518 Integrative Cases
The lights of the city glittered outside Ken Vin-
cent’s twelfth-floor office. After nine years of late
nights and missed holidays, Ken was in the exec-
utive suite with the words “Associate Partner” on
the door. Things should be easier now, but the
proposed changes at Royce Consulting had been
more challenging than he had expected. “I don’t
understand,” he thought. “At Royce Consulting our
clients, our people, and our reputation are what count, so
why do I feel so much tension from the managers about the
changes that are going to be made in the office? We’ve an-
alyzed why we have to make the changes. Heck, we even
got an outside person to help us. The administrative sup-
port staff are pleased. So why aren’t the managers enthusi-
astic? We all know what the decision at tomorrow’s meet-
ing will be—Go! Then it will all be over. Or will it?” Ken
thought as he turned out the lights.
Background
Royce Consulting is an international consulting firm whose
clients are large corporations, usually with long-term con-
tracts. Royce employees spend weeks, months, and even
years working under contract at the client’s site. Royce
consultants are employed by a wide range of industries,
from manufacturing facilities to utilities to service busi-
nesses. The firm has over 160 consulting offices located in
65 countries. At this location Royce employees included 85
staff members, 22 site managers, 9 partners and associate
partners, 6 administrative support staff, 1 human resource
professional, and 1 financial support person.
For the most part, Royce Consulting hired entry-level
staff straight out of college and promoted from within.
New hires worked on staff for five or six years; if they did
well, they were promoted to manager. Managers were re-
sponsible for maintaining client contracts and assisting
partners in creating proposals for future engagements.
Those who were not promoted after six or seven years gen-
erally left the company for other jobs.
Newly promoted managers were assigned an office, a
major perquisite of their new status. During the previous
year, some new managers had been forced to share an of-
fice because of space limitations. To minimize the friction
of sharing an office, one of the managers was usually as-
signed to a long-term project out of town. Thus, practically
speaking, each manager had a private office.
Infrastructure and Proposed Changes
Royce was thinking about instituting a hoteling office
system—also referred to as a “nonterritorial” or “free-
address” office. A hoteling office system made offices
available to managers on a reservation or drop-in basis.
Managers are not assigned a permanent office; instead,
whatever materials and equipment the manager needs are
moved into the temporary office. These are some of the
features and advantages of a hoteling office system:
• No permanent office assigned
• Offices are scheduled by reservations
• Long-term scheduling of an office is feasible
• Storage s.
Roy Mark (FCIPD)-Interim short version - Feb 2016Roy Mark
Roy Mark has created an interim HR management company called Total HR Management to provide holistic solutions to organizations' HR problems. With over 20 years of experience in HR, he looks beyond immediate needs to identify root causes and provide strategic, pragmatic solutions drawing on his experience in HR management, strategic leadership, and operations. He is committed to customer service and bottom-line results directly aligned with organizational objectives.
HfS Webinar: What’s Real about Design Thinking in Business Operations and Out...HfS Research
Join us to talk about what we are learning about the use of Design Thinking (and doing, and culture) in our latest HfS Blueprint: Design Thinking in the As-a-Service Economy.
Watch the webinar replay: http://www.hfsresearch.com/webinars/hfs-webinar-Checking-In-On-Design-Thinking-Services-Outsourcing
Register for upcoming HfS Webinars: http://www.hfsresearch.com/webinars/
In business operations, global shared services, and outsourcing, the mantra has been: centralize, standardize, industrialize, globalize. Traditional shared services and outsourcing contracts have been developed to focus on “lift and shift” and how to make processes increasingly more efficient and effective, measured by service level agreements. But expectations for services are changing--it’s about more than cost reduction and efficiency.
What happens when the SLAs are green yet customer or stakeholder satisfaction is level, stale, or down? … When you feel that “innovation” is lacking? … That the world is shifting to become faster, more flexible, and in-touch—but your business delivery isn’t and you just don’t have the time to think about it?
In this webinar HfS Research shares key findings and insights from our research, discuss the use and impact of Design Thinking - and Execution - in services engagements for business operations, and share examples.
Key discussion points:
- The relevance of Design Thinking to business operations and outsourcing engagements
- How service providers are integrating Design Thinking principles and practice methods of working internally and with clients
- Recommendations for how service buyers and service providers can use Design Thinking to drive innovation
- Open Q&A about Design Thinking, the Transition to Execution, and Design-Led Culture in Services companies
The document discusses outsourcing HR functions to a consultant. It notes that companies often outsource HR when starting out small or when they reach a size where professional input is needed to make the department more cost effective. Outsourcing HR services can provide cost savings, standardized processes, and efficient service. Common functions outsourced include recruitment, policy making, strategy planning, and more. The consultant, ICE, provides these outsourced HR services so clients can focus on their core business while enjoying the benefits of professional HR support.
Elite Global HR Solutions & Services is a leading HR solutions company based in Oman that was founded in 2008. It provides a range of HR services including recruitment, HR outsourcing, training, and staffing. The company aims to place the right candidates in jobs and sees itself as an extension of its clients' HR departments. It has experience in various industries and specializes in providing customized HR solutions through a consultative approach.
HfS Webinar Slides: What Happened to BPO...and What Is Truly Coming Next?HfS Research
The document provides biographies and profiles of several industry leaders in business process outsourcing and IT services. In 3 sentences:
The document profiles 9 individuals including the CEOs of Genpact, Wipro, Concentrix, and HfS Research, as well as executives from IBM, KPMG, EY, and Alsbridge. It provides overviews of their careers, areas of expertise, and contact information. The profiles aim to introduce these leaders who have experience in BPO, IT services, analytics, and advisory.
CareerBuilders is a boutique executive search and recruitment firm. They strive for excellence on behalf of candidates and client companies by providing seasoned recruiters with industry experience to place candidates in positions that match their skills and goals, and offer growth opportunities. They are committed to establishing relationships based on trust and confidentiality with both candidates and clients.
Traveled long into the professional world and learnt a lot from work, clients, people. Had been contemplating opening a new venture which would have verticals of my past and existing traits and also something contemporary and challenging with the emerging trends and business avenues. Hence launched the company with a long time friend - Shobhit Krishna who is an expert in IT and ICT domain in terms of operations, execution, sales etc. CONSIUS offers a bundle of services which are into HR which includes resourcing, Contractual hiring for Corporate companies, serving companies who want to completely outsource their HR controls of their Organization. It also offers consulting in IT Projects which includes product development, implementation, maintenance in various platforms.The third is Solar Energy projects ( Industrial and Rooftops - Household ) consulting..here we would assist clients with planning, deployment of infra, maintenance as well.Its turn key absolutely. NOTE : The Presentation is discussing about our HR related Services only. Soon it would be updated with our activities on IT Software and Solar Project Consulting as well. Thanks.
Roy Mark (FCIPD)-Interim short version - Feb 2016Roy Mark
Roy Mark has created an interim HR management company called Total HR Management to provide holistic solutions to organizations' HR problems. With over 20 years of experience in HR, he looks beyond immediate needs to identify root causes and provide strategic, pragmatic solutions drawing on his experience in HR management, strategic leadership, and operations. He is committed to customer service and bottom-line results directly aligned with organizational objectives.
HfS Webinar: What’s Real about Design Thinking in Business Operations and Out...HfS Research
Join us to talk about what we are learning about the use of Design Thinking (and doing, and culture) in our latest HfS Blueprint: Design Thinking in the As-a-Service Economy.
Watch the webinar replay: http://www.hfsresearch.com/webinars/hfs-webinar-Checking-In-On-Design-Thinking-Services-Outsourcing
Register for upcoming HfS Webinars: http://www.hfsresearch.com/webinars/
In business operations, global shared services, and outsourcing, the mantra has been: centralize, standardize, industrialize, globalize. Traditional shared services and outsourcing contracts have been developed to focus on “lift and shift” and how to make processes increasingly more efficient and effective, measured by service level agreements. But expectations for services are changing--it’s about more than cost reduction and efficiency.
What happens when the SLAs are green yet customer or stakeholder satisfaction is level, stale, or down? … When you feel that “innovation” is lacking? … That the world is shifting to become faster, more flexible, and in-touch—but your business delivery isn’t and you just don’t have the time to think about it?
In this webinar HfS Research shares key findings and insights from our research, discuss the use and impact of Design Thinking - and Execution - in services engagements for business operations, and share examples.
Key discussion points:
- The relevance of Design Thinking to business operations and outsourcing engagements
- How service providers are integrating Design Thinking principles and practice methods of working internally and with clients
- Recommendations for how service buyers and service providers can use Design Thinking to drive innovation
- Open Q&A about Design Thinking, the Transition to Execution, and Design-Led Culture in Services companies
The document discusses outsourcing HR functions to a consultant. It notes that companies often outsource HR when starting out small or when they reach a size where professional input is needed to make the department more cost effective. Outsourcing HR services can provide cost savings, standardized processes, and efficient service. Common functions outsourced include recruitment, policy making, strategy planning, and more. The consultant, ICE, provides these outsourced HR services so clients can focus on their core business while enjoying the benefits of professional HR support.
Elite Global HR Solutions & Services is a leading HR solutions company based in Oman that was founded in 2008. It provides a range of HR services including recruitment, HR outsourcing, training, and staffing. The company aims to place the right candidates in jobs and sees itself as an extension of its clients' HR departments. It has experience in various industries and specializes in providing customized HR solutions through a consultative approach.
HfS Webinar Slides: What Happened to BPO...and What Is Truly Coming Next?HfS Research
The document provides biographies and profiles of several industry leaders in business process outsourcing and IT services. In 3 sentences:
The document profiles 9 individuals including the CEOs of Genpact, Wipro, Concentrix, and HfS Research, as well as executives from IBM, KPMG, EY, and Alsbridge. It provides overviews of their careers, areas of expertise, and contact information. The profiles aim to introduce these leaders who have experience in BPO, IT services, analytics, and advisory.
CareerBuilders is a boutique executive search and recruitment firm. They strive for excellence on behalf of candidates and client companies by providing seasoned recruiters with industry experience to place candidates in positions that match their skills and goals, and offer growth opportunities. They are committed to establishing relationships based on trust and confidentiality with both candidates and clients.
Traveled long into the professional world and learnt a lot from work, clients, people. Had been contemplating opening a new venture which would have verticals of my past and existing traits and also something contemporary and challenging with the emerging trends and business avenues. Hence launched the company with a long time friend - Shobhit Krishna who is an expert in IT and ICT domain in terms of operations, execution, sales etc. CONSIUS offers a bundle of services which are into HR which includes resourcing, Contractual hiring for Corporate companies, serving companies who want to completely outsource their HR controls of their Organization. It also offers consulting in IT Projects which includes product development, implementation, maintenance in various platforms.The third is Solar Energy projects ( Industrial and Rooftops - Household ) consulting..here we would assist clients with planning, deployment of infra, maintenance as well.Its turn key absolutely. NOTE : The Presentation is discussing about our HR related Services only. Soon it would be updated with our activities on IT Software and Solar Project Consulting as well. Thanks.
- Optimus Consulting is a firm that offers business process management, middleware system integration, and collaborative/web-enabled solutions using leading tools and techniques.
- The VP enjoys the varied challenges of working with Fortune 1000 companies and government agencies to design strong, repeatable processes that replace disjointed practices.
- The firm helps organizations increase agility through business process management to accommodate continuous change and ensure process alignment with business goals.
The document discusses the pros and cons of in-house versus outsourced project management. It provides discussion points on pros like security, familiarity with company procedures, and commitment for in-house management, while outsourced management allows access to world-class capabilities and reduces operating costs. Cons of in-house management include limited experience and fluctuating workloads, while outsourced risks sensitive information and lack of investment in human resources. Testimonials from companies discuss benefits of both approaches when communication and collaboration are strong.
OSPROSYS is a 6-year-old software development and consulting company with offices in Bangalore, India and Columbus, IN, USA. It employs over 50 people and focuses on ERP technologies like JD Edwards, PeopleSoft, Siebel, and SAP. The company aims to bring value to clients through state-of-the-art software solutions using proven methodologies. It prides itself on being on time, on budget, and having a 100% referable client base. OSPROSYS sees partnerships as more important than transactions and is committed to understanding client needs and implementing solutions properly.
Pacífico Human Resources Consultancy is an HR firm based in Dubai that provides recruitment, remote workforce management, talent acquisition, HR consulting, training and development, and other HR services. The company aims to become a specialized leader in the HR industry through strategic partnerships, professional and ethical practices, and a persistent team. It serves clients across various industries including administration, electronics, construction, manufacturing, and healthcare.
Systems Evolution, Inc. (SEI) is a boutique business and technology consulting firm focused on delivering superior value to local clients since 1992. We provide the agility, consistency and personal attention of a local partner while providing the reach and knowledge assets of a national organization.
Systems Evolution, Inc. (SEI) is a boutique business and technology consulting firm focused on delivering superior value to local clients since 1992. We provide the agility, consistency and personal attention of a local partner while providing the reach and knowledge assets of a national organization.
Systems Evolution, Inc. (SEI) is a business and technology consulting firm that has been providing pragmatic solutions to clients for almost 20 years. SEI focuses on client success through project planning and execution, technology deployment, business process optimization, and enterprise information management. The company's reputation is built on commitment to clients and reliable results.
Systems Evolution, Inc. (SEI) is a business and technology consulting firm that has been providing pragmatic solutions to clients for almost 20 years. SEI focuses on client success through project planning and execution, technology deployment, business process optimization, and enterprise information management. The company's reputation is built on commitment to clients and reliable results.
Systems Evolution, Inc. (SEI) is a business and technology consulting firm that has been providing pragmatic solutions to clients for almost 20 years. SEI focuses on client success through project planning and execution, technology deployment, business process optimization, and enterprise information management. The company's reputation is built on commitment to clients and reliable results.
MINDFREE Consulting is a recruitment and business consulting firm based in Dubai that aims to bridge assets by finding the right candidates and optimizing clients' business operations. They offer services such as executive search, outsourced recruitment, and business consulting to help clients in various industries across the Middle East and Africa. The company prides itself on its experienced leadership, customized solutions, international reach, and track record of building long-term client relationships.
The document describes FocusCore, a recruitment and business services firm that helps clients focus on their core business by outsourcing non-core functions like recruiting, business setup support, and business process outsourcing. FocusCore has offices across Asia and provides customized solutions tailored to local market conditions. They offer recruiting services across many industries and functional areas with a dedicated process involving strategic consultation, maintaining candidate confidentiality, and partnering with clients.
FocusCore is a recruitment and business services firm that helps international companies focus on their core business by outsourcing non-core functions like recruiting, business setup, and business process outsourcing to FocusCore offices across Asia. FocusCore provides customized solutions by taking the time to understand each client's unique needs and offers services in recruiting, interim staffing, consulting and other business support areas with a focus on results.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one assistance to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one guidance on their unique situations. There is little administrative burden on the company as Lenox handles coordination, communications, and ongoing support. This adds value for executives and helps with talent attraction and retention without additional costs to the company.
6/5/2020 Originality Report
https://blackboard.nec.edu/webapps/mdb-sa-BB5b75a0e7334a9/originalityReport/ultra?attemptId=2ab444ee-13c8-49eb-86f5-578168754de8&course_id=_47058_1&includeDeleted=true&print=true 1/12
%21
%20
%1
SafeAssign Originality Report
Cloud Computing - 202040 - CRN174 - Pollak • Final Project
%26Total Score: Medium risk
Santhosh Muthyapu
Submission UUID: 43a98d6d-211b-6de9-9bf1-1de6250058fd
Total Number of Reports
3
Highest Match
43 %
Bibliography.docx
Average Match
26 %
Submitted on
06/05/20
11:46 AM EDT
Average Word Count
816
Highest: CLOUDMISCONFIGURATION.pptx
%43Attachment 1
Global database (3)
Student paper Student paper Student paper
Institutional database (1)
Student paper
Internet (1)
fiids
Top sources (3)
Excluded sources (0)
View Originality Report - Old Design
Word Count: 193
Bibliography.docx
1 5 3
2
4
2 Student paper 1 Student paper 5 Student paper
https://blackboard.nec.edu/webapps/mdb-sa-BB5b75a0e7334a9/originalityReport?attemptId=2ab444ee-13c8-49eb-86f5-578168754de8&course_id=_47058_1&includeDeleted=true&print=true&force=true
6/5/2020 Originality Report
https://blackboard.nec.edu/webapps/mdb-sa-BB5b75a0e7334a9/originalityReport/ultra?attemptId=2ab444ee-13c8-49eb-86f5-578168754de8&course_id=_47058_1&includeDeleted=true&print=true 2/12
Source Matches (6)
Student paper 83%
Student paper 92%
Student paper 94%
Student paper 81%
Bibliography: Baset, S., Suneja, S., Bila, N., Tuncer, O., & Isci, C. (2017). Usable declarative configuration specification and validation for applications, systems, and cloud.
Proceedings of the 18th ACM/IFIP/USENIX Middleware Conference on Industrial Track - Middleware ’17. https://doi.org/10.1145/3154448.3154453
Berger, S., Garion, S., Moatti, Y., Naor, D., Pendarakis, D., Shulman-Peleg, A., Rao, J. R., Valdez, E., & Weinsberg, Y. (2016). Security intelligence for cloud management
infrastructures. IBM Journal of Research and Development, 60(4), 11:1–11:13. https://doi.org/10.1147/JRD.2016.2572462
Duncan, R. (2020). A multi-cloud world requires a multi-cloud security approach. Computer Fraud & Security, 2020(5), 11–12. https://doi.org/10.1016/S1361-3723(20)30052-X
January 15, S. P. on, & 2020. (2020, January 15). Cloud Misconfigurations: The Security Problem Coming From Inside IT. Security Boulevard.
https://securityboulevard.com/2020/01/cloud-misconfigurations-the-security-problem-coming-from-inside-it/ Torkura, K. A., Sukmana, M. I. H., Strauss, T., Graupner, H., Cheng, F.,
& Meinel, C. (2018, November 1). CSBAuditor: Proactive Security Risk Analysis for Cloud Storage Broker Systems. IEEE Xplore. https://doi.org/10.1109/NCA.2018.8548329
1
2 2
3
4 5
1
Student paper
Proceedings of the 18th ACM/IFIP/USENIX Middleware
Conference on Industrial Track - Middleware ’17.
https://doi.org/10.1145/3154448.3154453
Original source
Proceedings of the 18th ACM/IFIP/USENIX Middleware
Conference on Industrial Track - Middleware '17
doi:10.1145/3.
- Optimus Consulting is a firm that offers business process management, middleware system integration, and collaborative/web-enabled solutions using leading tools and techniques.
- The VP enjoys the varied challenges of working with Fortune 1000 companies and government agencies to design strong, repeatable processes that replace disjointed practices.
- The firm helps organizations increase agility through business process management to accommodate continuous change and ensure process alignment with business goals.
The document discusses the pros and cons of in-house versus outsourced project management. It provides discussion points on pros like security, familiarity with company procedures, and commitment for in-house management, while outsourced management allows access to world-class capabilities and reduces operating costs. Cons of in-house management include limited experience and fluctuating workloads, while outsourced risks sensitive information and lack of investment in human resources. Testimonials from companies discuss benefits of both approaches when communication and collaboration are strong.
OSPROSYS is a 6-year-old software development and consulting company with offices in Bangalore, India and Columbus, IN, USA. It employs over 50 people and focuses on ERP technologies like JD Edwards, PeopleSoft, Siebel, and SAP. The company aims to bring value to clients through state-of-the-art software solutions using proven methodologies. It prides itself on being on time, on budget, and having a 100% referable client base. OSPROSYS sees partnerships as more important than transactions and is committed to understanding client needs and implementing solutions properly.
Pacífico Human Resources Consultancy is an HR firm based in Dubai that provides recruitment, remote workforce management, talent acquisition, HR consulting, training and development, and other HR services. The company aims to become a specialized leader in the HR industry through strategic partnerships, professional and ethical practices, and a persistent team. It serves clients across various industries including administration, electronics, construction, manufacturing, and healthcare.
Systems Evolution, Inc. (SEI) is a boutique business and technology consulting firm focused on delivering superior value to local clients since 1992. We provide the agility, consistency and personal attention of a local partner while providing the reach and knowledge assets of a national organization.
Systems Evolution, Inc. (SEI) is a boutique business and technology consulting firm focused on delivering superior value to local clients since 1992. We provide the agility, consistency and personal attention of a local partner while providing the reach and knowledge assets of a national organization.
Systems Evolution, Inc. (SEI) is a business and technology consulting firm that has been providing pragmatic solutions to clients for almost 20 years. SEI focuses on client success through project planning and execution, technology deployment, business process optimization, and enterprise information management. The company's reputation is built on commitment to clients and reliable results.
Systems Evolution, Inc. (SEI) is a business and technology consulting firm that has been providing pragmatic solutions to clients for almost 20 years. SEI focuses on client success through project planning and execution, technology deployment, business process optimization, and enterprise information management. The company's reputation is built on commitment to clients and reliable results.
Systems Evolution, Inc. (SEI) is a business and technology consulting firm that has been providing pragmatic solutions to clients for almost 20 years. SEI focuses on client success through project planning and execution, technology deployment, business process optimization, and enterprise information management. The company's reputation is built on commitment to clients and reliable results.
MINDFREE Consulting is a recruitment and business consulting firm based in Dubai that aims to bridge assets by finding the right candidates and optimizing clients' business operations. They offer services such as executive search, outsourced recruitment, and business consulting to help clients in various industries across the Middle East and Africa. The company prides itself on its experienced leadership, customized solutions, international reach, and track record of building long-term client relationships.
The document describes FocusCore, a recruitment and business services firm that helps clients focus on their core business by outsourcing non-core functions like recruiting, business setup support, and business process outsourcing. FocusCore has offices across Asia and provides customized solutions tailored to local market conditions. They offer recruiting services across many industries and functional areas with a dedicated process involving strategic consultation, maintaining candidate confidentiality, and partnering with clients.
FocusCore is a recruitment and business services firm that helps international companies focus on their core business by outsourcing non-core functions like recruiting, business setup, and business process outsourcing to FocusCore offices across Asia. FocusCore provides customized solutions by taking the time to understand each client's unique needs and offers services in recruiting, interim staffing, consulting and other business support areas with a focus on results.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one assistance to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one consultations to understand available benefits and how they fit their needs. There is no additional cost or administration burden to companies, as employees choose and pay for offerings. Lenox handles administration and support so companies gain value without adding resources.
Lenox Advisors specializes in designing and implementing corporate voluntary benefit offerings with discounted individual insurance and executive benefit strategies. They provide personalized benefits consultation and support for executives. Executives receive one-on-one guidance on their unique situations. There is little administrative burden on the company as Lenox handles coordination, communications, and ongoing support. This adds value for executives and helps with talent attraction and retention without additional costs to the company.
6/5/2020 Originality Report
https://blackboard.nec.edu/webapps/mdb-sa-BB5b75a0e7334a9/originalityReport/ultra?attemptId=2ab444ee-13c8-49eb-86f5-578168754de8&course_id=_47058_1&includeDeleted=true&print=true 1/12
%21
%20
%1
SafeAssign Originality Report
Cloud Computing - 202040 - CRN174 - Pollak • Final Project
%26Total Score: Medium risk
Santhosh Muthyapu
Submission UUID: 43a98d6d-211b-6de9-9bf1-1de6250058fd
Total Number of Reports
3
Highest Match
43 %
Bibliography.docx
Average Match
26 %
Submitted on
06/05/20
11:46 AM EDT
Average Word Count
816
Highest: CLOUDMISCONFIGURATION.pptx
%43Attachment 1
Global database (3)
Student paper Student paper Student paper
Institutional database (1)
Student paper
Internet (1)
fiids
Top sources (3)
Excluded sources (0)
View Originality Report - Old Design
Word Count: 193
Bibliography.docx
1 5 3
2
4
2 Student paper 1 Student paper 5 Student paper
https://blackboard.nec.edu/webapps/mdb-sa-BB5b75a0e7334a9/originalityReport?attemptId=2ab444ee-13c8-49eb-86f5-578168754de8&course_id=_47058_1&includeDeleted=true&print=true&force=true
6/5/2020 Originality Report
https://blackboard.nec.edu/webapps/mdb-sa-BB5b75a0e7334a9/originalityReport/ultra?attemptId=2ab444ee-13c8-49eb-86f5-578168754de8&course_id=_47058_1&includeDeleted=true&print=true 2/12
Source Matches (6)
Student paper 83%
Student paper 92%
Student paper 94%
Student paper 81%
Bibliography: Baset, S., Suneja, S., Bila, N., Tuncer, O., & Isci, C. (2017). Usable declarative configuration specification and validation for applications, systems, and cloud.
Proceedings of the 18th ACM/IFIP/USENIX Middleware Conference on Industrial Track - Middleware ’17. https://doi.org/10.1145/3154448.3154453
Berger, S., Garion, S., Moatti, Y., Naor, D., Pendarakis, D., Shulman-Peleg, A., Rao, J. R., Valdez, E., & Weinsberg, Y. (2016). Security intelligence for cloud management
infrastructures. IBM Journal of Research and Development, 60(4), 11:1–11:13. https://doi.org/10.1147/JRD.2016.2572462
Duncan, R. (2020). A multi-cloud world requires a multi-cloud security approach. Computer Fraud & Security, 2020(5), 11–12. https://doi.org/10.1016/S1361-3723(20)30052-X
January 15, S. P. on, & 2020. (2020, January 15). Cloud Misconfigurations: The Security Problem Coming From Inside IT. Security Boulevard.
https://securityboulevard.com/2020/01/cloud-misconfigurations-the-security-problem-coming-from-inside-it/ Torkura, K. A., Sukmana, M. I. H., Strauss, T., Graupner, H., Cheng, F.,
& Meinel, C. (2018, November 1). CSBAuditor: Proactive Security Risk Analysis for Cloud Storage Broker Systems. IEEE Xplore. https://doi.org/10.1109/NCA.2018.8548329
1
2 2
3
4 5
1
Student paper
Proceedings of the 18th ACM/IFIP/USENIX Middleware
Conference on Industrial Track - Middleware ’17.
https://doi.org/10.1145/3154448.3154453
Original source
Proceedings of the 18th ACM/IFIP/USENIX Middleware
Conference on Industrial Track - Middleware '17
doi:10.1145/3.
61Identify the case study you selected. Explain whether the.docxBHANU281672
6:1
Identify the case study you selected. Explain whether the primary offender demonstrates features of a disciplined psychopath or an undisciplined psychopath. Provide examples to support your conclusion. Explain how these features differ from those displayed by individuals with antisocial personalities or narcissism. Explain the challenges a forensic psychology professional might have working with individuals with antisocial personality disorder or psychopathy.
Support your post with references to the Learning Resources and other academic sources.
Case Study #1
FPSY 6201 Psychological Aspects of Violent Crime Week 6 Case Studies
Paul is a 31-year-old man who was recently arrested for shooting a store manager during a robbery. He has a history of aggression and violating the law, including burglary, robbery, assault, and numerous drug charges. He is a high school dropout and has never been able to hold a job. When he first meets someone, he can come across as engaging, funny, and charming. He has been in numerous relationships; however, in those relationships he was emotionally detached and parasitic, as well as verbally and physically abusive. He has a volatile temperament and no sense of obligation or responsibility to anyone. His crimes often display a complete lack of empathy for his victims.
.
60CHAPTER THREEconsistent with the so-called performative app.docxBHANU281672
60 CHAPTER THREE
consistent with the so-called performative approach in social studies (K,apchan, 1995; Schechner, 2002; Warren 2001). According to this approach, to perform is to carry something into effect; hence, intercultural communication can be viewed as a process of carrying meaning, or cultural identity, as such, into effect.
When we speak of performativity or performance in intercultural communi cation, we must remember that "performance is the manifestation of performa tivity. This is to say, performativity refers to the reiterative process of becoming, while performance refers to the materialization of that process-the individual acts by human players in the world" (Warren, 2001: 106; boldface added)
The performative approach suggests that intercultural communication is per formed, like music. There are a variety of verbal and nonverbal elements (notes), with which people create various language games (music). Some games are quite simple (a routine greeting), while others are more complex (business negotia tions). In all cases, though, meanings are performed; that is, they are created and re-created in the process of interaction. People perform various activities repeat edly, and through repetition these movements become symbolic resources making up cultural identity. In intercultural interactions, to use Nietzsche's expression, "the deed is everything" (quoted in Butler, 1990: 25).
,11
I
"I
I
,,
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I,
Introducing the Performativity Principle
Looking at intercultural communication as performance, we will formulate our third principle of intercultural communication: the Perfo.rmativity Principle. There are three parts to this principle, and each deals with intercultural communication as creating and enacting meaning in the process of interaction. First, we will dis cuss the dramaturgy of intercultural performativity, or how people move from rules to roles. Next, we will present intercultural communication as a reiterative process. Finally, we will show the structure of intercultural communication as per formance. We will discuss each part separately and then formulate the Performa tivity Principle as a whole.
The Dramaturgy of Performativity:
From Rules to Roles
Communication as Drama. When people communicate with one another, they try to reach their goals by using various language means. Every act of com munication is a performance whereby people lace each other (either literally or in a mediated fashion, such as via the telephone or the Internet) and, as if on stage, present themselves-their very identities-dramatically to each other.
The theatrical or dramaturgical metaphor for communication does not sug
gest that people perform actions according to predetermined scripts or that per formances are insincere and deceitful. Nor does the theatrical metaphor suggest that people think of themselves as actors, always conscious of performing on stage. What the dramaturgical view of performativity states.
6 pagesThe following sections are in the final consulting .docxBHANU281672
6 pages
The following sections are in the final consulting report: Introduction to the Organization and Entry, Informal Data Collection, Microdiagnosis, and Contracting. Begin composing these sections in a document of 6–9 pages, not including the title page, table of contents, or reference list. Address the following elements:
Introduction to the Organization
Type of organization
Description of and information about the organization (e.g., review Web sites, press, and published documents)
Number of employees or key members
The opportunities that were initially identified or issues the organization faces
Entry, Informal Data Collection, Microdiagnosis, Contracting
Description of the issue or opportunity that served as a starting point for your work with the client
The process of diagnosing the problem and the agreed-upon objectives
The process you used to reach an agreement with the organization
.
600 words needed1. What do we mean by the New Public Administr.docxBHANU281672
600 words needed
1. What do we mean by the New Public Administration? Relatedly, but distictively,
2. what is meant by the New Public Management?
3. How are they related?
4. How has the advent of digital technology helped inspire new emphases on efficiency on the public sector?
.
6 peer responses due in 24 hours Each set of 2 responses wil.docxBHANU281672
6 peer responses due in 24 hours
Each set of 2 responses will have its own instructions.
Respond to at least two of your classmates
TAMMY’S POST:
The differences between mandatory, aspirational, principle and virtue ethics are paramount to ethical practice. The comprehension and implementation of the spheres of each allow for adhesion to policy and a sense of professionalism.
"General Principles, as opposed to Ethical Standards, are aspirational in nature. Their intent is to guide and inspire psychologists toward the very highest ethical ideals of the profession. General Principles, in contrast to Ethical Standards, do not represent obligations and should not form the basis for imposing sanctions. Relying upon General Principles for either of these reasons distorts both their meaning and purpose". (American Psychological Association, 2017)
The literature and the doctrine parameters cause uncertainty due to the conflictual environment and obligations. Questions of conflict about perceptual tension, as an example in
Professional ethics in interdisciplinary collaboratives: Zeal, paternalism, and mandated reporting
(2006) are between an attorney's zeal or client autonomy within the judicial system relationships in contrast to the Social Services scope of interests of humanity and social justice. Since the adaption of roles and environments tend to adjust, concern if responsibility sways in the contention of the differences. Social services render a larger and more diverse "moral community" and their sustainability stemming from virtue. The judicial system attends to the political policy and rules governing lawful adherence versus deviance. Another spectrum is mandatory reporting obligations which are said to be more profound when ethics pursue and in the collaboration still clash. An issue is an act of ethics versus the 'command' according to an agency (Anderson, Barenberg, & Tremblay, 2006. p. 663).
The differences between principle ethics and virtue ethics
The general principles of the APA are considered aspirational. Simultaneously, therapists, psychologists, and psychiatrists, and similar social services are mandated in the ethical codes of conduct to act in the betterment and safety of others, especially those deemed incompetent or incapacitated to do so.
The difference between principle ethics and virtue ethics splits by social normative and subjectivity. Social normative are more definite by culture but still universal and often mandatory. For instance, law-abiding and humane acts from avoiding reckless driving, speeding, or operating under the influence of obligatory care of the elderly, a child, or the disability are mandatory. Virtue ethics are less objective and more diverse to demographics and ethnography. Like integrity, it is a matter of right and wrong based on habits, behaviors rooted in one's upbringing. For example, seeing someone drop money instead of keeping it is returned to the person seen dropping it. Another.
6 page paper onWhat is second language acquisition and why is .docxBHANU281672
6 page paper on
What is second language acquisition and why is it important? The disadvantages of not learning a second language. The benefits of being bilingual and multilingual. When is the best time to learn a second language and why? Why is it important to learn a second language at a younger age rather than an older age?
3 reliable sources.
.
600 Words1) Specify some of the ways in which human resource m.docxBHANU281672
600 Words
1) Specify some of the ways in which human resource management differs significantly in the public sector from the private sector?
2) Specify some of the ways in which all public managers are involved in the areas human resource management?
3) In recent times, organizations have been devoting an increasing amount of the organization's resources toward human resources. This is particularly true in areas such as technical and social training, dispute resolution, and the like. Why do you think this is?
4) What are some of the ways that human resource managers operating in local government agencies (i.e. municipal, county, school districts, and so forth) are addressing the skills shortages caused by massive generational retirements in the public sector?
source
http://www.jstor.org.proxy.li.suu.edu:2048/stable/20447680
.
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Running head: Data MINING 1
Data MINING 8
Data Mining
Student: Avinash Kustagi
University of Cumberlands
Course Name: Business Intelligence
Course number: ITS-531
Professor: Dr. Abiodun Adeleke
05/29/2020
Data mining can be explained as the method to interpret information and hypothesis from large knowledge and data collections like databases or data warehouses.
Data mining popularity is increasing rapidly right now in the world. It is slowly becoming one of the most desired fields of work in the world right now. Data plays a
very big role in developing and shaping a business. It is because of Data mining that an organization comes to know more about what the market has demand for and
what their customers prefer and what they absolutely dislike. Data mining has proven to be extremely helpful in making valuable and important business decisions.
As described in the article” Business data mining — a machine learning perspective”, data mining has become an integral part of business development (Bose &
Mahapatra, 2001). Data mining has several applications in different fields of life. It is used in the field of finance, television industry, education, retail industry, and
telecommunication industry. Data mining is very valuable in the field of finance. Data mining help in data analysis to find a result in loan prediction. It gives an analysis
of the customer’s credit history and fraud detection (Valcheva, n.d.). It also assists in determining the previous money laundering trends and deduces a conclusion
about any unusual patterns in a credit history. It also assists in helping develop targeted marketing. In the field of finance, data mining and analysis helps in deducing
conclusion results from the previous trend in markets to determine what fiscal produc.
61520, 256 PMGlobal Innovation and Intellectual Property.docxBHANU281672
6/15/20, 2:56 PMGlobal Innovation and Intellectual Property
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12.1 Innovation as a Tool for Global Growth
LEARNING OBJECTIVE
Identify three types of innovation that can fuel global growth.
Over 93 percent of global executives rate innovation as a key driver of organic global growth. More importantly, research
shows that around 85 percent of a company's productivity gains are related to R&D and other innovation-related
investments.
Innovation is the commercialization of new invention. However, many innovations do not necessarily build on new
inventions. An invention is a new concept or product that derives from ideas or from scientific research. Innovation, on the
other hand, is the combination of new or existing ideas to create something desired by customers, viable in the
marketplace, and possible with technology (see Figure 12.1).
Figure 12.1Primary components of innovation
The inputs used to innovate could be new inventions or they could be old ideas. For example, Henry Ford didn't invent the
automobile. Karl Benz from Germany did. However, Ford combined scientific management concepts with the automobile
production process to build automobiles more efficiently (Figure 12.2). This innovation built on existing inventions to
usher in a new industry with the scale to meet demand.
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Figure 12.2Innovation in the auto industryCarl Benz of Mercedes Benz invented the automobile (left). Henry Ford of Ford
Motor Company innovated by combining ideas on assembly lines with car production (right).
Most global managers struggle to get people in their companies to innovate. So far, no one has created a formula or model
that reliably leads companies to increased innovation. Some management approaches are helpful, but none is perfect. As
Dr. Brian Junling Li, vice president of Alibaba Group, puts it, “Innovation doesn't come from organized plans. It comes
from our preparedness to deal with the uncertainty of the future.” To understand how global companies can effectively
deal with the uncertainties of the future, we first need to examine the different types of innovation in which companies can
invest.
Three Kinds of Innovation
Different types of innovation have different implications for company growth. Based on those implications, we can
organize innovations into three types: those that improve performance, those that enhance efficiency, and those that create
a market.
Performance-improving innovations replace old products with upgraded models. Often, the improvements in these models
are consistent worldwide. Performance-improving innovations keep a company growing because they provide .
6 Developing Strategic and Operational PlansIngram Publish.docxBHANU281672
6 Developing Strategic and Operational Plans
Ingram Publishing/Thinkstock
To mean well is nothing without to do well.
—Plautus
Trinummus
Learning Objectives
After reading this chapter, you should be able to do the following:
• Identify strategy concepts, including the components of organizational strategy; generic strategies; diversi-
fication, integration, and implementation strategies; and blue ocean strategy.
• Describe the use of strategies for large, multiunit organizations, including the use of the Boston Consult-
ing Group matrix to discern strategic implications from the analysis of existing operations, and the use of
product/market expansion strategies and diversification strategies for organizational growth.
• Discuss tactical issues that are relevant to pursuing participation in a managed-care network.
• Delineate the factors that influence the selection of a strategy by an organization.
• Explain how operational plans support strategic plans, and describe how operational plans are developed.
Section 6.1Strategy Concepts
Introduction
After developing a set of objectives for the time period covered by the strategic plan, the strat-
egy necessary for accomplishing those objectives must be formulated. First, planners must
design an overall strategy, and then define the operating details of that strategy as it relates
to providing services, promoting operations, determining locations, and increasing revenue
sources. This chapter introduces the concept of strategy, and describes strategy elements,
approaches to strategy development, and how operational plans support strategic plans.
6.1 Strategy Concepts
The word strategy has been used in a number of ways over the years and especially so in
the context of business. As we discussed in Chapter 2, strategy means leadership and may
be defined as the course of action taken by an organization to achieve its objectives. It is a
description first in general terms and then, in increasingly greater detail, of the activities
the organization will undertake to meet its goals and fulfill its ongoing mission. Strategy
is the catalyst or dynamic element of managing that enables a company to accomplish its
objectives.
Strategy development is both a science and an art, a product of both logic and creativity. The
scientific aspect deals with assembling and allocating the resources necessary to achieve
an organization’s objectives with emphasis on matching organizational strengths with envi-
ronmental opportunities, while working within cost and time constraints. The art of strat-
egy is mainly concerned with the effective use of resources, including motivating people to
make the strategy work, while being sensitive to the environmental forces that may affect
the organization’s performance and maintaining the ability to adapt the HCO to these chang-
ing conditions.
Components of Organizational Strategy
The focus of strategy varies by the planning level: the organizat.
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Running head: DEFENSE-IN-DEPTH AND AWARENESS TECHNIQUES
1
Running head: DEFENSE-IN-DEPTH AND AWARENESS TECHNIQUES
4
Defense-in-Depth and Awareness Techniques
Vikesh Desai
University of Cumberlands
Defense-in-Depth and Awareness Techniques
Awareness is one of the essential aspects in most of the organization, which requires a high magnitude to address comprehensively in all sections.
The depth in defense is more paramount to ensure that the organizations are comprehensively and effectively protect their system from the cyber-
attack activities. The most crucial strategy to deploy is two strategic systems that enhance the high degree of security instead of implementing one
security system. Various organizations have taken into account the defense in depth very crucial. Still, the organizations demanded to incorporate
their awareness through the provision of comprehensive educations to the employees and the workers in the organizations concerning the vital
measures that should be taken into account to curb security issues and develop holistic values taken into account. Most of the organizations are
known not to take the awareness as pressing issues that demand high consideration for the process of protecting and enhancing the security to be
tight. For any organization to protect their system from the cybercrime attack, they need to embrace situational awareness so that they can compre-
hensively develop strategic interventions that enable them to improve and assist in the detection of the up and coming threats as well as the
1
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strengthens that countermeasures the cybercrime activities. To me.
6.2 What protocols comprise TLS6.3 What is the difference.docxBHANU281672
6.2 What protocols comprise TLS?
6.3 What is the difference between a TLS connection and a TLS session?
6.4 List and briefly define the parameters that define a TLS session state.
6.5 List and briefly define the parameters that define a TLS session connection.
6.6 What services are provided by the TLS Record Protocol?
6.7 What steps are involved in the TLS Record Protocol transmission?
6.8 What is the purpose of HTTPS?
6.9 For what applications is SSH useful?
6.10 List and briefly define the SSH protocols.
.
6.2 What protocols comprise TLS6.3 What is the difference bet.docxBHANU281672
6.2 What protocols comprise TLS?
6.3 What is the difference between a TLS connection and a TLS session?
6.4 List and briefly define the parameters that define a TLS session state.
6.5 List and briefly define the parameters that define a TLS session connection.
6.6 What services are provided by the TLS Record Protocol?
6.7 What steps are involved in the TLS Record Protocol transmission?
6.8 What is the purpose of HTTPS?
6.9 For what applications is SSH useful?
6.10 List and briefly define the SSH protocols.
.
6-3 Discussion Making DecisionsDiscussion Topic Starts Jun 5, 2.docxBHANU281672
6-3 Discussion: Making Decisions
Discussion Topic
Starts Jun 5, 2021 11:59 PM
View
this interactive discussion scenario
and answer the question(s) posed at the end of the presentation.
A transcript for the video
Interactive Discussion Scenario
is available.
.
6 PEER RESPONSES DUE IN 24 HOURS.. EACH SET OF 2 HAS ITS OWN INSTRUC.docxBHANU281672
6 PEER RESPONSES DUE IN 24 HOURS.. EACH SET OF 2 HAS ITS OWN INSTRUCTIONS..
Guided Response:
Review your classmates’ posts and choose two posts to respond to.
If you choose a peer that selected the same student as you, address the following prompts:
· Discuss how your plans are similar and how they differ.
· Do you think you and your chosen peer have similar or different teaching styles? Explain.
· Do you think you and your chosen peer could team teach? Explain.
If you choose a peer that selected a different student than you, address the following prompts:
· Share what you appreciated about their plan and suggest at least one additional way to build a relationship with that student.
· Do you think you and your chosen peer have similar or different teaching styles? Explain.
· Do you think you and your chosen peer could team teach? Explain.
BRITTNEY’S POST:
I would work to have a relationship with Olivia just like I would work to have a relationship with any one of my students. I would start every morning by asking her how she is as she comes through door, ask her at some point throughout the day how she is doing, and ask how everyone’s day went at the end of the day. I would also make a point on Mondays to ask everyone what they did over the weekend and Fridays what everyone’s plans are for the weekend. Talking about a child’s day and/or weekend is a great way to build a connection with my students, as well as making it clear that they can talk to me if they need to, and speaking to them with respect, not like they are below you. In addition, it would help to talk about your weekend plans and your day as well. I think each of my strategies will make a positive impact on building a relationship with my students because each one has everything to do with them learning to trust, talk to, and respect me as well.
A few suggestions I would give Olivia’s parents to further build this bond is to suggest one on one time after school a couple times a week or a monthly recap with all the students. One on one time with Olivia would consist of Olivia being able to talk about whatever she wants with homework help and additional tutoring if needed. A monthly recap would consist of one hour a month where the student and their parents can come in for cookies and discuss anything they want. Such as, critiques on my teaching skills/methods, suggestions on material/activities, or just anything I can improve on as an educator. I think it is important to develop a relationship with every child because children do not want to learn from someone they do not like or who does not like them. Rita Pierson, who discusses how she, her parents, and maternal grandparents were educators and the value and importance of human connection. Pierson discusses how everyone is affected by a teacher or an adult at some point in their life. She then goes on to discuss how a teacher said “They don’t pay me to like the kids. They pay me to teach a lesson. The k.
6 peer responses due in 18 hours Each set of 2 responses will ha.docxBHANU281672
6 peer responses due in 18 hours
Each set of 2 responses will have its own instructions..
Guided Response:
Respond to one peer in this Discussion Forum. Read the challenging behavior scenario they have created and use the Developmental Discipline guidance strategy to problem solve. You must include the following in your response: child’s name, how you will approach the child, possible reminder or private sign, describe how you provide time and space, an example of self-talk that can help the child problem solve, and a choice you can offer the child. Additionally, can you use humor to defuse the situation? If so, how? If not, why?
My post:
Collaborative problem solving is one of the guidance strategies to address challenging behaviors. This strategy is based on the notion that a child does not just behave undesirably. There must be a reason for such behavior. Thus, understanding why the child is having a challenging behavior is the start towards addressing this behavior (Schaubman, Stetson, & Plog, 2011). The focus is on building skills like problem-solving, flexibility, and frustration tolerance rather than motivation the child to behave better. Surprisingly, children with challenging behaviors do not lack the will to behave in a desired manner. Simply, they do not have the skills necessary to behave in a desired manner. This information is vital to addressing challenging behaviors among children in the future. This would be achieved through identifying the challenging behaviors, skills needed to address the behaviors, and partnering with the child to build these needed skills (
Kaiser & Sklar Rasminsky, 2017
). This strategy would help address Olivia’s disruptive behavior, impulsivity and addressing peers negatively. Reward and punishment may not work on Olivia. Thus, Olivia needs to develop skills to address her behaviors (Schaubman et al., 2011). One of the skills to develop is social skills to enable her to control her impulsivity, connect with others, and relate with her peers positively. Apart from this strategy, time-out or time-away would address Olivia’s challenging behaviors. A scenario portraying Olivia’s challenging behavior is her inability to wait for her turn during a group activity. She is always blurting out answers before her turn arrives. How can this be solved?
References
Kaiser, B., & Sklar Rasminsky, J. (2017). Chapter 9: Guidance. In
Challenging behavior in young children: Understanding, preventing, and responding effectively
(4th ed.). Pearson Education.
Schaubman, A., Stetson, E., & Plog, A. (2011). Reducing teacher stress by implementing collaborative problem solving in a school setting.
School Social Work Journal
,
35
(2), 72-93.
BRITTNEY'S POST:
What did you learn about your chosen strategy and what information surprised you?
After reading Time Out or Time Away I have learned a couple of things, such as, not every teacher uses the timeout method and I also learned about the tim.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
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518 Integrative CasesThe lights of the city glittered outs.docx
1. 518 Integrative Cases
The lights of the city glittered outside Ken Vin-
cent’s twelfth-floor office. After nine years of late
nights and missed holidays, Ken was in the exec-
utive suite with the words “Associate Partner” on
the door. Things should be easier now, but the
proposed changes at Royce Consulting had been
more challenging than he had expected. “I don’t
understand,” he thought. “At Royce Consulting our
clients, our people, and our reputation are what count, so
why do I feel so much tension from the managers about the
changes that are going to be made in the office? We’ve an-
alyzed why we have to make the changes. Heck, we even
got an outside person to help us. The administrative sup-
port staff are pleased. So why aren’t the managers enthusi-
astic? We all know what the decision at tomorrow’s meet-
ing will be—Go! Then it will all be over. Or will it?” Ken
thought as he turned out the lights.
Background
Royce Consulting is an international consulting firm whose
clients are large corporations, usually with long-term con-
tracts. Royce employees spend weeks, months, and even
years working under contract at the client’s site. Royce
consultants are employed by a wide range of industries,
from manufacturing facilities to utilities to service busi-
nesses. The firm has over 160 consulting offices located in
65 countries. At this location Royce employees included 85
staff members, 22 site managers, 9 partners and associate
partners, 6 administrative support staff, 1 human resource
2. professional, and 1 financial support person.
For the most part, Royce Consulting hired entry-level
staff straight out of college and promoted from within.
New hires worked on staff for five or six years; if they did
well, they were promoted to manager. Managers were re-
sponsible for maintaining client contracts and assisting
partners in creating proposals for future engagements.
Those who were not promoted after six or seven years gen-
erally left the company for other jobs.
Newly promoted managers were assigned an office, a
major perquisite of their new status. During the previous
year, some new managers had been forced to share an of-
fice because of space limitations. To minimize the friction
of sharing an office, one of the managers was usually as-
signed to a long-term project out of town. Thus, practically
speaking, each manager had a private office.
Infrastructure and Proposed Changes
Royce was thinking about instituting a hoteling office
system—also referred to as a “nonterritorial” or “free-
address” office. A hoteling office system made offices
available to managers on a reservation or drop-in basis.
Managers are not assigned a permanent office; instead,
whatever materials and equipment the manager needs are
moved into the temporary office. These are some of the
features and advantages of a hoteling office system:
• No permanent office assigned
• Offices are scheduled by reservations
• Long-term scheduling of an office is feasible
• Storage space would be located in a separate file room
• Standard manuals and supplies would be maintained in
3. each office
• Hoteling coordinator is responsible for maintaining offices
• A change in “possession of space”
• Eliminates two or more managers assigned to the same
office
• Allows managers to keep the same office if desired
• Managers would have to bring in whatever files they
needed for their stay
• Information available would be standardized regardless
of office
• Managers do not have to worry about “housekeeping
issues”
The other innovation under consideration was an up-
grade to state-of-the-art electronic office technology. All
managers would receive a new notebook computer with up-
dated communications capability to use Royce’s integrated
and proprietary software. Also, as part of the electronic of-
fice technology, an electronic filing system was considered.
The electronic filing system meant information regarding
proposals, client records, and promotional materials would
be electronically available on the Royce Consulting network.
The administrative support staff had limited experi-
ence with many of the application packages used by the
managers. While they used word processing extensively,
they had little experience with spreadsheets, communica-
tions, or graphics packages. The firm had a graphics de-
partment and the managers did most of their own work, so
the administrative staff did not have to work with those
application software packages.
4. Integrative Case 1.0
It Isn’t So Simple: Infrastructure Change at Royce Consulting*
1.0
*Presented to and accepted by the Society for Case Research.
All rights
reserved to the authors and SCR.
This case was prepared by Sally Dresdow of the University of
Wisconsin at
Green Bay and Joy Benson of the University of Illinois at
Springfield and is
intended to be used as a basis for class discussion. The views
represented
here are those of the case authors and do not necessarily reflect
the views
of the Society for Case Research. The authors’ views are based
on their
own professional judgments. The names of the organization,
individuals,
and location have been disguised to preserve the organization’s
request for
anonymity.
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May not be copied, scanned, or duplicated, in whole or in part.
Licensed to:
Integrative Cases 519
Work Patterns
5. Royce Consulting was located in a large city in the Mid-
west. The office was located in the downtown area, but it
was easy to get to. Managers assigned to in-town projects
often stopped by for a few hours at various times of the
day. Managers who were not currently assigned to client
projects were expected to be in the office to assist on cur-
rent projects or work with a partner to develop proposals
for new business.
In a consulting firm, managers spend a significant por-
tion of their time at client sites. As a result, the office oc-
cupancy rate at Royce Consulting was about 40 to 60 per-
cent. This meant that the firm paid lease costs for offices
that were empty approximately half of the time. With the
planned growth over the next ten years, assigning perma-
nent offices to every manager, even in doubled-up arrange-
ments, was judged to be economically unnecessary given
the amount of time offices were empty.
The proposed changes would require managers and ad-
ministrative support staff to adjust their work patterns. Ad-
ditionally, if a hoteling office system was adopted, managers
would need to keep their files in a centralized file room.
Organizational Culture
Royce Consulting had a strong organizational culture, and
management personnel were highly effective at communi-
cating it to all employees.
Stability of Culture
The culture at Royce Consulting was stable. The leadership
of the corporation had a clear picture of who they were and
what type of organization they were. Royce Consulting had
positioned itself to be a leader in all areas of large business
consulting. Royce Consulting’s CEO articulated the firm’s
commitment to being client-centered. Everything that was
6. done at Royce Consulting was because of the client.
Training
New hires at Royce Consulting received extensive training
in the culture of the organization and the methodology em-
ployed in consulting projects. They began with a structured
program of classroom instruction and computer-aided
courses covering technologies used in the various industries
in which the firm was involved. Royce Consulting recruited
top young people who were aggressive and who were will-
ing to do whatever was necessary to get the job done and
build a common bond. Among new hires, camaraderie was
encouraged along with a level of competition. This kind of
behavior continued to be cultivated throughout the train-
ing and promotion process.
Work Relationships
Royce Consulting employees had a remarkably similar out-
look on the organization. Accepting the culture and norms
of the organization was important for each employee. The
norms of Royce Consulting revolved around high perfor-
mance expectations and strong job involvement.
By the time people made manager, they were aware of
what types of behaviors were acceptable. Managers were
formally assigned the role of coach to younger
staff people, and they modeled acceptable behav-
ior. Behavioral norms included when they came
into the office, how late they stayed at the office,
and the type of comments they made about others.
Managers spent time checking on staff people and
talking with them about how they were doing.
The standard for relationships was that of
professionalism. Managers knew they had to do
7. what the partners asked and they were to be available at all
times. A norms survey and conversations made it clear that
people at Royce Consulting were expected to help each
other with on-the-job problems, but personal problems
were outside the realm of sanctioned relationships. Personal
problems were not to interfere with performance on a job.
To illustrate, vacations were put on hold and other kinds of
commitments were set aside if something was needed at
Royce Consulting.
Organizational Values
Three things were of major importance to the organization:
its clients, its people, and its reputation. There was a strong
client-centered philosophy communicated and practiced.
Organization members sought to meet and exceed cus-
tomer expectations. Putting clients first was stressed. The
management of Royce Consulting listened to its clients and
made adjustments to satisfy the client.
The reputation of Royce Consulting was important to
those leading the organization. They protected and en-
hanced it by focusing on quality services delivered by qual-
ity people. The emphasis on clients, Royce Consulting per-
sonnel, and the firm’s reputation was cultivated by
developing a highly motivated, cohesive, and committed
group of employees.
Management Style and Hierarchical Structure
The company organization was characterized by a directive
style of management. The partners had the final word on
all issues of importance. It was common to hear statements
like “Managers are expected to solve problems, and do
whatever it takes to finish the job” and “Whatever the
partners want, we do.” Partners accepted and asked for
managers’ feedback on projects, but in the final analysis,
the partners made the decisions.
8. Current Situation
Royce Consulting had an aggressive five-year plan that was
predicated on a continued increase in business. Increases in
the total number of partners, associate partners, managers,
and staff were forecast. Additional office space would be
required to accommodate the growth in staff; this would
1.0
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May not be copied, scanned, or duplicated, in whole or in part.
Licensed to:
520 Integrative Cases
increase rental costs at a time when Royce’s fixed and vari-
able costs were going up.
The partners, led by managing partner Donald Gray
and associate partner Ken Vincent, believed that something
had to be done to improve space utilization and
the productivity of the managers and administra-
tive personnel. The partners approved a feasibil-
ity study of the innovations and their impact on
the company.
The ultimate decision makers were the part-
ner group who had the power to approve the con-
cepts and commit the required financial invest-
ment. A planning committee consisted of Ken
9. Vincent; the human resources person; the financial officer;
and an outside consultant, Mary Schrean.
The Feasibility Study
Within two working days of the initial meeting, all the
partners and managers received a memo announcing the
hoteling office feasibility study. The memo included a brief
description of the concept and stated that it would include
an interview with the staff. By this time, partners and man-
agers had already heard about the possible changes and
knew that Gray was leaning toward hoteling offices.
Interviews with the Partners
All the partners were interviewed. One similarity in the
comments was that they thought the move to hoteling of-
fices was necessary but they were glad it would not affect
them. Three partners expressed concern about managers’
acceptance of the change to a hoteling system. The conclu-
sion of each partner was that if Royce Consulting moved
to hoteling offices, with or without electronic office tech-
nology, the managers would accept the change. The reason
given by the partners for such acceptance was that the
managers would do what the partners wanted done.
The partners all agreed that productivity could be im-
proved at all levels of the organization: in their own work
as well as among the secretaries and the managers. Partners
acknowledged that current levels of information technol-
ogy at Royce Consulting would not support the move to
hoteling offices and that advances in electronic office tech-
nology needed to be considered.
Partners viewed all filing issues as secondary to both the
office layout change and the proposed technology improve-
ment. What eventually emerged, however, was that owner-
ship and control of files was a major concern, and most
10. partners and managers did not want anything centralized.
Interviews with the Managers
Personal interviews were conducted with all ten managers
who were in the office. During the interviews, four of the
managers asked Schrean whether the change to hoteling of-
fices was her idea. The managers passed the question off as
a joke; however, they expected a response from her. She
stated that she was there as an adviser, that she had not
generated the idea, and that she would not make the final
decision regarding the changes.
The length of time that these managers had been in
their current positions ranged from six months to five years.
None of them expressed positive feelings about the hoteling
system, and all of them referred to how hard they had
worked to make manager and gain an office of their own.
Eight managers spoke of the status that the office gave them
and the convenience of having a permanent place to keep
their information and files. Two of the managers said they
did not care so much about the status but were concerned
about the convenience. One manager said he would come in
less frequently if he did not have his own office. The man-
agers believed that a change to hoteling offices would de-
crease their productivity. Two managers stated that they did
not care how much money Royce Consulting would save on
lease costs; they wanted to keep their offices.
However, for all the negative comments, all the man-
agers said that they would go along with whatever the
partners decided to do. One manager stated that if Royce
Consulting stays busy with client projects, having a perma-
nently assigned office was not a big issue.
During the interviews, every manager was enthusiastic
11. and supportive of new productivity tools, particularly the im-
proved electronic office technology. They believed that new
computers and integrated software and productivity tools
would definitely improve their productivity. Half the man-
agers stated that updated technology would make the change
to hoteling offices “a little less terrible,” and they wanted
their secretaries to have the same software as they did.
The managers’ responses to the filing issue varied. The
volume of files managers had was in direct proportion to
their tenure in that position: The longer a person was a
manager, the more files he or she had. In all cases, man-
agers took care of their own files, storing them in their of-
fices and in whatever filing drawers were free.
As part of the process of speaking with managers, their
administrative assistants were asked about the proposed
changes. Each of the six thought that the electronic office
upgrade would benefit the managers, although they were
somewhat concerned about what would be expected of
them. Regarding the move to hoteling offices, each said that
the managers would hate the change, but that they would
agree to it if the partners wanted to move in that direction.
Results of the Survey
A survey developed from the interviews was sent to all
partners, associate partners, and managers two weeks after
the interviews were conducted. The completed survey was
returned by 6 of the 9 partners and associate partners and
16 of the 22 managers. This is what the survey showed.
Work Patterns. It was “common knowledge” that
managers were out of the office a significant portion of
their time, but there were no figures to substantiate this
belief, so the respondents were asked to provide data on
where they spent their time. The survey results indicated
12. 1.0
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May not be copied, scanned, or duplicated, in whole or in part.
Licensed to:
Integrative Cases 521
that partners spent 38 percent of their time in the office;
54 percent at client sites; 5 percent at home; and 3 percent
in other places, such as airports. Managers reported
spending 32 percent of their time in the office, 63 percent
at client sites, 4 percent at home, and 1 percent in other
places.
For 15 workdays, the planning team also visually
checked each of the 15 managers’ offices four times each
day: at 9 a.m., 11 a.m., 2 p.m., and 4 p.m. These times were
selected because initial observations indicated that these
were the peak occupancy times. An average of six offices (40
percent of all manager offices) were empty at any given time;
in other words, there was a 60 percent occupancy rate.
Alternative Office Layouts. One of the alternatives out-
lined by the planning committee was a continuation of and
expansion of shared offices. Eleven of the managers re-
sponding to the survey preferred shared offices to hoteling
offices. Occasions when more than one manager was in the
shared office at the same time were infrequent. Eight man-
agers reported 0 to 5 office conflicts per month; three man-
agers reported 6 to 10 office conflicts per month. The type
of problems encountered with shared offices included not
13. having enough filing space, problems in directing telephone
calls, and lack of privacy.
Managers agreed that having a permanently assigned
office was an important perquisite. The survey confirmed
the information gathered in the interviews about managers’
attidues: All but two managers preferred shared offices
over hoteling, and managers believed their productivity
would be negatively impacted. The challenges facing Royce
Consulting if they move to hoteling offices centered around
tradition and managers’ expectations, file accessibility and
organization, security and privacy issues, unpredictable
work schedules, and high-traffic periods.
Control of Personal Files. Because of the comments
made during the face-to-face interviews, survey respon-
dents were asked to rank the importance of having per-
sonal control of their files. A 5-point scale was used, with
5 being “strongly agree” and 1 being “strongly disagree.”
Here are the responses.
Electronic Technology. Royce Consulting had a basic
network system in the office that could not accommodate
the current partners and managers working at a remote
site. The administrative support staff had a separate net-
work, and the managers and staff could not communicate
electronically. Of managers responding to the survey, 95
percent wanted to use the network but only 50 percent
could actually do so.
Option Analysis
A financial analysis showed that there were significant cost
differences between the options under consideration:
Option 1: Continue private offices with some office sharing
• Lease an additional floor in existing building; annual
14. cost, $360,000
• Build out the additional floor (i.e., construct, furnish,
and equip offices and work areas): one-time cost,
$600,000
Option 2: Move to hoteling offices with upgraded office
technology
• Upgrade office electronic technology: one-time
cost, $190,000
Option 1 was expensive because under the
terms of the existing lease, Royce had to commit
to an entire floor if it wanted additional space.
Hoteling offices showed an overall financial ad-
vantage of $360,000 per year and a one-time
savings of $410,000 over shared or individual offices.
The Challenge
Vincent met with Mary Schrean to discuss the upcoming
meeting of partners and managers, where they would pre-
sent the results of the study and a proposal for action. In-
cluded in the report were proposed layouts for both shared
and hoteling offices. Vincent and Gray were planning to
recommend a hoteling office system, which would include
storage areas, state-of-the-art electronic office technology
for managers and administrative support staff, and cen-
tralized files. The rationale for their decision emphasized
the amount of time that managers were out of the office
and the high cost of maintaining the status quo and was
built around the following points:
1. Royce’s business is different: offices are empty from 40
to 60 percent of the time.
15. 2. Real estate costs continue to escalate.
3. Projections indicate there will be increased need for of-
fices and cost-control strategies as the business develops.
4. Royce Consulting plays a leading role in helping orga-
nizations implement innovation.
“It’s still a go,” thought Vincent as he and the others
returned from a break. “The cost figures support it and
the growth figures support it. It’s simple—or is it? The de-
cision is the easy part. What is it about Royce Consulting
that will help or hinder its acceptance? In the long run, I
hope we strengthen our internal processes and don’t hin-
der our effectiveness by going ahead with these simple
changes.”
1.0
Respondents Sample Rank
Partners 6 4.3
Managers:
0–1 year 5 4.6
2–3 years 5 3.6
4� years 6 4.3
Copyright 2007 Thomson Learning, Inc. All Rights Reserved.
May not be copied, scanned, or duplicated, in whole or in part.
Licensed to:
daft05421_0324405421_01.02_frontmatter.pdfTable of
ContentsPrefacedaft05421_0324405421_03.01_endmatterIntegra
tive CasesIntegrative Case 1.0: It Isn’t So Simple:
Infrastructure Change at Royce ConsultingIntegrative Case 2.0:
16. Custom Chip, Inc.Integrative Case 3.0: W. L. Gore &
Associates, Inc. Entering 1998Integrative Case 4.0: XEL
Communications, Inc. (C): Forming a Strategic
PartnershipIntegrative Case 5.0: Empire PlasticsIntegrative
Case 6.0: The Audubon Zoo, 1993Integrative Case 7.0: Moss
Adams, LLPIntegrative Case 8.1: Littleton Manufacturing
(A)Integrative Case 8.2: Littleton Manufacturing
(B)GlossaryName IndexCorporate Name IndexSubject Index
SealedMedia_User: iChapters User
Paper 1 Meaning of Life Phil 2310 CRN 26969
Spring 2020
DIRECTIONS FOR SUBMISSION
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[your last name] Paper 1.
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difficult to read. Please do NOT submit your paper as a pdf.
6. Submit this as an attachment to Blackboard. I will not
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7. The length of the paper MUST be at least the minimum. I will
accept papers that go over the recommended length, but papers
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of the paper toward word count. Click on the following link for
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expectations are that you will demonstrate an earnest
engagement with the topic of the assignment. Make sure to
dedicate attention to defining all terms, though. Do not cite
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explain the key terms of the topic.
9. Use parenthetical citations in MLA format. Make sure to use
marginal pages, where appropriate. Right-click on the link for
MLA format info: MLA format.
10. Make sure to include a Work(s) Cited page.
Write a 1000 to 1500-word essay responding to the following
prompt.
So far this semester we have discussed Sartre’s essay,
“Existentialism,” Tolstoy’s “The Death of Ivan Ilyich,” and
excerpts from Barrett’s Irrational Man,. We have also discussed
how the question of the meaning of life requires an assessment
of the being that can even ask the question itself. Using at least
one quote from each of the aforementioned texts, with particular
attention to Barrett’s chapter on Heidegger, explain how a
Heideggerian phenomenological appraisal of Being can frame
the question of the meaning of being in a manner to more
effectively attempt a response to the question of the meaning of
life.
College of Administrative and Financial Sciences
Assignment 1
Deadline: 09/03/2020 @ 23:59
18. Course Name: Organization Design & Development
Student’s Name:
Course Code: MGT404
Student’s ID Number:
Semester: II
CRN:
Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade:
Level of Marks:
Instructions – PLEASE READ THEM CAREFULLY
· The Assignment must be submitted on Blackboard (WORD
format only) via allocated folder.
· Assignments submitted through email will not be accepted.
· Students are advised to make their work clear and well
presented, marks may be reduced for poor presentation. This
includes filling your information on the cover page.
· Students must mention question number clearly in their
answer.
· Late submission will NOT be accepted.
· Avoid plagiarism, the work should be in your own words,
copying from students or other resources without proper
referencing will result in ZERO marks. No exceptions.
· All answered must be typed using Times New Roman (size 12,
double-spaced) font. No pictures containing text will be
accepted and will be considered plagiarism).
· Submissions without this cover page will NOT be accepted.
Department of Business Administration
Organization Design and Development- MGT 404
19. Assignment 1
Marks: 5
Course Learning Outcomes:
· Explain the basic functioning of organizational design
approaches and models. (Lo 1.1)
· Identify the different elements and issues of organizations
development and creating the need for change. (Lo 1.2 & 2.4)
Assignment Instructions:
· Be sure to use at least three scholarly, peer-reviewed
references in support of each answer and also incorporate the
key concepts from the course.
Assignment Workload:
· This Assignment comprise of a Case study.
· Assignment is to be submitted by each student individually.
Assignment-1
· Please read the integrative case study entitled as “IT ISN’T
SO SIMPLE: INFRASTRUCTURE CHANGE AT ROYCE
CONSULTING.” available in the textbook “Organization
Theory and Design” 11th edition by Daft, R. and answer the
following questions:
Assignment Question(s):
· Q.1 Based on your understanding of Lewin’s planned change
model, explain how could the partners of Royce Consulting
convince its managers to accept the “hoteling” system regarding
the assignment of offices? (2 Marks). (Lo 1.1)
· Q.2 Discuss how the organizational culture of Royce
Consulting can impede or support the decision for the required
changes? (1.5 Marks) (Lo 1.2 & 2.4)
· Q.3 Based on your analysis, what would you predict will be
20. the outcome if the partners proceed with the plan? (1.5 Marks)
(Lo 1.2 & 2.4)
Answers:
A.1
A.2
A.3