Assignment 1 rubrics criterionachievementexcellent (1marks)

Assignment-1 Rubrics
Criterion/Achievement
Excellent
(1Marks) 100%
Good
(0.75 marks) 75%
Average
(0.50mark)
50%
Satisfactory (0.5 0.25 Marks)
25%
Poor
(00)mark
00%
Summary
(1 marks)
Perfect explanation
relevant Explanation
not clear with relevant information
Some information
No information is given
Background Information
(1 marks)
Perfect explanation
relevant Explanation
not clear with relevant information
Some information
Problem discussion
(1 marks)
Stated clearly 2 objectives
Stated with some relevant 1 objective
clear with relevant 1

Some information
relevant 1
Result with example
(1 marks)
Explaining reason with example
some relevant
reason with example
Not relevant reason but given example
Any example
No example
Reference (1 Marks)
>, = to7
>,= to 5
<,= to 3
1
No reference
Mar 31, 2020,04:25pm EDT
The Impact Of The Coronavirus On HR And The New Normal
Of
Work. Jeanne Meister Contributor. Leadership Strategy. I write
about Trends Shaping The Future of Work
The New Normal of Work
SHUTTERSTOCK / GAUDILAB
For the past decade I have been writing and speaking about the
disruptions in the way we work,

learn and communicate. In my article, Humans, Gigs and Robots
Are The New Blended
Workforce, I saw an increase in full time workers working side
by side with gig workers and bots
or digital assistants. I went on to say: the pace of change has
never been this fast, yet it will never
be this slow again! What I did not envision is we would be
working exclusively from our homes
while juggling home schooling and trying to figure out how to
conduct three Zoom sessions at
the same time: one for our own meeting, one for our spouse or
partner’s meeting, and one for
our child learning at home!
The Covid-19 coronavirus is becoming the accelerator for one
of the greatest
workplace transformations of our lifetime. How we work,
exercise, shop, learn,
communicate, and of course, where we work, will be changed
forever!
The term VUCA (volatile, uncertain, complex and ambiguous)
first appeared in the media
in 1987 by the Army War College. It has taken just a few weeks
for the Covid-19 coronavirus to

shut down most restaurants, bars, shops, and gyms, as well as
mandate or encourage 88% of
workers to work from home, regardless of whether or not they
are showing symptoms of
coronavirus (according to Gartner), trigger hiring freezes, and,
as of last week, a record of 3.3
million Americans have applied for unemployment benefits.
But the larger question is: how will this massive transformation
impact the workplace, you, your
team, and your organization? Future Workplace’s recent survey,
entitled The Impact of the
Coronavirus in the Workplace, was conducted among 350 HR
leaders in the USA to explore this
question. I will share some insights on how this new normal of
work is evolving within
organizations.
1) Ramp up Training and Investment in Remote Working
https://www.forbes.com/sites/jeannemeister/
https://www.forbes.com/leadership-strategy
https://www.forbes.com/sites/jeannemeister/2019/03/14/the-
future-of-work-humans-gigs-robots-are-the-new-blended-
workforce/#4cd28b60384c

http://usawc.libanswers.com/faq/84869
http://usawc.libanswers.com/faq/84869
https://www.gartner.com/en/newsroom/press-releases/2020-03-
19-gartner-hr-survey-reveals-88--of-organizations-have-e
https://www.washingtonpost.com/business/2020/03/26/unemplo
yment-claims-coronavirus-3-million/
https://www.washingtonpost.com/business/2020/03/26/unemplo
yment-claims-coronavirus-3-million/
Across the globe, companies are dealing with the Covid-19
coronavirus pandemic by mandating
or encouraging employees work from home. As the coronavirus
spreads, working from home is
the new normal for workers. We are hearing comments like:
“It’s the first day of both working
from home and home schooling... I never signed up to be a
teacher and now I believe teachers
should be paid like CEOs!”
What are companies doing to prepare for one of the largest work
from home experiments ever?

Our research examined the various ways companies are dealing
with remote working and one
way is training. Our Future Workplace survey, The Impact of
the Coronavirus in the Workplace,
asked, “In what ways does your company offer training on how
to successfully work from
home?” The responses ranged from offering both worker
training and manager training, to
mentoring, coaching, and even launching Employee Resource
Groups targeted to remote
workers and their families. See Figure 1:
Figure 1
FUTURE WORKPLACE
Microsoft is going one step further. They created a Guide to
Working From Home During
COVID-19. This guide was shared with the Microsoft global
workforce and a version was made
available to customers as an editable document to use with their
own organizations. The link to
the customizable version is here:
http://www.aka.ms/WFHguide-Customer
Rachel Russell, one of the architects of this document and the

Flexible Work Lead at Microsoft
says, “We designed the document to support our employees
working from home during this
http://www.aka.ms/WFHguide-Customer
https://www.linkedin.com/in/rachel-russell-225b072/
outbreak, some for the first time and many with others at home
as well. Our guidance ranges
from setting up your physical and virtual workspace to
managing your time and wellbeing, as
well as specific guidance for managers. Everyone’s experience
is different, and we continue to
offer learning resources and community spaces, like Yammer
groups, where employees can ask
questions, share anecdotes, and brainstorm ideas for staying
healthy, engaged, and productive.”
The Guide to Working From Home balances the mechanics of
working from home with the
emotional implications of managing it all: work, home,
children, and importantly, your own self-
care.
Future Workplace summarized the list of successful strategies
for remote working following our
recent Future Workplace Virtual Summit, and interviewing both

Rachel Russell and Stacy
Elliot, Senior Director of Communications at Microsoft, a
pioneer in remote working for the
last 17 years.
Tips for Working Remotely
MICROSOFT'S GUIDE TO WORKING FROM HOME AND
FUTURE WORKPLACE
https://www.linkedin.com/in/rachel-russell-225b072/
https://www.linkedin.com/in/stacyel/
https://www.linkedin.com/in/stacyel/
2) The Future of Work Is the Future of Worker Wellbeing
My Forbes column, Top Ten HR Trends That Matter Most in the
2020 Workplace, details
how companies that focus on the future of work are consumed
by the impending disruption of
jobs, automation, and changing workforce demographics. All of
these are important, but we also
need to make worker wellbeing a priority! Today more than
ever, the future of work is
the future of worker wellbeing. With the growth of the digital
economy, our ‘always on’ way

of working, the stresses in managing work-life integration, and
now dealing with the
coronavirus, assisting workers with their wellbeing has never
been more important.
As Cecilia Tse, Wellbeing Strategy Leader, PwC says, “We are
committed to helping build our
people’s wellbeing and we define this to include their physical,
emotional, mental, and spiritual
well-being. But we are going beyond viewing wellbeing as a
perk, we are being prescriptive to
provide our people guidance and suggestions for habits they can
consider forming in each of
these areas on our PwC Be well, work well Habit Bank.” This
focus on worker wellbeing is
especially important, as workers experience anxiety in dealing
with the coronavirus. Our Future
Workplace survey asked the question, How is your organization
dealing with increased anxiety
during the coronavirus pandemic? Our list of suggestions are
outlined below in Figure 2.
Figure 2
https://www.forbes.com/sites/jeannemeister/2020/01/15/top-10-
hr-trends-that-matter-most-in-the-2020-
workplace/#344349697dfc

https://www.linkedin.com/in/cecilia-tse-70391b52/
https://habitbank.pwc.com/#tab=1
FUTURE WORKPLACE
3) The Coronavirus Can be an Opportunity to Re-define Your
Business
The coronavirus pandemic is fundamentally shifting how we
live and do business and will
accelerate the Fourth Industrial Revolution, fueled by smart
technologies such as Artificial
Intelligence and mobile supercomputing. The Future Workplace
Survey asked HR leaders, How
could the Coronavirus be advantageous to your business? Figure
3 shows the range of
responses where some HR leaders saw the coronavirus as an
opportunity.
Figure 3
FUTURE WORKPLACE
Many survey respondents commented on how the coronavirus
could be an opportunity to re-
think assumptions on their products, services and business
model as well as cross training and
creating new products to be better prepared for the next

pandemic.
As I toward 2021, I see the coronavirus as an accelerator for
defining the role of the corporation,
remote working, re-skilling, skills based hiring, and the
transformation of corporate learning.
CEOs Will Be Bold in Protecting and Investing in Their People
On August, 19, 2019 the Business Roundtable released a
statement signed by 181 CEOs
acknowledging all of a corporation’s stakeholders- workers,
communities, partners- were as
valuable as their investor shareholders. This statement now
looks to be prescient. In the past few
weeks, there have been numerous examples of corporations
proving they meant what they
acknowledged back in August, 2019.
• Microsoft announced that they will keep paying the hourly
workers who
support their campus during this period of reduced service
needs.
• Starbucks, identifying the anxiety of this crisis, has extended
its mental health
benefits and extended therapy sessions to all U.S. based

employees and their
eligible family members starting April 6th, 2020.
• StopTheSpread.org, the blog on Medium authored by Ken
Chenault, former
CEO of American Express, and Rachel Romer Carlson, CEO and
co-Founder of
Guild Education, asks CEOs to stand together to support
coronavirus recovery by
funding national healthcare needs such as ventilators,
respirators and hospital
supplies.
There Will Be a Surge in Remote Working after the Coronavirus
In 2017, FlexJobs and Global Workplace Analytics estimated
the number of people working
remotely increased 159% between 2005 and 2017, with a 44%
rate of growth in the last five
years of that span.
That was only the beginning. Remote work is here to stay! The
coronavirus is making
companies, employees and their managers more comfortable
with working from home. From
now on, we will question taking that flight to see a client if we
can communicate on a new

project using Zoom.
Face time will no longer be the measure of worker productivity.
Instead we will finally focus on
results! With the benefits of tapping into a geographically and
ethnically diverse talent pool,
managers will increasingly explore how to make remote
working part of their culture.
Skills-based Hiring Will Move from The New Normal to The
Normal
https://www.businessroundtable.org/business-roundtable-
redefines-the-purpose-of-a-corporation-to-promote-an-economy-
that-serves-all-americans
https://www.forbes.com/sites/sha mahyder/2020/03/15/coronavir
us-champions-a-running-list-of-brands-getting-it-right/
https://www.forbes.com/sites/ruthumoh/2020/03/16/starbucks-
expands-mental-health-benefits-offers-therapy-to-all-us-
workers/#6f1b52a57698
https://www.forbes.com/sites/ruthumoh/2020/03/16/starbucks-
expands-mental-health-benefits-offers-therapy-to-all-us-
workers/#6f1b52a57698
https://medium.com/@rachel.romer.carlson/leading-boldly-on-
covid-19-b23ecb2f5093
More companies will move from hiring based on degree
pedigree to hiring based on skills and

more apprenticeship jobs will surge.
I spoke with Ravi Kumar, President of Infosys Ltd, on how the
coronavirus will impact
businesses. Ravi wrote his point of view in an inspirational
LinkedIn article, Thinking Out
Loud, on the confluence of opposites born in unprecedented
times, such as an increased need
for collaboration while we work remotely or the need to reap
benefits of global
interconnectedness along with local resilience.
Organizations, even as they deal with the challenges of the here
and now, are putting into place
plans for their post-COVID recovery. Transforming their talent
models and digitizing their
talent value chains will be a big focus area.
Kumar predicts a surge in skills-based hiring as more companies
outsource routine tasks to
machines and humans focus on uniquely human skills of
creativity and critical thinking. Kumar
says, “I see a future where machines will handle problem
solving and humans will focus on
problem finding.” That vision has committed Infosys to be a
leader in the skills-based hiring

movement, where the company focuses on recruiting candidates
with the skills and capabilities
they need rather than on their degree pedigree. Infosys partners
with various community
colleges in the country to hire for the right skills. In
anticipation of the large scale digitization of
workplaces, Infosys is stepping up its effort accelerating this
with the recently launched Digital
Apprentice program for community college students to learn-
earn-work in order to land digital
backbone jobs.
Learning Will Be Radically Transformed
This new normal of working will drive new ways to learn
online. Research and Markets has
forecast the e-learning market to triple by 2025 to reach $325
billion.
That was before the coronavirus. This estimate will only
increase as companies have no choice
but to launch a radical transformation of corporate learning.
We already saw this happening with:
https://www.linkedin.com/in/ravi-kumar-s-1a90422/
https://www.infosys.com/
https://www.linkedin.com/pulse/thinking-out-loud-ravi-kumar-s/

https://www.linkedin.com/pulse/thinking-out-loud-ravi-kumar-s/
https://www.forbes.com/sites/tjmccue/2018/07/31/e-learning-
climbing-to-325-billion-by-2025-uf-canvas-absorb-schoology-
moodle/#19924fb53b39
https://www.forbes.com/sites/tjmccue/2018/07/31/e-learning-
climbing-to-325-billion-by-2025-uf-canvas-absorb-schoology-
moodle/#19924fb53b39
• Walmart is partnering with Strivr to use Virtual Reality to
prepare Walmart
workers for Black Friday in store shopping;
• Best Western Hotels is partnering with Mursion to use virtual
reality to train
front desk clerks in problem solving skills;
• Home Depot built a mobile app to train new hires while they
are on the job,
sharing product information to reduce the need for face to face
training.
All of these experiments will be accelerated as business leaders
disrupt their old practices which
relied heavily on face to face learning and pivot to developing
proof of concepts for learning on-
the-job using the latest consumer technologies.
Chris Pirie, former CLO of Microsoft and lead faculty for
online course Radical Transformation

of Learning believes business leaders must find new ways to
create engaging experiences which
are experiential and fun. That means incorporating more
gamification, virtual reality, and
augmented reality for corporate learning.
Organizations will Double Down on Re-Skilling Workers
While some organizations like Amazon, SAP, Walmart, AT&T,
PwC and Guardian Life Insurance
have already announced plans to re-skill large segments of their
workforce, the challenge for
more companies will be to go beyond designing one-off training
programs. This challenge will be
much bigger than any one program. Instead, companies will
create an ecosystem devoted to
creating an AI powered skills inventory, reskilling and and
exploring new private partnerships
with traditional and non-traditional institutions of learning, as
well as ed tech startups.
Welcome to the new normal of work. What is clear is none of us
can afford to operate as we have
in the past. In the words of Shunryu Suzuki, author of Zen
Mind, Beginners Mind, "In the
beginner’s mind, there are many possibilities, in the expert's
mind, there are few." As business

leaders we need to see all the possibilities, challenge our
perceptions, and lead this disruption of
work. This is our opportunity to show how we lead in a crisis as
we navigate the unprecedented
journey in the coming weeks and months.
https://www.strivr.com/
https://www.mursion.com/
https://www.mobilemarketer.com/news/home-depot-builds-
mobile-gamification-app-for-employee-training/517165/
https://futureworkplace.com/academy/courses/learning/
https://futureworkplace.com/academy/courses/learning/
https://www.amazon.com/Zen-Mind-Beginners-Informal-
Meditation/dp/1590308492/ref=sr_1_3?crid=MT8GJW229FH6&
keywords=zen+mind+beginners+mind+by+shunryu+suzuki&qid
=1576418751&s=books&sprefix=Zen+Mind+%2Caps%2C148&s
r=1-3
College of Administrative and Financial Sciences
Assignment 1
Deadline: 6/3/2021 @ 23:59
Course Name: Logistics Management
Student’s Name:
Course Code: MGT322
Student’s ID Number:
Semester: II
CRN:

Academic Year: 1441/1442 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.
Logistics ManagementASSIGNMENT -1
Submission Date by students: Before the end ofWeek- 7th
Place of Submission: Students Grade Centre
Weight: 05 Marks
Learning Outcome:
1. Demonstrate a deep understanding of the logistic function
concepts and theories as well as supply chain management
strategies.
2. Demonstrate the ability to understand complex issues
pertaining to supply chain integration and strategic supply chain

partnership.
Assignment Workload:
This assignment is an individual assignment.
Critical Writing
The purpose of this assignment is to identify and apply
Logistics and Supply Chain Management concepts/tools to
suggest logistics performance priorities. To this purpose, you
should search and review about these companies through
secondary available information. Think about how you can
apply the concepts/tools that you learned in this course.
Suggest logistics performance priorities for any ONE of the
following; explain why you have come to your conclusions:
1) A low fare Airline FLYNAS (Service)
OR
2) A fast food chain Such as Dominos (Product)
The Answer must follow the outline points below:
1. Executive summary (1Mark, word count rage 300-500)
- Summarize what is logistics performance priorities, what
Logistics and Supply Chain Management concepts/tools applied
to achieve the company’s objective.
2. Background information (1Mark, word count rage 300-500)
- Briefly introduce the company background (e.g., name,
products, business size, location, internal/external interesting
facts, etc).
3. Problem Description (1Marks, word count rage 300-500)
- Describe the objectives clearly and specifically.
- The objective may involve either logistics decision-making or
process improvement.
4. Results by using application of logistics and SCM
concepts/tools that applied (1Mark)
- Describe what specific logistics and Supply Chain
Management concepts/tools be applied to achieve the objective.
This section should make it clear that you understand the
concepts/tools you are about to use.
5. References (1 Marks)

Note: The Answer should be of each point in the range of 300
to- 500 word counts.
Each point carrying 1 Mark.
Use APA style of referencing

Assignment 1 rubrics criterionachievementexcellent (1marks)

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Assignment 1 rubrics criterionachievementexcellent (1marks)