to resellers and fulfill their orders. If you are attempting to sell direct-to-consumers, such as online via a monthly subscription, how will you manage warehousing / fulfillment / shipping?
6. Outline at least three (3) types of risks (including any regulatory risks) that your business faces. Describe your company’s plan to mitigate such risk.
· Hints: You may refer to the types of risk listed in the course text (pp. 148–149) as well as any risks not listed in the text. Regulation weig.
AVON PRODUCTS, INC.
MARC EFFRON
A leadership development and talent turnaround system designed for executives that leverage 360-degree feedback, a leadership skill/competency model, and individual development planning.
• Introduction
• A Success-Driven Challenge
• The Turnaround
• The Talent Challenge
• Execute on the “What,” Differentiate with “How”
• From Opaque to Transparent
• The Avon 360
• Broad-Based Transparency
• From Complex to Simple
• Performance Management
• Engagement Survey
• From Egalitarian to Differentiated
• Communication to Leadership Teams
• A Few Big Bets
• Tools and Processes
• From Episodic to Disciplined
• From Emotional to Factual
• From Meaningless to Consequential
• The Results of a Talent Turnaround
• Measuring the Talent Turnaround’s Success
INTRODUCTION
In early 2006, Avon Products, Inc., a global consumer products company focused on the economic empowerment of women around the world, began the most radical restructuring process in its 120-year history. Driving this effort was the belief that Avon could sustain its historically strong financial performance while building the foundation for a larger, more globally integrated organization. The proposed changes would affect every aspect of the organization and would demand an approach to finding, building, and engaging talent that differed from anything tried before.
A SUCCESS-DRIVEN CHALLENGE
Avon Products is a 122-year-old company originally founded by David H. McConnell—a door-to-door book seller who distributed free samples of perfume as an incentive to his customers. He soon discovered that customers were more interested in samples of his rose oil perfumes than in his books and so, in 1886, he founded the California Perfume Company. Renamed Avon Products in 1939, the organization steadily grew to become a leader in the direct selling of cosmetics, fragrances, and skin care products.
By 2005, Avon was an $8 billion company that had achieved a 10 percent cumulative annual growth rate (CAGR) in revenue and a 25 percent CAGR in operating profit from 2000 through 2004. A global company, Avon operated in more than forty countries and received more than 70 percent of its earnings from outside the United States. By all typical financial metrics, Avon was a very successful company.
However, as the company entered 2006 it found itself challenged by flattening revenues and declining operating profits. While the situation had many contributing causes, one underlying issue was that Avon had grown faster than portions of its infrastructure and talent could support. As with many growing organizations, the structures, people, and processes that were right for a $5 billion company weren’t necessarily a good fit for a $10 billion company.
THE TURNAROUND
Faced with these challenges, CEO Andrea Jung and her executive team launched a fundamental restructuring of the organization in January 2006. Some of the larger changes announced included:
• Moving from a Regional to a Ma ...
ROPELLA provides leadership transformation and organizational improvement services through workshops, retreats, and assessments tailored to each client's needs and goals. Their services aim to improve leadership skills, communication, teamwork, and alignment to help organizations better achieve their objectives and gain a competitive advantage. They take a customized approach, beginning with assessing an organization and developing solutions focused on developing leadership, enhancing culture and engagement, and improving performance and results.
This document provides an overview of the skills and experiences needed to become a chief operating officer (COO). It examines the core capabilities required for the COO role, which varies widely between companies. The document outlines how companies can develop internal candidates for COO succession planning or to fill new COO roles. It is based on research including a survey of over 300 COOs and analysis of the career paths of almost 100 leading COOs across various industries.
Recently, DATIS surveyed over 280 industry executives, gaining insight into their priorities and readiness on emerging workforce management trends in 2017. These results revealed numerous communication barriers within organizations and identified many flaws in workforce strategies. As the industry continues to change and develop it becomes evermore imperative that we maintain awareness of these changes.
This webinar will further discuss the insight of executives on the top ten emerging trends for 2017, including:
- Employee Engagement & Satisfaction
- Recruiting & Retention
- Regulatory Compliance
- Cross-Departmental Collaboration
- Drive Towards Digital
- Labor Cost Management
- Evolving Health & Human Services Industry
- Diverse Workforce
- Workforce Analytics
- Talent Management
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
CEB Corporate Leadership Council Transforming Career Management at World Bank...Peta Hellmann
The World Bank Group transformed its career management approach by:
1) Engaging diverse perspectives including staff, managers, and external experts to understand problems and define new principles.
2) Developing career paths focused on growth experiences across technical and geographic boundaries to replace promotion-driven careers.
3) Building pipelines for critical roles by identifying talent pools and readiness criteria to deploy talent more strategically.
Assignment 1 Company Description and SWOT AnalysisDue Week 3 an.docxcarlibradley31429
Assignment 1: Company Description and SWOT Analysis
Due Week 3 and worth 100 points
In this assignment, you will conduct a SWOT (Strength, Weakness, Opportunity, and Threat) analysis for the type of beverage you have selected, and for your company overall. As you work on the assignment, consider why you have chosen one type of non-alcoholic beverage over another and the reasons for that choice. As you complete your SWOT analysis, be sure to include external factors such as industry / market trends and competition, and internal factors such as your capabilities or abilities to reach certain market segments.
Write a three to five (3-5) page paper, in which you:
1. Create your revised NAB company name and explain its significance. Describe the non-alcoholic beverage you will produce and sell.
2. Develop your revised company’s Mission Statement and provide a rationale for its components.
· Hints: Use the Statement of Mission template on pp. 72-73 on the course textbook: Successful Business Plan to aid your development.Click here for help accessing a specific page number in your eBook.
· Extracting appropriate information from the NAB company portfolio, where applicable. You should fill in other required items in the template using your personal preferences.
· Describe the trends in the non-alcoholic beverage industry, especially the specific type of beverage category you have chosen. Justify at least three (3) reasons why you have chosen this type of non-alcoholic beverage.
· Hints: Research and outline beverage industry trends. Consider the size and growth rate of the industry overall and the specific beverage type you have chosen. Use the worksheet in the course text (p. 88 | Past and Future Growth of Your Industry) to help you project the future growth rate. Consider the use of industry associations and search engines to find reliable, recent data.
4. Choose one (1) strategic position from the course text (pp. 142–143) that you believe is the best strategic position for your company. Explain the approach you will use to implement this strategic position in order to distinguish your beverage from other non-alcoholic beverages.
5. Provide an overview of your company’s distribution channels. Explain the manner in which your product will reach end users. Provide a rationale for your chosen method.
· Hints: For example, will you sell your beverage in grocery stores, restaurants, or sports venues? If so, describe the types of resellers and distributors who will sell to resellers and fulfill their orders. If you are attempting to sell direct-to-consumers, such as online via a monthly subscription, how will you manage warehousing / fulfillment / shipping?
6. Outline at least three (3) types of risks (including any regulatory risks) that your business faces. Describe your company’s plan to mitigate such risk.
· Hints: You may refer to the types of risk listed in the course text (pp. 148–149) as well as any risks not listed in the text. Regulation weig.
Employer Branding - Turning Your Messaging Inside OutLindsey Barnett
The document discusses employer branding and how companies can improve their employer brand internally and externally.
Internally, companies should understand what makes employees stay, what attracts top talent, conduct engagement surveys, and ensure leadership lives the brand. Externally, companies should segment the market and tailor messaging to different audiences, use authentic stories and data to demonstrate career development, allow candid employee blogs, and respond to questions to build credibility. The goal is to attract, engage, and retain top talent through a strong employer brand.
ReMeHW 4 has three problems, TWO BASIC requirement and ONE BONUS, .docxdebishakespeare
This document summarizes a case study about Avon Products' talent turnaround system from 2006. Some key points:
1. Avon launched a major restructuring in 2006 to address revenue and profit declines. This included moving to a matrix structure, delayering management, and replacing several executive leaders.
2. Avon's existing talent practices were found to be opaque, egalitarian, complex, episodic, emotional, and meaningless. A new approach focused on transparency, simplification, and execution.
3. Changes included making 360 reviews transparent and focused on development, clarifying expectations through "The Deal" framework, and simplifying performance reviews and other processes.
4. The goal was to execute core talent
This document discusses two perspectives on employee empowerment that often conflict. The mechanistic perspective views empowerment as delegating power through clear roles, tasks, and accountability. The organic perspective sees empowerment as trusting employees, tolerating mistakes, encouraging risk-taking and growth. Most empowerment programs focus on the mechanistic view, but both views are needed to fully understand how to effectively empower employees.
This document discusses innovative HR practices. It begins by explaining how innovative practices build competencies, capabilities, and foster innovation. It then discusses the need for HR practices to change with trends like increased competition and technological change. It also covers topics like employee motivation, individual innovativeness, organizational citizenship behavior, and the role of the HR leader in bringing innovative ideas and practices to help develop employees and lead the organization successfully.
UPSTART Live Spring Summit - Mission PossibleWorkforceNEXT
Mission Possible: Hiring, Identifying and Growing Leaders.
Presented by Roger Mosby, Kinder Morgan; Melissa Squyres, CNPC; Robert Glaspie, Ocalm; Susan Webb, FMC Technologies
Aiming for the top: A guide for aspiring COOs and their organisationsEY
Our latest report on COO's titled 'Aiming for the top: A guide for aspiring COOs and their organisations'. The report provides insight on the skills and experiences needed to become a COO, it explains how companies can develop a robust pipeline of well-rounded talent for the succession to an existing COO position, or how to find a strong candidate for a new COO role. Read it to know how companies, and especially COOs currently in the role, can support the operations talent within their teams with the aim of eventually developing a strong successor.
Aiming for the top: A guide for aspiring COOs and their organisationsEY
This document provides an overview of the skills and experiences needed to become a chief operating officer (COO). It examines the appeal of the COO role, outlines seven core capabilities required for COOs across industries, and discusses how companies can develop strong COO candidates and succession plans. The seven core skills discussed are: mastery of change management, strategic discussions, operational controls, designing operational models, identifying efficiencies, industry knowledge, and multicultural management. The report also highlights exemplary COO career paths across different sectors.
Three key points:
1) Many US corporations face a potential leadership crisis as baby boomers retire without adequate replacements due to a lack of leadership development programs.
2) Two factors distinguish top Asian leadership organizations: attention to individual and corporate leadership needs, and accelerating key talent through custom training.
3) Highly effective leaders are made, not born - leadership behaviors can be identified, developed and taught to produce strong business leaders. Formal leadership development programs are needed to address the looming leadership gap.
This document summarizes a research paper on the most critical HR capabilities and competencies needed for the future. It identifies four key areas: business acumen, organizational leadership and navigation, change management, and HR technology and analytics. For each area, it discusses importance, how companies can develop best practices, and organizational case studies. It concludes that today's business environment demands HR professionals who can lead at all levels through knowledge of business and providing integrated HR solutions to key issues.
Unlocking The Potential Of Frontline ManagersShane Allen
This document discusses six keys to unlocking the potential of frontline managers: 1) Identify employees with the capability and interest to be good managers; 2) Help managers understand their team's goals and roles; 3) Help managers understand the people they manage; 4) Help managers understand themselves and how they impact others; 5) Don't assume managers know how or when to coach; 6) Minimize administrative work to give managers more time to develop people. The document is published by Profiles International and provides guidance to organizations on developing effective frontline management.
Reinventing Your Business By Reinventing Your Talentmatt_stencil
The document discusses the importance of reinventing a business's talent strategy for continued success. It recommends that CEOs assess current leadership talent, align key positions with a talent management program, systematically develop internal leadership, and determine the appropriate mix of internal promotion versus external hiring. Reinventing a business's talent is essential to also reinventing the business as customer and market needs change over time.
Great managers break conventional rules of management in order to get the best performance from employees. They focus on selecting employees based on talents, not experience or intelligence. They define desired outcomes rather than directly controlling how employees do their work. And they concentrate on developing existing strengths in employees rather than trying to fix weaknesses. The keys for great managers are selecting the right people for jobs based on their natural talents, setting appropriate expectations focused on outcomes, motivating employees by recognizing strengths, and helping employees find roles that are the best fit for their talents.
This document discusses the importance of leadership development and promoting leadership from within organizations. It notes that companies with strong leadership significantly outperform peers financially. Developing leadership is a top priority for talent retention and a business imperative. However, many organizations are failing to develop internal talent and leaders. They say they want to promote from within but often hire externally. The document recommends identifying and developing internal talent through training programs like Vertex to strengthen organizational culture and improve business performance.
Companies that are successful focus on understanding customer needs, exceeding customer expectations, and focusing on key priorities. They incorporate this customer-focused strategy into well-defined plans. Successful companies also use tools like assessments, competency models, 360-degree feedback, and succession planning to guide how they organize, staff, and develop their employees. This helps them with challenges like hiring top performers, developing current employees, managing performance, and planning for the future.
Companies that are successful focus on understanding customer needs, exceeding customer expectations, and focusing on key priorities. They incorporate this customer-focused strategy into well-defined plans. Successful companies also use tools like assessments, competency models, 360-degree feedback, and succession planning to guide how they organize, staff, and develop their employees. This helps them with challenges like hiring top performers, developing current employees, managing performance, and planning for the future.
The Global Head of Human Resources at Bilcare Research, Anu Mhaisalkar, answers some key questions regarding the role of an HR leader operating in an international business in the current economic crisis.
2015 talent mobility research report printPeggy Epstein
The document summarizes the key findings of a study on talent mobility conducted by Lee Hecht Harrison. It found that most companies recognize the importance of talent mobility but are failing to implement effective talent management strategies. Specifically, companies struggle to understand, develop, and deploy their talent. While companies aim to hire internally and inform employees of opportunities, gaps remain in developing manager and employee skills, supporting career development and internal mobility. The report provides recommendations for improving talent mobility, such as assigning leadership responsibility, addressing manager mindsets, and supporting employee networking and development.
This document discusses creating a recognition-rich culture to improve employee engagement and business results. It recommends warming up for this challenge by setting business objectives, values, and desired behaviors. It also suggests surveying employees to learn what types of recognition motivate them. Some quick and easy recognition options that take less than two minutes include saying thank you, sending an email, leaving a voicemail, writing a card, or giving a gift certificate. Measuring success is also important through benchmarks, feedback, and ongoing optimization.
This document announces a two-day event on leadership succession management and talent development. The event will include workshops and presentations on topics such as conducting a situational analysis, workforce planning, succession program creation, training and talent management synchronization, mentoring relationships, talent reviews, leadership development strategies, skills for today's economy, and transformational leadership cultivation. Speakers will include consultants and representatives from various organizations. Attendees will include professionals from HR, organizational development, succession planning, training and related fields.
3 templates are due based on the focus review. Attached are the temp.docxjesusamckone
3 templates are due based on the focus review. Attached are the templates .
the following need to be completed:
1-system disorder -cardiovascular disorder.
2-basic concept-legal responsibilities -obtaining informed consent for an adolescent.
3-system disorder-skin infection tinea pedis.
.
Employer Branding - Turning Your Messaging Inside OutLindsey Barnett
The document discusses employer branding and how companies can improve their employer brand internally and externally.
Internally, companies should understand what makes employees stay, what attracts top talent, conduct engagement surveys, and ensure leadership lives the brand. Externally, companies should segment the market and tailor messaging to different audiences, use authentic stories and data to demonstrate career development, allow candid employee blogs, and respond to questions to build credibility. The goal is to attract, engage, and retain top talent through a strong employer brand.
ReMeHW 4 has three problems, TWO BASIC requirement and ONE BONUS, .docxdebishakespeare
This document summarizes a case study about Avon Products' talent turnaround system from 2006. Some key points:
1. Avon launched a major restructuring in 2006 to address revenue and profit declines. This included moving to a matrix structure, delayering management, and replacing several executive leaders.
2. Avon's existing talent practices were found to be opaque, egalitarian, complex, episodic, emotional, and meaningless. A new approach focused on transparency, simplification, and execution.
3. Changes included making 360 reviews transparent and focused on development, clarifying expectations through "The Deal" framework, and simplifying performance reviews and other processes.
4. The goal was to execute core talent
This document discusses two perspectives on employee empowerment that often conflict. The mechanistic perspective views empowerment as delegating power through clear roles, tasks, and accountability. The organic perspective sees empowerment as trusting employees, tolerating mistakes, encouraging risk-taking and growth. Most empowerment programs focus on the mechanistic view, but both views are needed to fully understand how to effectively empower employees.
This document discusses innovative HR practices. It begins by explaining how innovative practices build competencies, capabilities, and foster innovation. It then discusses the need for HR practices to change with trends like increased competition and technological change. It also covers topics like employee motivation, individual innovativeness, organizational citizenship behavior, and the role of the HR leader in bringing innovative ideas and practices to help develop employees and lead the organization successfully.
UPSTART Live Spring Summit - Mission PossibleWorkforceNEXT
Mission Possible: Hiring, Identifying and Growing Leaders.
Presented by Roger Mosby, Kinder Morgan; Melissa Squyres, CNPC; Robert Glaspie, Ocalm; Susan Webb, FMC Technologies
Aiming for the top: A guide for aspiring COOs and their organisationsEY
Our latest report on COO's titled 'Aiming for the top: A guide for aspiring COOs and their organisations'. The report provides insight on the skills and experiences needed to become a COO, it explains how companies can develop a robust pipeline of well-rounded talent for the succession to an existing COO position, or how to find a strong candidate for a new COO role. Read it to know how companies, and especially COOs currently in the role, can support the operations talent within their teams with the aim of eventually developing a strong successor.
Aiming for the top: A guide for aspiring COOs and their organisationsEY
This document provides an overview of the skills and experiences needed to become a chief operating officer (COO). It examines the appeal of the COO role, outlines seven core capabilities required for COOs across industries, and discusses how companies can develop strong COO candidates and succession plans. The seven core skills discussed are: mastery of change management, strategic discussions, operational controls, designing operational models, identifying efficiencies, industry knowledge, and multicultural management. The report also highlights exemplary COO career paths across different sectors.
Three key points:
1) Many US corporations face a potential leadership crisis as baby boomers retire without adequate replacements due to a lack of leadership development programs.
2) Two factors distinguish top Asian leadership organizations: attention to individual and corporate leadership needs, and accelerating key talent through custom training.
3) Highly effective leaders are made, not born - leadership behaviors can be identified, developed and taught to produce strong business leaders. Formal leadership development programs are needed to address the looming leadership gap.
This document summarizes a research paper on the most critical HR capabilities and competencies needed for the future. It identifies four key areas: business acumen, organizational leadership and navigation, change management, and HR technology and analytics. For each area, it discusses importance, how companies can develop best practices, and organizational case studies. It concludes that today's business environment demands HR professionals who can lead at all levels through knowledge of business and providing integrated HR solutions to key issues.
Unlocking The Potential Of Frontline ManagersShane Allen
This document discusses six keys to unlocking the potential of frontline managers: 1) Identify employees with the capability and interest to be good managers; 2) Help managers understand their team's goals and roles; 3) Help managers understand the people they manage; 4) Help managers understand themselves and how they impact others; 5) Don't assume managers know how or when to coach; 6) Minimize administrative work to give managers more time to develop people. The document is published by Profiles International and provides guidance to organizations on developing effective frontline management.
Reinventing Your Business By Reinventing Your Talentmatt_stencil
The document discusses the importance of reinventing a business's talent strategy for continued success. It recommends that CEOs assess current leadership talent, align key positions with a talent management program, systematically develop internal leadership, and determine the appropriate mix of internal promotion versus external hiring. Reinventing a business's talent is essential to also reinventing the business as customer and market needs change over time.
Great managers break conventional rules of management in order to get the best performance from employees. They focus on selecting employees based on talents, not experience or intelligence. They define desired outcomes rather than directly controlling how employees do their work. And they concentrate on developing existing strengths in employees rather than trying to fix weaknesses. The keys for great managers are selecting the right people for jobs based on their natural talents, setting appropriate expectations focused on outcomes, motivating employees by recognizing strengths, and helping employees find roles that are the best fit for their talents.
This document discusses the importance of leadership development and promoting leadership from within organizations. It notes that companies with strong leadership significantly outperform peers financially. Developing leadership is a top priority for talent retention and a business imperative. However, many organizations are failing to develop internal talent and leaders. They say they want to promote from within but often hire externally. The document recommends identifying and developing internal talent through training programs like Vertex to strengthen organizational culture and improve business performance.
Companies that are successful focus on understanding customer needs, exceeding customer expectations, and focusing on key priorities. They incorporate this customer-focused strategy into well-defined plans. Successful companies also use tools like assessments, competency models, 360-degree feedback, and succession planning to guide how they organize, staff, and develop their employees. This helps them with challenges like hiring top performers, developing current employees, managing performance, and planning for the future.
Companies that are successful focus on understanding customer needs, exceeding customer expectations, and focusing on key priorities. They incorporate this customer-focused strategy into well-defined plans. Successful companies also use tools like assessments, competency models, 360-degree feedback, and succession planning to guide how they organize, staff, and develop their employees. This helps them with challenges like hiring top performers, developing current employees, managing performance, and planning for the future.
The Global Head of Human Resources at Bilcare Research, Anu Mhaisalkar, answers some key questions regarding the role of an HR leader operating in an international business in the current economic crisis.
2015 talent mobility research report printPeggy Epstein
The document summarizes the key findings of a study on talent mobility conducted by Lee Hecht Harrison. It found that most companies recognize the importance of talent mobility but are failing to implement effective talent management strategies. Specifically, companies struggle to understand, develop, and deploy their talent. While companies aim to hire internally and inform employees of opportunities, gaps remain in developing manager and employee skills, supporting career development and internal mobility. The report provides recommendations for improving talent mobility, such as assigning leadership responsibility, addressing manager mindsets, and supporting employee networking and development.
This document discusses creating a recognition-rich culture to improve employee engagement and business results. It recommends warming up for this challenge by setting business objectives, values, and desired behaviors. It also suggests surveying employees to learn what types of recognition motivate them. Some quick and easy recognition options that take less than two minutes include saying thank you, sending an email, leaving a voicemail, writing a card, or giving a gift certificate. Measuring success is also important through benchmarks, feedback, and ongoing optimization.
This document announces a two-day event on leadership succession management and talent development. The event will include workshops and presentations on topics such as conducting a situational analysis, workforce planning, succession program creation, training and talent management synchronization, mentoring relationships, talent reviews, leadership development strategies, skills for today's economy, and transformational leadership cultivation. Speakers will include consultants and representatives from various organizations. Attendees will include professionals from HR, organizational development, succession planning, training and related fields.
Similar to 1C H A P T E R1 AVON PRODUCTS, INC. .docx (20)
3 templates are due based on the focus review. Attached are the temp.docxjesusamckone
3 templates are due based on the focus review. Attached are the templates .
the following need to be completed:
1-system disorder -cardiovascular disorder.
2-basic concept-legal responsibilities -obtaining informed consent for an adolescent.
3-system disorder-skin infection tinea pedis.
.
3-4 page essayInequality of income is greater in the United Sta.docxjesusamckone
3-4 page essay:
Inequality of income is greater in the United States than in other capitalistic countries. Taking this fact into consideration, what moral obligation, if any, do we have individually and as a society to narrow the gap? What role should the business community play? Defend your answer with ethical argumentation.
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3 Vision Visioning is relatively easy. Casting a shared and clea.docxjesusamckone
3 Vision V
isioning is relatively easy. Casting a shared and clear vision, then holding one another accountable for its pursuit is what’s tough.
A vision is an expression of what a person or an organization cares about.
The insight to see new paths, the courage to try them, and judgment to measure results—these are the qualities of a leader. —MARY PARKER FOLLETT
WHY POLICE MANAGERS GET INTO TROUBLE!
The future isn’t what it used to be. —Yogi Berra Obviously police managers can get into trouble for a lot of reasons. The seven reasons I most often see follow. First, they choose to forfeit their integrity for the slick, fast, questionable shortcuts to success. Second, their vision isn’t shared by others. Third, the vision lacks clarity. Four, the vision may be great, but it is sorely void of a strategy for making it happen. Five, worse yet, it may contain a viable strategy, but there’s no built-in accountability. Six, some managers fail to recognize and deal with the existing culture.
We’ll tackle these issues in the following four sections:
• Vision
• Strategy
• Culture
• Prospection
VISION
If you have built castles in the air, your work need not be lost; that is where they should be. Now put the foundations under them. —Henry David Thoreau
A vision is stable; it doesn’t change often or much. After all, what we truly value does not flip-flop daily. Values are enduring and therefore visions are, too. A vision is a compass for maintaining a steady point toward a destination that we really care about. Strategy serves as a rudder for altering direction, speed, and tactics to successfully navigate the incoming tempest to change. Visions are constant while strategies vary.
The twentieth century began by changing the old constancies, while the twenty-first century began with change as the only constant.
The remainder of this section covers (1) the ingredients or “recipe” for a vision, (2) building a shared vision or not, and (3) accountability. (The foundational need for a clear vision is a part of strategy.)
Recipe
Here are the key characteristics of vision:
Purpose/Mission. Whether you call it a mission or a purpose, a vision statement must articulate the fundamental reason for the organization’s existence. It explains exactly why you exist and why you’re important.
Future. It paints an inspiring future that is not out of sight, but slightly out of reach. It is not an idle dream, but rather a compelling picture of the way it ought to look.
Values. A vision statement is loaded with values. It tells the reader precisely what the organization stands for and is prepared to be measured on.
Principled Decision Making. A shared vision should be judged on its ability to encourage principled decisions. Here’s the question: “Does my vision statement help me to know the wrong path while pointing to the right one?” When you study your shared vision, are you comfortable that it propels you toward moral high ground?
Change Agent. A shared vi.
3 Power points on nutrition while home schooling1 for elementary.docxjesusamckone
3 Power points on nutrition while home schooling
1 for elementary kids
1 for middle school kids
1 for parents
Must be 10 slide minimum
Must have pictures appropriate for school aged kids
Bullet points
Must include (only) one youtube video
.
3 paragraph minimum, in text references, and scholarly references. .docxjesusamckone
3 paragraph minimum, in text references, and scholarly references.
Post an explanation of the differences between the public and private health insurances as well as the difference in access to care based on one’s insurance.
Explain the differences between Medicare and Medicaid in terms of eligibility, cost, benefits, services provided, and limitations in services.
Finally, describe special programs that your state’s Medicaid program offers to increase access to care for vulnerable populations, such as pregnant women, children, single mothers, or immigrants.
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2HOW THANKSGIVING AND SUPER BOWL TRAFFIC CONTRIBUTE TO FLIGH.docxjesusamckone
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HOW THANKSGIVING AND SUPER BOWL TRAFFIC CONTRIBUTE TO FLIGHT DELAYS Comment by Jeremy Hodges: You should have a meaningful title that describes what your study is about. Start with a word like “examine” or “explore” to identify the type of study you conducted.
by
XXXXX
A Graduate Capstone Project Submitted to the College of Aeronautics,
Department of Graduate Studies, in Partial Fulfillment
of the Requirements for the Degree of
Master of Science in Aeronautics
Embry-Riddle Aeronautical University
Worldwide Campus
May 2018
HOW THANKSGIVING AND SUPER BOWL TRAFFIC CONTRIBUTE TO FLIGHT DELAYS
by
XXXXX
This Graduate Capstone Project was prepared under the direction of the candidate’s Graduate Capstone Project Chair, XXXXX, Comment by Jeremy Hodges: Dr. Jeremy Hodges
Worldwide Campus, and has been approved. It was submitted to the
Department of Graduate Studies in partial fulfillment
of the requirements for the degree of
Master of Science in Aeronautics
Graduate Capstone Project:
___________________________________________
XXXXXXXX. Comment by Jeremy Hodges: Jeremy Hodges, PhD
Graduate Capstone Project Chair
________________
xxii
Date
xxii
ii
xxii
xxii
ixAcknowledgements Comment by Jeremy Hodges: Add any acknowledgments here. You may use first person in this section, but avoid it everywhere else.
I'd like to thank my legs, for always supporting me; my arms, who are always by my side; and lastly my fingers, I can always count on them.
Abstract
Scholar: XXXXX
Title: How Thanksgiving and Super Bowl Traffic Contribute to Flight Delays
Institution: Embry-Riddle Aeronautical University
Degree: Master of Science in Aeronautics
Year: 2017
This study explores the effects of non-scheduled flights on scheduled flight delays during Thanksgiving and Super Bowl across 5 years. Flight delay data were collected from the Bureau of Transport Statistics and the Federal Aviation Administration. Super Bowl and Thanksgiving were chosen as the special events of interest for this study as they provided complementary datasets. Super Bowl showed an increase in non-scheduled flights whereas Thanksgiving showed greater scheduled flight operations. The results of this study concluded that scheduled flights showed greater delays during Super Bowl when compared to Thanksgiving. A significant interaction was also found to exist between scheduled and non-scheduled flights operating during the two special events. Both scheduled flight delays and non-scheduled flight delays increased during Super Bowl. However, during Thanksgiving this relationship did not exist – scheduled flights had much fewer delays than non-scheduled flights. Due to the increase in the number of non-scheduled flight operations during Super Bowl, delays increased thereby increasing operating costs for flights. The outcomes of this study shed light on another aspect of airspace efficiency that could be researched to reduce costs and improv.
3 page essay In-text scholar references in APA formatI.docxjesusamckone
**3 page essay In-text scholar references in APA format**
Introduction
Briefly explain Corrigan’s model of the stages of stigma and his recommendations and hierarchy about recovery.
Explain whether Delle’s experience follows that model. Use specific examples to argue your perspective. If you agree, identify which stage of recovery Delle is in.
Analyze Delle’s reports about his own experiences with both types of stigma. Provide specific examples, and in your analysis consider the following questions:
Does one type of stigma predominate in his talk?
Which of Delle’s personal values or beliefs were challenged by his internalizations about his own illness and help-seeking?
What strengths does he exhibit?
What was the primary benefit of his diagnosis?
Do you think his experience would be different if his culture was different? Explain why or why not?
Conclusion
.
3 Law peer reviewed references needed.Answer the Discussion Board bo.docxjesusamckone
3 Law peer reviewed references needed.Answer the Discussion Board board questions in paragraph form.
1. A premature infant was delivered at Woman’s Hospital by the plaintiff. The child died shortly after birth, and the plaintiff was assured by the floor nurse that the hospital would take care of the infant’s burial. When the mother went to the obstetrician for an examination six weeks later, she was given her folder to hold while waiting for the physician. She found in it a note from the pathologist about disposal of the baby’s body. When the plaintiff asked the physician about the disposal of the body, he instructed his nurse to take her to the hospital across the street to see someone who would tell her what had been done with the baby. When the woman and the nurse found the person, the plaintiff was handed a large jar with the baby’s body inside. As a result, the plaintiff suffered nightmares, could not sleep, was depressed when she was around children, had surgery for a pseudopregnancy, and required psychiatric treatment. Should a patient–physician relationship include the contract to dispose of a dead body?
2. The plaintiff’s 18-year-old son died suddenly at home. His body was taken to the hospital, where the cause of death could not be found without an autopsy. The deputy medical examiner ordered a postmortem examination. The plaintiff was a member of the Jewish Orthodox faith and refused the postmortem examination of his son on the basis that religious conviction prohibited any molestation of the body after death. Is freedom of religion curtailed by a law that has a compelling state interest?
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2To ADD names From ADD name Date ADD date Subject ADD ti.docxjesusamckone
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To: ADD names From: ADD name Date: ADD date Subject: ADD title
Introduction
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vestibulum et nisl ante. Etiam pulvinar fringilla ipsum facilisis efficitur. Maecenas volutpat risus dignissim dui euismod auctor. Nulla facilisi. Mauris euismod tellus malesuada dolor egestas, ac vulputate odio suscipit.
Sed pellentesque sagittis diam, sit amet faucibus diam lobortis quis. Sed mattis turpis ligula, in accumsan ante pellentesque eu. Quisque ut nisl leo. Nullam ipsum odio, eleifend non orcinon, volutpat sollicitudin lacus (Cuddy, 2002). Identify Changes
Donec tincidunt ligula eget sollicitudin vehicula. Proin pharetra tellus id lectus mollis sollicitudin. Etiam auctor ligula a nulla posuere, consequat feugiat ex lobortis. Duis eu cursus arcu, congue luctus turpis. Sed dapibus turpis ac diam viverra consectetur. Aliquam placerat molestie eros vel posuere.
This Photo by Unknown Author is licensed under CC BY-SA
Figure 1. Title (Source: www.source-of-graphic.edu )Product Offerings
Sed facilisis, lacus vel accumsan convallis, massa est ullamcorper mauris, quis feugiat eros ligula eget est. Vivamus nunc turpis, lobortis et magna a, convallis aliquam diam. Lorem ipsum dolor sit amet, consectetur adipiscing elit.
Figure 2. Title (Source of data citation)
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vestibulum et nisl ante. Etiam pulvinar fringilla ipsum facilisis efficitur. Maecenas volutpat risus dignissim dui euismod auctor. Nulla facilisi. Mauris euismod tellus malesuada dolor egestas, ac vulputate odio suscipit. Capabilities
Donec tincidunt ligula eget sollicitudin vehicula. Proin pharetra tellus id lectus mollis sollicitudin. Etiam auctor ligula a nulla posuere, consequat feugiat ex lobortis. Duis eu cursus arcu, congue luctus turpis. Sed dapibus turpis ac diam viverra consectetur.
References
Basu, K. K. (2015). The Leader's Role in Managing Change: Five Cases of Technology-Enabled Business Transformation. Global Business & Organizational Excellence, 34(3), 28-42. doi:10.1002/joe.21602.
Connelly, B., Dalton, T., Murphy, D., Rosales, D., Sudlow, D., & Havelka, D. (2016). Too Much of a Good Thing: User Leadership at TPAC. Information Systems Education Journal, 14(2), 34-42.
Rouse, M. (2018). Changed Block Tracking. Retrieved from Techtarget Network: https://searchvmware.techtarget.com/definition/Changed-Block-Tracking-CBT
Change the Chart Title to Fit Your Needs
Series 1 Category 1 Category 2 Category 3 Category 4 4.3 2.5 3.5 4.5 Series 2 Category 1 Category 2 Category 3 Category 4 2.4 4.4000000000000004 1.8 2.8 Series 3 Category 1 Category 2 Category 3 Category 4 2 2 3 5
Assessing Similarities and Differences in Self-Control
between Police Officers and Offenders
Ryan C. Meldrum1 & Christopher M. Donner2 & Shawna Cleary3 &
Andy Hochstetler4 & Matt DeLisi4
Received: 2 August 2019 /Accepted: 21 October 2019 /
Published online: 2 December 2019
# Southern Criminal.
3 page essay regarding civil liberties, civil rights, and the presid.docxjesusamckone
3 page essay regarding civil liberties, civil rights, and the presidency.
(intro) Must briefly discuss each topic then make a statement about a contemporary political problem related to one of the topics.
(Body) identify, discuss and describe a contemporary problem related to one of the topics.
(conclusion) construct and communicate a solution to the problem.
.
2TITLE OF PAPERDavid B. JonesColumbia Southe.docxjesusamckone
2
TITLE OF PAPER
David B. Jones
Columbia Southern University
BBA: 3201 Principles of Marketing
Nancy Ely Mount
Month/Date/ 2020
Marketing is
Four Elements of Marketing:
Creating
Communicating
Delivering
Exchanging
Holistic Marketing Concept is a people oriented approach utilizing the four principles of :
Relationship
Integrated
Internal
Performance marketing
.
2Running head THE JONES ACTThe Jones Act 2.docxjesusamckone
2
Running head: THE JONES ACT
The Jones Act 2
The Jones Act of the Merchant Marine Act of 1920
Latissa Butler
American Public University
Dr. Wallace Burns
February 23, 2020
The Jones Act of the Merchant Marine Act of 1920
The century-old Merchant Marine law of 1920, also known as "Jones Act" has been part of a contentious topic in the U.S for a long time. Jones Act has seen an excessive strain in the economy with prices of goods in many states hiking due to the restriction of foreign ships into U.S water territorials. There has also been a tremendous impact on the environment and internal revenue. The limits have impacted heavily on people living in the coasts of Hawaii, Alaska the island of Puerto Rico and Guam as a result of the Section 27 act which only allows "cabotage".
Conversely, the federal law has fostered domestic shipbuilding leading to increased employment and a boost to national security. Jones Act also allows the compensation of sailors who might experience accidents in the line of duty. If this were to happen, I am in support of the repealing part of the law that acts as a burden to the American citizen.
Since its enactment to law, the Jones Act, has hit hardest on the economy of U.S. despite the reforms done on Section 28. The restrictions on vessels made and operated by Americans has led to the variability in the shipping rates. The cost of transporting commodities has risen drastically due to the lack of competition from foreign markets, ultimately leading to an increase in prices of goods (Washington Post, 2010). Shipping industries locally, on the other hand, have increased the costs of the services they offer. The move to raise the prices of the available commodities has seen many citizens seeking for alternative means of importing and transporting their produce from the neighboring countries. The lack of a free market that has move to the states, must settle for higher prices than others due to the difference in the shipping cost. According to The International Trade Commission's 1995 Analysis, the cost incurred during the transportation of goods by these means apart from the sea is also high and impact on the economy of the country. The amount of fuel consumption during transporting goods through road is too expensive when evaluated.
The effect of the Jones Act on the environment has also been felt across the state. The smoke and gases released as a result of traffic have led to the rise in temperatures in a different part of America. Carbon emission has, in the past, contributed to high cost incurred when managing. Additionally, the restriction has led to a loss in the amount of foreign revenue in the U.S. Due to this fact, a lot of bilateral agreements have failed as a result of the Jones Act law which has consequently had an effect on the economy of the U.S (Hoxie, Phillip, Smith & Vincent, 2019). In my opinion, based on the impact the law has on the economy of the co.
2958 IEEE TRANSACTIONS ON INFORMATION FORENSICS AND SECURITY, .docxjesusamckone
2958 IEEE TRANSACTIONS ON INFORMATION FORENSICS AND SECURITY, VOL. 14, NO. 11, NOVEMBER 2019
Interdependent Strategic Security Risk Management
With Bounded Rationality in the Internet of Things
Juntao Chen , Student Member, IEEE, and Quanyan Zhu, Member, IEEE
Abstract— With the increasing connectivity enabled by the
Internet of Things (IoT), security becomes a critical concern,
and users should invest to secure their IoT applications. Due to
the massive devices in the IoT network, users cannot be aware
of the security policies taken by all its connected neighbors.
Instead, a user makes security decisions based on the cyber
risks that he perceives by observing a selected number of
nodes. To this end, we propose a model which incorporates
the limited attention or bounded rationality nature of players
in the IoT. Specifically, each individual builds a sparse cognitive
network of nodes to respond to. Based on this simplified cognitive
network representation, each user then determines his security
management policy by minimizing his own real-world security
cost. The bounded rational decision-makings of players and their
cognitive network formations are interdependent and thus should
be addressed in a holistic manner. We establish a games-in-
games framework and propose a Gestalt Nash equilibrium (GNE)
solution concept to characterize the decisions of agents and
quantify their risk of bounded perception due to the limited
attention. In addition, we design a proximal-based iterative
algorithm to compute the GNE. With case studies of smart
communities, the designed algorithm can successfully identify
the critical users whose decisions need to be taken into account
by the other users during the security management.
Index Terms— Risk management, bounded rationality, cogni-
tive networks, Internet of Things, smart community.
I. INTRODUCTION
RECENT years have witnessed a significant growthof urban population. As the growth continues, cities
need to become more efficient to serve the surging pop-
ulation. To achieve this objective, cities need to become
smarter with the integration of information and communication
techniques (ICTs) and urban infrastructures. Driven by the
advances in sensing, computing, storage and cloud technolo-
gies, the Internet of Things (IoT) plays a central role in
supporting the development of smart city. Though IoT enables
a highly connected world, the security of IoT becomes a
critical concern. There are 5.5 million new things connected
Manuscript received May 21, 2018; revised March 4, 2019; accepted
April 9, 2019. Date of publication April 15, 2019; date of current ver-
sion July 2, 2019. This work was supported in part by the National Sci-
ence Foundation under Award SES-1541164 and Award ECCS-1847056,
in part by the Army Research Office (ARO) under Grant W911NF1910041,
and in part by a grant through the Critical Infrastructure Resilience
Institute (CIRI). The associate editor coordinating the review of this
manuscript.
2
BUS 503 JOURNAL
BUS 503 SAMPLE Journal
Student NAME
Professor Name
1
Running head: BUS 503 JOURNAL
Due Date: May 12, 2019
Course Quotes
“What does it mean for our writing productivity and writing quality? Simply put, it means this: if we commit to practice our academic writing, and obtain continual feedback, our writing and productivity levels will improve” (Goodson, 2017, p. 9).
Example of a Comment:
I have found that writing requires practice. Technology such as texting and social media has hindered my academic writing, so I must be deliberate in practicing academic writing.
“Every dimension of their future success as academics (grades, promotions, presentations, to professional groups, funding for research projects) will depend on how well and how much they write” (Goodson, 2017, p. 22).
Example of an Aha Moment:
This quote reminded of an inspirational leader who is able to eloquently present information based on research and facts. Research indicates that academic writing is part of our personal and professional daily life, yet, we do not align with the concept.
“Even if you don’t see yourself as a writer, yet, practicing new habits and strategies will help you develop this new perspective…” (Goodson, 2017, p. 23).
Example of a questions:
What steps do I need take to develop new habits and strategies? Goodson (2017) outlines steps that I will need to learn and embrace to embark on my academic writing development.
References:
In this area add ALL references you are using for your journal – for example you could immediately add our two course texts. The advantage of having this added is when you compose your paper/project – you will already have your reference page completed per APA formatting:
Goodson, P. (2017). Becoming an academic writer: 50 exercises for paced, productive, and powerful writing. Sage Publications.
REFLECTIVE JOURNAL
1
REFLECTIVE JOURNAL
Reflective Journal
Edina Purser
University of Mary Business Research and Writing
Karmen P. Sorenson
01 Jun 2020
Reflective Journal
Exercise 7
"I have, therefore, learned to keep writing diaries as a mechanism and a place for documenting my progress" (Goodson, 2013, p.36). Goodson's advice of constant writing of diaries reminds me of Project Diaries' (2011, p.1) quote that "Keeping project records, including the preparation, assembly, and preservation of such records is considered one of the most important duties and responsibilities that the Engineer delegates to the Inspector." Thus, I am aware that diaries are evaluation tools for recording data over a particular period. Diaries depend on adequate documentation of a continuing process. Therefore, I ensure that I complete with my entries when I am close to a specific event since logs are not suitable for evaluation after the implementation of any event.
However, I still have the option of using journals to reconstruct events. I ensure that I writ.
26.5Albert Beveridge, Defense of Imperialism”Albert Beveridge (.docxjesusamckone
26.5Albert Beveridge, “Defense of Imperialism”
Albert Beveridge (1862-1927) was a Republican Senator from Indiana, historian, and imperialist. A supporter of President Theodore Roosevelt (in office from 1901-1909), Beveridge supported American expansion in the Philippines, Cuba, and Puerto Rico after the American victory in the Spanish-American War (1898). In “Defense of Imperialism,” Beveridge portrays Americans as a people favored by God who are destined to rule over additional lands and achieve commercial supremacy. He did not believe that the people of the Philippines, Cuba, and Puerto Rico were mature or capable of self-government, which justified American rule. In addition, Beveridge acknowledges the importance of imperial adventures to justifying national greatness in the early twentieth-century. Beveridge’s ideas represent, in sum, two primary justifications for the New Imperialism of the late nineteenth and early twentieth-centuries. On the one hand, imperialists argued that foreign control was necessary for peoples not yet ready to govern themselves. On the other hand, they recognized that imperialism served the interests of the metropole insofar as it justified “Great Power” status among the community of nations.
It is a noble land that God has given us; a land that can feed and clothe the world; a land whose coastlines would enclose half the countries of Europe; a land set like a sentinel between the two imperial oceans of the globe, a greater England with a nobler destiny.
It is a mighty people that He has planted on this soil; a people sprung from the most masterful blood of history, a people perpetually revitalized by the virile, man-producing working-folk of all the earth; a people imperial by virtue of their power, by right of their institutions, by authority of their Heaven-directed purposes— the propagandists and not the misers of liberty.
It is a glorious history our God has bestowed upon His chosen people; a history heroic with faith in our mission and our future; a history of statesmen who flung the boundaries of the Republic out into unexplored lands and savage wilderness; a history of soldiers who carried the flag across blazing deserts and through the ranks of hostile mountains, even to the gates of sunset; a history of a multiplying people who overran a continent in half a century; a history of prophets who saw the consequences of evils inherited from the past and of martyrs who died to save us from them; a history divinely logical, in the process of whose tremendous reasoning we find ourselves today.
Therefore, in this campaign, the question is larger than a party question. It is an American question. It is a world question. Shall the American people continue their march toward the commercial supremacy of the world? Shall free institutions broaden their blessed reign as the children of liberty wax in strength, until the empire of our principles is established over the hearts of all mankind?
Have we no mission to per.
2Evaluating StocksEvaluating StocksLearning Team BFIN402.docxjesusamckone
2
Evaluating Stocks
Evaluating Stocks
Learning Team B
FIN/402
03/16/2020
Troy Mahone
The stocks in this portfolio are the following: PepsiCo, Apple, Microsoft, Aritzia, and Amazon. An assessment was conducted to establish if the stocks should remain in the portfolio.
Stock Reviews and Discussion
If I review the investment in PepsiCo., the business has reflected a slight decrease in the stock price, as being traded daily on the floor, the reason which we can assume is the over all market turbulence, being caused by the Oil market, and it is directly impacting US economy, and hence reflecting the same on the stocks trade in the market.
Apple Inc., stock has also reflected a bit decline as directly related to activities being performed in the market, more over the share is constantly moving the range of $30 up/down, being range bound, hence reflects that the business is performing well, and keeping at the place in the market. Citing Chinese government data, Reuters recently reported that Apple sold just 494,000 iPhones in the country in February. That was a steep decline from the 1.27 million units the company had shipped in the prior-year period and the two million units sold in January. The situation was bad across the board, as overall smartphone shipments fell 54.7% annually during the month, according to the China Academy of Information and Communications Technology.
Microsoft has reflected a steady decline, although it is not much material, and market expectancy is to correct it, I believe the more effect on Microsoft stock price down fall is related to news spread in the market, that Bill Gates is resigning himself, from the position of the President and leaving the board, market sentiments are attached to this news, but I believe in coming few months, business is going to show tremendous growth in the shares value. I feel that Microsoft offers many types of shares like mutual funds holders, individuals, stakeholders and other institutional shares. With these shares they are often bought and sold. The rates of shares range 42.14% to 6.18%.
Aritizia has shown some of the great moment during the last tenure, touching up the higher side and then again the lower side, is a mixed up reaction, as it moved between range of $200-250 in few days, the reason of such movement is overall market performance, the oil war, and the Corona virus worldwide economic impact. The current state of our society has resulted in a very volatile market. In times like these investors may be cautious towards putting their savings into stocks. However, this is also a good time to buy at low prices. ATZAF has seen a decline in market price over the past month, however a significant amount of that decline can be attributed to nation-wide panic. Most of the clothing inventory held by Aritzia comes from Vietnam. Countries in Asia are being hit especially hard by the virus and as a result North American companies are seeing experiencing breaks in their sup.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
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Answers about how you can do more with Walmart!"
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
1. 1
C H A P T E R
1
AVON PRODUCTS, INC.
MARC EFFRON
A leadership development and talent turnaround system
designed for executives
that leverage 360 - degree feedback, a leadership
skill/competency model, and indi-
vidual development planning.
Introduction
A Success - Driven Challenge
The Turnaround
The Talent Challenge
Execute on the “ What, ” Differentiate with “ How ”
From Opaque to Transparent
The Avon 360
Broad - Based Transparency
From Complex to Simple
8. EBSCO Publishing : eBook Collection (EBSCOhost) - printed
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AN: 305508 ; Carter, Louis, Goldsmith, Marshall.; Best
Practices in Talent Management : How the World's Leading
Corporations Manage, Develop, and Retain Top
Talent
Account: strayer.main.eds-live
2 Best Practices in Talent Management
From Egalitarian to Differentiated
Communication to Leadership Teams
A Few Big Bets
Tools and Processes
From Episodic to Disciplined
From Emotional to Factual
From Meaningless to Consequential
The Results of a Talent Turnaround
Measuring the Talent Turnaround ’ s Success
INTRODUCTION
In early 2006, Avon Products, Inc., a global consumer products
company focused on
9. the economic empowerment of women around the world, began
the most radical
restructuring process in its 120 - year history. Driving this
effort was the belief that
Avon could sustain its historically strong fi nancial performance
while building the
foundation for a larger, more globally integrated organization.
The proposed changes
would affect every aspect of the organization and would demand
an approach to fi nd-
ing, building, and engaging talent that differed from anything
tried before.
A SUCCESS - DRIVEN CHALLENGE
Avon Products is a 122 - year-old company originally founded
by David H. McConnell —
a door - to - door book seller who distributed free samples of
perfume as an incentive to
his customers. He soon discovered that customers were more
interested in samples
of his rose oil perfumes than in his books and so, in 1886, he
founded the California
Perfume Company. Renamed Avon Products in 1939, the
organization steadily grew
to become a leader in the direct selling of cosmetics, fragrances,
10. and skin care
products.
By 2005, Avon was an $8 billion company that had achieved a
10 percent cumula-
tive annual growth rate (CAGR) in revenue and a 25 percent
CAGR in operating profi t
from 2000 through 2004. A global company, Avon operated in
more than forty coun-
tries and received more than 70 percent of its earnings from
outside the United States.
By all typical fi nancial metrics, Avon was a very successful
company.
However, as the company entered 2006 it found itself
challenged by fl attening
revenues and declining operating profi ts. While the situation
had many contributing
causes, one underlying issue was that Avon had grown faster
than portions of its infra-
structure and talent could support. As with many growing
organizations, the struc-
tures, people, and processes that were right for a $5 billion
company weren ’ t necessarily
a good fi t for a $10 billion company.
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Avon Products, Inc. 3
THE TURNAROUND
Faced with these challenges, CEO Andrea Jung and her
executive team launched a
fundamental restructuring of the organization in January 2006.
Some of the larger
12. changes announced included:
Moving from a Regional to a Matrix Structure: Geographic
regions that had
operated with signifi cant latitude were now matrixed with
global business func-
tions, including Marketing and Supply Chain.
Delayering : A systematic, six - month process was started to
take the organization
from fi fteen layers of management to eight, including a
compensation and benefi t
reduction of up to 25 percent.
Signifi cant Investment in Executive Talent: Of the CEO ’ s
fourteen direct
reports, six key roles were replaced externally from 2004 to
2006, including the
CFO, head of North America, head of Latin America, and the
leaders of Human
Resources, Marketing, and Strategy. Five of her other direct
reports were in new
roles.
New Capabilities Were Created: A major effort to source
Brand Management,
Marketing Analytics, and Supply Chain capabilities was
launched, which brought
hundreds of new leaders into Avon.
13. THE TALENT CHALLENGE
As the turnaround was launched, numerous gaps existed in
Avon ’ s existing talent and
in its ability to identify and produce talent. While some of those
gaps were due to
missing or poorly functioning talent processes, an underlying
weakness seemed to lie
in the overall approach to managing talent and talent practices.
After reviewing Avon ’ s existing talent practices, the talent
management group
(TM) identifi ed six overriding weaknesses that hurt their
effectiveness. They found
that existing talent practices were
Opaque: Neither managers nor Associates knew how existing
talent practices
(that is, performance management, succession planning) worked
or what they
were intended to do. To the average employee, these processes
were a black box.
Egalitarian: While the Avon culture reinforced treating every
Associate well, this
behavior had morphed into treating every Associate in the same
way. High
performers weren ’ t enjoying a fundamentally different work
14. experience and
low performers weren ’ t being managed effectively.
Complex: The performance management form was ten pages
long, and the suc-
cession planning process required a full - time employee just to
manage the data
and assemble thick black binders of information for twice -
yearly reviews.
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4 Best Practices in Talent Management
15. Complexity existed without commensurate value, and the
effectiveness rate of the
talent practices was low.
Episodic: Employee surveys, talent reviews, development
planning, and succes-
sion planning, when done at all, were done at a frequency
determined by individ-
ual managers around the world.
Emotional: Decisions on talent movement, promotions, and
other key talent
activities were often infl uenced as much by individual
knowledge and emotion as
by objective facts.
Meaningless: No talent practice had “ teeth. ” HR couldn ’ t
answer the most basic
question a manager might ask about talent practices — “ What
will happen to me if
I don ’ t do this? ”
EXECUTE ON THE “ WHAT, ” DIFFERENTIATE WITH “
HOW ”
Our TM group found ourselves in a diffi cult situation.
Fundamental changes were
needed in every talent practice, and the practices had to be
changed and implemented
16. in time to support the turnaround. This meant that the practices
had to be quick to
build, easy to use, and, most of all, effective.
Taking our guidance from the Top Companies for Leaders
study (Effron,
Greenslade, & Salob, 2005) and the philosophies of executive
coach Marshall Gold-
smith (2006), we decided to build our talent practices with two
key guiding
principles.
1. Execute on the “ what. ” The Top Companies for
Leaders study found that sim-
ple, well - executed talent practices dominated at companies
that consistently pro-
duced great earnings and great leaders. We similarly believed
that fundamental
talent practices (that is, performance management or succession
planning) would
deliver the expected results if they were consistently and fl
awlessly executed.
We decided to build talent practices that were easy to
implement and a talent
management structure that would ensure they were consistently
and fl awlessly
implemented. More importantly, we decided to . . .
17. 2. Differentiate on “ how. ” While disciplined execution
could create a strong foun-
dation for success, the six adjectives that described Avon ’ s
current processes
were largely responsible for their failure. We drew inspiration
from Marshall
Goldsmith ’ s revolutionary recreation of the executive
coaching process. He had
taken a staid, academic/therapy model for improving leaders
and turned it into
a simple but powerful process that was proven effective in
changing leaders ’
behaviors.
With those two guiding principles in place, we began a 180 -
degree transformation
of Avon ’ s talent practices.
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18. of-use
Avon Products, Inc. 5
FROM OPAQUE TO TRANSPARENT
One of the most simple and powerful changes was to bring as
much transparency as
possible to every talent practice. TM designed new practices
and redesigned existing
ones using total transparency as the starting point. Transparency
was only removed
when confi dentiality concerns outweighed the benefi ts of
sharing information. The
change in Avon ’ s 360 assessment process was a telling
example.
The Avon 360
Avon ’ s 360 - degree assessment process was hardly a model
of transparency when the
turnaround began. When the new TM leader arrived at Avon, he
asked for copies of
each VP ’ s 360 - degree assessment, with the goal of better
understanding any common
behavioral strengths and weaknesses. He was told by the 360
administrator in his
19. group that he was not allowed to see them. The TM leader
explained that his intent
wasn ’ t to take any action on an individual VP, simply to learn
more about his clients.
He was again told “ no ” — that confi dentiality prevented
their disclosure.
While the administrator was correct in withholding the
information (the partici-
pants had been promised 100 percent confi dentiality), the fact
that the most critical
behavioral information about top leaders was not visible to the
TM leader (or anyone
else) had to change. A new, much simpler 360 was designed and
implemented that
explicitly stated that proper managerial and leadership
behaviors were critical for a
leader ’ s success at Avon. Citing that level of importance, the
disclosure to all partici-
pants and respondents stated that the 360 information could be
shown to the partici-
pant ’ s manager, HR leader, regional talent leader, and anyone
else the Avon ’ s HR team
decided was critical to the participant ’ s development. It also
stated that the behavioral
20. information could be considered when making decisions about
talent moves, includ-
ing promotions or project assignments.
Helping to make this transition to transparency easier, the new
360 assessment
and report differed from typical tools that rate the participant on
profi ciency in various
areas. The Avon 360 borrowed heavily from the “ feed -
forward ” principles of Marshall
Goldsmith 1 and showed the participant which behaviors
participants wanted to see
more of, or less of, going forward. Without the potential stigma
of having others seeing
you rated as a “ bad ” manager, openly sharing 360 fi ndings
quickly evaporated as an
issue.
Broad - Based Transparency
Transparency was woven into every talent process or program
in a variety of ways.
Examples would include:
Career Development Plans: To provide Associates with more
transparency about
how to succeed at Avon, the HR team developed “ The Deal. ”
The Deal was a sim-
21. ple description of what was required to have a successful career
at Avon, and what
parts the Associate and Avon needed to play (see Figure 1.1 ).
The Deal made clear
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6 Best Practices in Talent Management
FIGURE 1.1. Talent Investment Matrix
P
e
rf
o
rm
a
n
ce
O
ve
r
23. 2 levels in 6 years
20%
Compensation targets:
• Base 50th, Bonus 40th
Development investment:
• Average
Hi Po Program: No
Global Move: No
Special Projects: Consider
Compensation targets:
• Base 50th, Bonus 40th
Development investment:
• Average
Hi Po Program: No
Global Move: No
Special Projects: No
Compensation targets:
• Base 50th, Bonus -- NONE
Development investment:
• None without TM approval
Hi Po Program: No
Global Move: No
Special Projects: No
Compensation targets:
• Base 60th, Bonus 60th
Development investment:
• 2x average
Hi Po Program: Consider
Global Move: Yes
24. Special Projects: Yes
Compensation targets:
• Base 50th, Bonus 50th
Development investment:
• Average
Hi Po Program: No
Global Move: Consider
Special Projects: Yes
Compensation targets:
• Base 50th, Bonus 50th
Development investment:
• .75x average
Hi Po Program: No
Global Move: No
Special Projects: No
Compensation targets:
• Base 60th, Bonus 90th
Development investment:
• 5x average
Hi Po Program: Yes
Global Move: Yes
Special Projects: Yes
Compensation targets:
• Base 50th, Bonus 75th
Development investment:
• 2x average
Hi Po Program: Consider
Global Move: Yes
25. Special Projects: Yes
Compensation targets:
• Base 50th, Bonus 75th
Development investment:
• 1.5x average
Hi Po Program: No
Global Move: No
Special Projects: Yes
that every Associate had to deliver results, display proper
leadership behaviors,
know our unique business, and take advantage of development
experiences if they
hoped to move forward in the organization.
Development Courses: Avon acknowledged the unspoken but
obvious fact about
participating in leadership or functional training courses — of
course you ’ re being
observed! We believed it was important for participants to
understand that we
were investing in their future and that monitoring that
investment was critical. The
larger investment that we made, the more explicitly we made
the disclosure. For
our Accelerated Development Process (a two - year high -
potential development
26. process offered to the top 10 percent of VPs), we let them know
that they were
now “ on Broadway. ” The lights would be hotter and the
critics would be less for-
giving. They knew that we would help each of them to be a
great actor, but that
their successes and failures would be more public and have
greater
consequences.
Performance Reviews: Switching from a 3 - point scale to a 5
- point scale pro-
vided additional clarity to participants about their actual
progress, as did clarify-
ing the scale defi nitions. Associates were informed about what
performance
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Avon Products, Inc. 7
27. conversations their managers should be having with them and
when. The recom-
mended distribution of ratings across the scale was widely
communicated.
FROM COMPLEX TO SIMPLE
One of the most important changes made in Avon ’ s talent
practices was the radical sim-
plifi cation of every process. We believed that traditional talent
processes would work
(that is, grow better talent, faster) if they were effectively
executed. However, we under-
stood from our experience and a plethora of research (Hunter,
Schmidt, & Judiesch,
1990) that most talent practices were very complex without that
complexity adding any
signifi cant value. This level of complexity caused managers to
avoid using those tools,
and so talent wasn ’ t grown at the pace or quality that
companies required.
We committed ourselves to radically simplifying every talent
process and ensur-
ing that any complexity in those processes was balanced by an
equal amount of value
28. (as perceived by managers). Making this work was easier than
we had anticipated. As
the TM team designed each process, we would start literally
with a blank sheet of
paper and an open mind. We would set aside our hard - earned
knowledge about the
“ right ” way to design these processes and instead ask
ourselves these questions:
1. What is the fundamental business benefi t that this talent
process is trying to
achieve?
2. What is the simplest possible way to achieve that benefi
t?
3. Can we add value to the process that would make it easier
for managers to make
smarter people decisions?
Using just those three questions, it was amazing how many
steps and “ bells and
whistles ” fell away from the existing processes. The two
examples below provide
helpful illustration.
Performance Management
Aligning Associates with the turnaround goals of the business
and ensuring they were
29. fairly evaluated was at the foundation of the business
turnaround. As we entered the
turnaround, the company had a complex ten - page performance
management form with
understandably low participation rates. Many Associates had not
had a performance
review in three, four, or even fi ve years. It would have been
impossible to align Asso-
ciates with the vital few turnaround goals using that tool and
process.
The business benefi t: We stated that the fundamental benefi
t of performance
goals and reviews is that they aligned Associates with business
goals and caused
Associates to work toward those goals with the expectation of
fair rewards.
The simplest path: It seemed obvious that the simplest way of
achieving the busi-
ness goal was simply to have managers tell their Associates
what their goals were.
It was simple and the value to managers outweighed any
complexity. After taking
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8 Best Practices in Talent Management
that very small step forward, we literally advanced at the same
pace, taking incre-
mentally small steps forward in the design process. At each
step, we would ask
ourselves, does this step add more value to managers than it
does complexity? As
long as it did, we added the additional design element. When
that complexity/value
curve started to level (see Figure 1.2 ), we very carefully
weighed adding any addi-
tional elements. And, when we couldn ’ t justify that adding
another unit of com-
plexity would add another unit of value, we stopped.
What went away as the design process progressed? Just a few
examples
would include:
31. Goal labels (highly valued, star performer, etc.), which added
no value (in fact
blurred transparency!) but did add complexity.
Individual rating of goals, which implied a false precision in
the benefi t of each
goal and encouraged Associates to game the system.
Behavioral ratings, which were replaced with a focus on
behaviors that would
help achieve the current goals.
The output was a one - page form with spaces for listing the
goal, the metric,
and the outcome. A maximum of four goals was allowed. Two
behaviors that
supported achievement of the current goal could be listed but
were not for-
mally rated. As a result, participation reached nearly 100
percent, and
line managers actually thanked the talent team for creating a
simple perform-
ance management process!
Adding Additional Value: In this process, we didn ’ t fi nd
opportunities to add
more value than was achieved through simplifi cation alone.
32. ■
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FIGURE 1.2. The Avon Deal (Example)
Grow
Avon
Achieve
Results for Our
Representatives
Provide Clear
Performance
Expectations; Let
You Know Where
You Stand
Develop
Through
Experiences
Take on
Critical Career
Experiences
Provide the Right
Assignments and
33. Experiences
Know
Avon
Understand
Direct Selling
Provide Training
and Exposure
Lead
Avon
Lead Our
Associates
Provide
Feedback
on Your
Leadership Skills
Your
Role
Avon’s
Role
Working Together to Help You Create
a Great Career at Avon
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Avon Products, Inc. 9
Engagement Survey
When the turnaround began, no global process for
understanding or acting on Associ-
ate engagement issues existed. Select regions or departments
made efforts of varying
effectiveness, but there was no integrated focus on consistent
measurement and
improvement of engagement. In designing the engagement
survey process, we applied
the same three questions:
The business benefi t: We accepted the substantial research
that showed a corre-
lation (and some that showed causation) between increasing
engagement and
increasing various business metrics. In addition, we felt that the
ability to measure
managers ’ effectiveness through engagement levels and
changes would provide an
opportunity for driving accountability around this issue. As with
performance
35. management, we knew that managers would use this tool if we
could make it sim-
ple and, ideally, if we could show that it would allow them to
more effectively
manage their teams.
The simple path: There were two goals established around
simplicity. One goal
was to understand as much of what drove engagement as
possible, while asking
the least number of questions. The second goal was to write the
questions as sim-
ply as possible, so that if managers needed to improve the score
on a question,
their options for action would be relatively obvious. The fi nal
version of the sur-
vey had forty - fi ve questions, which explained 68 percent of
the variance in
engagement. The questions were quite simple, which had some
value in itself, but
their true value was multiplied tenfold by the actions described
below.
Adding additional value: We were confi dent that, if
managers took the “ right ”
actions to improve their engagement results, not only would the
next year ’ s scores
36. increase, but the business would benefi t from the incremental
improvement. The
challenge was to determine and simply communicate to the
manager what
the “ right ” actions were. Working with our external survey
provider, we devel-
oped a statistical equation model (SEM) that became the “
engine ” to produce
those answers. The SEM allowed us to understand the power of
each engagement
dimension (for example, Immediate Manager, Empowerment,
Senior Manage-
ment) to increase engagement, and to express that power in an
easy-to-understand
statement.
For example, we could determine that the relationship between
the Immediate
Manager dimension and overall engagement was 2:1. This meant
that for every two
percentage points a manager could increase his or her
Immediate Manager dimension
score, the overall engagement result would increase by one
percentage point. Even
37. better, this model allowed us to tell every manager receiving a
report the specifi c three
or four questions that were the key drivers of engagement for
his or her group .
No longer would managers mistakenly look at the top - ten or
bottom - ten questions to
guess at which issues needed attention. We could tell them
exactly where to focus their
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10 Best Practices in Talent Management
efforts. The list of these questions on page fi ve of the survey
report essentially reduced a
manager ’ s effort to understand his or her survey results to just
reading one page.
FROM EGALITARIAN TO DIFFERENTIATED
38. A critical step in supporting Avon ’ s turnaround was
determining the quality of talent
we had across the business — an outcome made much easier
with transparent processes
and conversations. Once we understood our talent inventory, we
made a broad and
explicit shift to differentiate our investment in talent. While we
would still invest in
the development of every Associate, we would more effectively
match the level of that
investment with the expected return. We also differentiated
leaders ’ experiences to
ensure that our highest potential leaders were very engaged,
very challenged, and very
tied to our company.
We made the shift to differentiation in a number of ways,
including:
Communication to Leadership Teams
At the start of the turnaround process, presentations were made
to each of the
regional leadership teams to explain the shift in talent
philosophy. The chart below
(see Figure 1.3 ) helped to emphasize that we were serious
about differentiation, could
39. be relatively specifi c about what it meant and how we planned
to apply it. Showing the
differentiation on our new Performance and Potential matrix
also let leaders know that
accurately assessing talent on this tool was critical to our
making the right talent
investments.
FIGURE 1.3. The Value/Complexity Curve
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Avon Products, Inc. 11
A Few Big Bets
A key plank in our philosophy was that we believed in placing
a “ few big bets ” on a
small number of leaders. This approach was informed by the
research showing the
vastly superior performance of the top 5 to 10 percent of a
specifi c population and by
the belief that fl awless execution of well - known high -
potential development tactics
would rapidly accelerate development. 2 With limited funds to
spend, we needed to
make a decision about what talent bets would truly pay off.
Our monetary investment in our highest - potential leaders was
fi ve to ten times
what we would invest in an average performer. This investment
would include train-
ing, coaching, and incentive compensation, but we also invested
the highly valuable
time of our CEO, executive team, and board members. Our
41. highest - potential leaders
would often have an audience with these executives on a regular
basis.
Tools and Processes
Our new talent review process and performance review process
also emphasized our
differentiation philosophy. Our new 5 - point performance scale
came with a recom-
mended distribution that assumed 15 percent of our leaders
would fail to meet some of
their goals during the year. We believed that if goals were set at
an appropriately chal-
lenging level, this was a very reasonable expectation. As a
consequence, we saw mar-
ginal performers, who typically could have limped along for
years with an average
rating, receive the appropriate attention to either improve their
performance or move
out of the business.
Our performance and potential grid (3 by 3) also had
recommended distributions,
but we found over time that the grid defi nitions actually better
served our differentia-
tion goals. After initially rating leaders as having higher
42. potential (the ability to move
a certain number of levels over a certain period of time), over
time, managers saw that
the movement they predicted didn ’ t occur and those with more
potential to move
became a smaller, more differentiated group. We also asked
managers to “ stack rank ”
Box 6, which contained average performers who were not likely
to move a level in the
next twenty - four months. This process helped to differentiate
“ solid average ” perform-
ers from those who were probably below average and possibly
blocking others ’ career
movement.
FROM EPISODIC TO DISCIPLINED
As with many companies, Avon had plenty of well intentioned
but very busy managers.
Processes like talent …