EMEN 5040
Quality, Strategy and Value Creation
Achieving Business
Performance Excellence
L E C T U R E 1 : A N I N T R O D U C T I O N TO B U S I N E S S P E R F O R M A N C E
E XC E L L E N C E
Professor Wendy Bailey, ME
Engineering Management Program
University of Colorado, Boulder
Definition Of and Impetus For The BPE
Model
Business Performance Excellence is achieved when an
organization is generating the maximum level of profitability
possible given the human, financial, capital, and other
resources it possesses.
The BPE Model was created by Dr. Jeffrey
Luftig based on the principles of his
mentor, Dr. W. Edwards Deming.
Definition Of and Impetus For The BPE
Model
Business Performance Technology is a collection of
strategies, methods, and tools utilized to achieve both
strategic breakthroughs and tactical improvements in key
financial performance and non-financial indicators (KPIs and
NFIs)
Definition Of and Impetus For The BPE
Model
What was the origin of the model?
What was the problem(s) the model was intended to
solve?
Symptoms of Organizational Deficiencies
The organization has a Vision and
Mission which serve mostly as the basis
for supposedly inspirational posters,
slogans, wallet cards, pocket protectors,
and ‘thought of the day’ quizzes
All of which constitute non-value-added expenditures and
activities
DO IT RIGHT
THE FIRST TIME
QUALITY
FIRST
Symptoms of Organizational Deficiencies
There is little or no integration between:
The organization’s Vision and Mission
The organization’s strategic and business plans
The CPMs (KPIs and NFIs) measured on a daily basis
Symptoms of Organizational Deficiencies
The organization annually generates 100’s of “number one
priorities” (goals / objectives), while everyone recognizes it
doesn’t actually have the resources to achieve half that
many
Symptoms of Organizational Deficiencies
Many constructs or themes inherent within the
organization’s vision and mission are never measured
The organization’s strategic and business plans are last
viewed each year by managers when they place the 4” 3
ring binders on their shelves
Symptoms of Organizational Deficiencies
The divisions or departments within the organization can all
successfully “hit their numbers”, while the organization as a
whole fails to make an acceptable profit
Projects are selected for their interest level and/or cannot
be killed off
Symptoms of Organizational Deficiencies
Individuals’ responsibilities are often only related to the
vision, mission, and strategic plan of the organization by
happenstance
The organization operates on a “feed the beast” mentality,
assuming that any business is superior to no business (i.e.
revenue is king)
Symptoms of Organizational Deficiencies
The organization employs standard or average cost
accounting procedures to ensure that no one understands
what business is truly profitable
True versus apparent cost and profit ...
290611 strategy defined, explained and problematizedAnders Birch
- What is Strategy ?
- The classical elements of a strategy process
- Why is strategy so difficult?
- Different approaches to strategy…
- Strategic leadership:
- What is the key issue?
290611 strategy defined, explained and problematizedAnders Birch
- What is Strategy ?
- The classical elements of a strategy process
- Why is strategy so difficult?
- Different approaches to strategy…
- Strategic leadership:
- What is the key issue?
Class #2 Strategic Design of HRD ProgramsBACKGROUND.docxmccormicknadine86
Class #2: Strategic Design of HRD Programs
BACKGROUND ISSUES
Strategic Business Planning;
Strategic Human Resource Development; Traditional Focus of HRD
Lesson ObjectivesBackground issues, the HRD practitionersWhat is Strategic Human Resource Development (SHRD) & its focus?Model for Strategic Business Plan (SBP)Eight steps of Strategic Business PlanningFive key assumptions of SBPFour key assumptions of SHRD
Background IssuesHRD practitioners defined as “Strategists”Develop long range plans for training and development. (Models of Excellence, 1983, p.91)Chief responsibility is to manage the HRD dept. strategicallyDept. planning is important BUT organizational planning for leaning is more important HRD dept strategy… should be related to the organizational strategy
*
Develop long range plans for what the training and dev. structure, organization & direction, policies, programs, services, & practices will be in order to accomplish the training and dev. mission (Models of Excellence, 1983, p.91)
Chief resp: manage the HRD dept. strategically rather than lead efforts to formulate & implement a unified plan to guide the direction of learning in an organization
Dept. planning is important BUT not as important as organizational planning for leaning
The strategy of HRD dept. should be related to what the org should do to encourage planned learning that supports business and staffing plans
Problem/Confusion/Dilemma?HRD practitioners often not included in top-level discussions about business plans..Problem for HR practitioners: Formulating their own plans when Strategic Business Plans are unclear, are not followed by top managers, are not expressed in ways that imply action in the HR dept
*
HRD practitioners often not included in top-level discussions about business plans, yet most amenable to supporting business plans…least used
Problem for HR practitioners:
Formulating their own plans when Strategic Business Plans are unclear, are not followed by top managers, are not expressed in ways that imply action in the HR action
Strategic Human Resource Dev. (SHRD)The process of changing an organization, stakeholders outside it, groups inside it, & people employed through planned learning so that they possess the skills and knowledge needed in the future
*
Focus for SHRDSHRD focuses on HRD effortCoordinated learning activities undertaken by HRD practitioners, operating managers, & employees to support business & HR plans.
SHRD results in Org. Strategy for HRDComprehensive, coordinated plan for major learning initiatives by which a firm’s managers intend to meet business & staffing objectives through organized learning.
*
SHRD focuses on HRD effort:
Coordinated learning activities undertaken by HRD practitioners, operating managers, & employees to support business & HR plans.
SHRD results in Organizational Strategy for HRD
Comprehensive, coordinated plan for major learning initiatives by which a firm’s managers intend to meet bus ...
Our latest brochure with the latest information on who we are, the case for action for developing the foundation for success, our practices areas and our people.
AFRICAResearch Paper AssignmentInstructionsOverview.docxSALU18
AFRICA
Research Paper Assignment
Instructions
Overview
In developing your expertise in transnational
organized crime (TOC) you will be writing a series of research papers. All
together the writing contained in all these papers combined would be quite
significant project! You will find that in some modules, the research papers
mimic our readings with respect to subject matter and some modules, the
research papers do not mimic the reading. Again, the goal of these research
papers is to stretch the depth and breadth of your knowledge. You should feel
well prepared to teach a course in TOCs after completing this course. The
research papers and PowerPoints you create could serve as the basis for such
class. Additionally, you will find that this course and the course CJUS701
Comparative Criminal Justice Systems complement each other very well.
Instructions
·
Each
research paper should be a minimum of 6 to 8 pages.
·
The
vast difference in page count is because some countries and/or crime/topics are
quite easy to study and some countries and/or crime/topics have very limited
information.
·
In
some instances, there will be a plethora of information and you must use
skilled writing to maintain proper page count.
·
Please
keep in mind that this is doctoral level analysis and writing – you are to take
the hard-earned road – the road less travelled – the scholarly road in forming
your paper.
·
The
paper must use current APA style, and the page count does not include the title
page, abstract, reference section, or any extra material.
·
The
minimum elements of the paper are listed below.
·
You
must use a
minimum
of 8 recent (some
countries/crimes/topics may have more recent research articles than others),
relevant, and academic (peer review journals preferred and professional
journals allowed if used judiciously) sources, at least 2 sources being the
Holy Bible, and one recent (some countries/crime/topics have more recent than
others) news article. Books may be used
but are considered “additional: sources beyond the stated minimums. You may use
.gov sources as your recent, relevant, and academic sources if the writing is
academic in nature (authored works). You may also use United Nations and
Whitehouse.gov documents as academic documents.
·
Again,
this paper must reflect graduate level research and writing style. If you need to go over the maximum page count
you must obtain professor permission in advance! Please reference the Research
Paper Rubric when creating your research paper.
These are minimum guidelines – you may expand the
topics covered in your papers.
1)
Begin
your paper with a
brief
analysis of the following elements:
a.
Country
analysis
i.
Introduction
to the country
ii.
People
and society of the country
iii.
What
is the basic government structure?
2)
Analyze
the nature of organized crime in the assigned area (you may narrow the scope of
your analysis through your introduction or thesis stat.
Adversarial ProceedingsCritically discuss with your classmates t.docxSALU18
Adversarial Proceedings
Critically discuss with your classmates the claim that adversarial proceedings can be distinguished as relying more on the government’s ability to prove guilt (following specific rules of criminal procedure the defendant’s guilt whereas the inquisitorial process spends more time on investigations to determine if the defendant truly committed the crime).
.
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Class #2 Strategic Design of HRD ProgramsBACKGROUND.docxmccormicknadine86
Class #2: Strategic Design of HRD Programs
BACKGROUND ISSUES
Strategic Business Planning;
Strategic Human Resource Development; Traditional Focus of HRD
Lesson ObjectivesBackground issues, the HRD practitionersWhat is Strategic Human Resource Development (SHRD) & its focus?Model for Strategic Business Plan (SBP)Eight steps of Strategic Business PlanningFive key assumptions of SBPFour key assumptions of SHRD
Background IssuesHRD practitioners defined as “Strategists”Develop long range plans for training and development. (Models of Excellence, 1983, p.91)Chief responsibility is to manage the HRD dept. strategicallyDept. planning is important BUT organizational planning for leaning is more important HRD dept strategy… should be related to the organizational strategy
*
Develop long range plans for what the training and dev. structure, organization & direction, policies, programs, services, & practices will be in order to accomplish the training and dev. mission (Models of Excellence, 1983, p.91)
Chief resp: manage the HRD dept. strategically rather than lead efforts to formulate & implement a unified plan to guide the direction of learning in an organization
Dept. planning is important BUT not as important as organizational planning for leaning
The strategy of HRD dept. should be related to what the org should do to encourage planned learning that supports business and staffing plans
Problem/Confusion/Dilemma?HRD practitioners often not included in top-level discussions about business plans..Problem for HR practitioners: Formulating their own plans when Strategic Business Plans are unclear, are not followed by top managers, are not expressed in ways that imply action in the HR dept
*
HRD practitioners often not included in top-level discussions about business plans, yet most amenable to supporting business plans…least used
Problem for HR practitioners:
Formulating their own plans when Strategic Business Plans are unclear, are not followed by top managers, are not expressed in ways that imply action in the HR action
Strategic Human Resource Dev. (SHRD)The process of changing an organization, stakeholders outside it, groups inside it, & people employed through planned learning so that they possess the skills and knowledge needed in the future
*
Focus for SHRDSHRD focuses on HRD effortCoordinated learning activities undertaken by HRD practitioners, operating managers, & employees to support business & HR plans.
SHRD results in Org. Strategy for HRDComprehensive, coordinated plan for major learning initiatives by which a firm’s managers intend to meet business & staffing objectives through organized learning.
*
SHRD focuses on HRD effort:
Coordinated learning activities undertaken by HRD practitioners, operating managers, & employees to support business & HR plans.
SHRD results in Organizational Strategy for HRD
Comprehensive, coordinated plan for major learning initiatives by which a firm’s managers intend to meet bus ...
Our latest brochure with the latest information on who we are, the case for action for developing the foundation for success, our practices areas and our people.
AFRICAResearch Paper AssignmentInstructionsOverview.docxSALU18
AFRICA
Research Paper Assignment
Instructions
Overview
In developing your expertise in transnational
organized crime (TOC) you will be writing a series of research papers. All
together the writing contained in all these papers combined would be quite
significant project! You will find that in some modules, the research papers
mimic our readings with respect to subject matter and some modules, the
research papers do not mimic the reading. Again, the goal of these research
papers is to stretch the depth and breadth of your knowledge. You should feel
well prepared to teach a course in TOCs after completing this course. The
research papers and PowerPoints you create could serve as the basis for such
class. Additionally, you will find that this course and the course CJUS701
Comparative Criminal Justice Systems complement each other very well.
Instructions
·
Each
research paper should be a minimum of 6 to 8 pages.
·
The
vast difference in page count is because some countries and/or crime/topics are
quite easy to study and some countries and/or crime/topics have very limited
information.
·
In
some instances, there will be a plethora of information and you must use
skilled writing to maintain proper page count.
·
Please
keep in mind that this is doctoral level analysis and writing – you are to take
the hard-earned road – the road less travelled – the scholarly road in forming
your paper.
·
The
paper must use current APA style, and the page count does not include the title
page, abstract, reference section, or any extra material.
·
The
minimum elements of the paper are listed below.
·
You
must use a
minimum
of 8 recent (some
countries/crimes/topics may have more recent research articles than others),
relevant, and academic (peer review journals preferred and professional
journals allowed if used judiciously) sources, at least 2 sources being the
Holy Bible, and one recent (some countries/crime/topics have more recent than
others) news article. Books may be used
but are considered “additional: sources beyond the stated minimums. You may use
.gov sources as your recent, relevant, and academic sources if the writing is
academic in nature (authored works). You may also use United Nations and
Whitehouse.gov documents as academic documents.
·
Again,
this paper must reflect graduate level research and writing style. If you need to go over the maximum page count
you must obtain professor permission in advance! Please reference the Research
Paper Rubric when creating your research paper.
These are minimum guidelines – you may expand the
topics covered in your papers.
1)
Begin
your paper with a
brief
analysis of the following elements:
a.
Country
analysis
i.
Introduction
to the country
ii.
People
and society of the country
iii.
What
is the basic government structure?
2)
Analyze
the nature of organized crime in the assigned area (you may narrow the scope of
your analysis through your introduction or thesis stat.
Adversarial ProceedingsCritically discuss with your classmates t.docxSALU18
Adversarial Proceedings
Critically discuss with your classmates the claim that adversarial proceedings can be distinguished as relying more on the government’s ability to prove guilt (following specific rules of criminal procedure the defendant’s guilt whereas the inquisitorial process spends more time on investigations to determine if the defendant truly committed the crime).
.
Advances In Management Vol. 9 (5) May (2016)
1
Generation Gaps: Changes in the Workplace due to
Differing Generational Values
Carbary Kelly, Fredericks Elizabeth, Mishra Bharat and Mishra Jitendra*
Management Department, Grand Valley State University, 50 Front Ave, SW Grand Rapids Michigan 49504-6424, USA
*[email protected]
Abstract
The purpose of this study is to discuss the
generational gaps that are found in the workplace
today. With multiple generations working together,
and the oldest generation having to work longer and
retire later, generational changes are occurring in the
workplace and for management. There is a lack of
communication and understanding between the
different generations caused through differing values
and goals. Younger generations are also entering
different fields than those that were popular for older
generations. There is a serious new problem in the
workplace, and it has nothing to do with downsizing,
global competition, pointy-haired bosses, stress or
greed. Instead, it is the problem of distinct
generations — the Veterans, the Baby Boomers, Gen
X and Gen Y — working together and often colliding
as their paths cross.
Individuals with different values, different ideas,
different ways of getting things done and different
ways of communicating in the workplace have always
existed. So, why is this becoming a problem now? At
work, generation differences can affect everything
including recruiting, building teams, dealing with
change, motivating, managing, and maintaining and
increasing productivity All of these ideas are
explored, discussed, and evaluated, through looking
at current research on the topic and case studies that
have been conducted not only in the United States but
around the world.
Keywords: Generation gap, workplace, values.
Introduction
Throughout the years, as the population has continued to
both grow and age, it has caused generational changes to
take place in the various aspects of life. With the changes in
the demographics of the world’s population, there have also
been changes in how each group thinks and what they
value. This not only affects the way people behave in their
personal lives, but it also affects the workplace. As
generational changes occur in the workplace, a lack of
communication has caused adisconnect to occur between
the values and goals present among the different age groups
along with newer generations choosing different career
paths.
* Author for Correspondence
In order to understand where these differences stem from,
you need to analyze how each generation is different when
it comes to their beliefs and values. So, it is best to identify
the different groups present in workplace which range from
those born in 1922 to those born in the early 1990’s.
Moving chronologically, the fi.
African-American Literature An introduction to major African-Americ.docxSALU18
African-American Literature: An introduction to major African-American writers from the earliest expressions to the present. An examination of the cultural milieu from which the writing arose, the ideological stance of each writer studied, and the styles and structure of the works considered
8 wks
.
African American Women and Healthcare I want to explain how heal.docxSALU18
African American Women and Healthcare
I want to explain how healthcare is perceived in the African American community especially amongst women and if their concerns and apprehension are justified. The paper must include a title page, introduction section, abstract section, literature review section, methods section, results section, discussion section, and a signature page. I will attach some samples that were given to me.
.
Advocacy & Legislation in Early Childhood EducationAdvocacy & Le.docxSALU18
Advocacy & Legislation in Early Childhood Education
Advocacy & Legislation in Early Childhood Education
Advocating for Early Childhood Education
Rasmussen College
COURSE#: EEC 4910
Doreen Anzalone
July 15, 2019
Advocating for Early Childhood Education
· What is advocacy?
Advocacy is how we support our children. We as teachers give advice for our children or we listen. We let the children and families know that we believe in them and we will be there for them. Teachers, admin, staff can advocate for children as long as they are in school. Advocates are also trained people and they are not lawyers. One of their responsibility is to stay up to date with the regulations of the educational laws.
· Why is advocacy important to early childhood education?
Its important to help the families because they might be vulnerable in society. We as teachers need to make sure our children and families are being heard. We as teachers need to make sure their wishes and views are being considered when it’s about their child or family. Its because we are helping the family make life decisions about their children and even their family life. Its also important to make sure we are not judging the family or having or our own personal opinions about what is going on when we are helping advocate for the family, we need to make sure we are stating the facts for the family.
· What is your role as an early childhood educator in making legislative changes?
Our role is to be able to email them or decide how to get a hold of them and let them know our questions, comments or suggestions on things that need to be changed, updated. We need to let them know so we can support our school, children, and families. It is our role as educators to stay aware of the laws. The Federal laws we need to make sure we are aware of the
· Family Education Rights & Poverty Act
· The No Child Left Behind
· Individuals with Disabilities Education Act
With these laws and many more they need to hear from schools in the United States. The federal laws mean we need to address the issues. These issues usually involve infringement of the student’s rights and they are to protect the rights. The state laws depend on the state you are in. The state laws this is where you would go if you have a problem or need to voice about
· Teacher Retirement
· Teacher evaluations
· Charter schools
· State Testing requirements
· The required learning standards
· Much more
Your school board is also a great place to help with policies and regulations and any revisions that need to be done.
· What ethical issues must early childhood education professionals consider related to advocacy and why do those issues exit?
In NAEYC the code of Ethical Conduct and in their it describes how any educator is required to act and what they do and not to do. At times as an educator as staff we tend to do what is the simplest or sometimes, we want to please others but when it comes to this, we must remember to follow our responsi.
Advertising is one of the most common forms of visual persuasion we .docxSALU18
Advertising is one of the most common forms of visual persuasion we encounter in everyday life. The influence of advertising in our society is persuasive and subtle. Part of its power comes from our habit of internalizing the intended messages of words and images without thinking deeply about them. Once we begin decoding the ways in which advertisements are constructed, once we view them critically, we can understand how, or if, they work as arguments. We may then make better decisions about whether to buy products and what factors convinced us or failed to convince us.
What are the different forms of advertising?
Modern media comes in many different formats, including print media (books, magazines, newspapers), television, movies, video games, music, cell phones, various kinds of software, and the Internet. Each type of media involves both content and also a device or object through which that content is delivered.
TEAM TASK:
As a team you are going to Review Chapter 4: Visual Rhetoric: Thinking About Images as Arguments. You will
be assigned a Section of the Chapter (written, visual, unfit, political, caricature, photography-maps graphs charts ) and as a Team you willResearch
the content of that Chapter Area (you will see topic page overlap ) and implement the following:
You will look at and interpret a media campaign or advertisement. Focus on social or ethical aspects * Seek to find one or more of the FALLACY TYPES identified Chapter 9 pages 363- 380. Include this information in your findings. Consider and incorporate as many of the following 16 categories :
The objectives: What role does the ad play in the economy?
The audience: Is it targeted to a group that could be considered vulnerable?
Effectiveness: Does it promote something that is socially desirable?
Role in marketing mix: What role does the ad play in the economy?
Image, product differentiation and branding: Is the ad misleading?
Other promotion factors
The unique selling proposition.
The basis for the appeal(s).
How would you make improvements?
The creative philosophy
The slogan
Secondary or supporting points or claims
The tone or mood and manner: Is the ad misleading?
Type of presenter
The motivational appeal: Does it promote something that is socially desirable?
Executional style
Each TEAM will develop a
15 minute class presentation
about their researched area. You have
options to use
power points, maps, videos, and other resources that will help educate your audience about your research.
Your Presentation should include:
A Power Point, the media piece or some type of visual presentation~~
A Question and Answer {Q & A} & Interactive session, quiz,.
Adult Health 1 Study GuideSensory Unit Chapters 63 & 64.docxSALU18
Adult Health 1 Study Guide
Sensory Unit
Chapters 63 & 64
Remember that assigned textbook readings should be supplemental to reviewing & studying the Powerpoint presentations. Answers to these study guide questions can be obtained from the textbook chapters, Powerpoint presentations, as well as class lectures & in-class activities.
Chapter 63: Assessment & Management of Patients with Eye & Vision Disorders
Conditions to Know
: Glaucoma, Cataracts, Retinal Detachment, Macular Degeneration, Conjunctivitis, Eye trauma
· Know the basic structures & functions of the eye – lens, pupil, iris, cornea, conjunctiva, retina, and sclera
· Questions to ask patients regarding issues with the eyes/vision – Chart 63-1
· Snellen Chart is used to assess visual acuity – 20/20 is considered perfect vision (patient can read line 20 of chart while standing 20 feet away) – this is tested in each eye
1. What are some of the most common causes of blindness?
2. What is responsible for the damage to the optic nerve in patients diagnosed with glaucoma?
3. Glaucoma can lead to what primary complication if not treated properly?
4. What are the differences between open-angle & closed-angle glaucoma?
5. What are the primary signs & symptoms of glaucoma?
6. What are the primary treatment goals for patients with glaucoma?
7. What is the first line treatment of glaucoma? What medication teaching points would you want to include in your patient education?
8. What are some common risk factors for the development of cataracts? See Chart 63-7.
9. What are the primary signs & symptoms of cataracts?
10. The most common treatment for cataracts is outpatient surgery, in which the lens affected by the cataract is replaced with a man-made one. Explain the pre and post-operative nursing management & education that is needed for patients undergoing cataract surgery. See Chart 63-8.
11. Retinal detachment is considered a medical emergency. What happens during retinal detachment?
12. What are some symptoms of retinal detachment?
13. Macular degeneration is the most common cause of vision loss in people > 60 years old. What is macular degeneration?
14. What are some risk factors for dry macular degeneration?
15. What are some signs and symptoms of macular degeneration?
16. Nursing management for patients diagnosed with macular degeneration focus on safety & supportive measures. What are some accommodations we should make or educate patients on regarding how to help improve their vision & ADLs when they have this condition?
17. Conjunctivitis is also called “pink eye”. What are the different types of conjunctivitis and what are some symptoms of this condition? Are any of these types considered contagious?
18. What are some teaching points to include when educating a patient diagnosed with viral conjunctivitis? See Chart 63-11.
19. Explain the emergency nursing treatment needed when a patient presents with eye trauma.
Chapter 64: Assessment & Manag.
Advertising Campaign Management Part 3Jennifer Sundstrom-F.docxSALU18
Advertising Campaign Management
Part 3
Jennifer Sundstrom-Fitzgerald
1
Learning Objectives
Analyze advertising campaign parameters
Identify how a creative brief facilitates effective advertising
Describe the implications of advertising management in the global arena
2
Advertising Campaign Parameters
Advertising goals
Media selection
Tagline
Consistency
Positioning
Campaign duration
Effective advertising campaigns require careful planning and attention to specific parameters including Advertising goals, media selection, tagline, consistency, positioning and campaign duration. We will review each parameter beginning with goals.
3
Advertising Goals
A primary goal of advertising is to build brand awareness among existing and new customers. The creative should inform and persuade them to make purchases and build brand loyalty.
4
Build brand awareness
Inform, persuade, support marketing efforts
Encourage purchase decisions
Building Brand Awareness
Successful brands possess two characteristics. Top-of-mind are brands a consumer mentions first when asked about brands in a particular product category – these are brands in our Evoked Set. Top choice is the brand within a product category that consumers prefer the most. So top choice requires top-of-mind. Brand equity, which is the level of brand strength perceived by consumers, leads to top-of-mind and top choice brands.
This is also applicable on the B2B side when business people are faced with modified rebuy situations. A common dilemma I had was for every Fox Graduation Ceremony, there are three per year, and the need for graduation program booklets. There was a printer who I always wanted to hire because I enjoyed working with them, they always had fair prices and delivered high-quality programs in a timely manner. However, due to non-profit regulations, I had to bid the job to at least three vendors. So my top-of-mind, first choice brand was always included but I had to add two other vendors as well. Tell story about Bill DeVece and misspelled student names and how wonderful he was in fixing these issues.
5
Brand image begins with awareness
Consumers recognize the brand
Brand equity leads to top-of-mind and top choice
B2B important in modified rebuy situations
Building Brand Awareness
Successful brands possess:
Top-of-mind
Top choice
The 10 Most Valuable Brands in the World per 2018 study
Coca Cola brand is a good example of a brand with these characteristics. Here is a recent list of a top 10 most valuable and recognized list of global brands. (click link)
6
Goal to Persuade
Dare to be Devoted Campaign
Every Kiss Begins with Kay Campaign
Another common goal of advertising is to persuade consumers that a particular brand is superior to others and should be their top choice. Both of these brands, owned by the same parent company (Signet), do extensive advertising, but only Kay Jewelers has successfully used the same slogan, “Every Kiss Begins w.
Adopt-a-Plant Project guidelinesOverviewThe purpose of this.docxSALU18
Adopt-a-Plant Project guidelines
Overview:
The purpose of this project is for you to choose a plant, conduct online research into the biology of the plant, and communicate what you have learned. You will be preparing an annotated bibliography on the plant you choose. The entire project is worth 50 points
Annotated Bibliography (50 points)
You will prepare an annotated bibliography with a list of the top 10 most interesting facts about your plant.
· Each fact should be paraphrased (i.e. written in your own words, no quotations allowed).
· Then tell me why this is interesting to you – make connections to your life or to currents issues in our world.
· Finally, give a full citation and tell me why you think this is a reliable, trustworthy source. Use this libguide to help you come up with reasons why your source is trustworthy.
· At least one of your sources should be from a peer-reviewed, science journal article.
Here is an example:
Fact 1: Taxol is a chemotherapy agent derived from the bark of the Pacific Yew Tree. The chemical itself is derived from a fungal endophtye within the bark. I thought this was very interesting, because the Pacific Yew tree is native to the state of Washington, and my aunt Jane received Taxol while undergoing chemotherapy for ovarian cancer. I also thought it was interesting because of the mutualistic relationship between the plant and the fungus.Citation: Plant natural products from cultured multipotent cells
Roberts, Susan; Kolewe, Martin. Nature Biotechnology28.11 (Nov 2010): 1175-6.
This is a reliable source because it is published in a peer-reviewed science journal article, written by two PhDs that are providing a review of the current literature on the topic
To complete the assignment, you should first choose a plant, gather articles discussing your plant, read the articles sufficiently enough to discuss the plant, and finally write the annotated bibliography. You are expected to produce original work, and any plagiarism will receive a zero. The paper should be double-spaced, and typed in 12 point font size, with normal margins. The instructions for how to properly cite your sources are at the end of this handout.
*** Reminder: The scientific name of a plant should always be typed in italics, with the first letter of the Genus capitalized. For ex.: Digitalis lanata. When you search for information on your plant online, make sure to use the scientific name, which will bring back a wider variety of results
The bibliography is worth 50 points and will be graded on:
1. Effort
• Quality of references
•Depth/breadth/quality of material covered
2. Following directions/ requirements
I will use the following rubric to grade your bibliography:
Research, Critical Reading and Documentation
Balanced, authoritative sources; correctly cited sources; effectively integrated outside sources. Most sources from science journals
10 pts
Effective sources, correctly cited, Could have a few more.
ADM2302 M, N, P and Q Assignment # 4 Winter 2020 Page 1 .docxSALU18
ADM2302 M, N, P and Q Assignment # 4
Winter 2020 Page 1
Assignment # 4
Decision Analysis and Project Scheduling
ADM2302 students are reminded that submitted assignments must be typed (i.e. can NOT be hand
written), neat, readable, and well-organized. Assignment marks will be adjusted for sloppiness, poor
grammar, spelling, for technical errors as well as if you submit a PDF file.
The assignment is to be submitted electronically as a single Word Document file via Brightspace by
Friday April 3rd prior to 23:59. Front page of the Word document has to include title of the assignment,
course code and section, student name and student number. Second page is the individual/group
statement of integrity that must be signed.
E-mail questions related to the assignment should be sent to the Teaching Assistant or posted on the
Brightspace course website “Discussion page” (viewed by all).
Section M: Parisa Keshavarz ([email protected])
Section N: : Niki Khorasanizadeh ([email protected])
Section P: Makbule Kandakoglu ([email protected])
Section Q: Afshin Kamyabniya ([email protected])
Problem 1: Payoffs/Decision Table (13 points)
A small building contractor has recently experienced two successive years in which work opportunities
exceeded the firm’s capacity. The contractor must now make a decision on capacity for next year.
Estimated profits (in $ thousands) under each of the two possible states of nature are as shown in the
table below.
NEXT YEAR’S DEMAND
Alternative Low High
Do nothing
Expand
Subcontract
$50**
20
40
$60
80
70
** Profit in $ thousands.
Which alternative should be selected if the decision criterion is:
a. The optimistic approach? (3 points)
b. The conservative approach? (3 points)
c. Minimize the regret? (7 points)
Problem 2: Payoffs/Decision Table (15 points)
Dorothy Stanyard has three major routes to take to work. She can take Tennessee Street the entire way,
she can take several back streets to work, or she can use the expressway. The traffic patterns are,
however, very complex. Under good conditions, Tennessee Street is the fastest route. When Tennessee
is congested, one of the other routes is preferable. Over the past two months, Dorothy has tried each of
route several times under different traffic conditions. This information is summarized in minutes of
travel time to work in the following table:
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
ADM2302 M, N, P and Q Assignment # 4
Winter 2020 Page 2
No Traffic Congestion
(Minutes)
Mild Traffic
Congestion
(Minutes)
Severe Traffic
Congestion
(Minutes)
Tennessee Street
Back roads
Expressway
15
20
30
30
25
30
45
35
30
In the past 60 days, Dorothy encountered severe traffic congestion 10 days and mild traffic congestion
20 days. Assume that the past 60 days are typical of traffi.
After completing the assessment, my Signature Theme Report produ.docxSALU18
After completing the assessment, my Signature Theme Report produced the following results: Communication, Relator, Individualization, Consistency, and Strategic. When I first saw the themes presented, I was a little skeptical at first but after reading the detailed descriptions I felt like it made a lot of sense and mirrored a lot of what I had already thought about myself.
A core value that I would like to continue to strengthen would be the value of acceptance. One of my top five themes was relator which explained that I have a comfortability with gravitating towards people I already know and building relationships from there. I don’t have issues with making new relationships, but I can see that sometimes I close myself off initially to embracing new ones. With acceptance, you have to understand that there are some situations you can control and some that you can’t but embracing the latter can lead to new experiences that could be beneficial (Riley, 2021). Another core value that I would like to improve upon would be calmness. This fits in well with my theme of consistency. While I am a firm believer of things being fair and consistent, I can get easily upset when things don’t balance out like they are expected to. I know that working on being calm in tense situations will help me adapt easier when things don’t always work out as they should.
One of the strengths that I would like to embrace fully and continue to improve upon is communication. It was no surprise to me that communication was at the top of my list for my themes. When I am in a position of leadership at work, I make it a priority to keep my staff updated on everything that is going on for that night and it is something I expect from my charge nurse when I am working the floor also. A communicator is only effective when they are aware of their style of communicating and how others perceive or respond to it (Marshall & Broome, 2021). As a communicator I know that I can always work on how I communicate non-verbally and with body language especially. The other strength that I would like to continue to work on is of being strategic. The report explained that the strategic theme fit me because I am able to sort through the clutter and find the best route when I am trying to accomplish something. I really believe this about myself because when I have a task I need to accomplish, whether I am in a leader position or not, I will break everything down and reorganize it to make sure I have come up with the best solution. I feel like the best way to do something is the way that makes it concise and without a lot of excess getting in the way.
A characteristic of mine that I would like to strengthen would be that of instinct. My theme of individualization points out that I have an instinct about others and how they work and function. I have always felt that I easily read people and can get a sense of who they truly are and for example in the workplace how they are as a staff member. S.
After careful reading of the case material, consider and fully answe.docxSALU18
After careful reading of the case material, consider and fully answer the following questions:
1. What were the primary reasons for changing the current system at Butler?
2. What role did Butler's IS department play?
3. List the objectives of the pilot. Were there any problems?
4. Do you think Butler made the right decision to utilize this new technology? What implications does this decision hold for Butler's IT department in the long run?
NOTE: Butler refers to it's IT department as IR. You may consider these two acronyms as synonymous (i.e. IT = IS = IR for purposes of this assignment)
.
Affluent
Be unique to
Conform
Debatable
Dominant
Enforce
Ethnic
Internalize
Rank
Restrict
You will write your own sentences using each of the vocabulary words. The sentence
must be an
original sentence
created by you, AND it must use the vocabulary word correctly.
Your sentence
MUST
demonstrate that you understand the meaning of the word.
.
Advanced persistent threats (APTs) have been thrust into the spotlig.docxSALU18
Advanced persistent threats (APTs) have been thrust into the spotlight due to their advanced tactics, techniques, procedures, and tools. These APTs are resourced unlike other types of cyber threat actors.
Your chief technology officer (CTO) has formed teams to each develop a detailed analysis and presentation of a specific APT, which she will assign to the team.
.
Your report should use
The Cybersecurity Threat Landscape Team Assignment Resources
to cover the following five areas:
Part 1: Threat Landscape Analysis
Provide a detailed analysis of the threat landscape today.
What has changed in the past few years?
Describe common tactics, techniques, and procedures to include threat actor types.
What are the exploit vectors and vulnerabilities threat actors are predicted to take advantage of?
Part 2: APT Analysis
Provide detailed analysis and description of the APT your group was assigned. Describe the specific tactics used to gain access to the target(s).
Describe the tools used. Describe what the objective of the APT was/is. Was it successful?
Part 3: Cybersecurity Tools, Tactics, and Procedures
Describe current hardware- and software-based cybersecurity tools, tactics, and procedures.
Consider the hardware and software solutions deployed today in the context of defense-in-depth.
Elaborate on why these devices are not successful against the APTs.
Part 4: Machine Learning and Data Analytics
Describe the concepts of machine learning and data analytics and how applying them to cybersecurity will evolve the field.
Are there companies providing innovative defensive cybersecurity measures based on these technologies? If so, what are they? Would you recommend any of these to the CTO?
Part 5: Using Machine Learning and Data Analytics to Prevent APT
Describe how machine learning and data analytics could have detected and/or prevented the APT you analyzed had the victim organization deployed these technologies at the time of the event. Be specific.
Part 6: Ethics in Cybersecurity.
Ethical issues are at the core of what we do as cybersecurity professionals. Think of the example of a cyber defender working in a hospital. They are charged with securing the network, medical devices, and protecting sensitive personal health information from unauthorized disclosure. They are not only protecting patient privacy but their health and perhaps even their lives. Confidentiality, Integrity, Availability - the C-I-A triad - and many other cybersecurity practices are increasingly at play in protecting citizens in all walks of life and in all sectors. Thus, acting in an ethical manner is one of the hallmarks of cybersecurity professionals.
Do you think the vulnerability(ies) exploited by the APT constitutes an ethical failure by the defender? Why or why not?
For the APT scenario your group studied, were there identifiable harms to privacy or property? How are these harms linked to C-I-A? If not, what ethically si.
Advanced persistent threatRecommendations for remediation .docxSALU18
Advanced persistent threat
Recommendations for remediation of the threat
Research the use of network security controls associated to your threat and industry
Do Not use topics network security,VPN,FIREWALL,ETC
10-12 pages. Double spaced APA style
At least 10 REFERENCES
5 ATLEASt PEER REVIEWED SCHOLARLY
.
Adultism refers to the oppression of young people by adults. The pop.docxSALU18
Adultism refers to the oppression of young people by adults. The popular saying "children should be seen and not heard" is used as a way to remind a child of his or her place and reaffirm the adult's power in the relationship. The saying suggests that children's voices are not as important or as valid as an adult's and they should remain quiet. Children are often relegated to subordinate positions due to socially constructed beliefs about what they can or cannot accomplish or what they should or should not do; this in turn compromises youth's self-determination. This oppression is further highlighted when considering the intersection of age with race, ethnicity, socioeconomic status, and sexual orientation. You will be asked to consider all of these when reviewing the Logan case and Parker case.
By Day 3
Post
an analysis of the influence of adultism in the Logan case. Then, explain how gender, race, class, and privilege interact with adultism to influence the family's discourse related to Eboni's pregnancy as well as other family dynamics.
.
ADVANCE v.09212015
•
APPLICANT DIVERSITY STATEMENT IN FACULTY SEARCH PROCESS
FREQUENTLY ASKED QUESTIONS
1) How does University of California define “diversity?”
A: The academic senate adopted in 2009 the following broad definition of diversity:
Diversity - defining features of California past, present and future - refers to a variety of
personal experiences, values, and worldviews that arise from differences of culture and
circumstance. Such differences include race, ethnicity, gender, age, religion, language,
abilities/disabilities, sexual orientation, socioeconomic status, geographic region and more.
2) Why does UC Irvine expect a diversity statement from applicants for faculty positions?
A: UC Irvine’s commitment to inclusive excellence is integral to our ascendancy among globally
preeminent universities. It provides applicants with an opportunity to discuss how their past or
future contributions will advance this enduring campus commitment. For more information,
please see the Provost’s memo on Inclusive Excellence.
3) Is the diversity statement consistent with University of California policy?
A: Yes. APM 210.1-d, which governs appointment, appraisal and promotion, recommends that
faculty be both encouraged and rewarded for activity that promotes inclusive excellence:
“The University of California is committed to excellence and equity in every facet of its mission.
Teaching, research, professional and public service contributions that promote diversity and
equal opportunity are to be encouraged and given recognition in the evaluation of the
candidate's qualifications. These contributions to diversity and equal opportunity can take
a variety of forms including efforts to advance equitable access to education, public
service that addresses the needs of California's diverse population, or research in a
scholar's area of expertise that highlights inequities.”
4) Is UC Irvine alone among UC campuses in adopting this statement?
A: No. UC San Diego adopted this statement in 2010.
5) How will applicants learn about the diversity statement expectation?
A: Per Provost Gillman’s memo of June 2014, all ads for faculty positions will include the following
sentence: “Applicants are encouraged to share how their past and/or potential contributions to
diversity, equity and inclusion will advance UC Irvine’s commitment to inclusive excellence.”
6) How do applicants provide their diversity statement?
A: There is a dedicated field in UC Recruit for applicants to submit their diversity statement.
7) If an applicant does not provide a diversity statement, will his or her application be considered
incomplete?
A: Yes
http://www.provost.uci.edu/news/InclusiveExcellence.html
http://www.ucop.edu/academic-personnel/_files/apm/apm-210.pdf
http://www.provost.uci.edu/news/Diversity-Statement-June-2014.html
ADVANCE v.09212015
8) What are the components of a diversity statement?
.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
EMEN 5040Quality, Strategy and Value CreationAchieving B.docx
1. EMEN 5040
Quality, Strategy and Value Creation
Achieving Business
Performance Excellence
L E C T U R E 1 : A N I N T R O D U C T I O N TO B U S I
N E S S P E R F O R M A N C E
E XC E L L E N C E
Professor Wendy Bailey, ME
Engineering Management Program
University of Colorado, Boulder
Definition Of and Impetus For The BPE
Model
Business Performance Excellence is achieved when an
organization is generating the maximum level of profitability
possible given the human, financial, capital, and other
resources it possesses.
The BPE Model was created by Dr. Jeffrey
Luftig based on the principles of his
mentor, Dr. W. Edwards Deming.
Definition Of and Impetus For The BPE
Model
2. Business Performance Technology is a collection of
strategies, methods, and tools utilized to achieve both
strategic breakthroughs and tactical improvements in key
financial performance and non-financial indicators (KPIs and
NFIs)
Definition Of and Impetus For The BPE
Model
What was the origin of the model?
What was the problem(s) the model was intended to
solve?
Symptoms of Organizational Deficiencies
The organization has a Vision and
Mission which serve mostly as the basis
for supposedly inspirational posters,
slogans, wallet cards, pocket protectors,
and ‘thought of the day’ quizzes
All of which constitute non-value-added expenditures and
activities
DO IT RIGHT
THE FIRST TIME
QUALITY
FIRST
3. Symptoms of Organizational Deficiencies
There is little or no integration between:
The organization’s Vision and Mission
The organization’s strategic and business plans
The CPMs (KPIs and NFIs) measured on a daily basis
Symptoms of Organizational Deficiencies
The organization annually generates 100’s of “number one
priorities” (goals / objectives), while everyone recognizes it
doesn’t actually have the resources to achieve half that
many
Symptoms of Organizational Deficiencies
Many constructs or themes inherent within the
organization’s vision and mission are never measured
The organization’s strategic and business plans are last
viewed each year by managers when they place the 4” 3
ring binders on their shelves
Symptoms of Organizational Deficiencies
The divisions or departments within the organization can all
successfully “hit their numbers”, while the organization as a
whole fails to make an acceptable profit
Projects are selected for their interest level and/or cannot
4. be killed off
Symptoms of Organizational Deficiencies
Individuals’ responsibilities are often only related to the
vision, mission, and strategic plan of the organization by
happenstance
The organization operates on a “feed the beast” mentality,
assuming that any business is superior to no business (i.e.
revenue is king)
Symptoms of Organizational Deficiencies
The organization employs standard or average cost
accounting procedures to ensure that no one understands
what business is truly profitable
True versus apparent cost and profit cannot be broken down
by flow path, customer, product(s) or any critical
component; leading to . . .
Symptoms of Organizational Deficiencies
Incentive systems that encourage the sale/production of
‘any’ units, versus the optimization of ‘richness of product
mix’ sold/produced, leading to . . .
Working on just-in-time process improvement and lean
manufacturing projects which ultimately reduce profit
(asset) dollars generated
5. Symptoms of Organizational Deficiencies
Using X% headcount reductions ‘across the board’ (in the
name of fairness) to reduce costs
Using headcount reductions and capital equipment
investments as a first rather than last choice to improve
profitability
Discussion
Making the Transition to Strategic Thinking
and Planning and BPE
The breakthrough in moving from these systemic
deficiencies to BPE was the introduction of the Theory of
Profound Knowledge (posted on the course website),
advanced by Dr. W. Edwards Deming just prior to his death
Making the Transition to Strategic Thinking
and Planning and BPE
Why is the Theory of Profound Knowledge critical to
achieving Business Performance Excellence (BPE); or to
going from ‘good to great’? Why is it particularly useful in
the area of strategic & business planning?
What’s the big deal? Why was this the ‘ah ha’ key?
Quotes on
6. Profound
Knowledge from
Dr. Deming
"Hard work and best efforts, put forth
without guidance of profound
knowledge, may be well at the root of
our ruination. There is no substitute
for knowledge.“
(W. E. Deming, Osaka, Japan, 1989)
"You can learn a lot about ice and
know nothing about water."
Quotes on Profound Knowledge
from Dr. Deming
" . . . What is the result of hard work and best efforts? What
they do is only to dig deeper the pit that we are in. But they
will not dig us out of the pit, only dig it deeper, make it
more difficult to get out of. To get out of the pit we require
an outside view. No chance from the inside. A system
cannot understand itself. Understanding comes from
outside."
Quotes on Profound Knowledge
from Dr. Deming
"An outside view provides a lens for examination of our
present actions, policies. An outside view is . . . profound
knowledge."
7. Basis for Business Performance Improvement:
Deming’s System of Profound Knowledge
Appreciation for a system
Knowledge about variation
Theory of knowledge
Psychology – of individuals, society and
change
‘Constructing the Ladder' : The 4 Components
of Theory in Profound Knowledge
An Outside View
Knowledge
Cognitive
Psychology
Organizational
Behavior
Statistical &
Scientific
Theory
Systems
8. Theory
Dr. Deming's Theory of Profound
Knowledge
Profound knowledge is the requisite theory necessary to
enable and facilitate the process of learning and
understanding how to improve the quality of product and
process;
This involves theory answering the questions "How . . .
excerpted and paraphrased from Anderson, Dooley, and
Misterek
Dr. Deming's Theory of Profound
Knowledge
Related to Cognitive psychology . . .
a) does the human mind synthesize information into knowledge?
b) does the human mind represent, store, and integrate
knowledge?
c) does the human mind deal with uncertainty?
d) does the human mind reason causally?
excerpted and paraphrased from Anderson, Dooley, and
Misterek
9. Dr. Deming's Theory of Profound
Knowledge
Related to Statistical and Scientific theory . . .
e) is the scientific method, or PDCA cycle, used to generate
knowledge?
f) are statistical methods used to distinguish common and
special
causes of variability?
g) can quality be defined and measured?
h) is theory developed, tested, and changed?
i) can the relevant scientific theory be applied?
excerpted and paraphrased from Anderson, Dooley, and
Misterek
Dr. Deming's Theory of Profound
Knowledge
Related to Organizational Behavior and theory . . .
j) does the structure of an organization interact with its
performance capability?
k) does individual behavior interact with organizational
behavior?
l) should authority and control be used in the organization?
m) does the system respond when pushed to perform beyond its
capabilities?
10. n) do the physiological needs of humans interact with the needs
of
the organization?
excerpted and paraphrased from Anderson, Dooley, and
Misterek
Dr. Deming's Theory of Profound
Knowledge
Related to Systems theory . . .
o) should the organization interact with its customers?
p) do the elements of the organization interact, and how do
these
interactions affect performance?
q) do systems interact, and how do these interactions affect the
outside environment?
r) do the aforementioned elements of profound knowledge
interact with each other?
excerpted and paraphrased from Anderson, Dooley, and
Misterek
Making the Transition to Strategic Thinking
and Planning and BPE
Source: BMGI, Breakthrough Management Group International
Systems
11. Performance Excellence
Outcomes:
Sustained Profitability
Customer and Employee
Satisfaction
Growth and Innovation
Making the Transition to Strategic Thinking
and Planning and BPE
Profound knowledge possesses the potential to serve as the
single most valuable element in the strategic / business
planning process by:
◦ Challenging axiomatic beliefs, particularly as related to
Critical
Performance Indicators / Measures (CPMs)
◦ Understanding cultural/organizational paradigms; including
myths
surrounding "best products" and "most valued customers"
◦ Separating variability originating from common versus special
causes; and strategic from tactical objectives, based upon data
Making the Transition to Strategic Thinking
and Planning and BPE
Examples of CPM/Paradigm issues where profound
knowledge may create the basis for breakthrough
12. improvements (i.e. 'climbing out of the pit') :
◦ Productivity as a barrier to delivery performance
◦ QAP as a "driver" for improvement and resource deployment
(Example – Molex - Pins)
◦ Overuse versus customer/consumer expectations
(Example - Earthgrains)
◦ Data-based Customer/Product Rationalization
(Examples - Inland Steel Bar Company & Earthgrains)
Making the Transition to Strategic Thinking
and Planning and BPE
Profound knowledge possesses the potential to serve as the
single most valuable element in the strategic/business
planning process by creating those systems (accompanied
by the requisite discipline) which will allow the organization
to generate strategic, business, and human/financial
resource deployment plans; which will constitute working
documents rather than decorative appendages
Definition Of and Impetus For The BPE
Model
Business Performance Excellence is achieved when an
organization is generating the maximum level of profitability
possible given the human, financial, capital, and other
resources it possesses
Definition Of and Impetus For The BPE
13. Model
Business Performance Technology is a collection of
strategies, methods, and tools utilized to achieve both
strategic breakthroughs and tactical improvements in key
financial performance and non-financial indicators (KPIs and
NFIs)
The BPE Model
as a Ladder for
Climbing Out of
the Pit
Business Performance Technology
A Collection of Strategies, Methods, and Tools Designed to
Achieve Continuous or
Breakthrough Improvements in the Performance of
Organizations as Measured By Critical
Financial and Non-Financial Indicators
Data-Driven
Disciplines
Human
Interaction
Disciplines
15. Reduction
Strategies
Business
Process
Improvement
Strategies
Management
Systems
Improvement
Strategies
Primary Phases / Components of the BPE
Model
Phase I of the BPE improvement process is Policy
Deployment (Hoshin Planning or Hoshin Kanri), which is
intended to integrate an organization’s strategic and
business plans with its vision, mission, value proposition,
core competencies, and each individual’s annual work
plan(s)
Primary Phases / Components of the BPE
Model
Phase IIA of the BPE Model is the implementation of a Total
16. Asset Utilization (TAU) model, followed by the
implementation of a Consumer / Customer Product /
Process Rationalization (CPR) model.
These strategies are predominantly diagnostic, and are
intended to guide management in making the changes
required to achieve BPE. These topics will be reviewed in
EMEN 5041.
Primary Phases / Components of the BPE
Model
Phase IIB of the BPE Model requires the implementation
(concurrently with Phase IIA) of a Customer Quality
Assurance (CQA) model. This model is also often referred to
as a Customer Satisfaction Improvement (CSI) model or
program. (Unit 3 – EMEN 5040)
Phase III of the BPE model is Daily Management; which
includes the systems associated with Employee Involvement
(Unit 2 – EMEN 5040)
The BPE
Model at
50,000 Feet
Issues and Problems with BPE
HARD WORK!
Difficult to understand, explain in places
17. Application to services difficult for some to visualize
Unwillingness by some to appropriate other’s ideas
Still relies on managerial judgment and insight!
Courtesy Stephen Lawrence, LSB, CUB
An Overview of Strategic
Planning and Policy
Deployment
P H A S E I I N A C H I E V I N G B U S I N E S S P E R F
O R M A N C E E XC E L L E N C E
Reading Assignments for Lecture 1
Introduction to BPE
Primary Readings - Required:
◦ Introduction to the Business Performance Excellence Model
(Luftig
& Ouellette)
◦ Hoshin Kanri: Deploying Your Strategic Intents to Acieve
Business
Excellence (Luftig & Ouellette)
◦ Management & Control of Quality (Evans & Lindsay)
Reading Assignments for Lecture 1
18. Introduction to BPE
Support Materials – Highly Recommended:
◦ Treacy & Wiersema HBR Article on Models for Strategic
Differentiation
◦ ‘Why Balanced Scorecards Fail’ (Article)
◦ Inovonics Sample Vision & Mission Statements
◦ Article (Motor Trend) on the Current State of Ford Motor
Company
◦ Additional Articles and Materials Identified Throughout the
PowerPoint Presentation, Including Videos
History & Development of the Hoshin
Planning / Policy Deployment Model (BMGI)
The Purpose of Policy Deployment:
Establishing the ‘Point of the Compass’
Typical Structure w/Out An
Integrated Policy
Deployment System
Initial Result Achieved After
Implementing a Policy
19. Deployment System
Final Result Achieved After
Implementing a Policy
Deployment System
Policy Deployment: Definitions
"Refers to the process of internalizing policies for Kaizen
throughout the company, from the highest to lowest levels .
. ."
"Policy Deployment calls for everyone to interpret policy in
light of his own responsibilities and for everyone to work
out criteria to check his success in carrying out the policy."
Masaaki Imai
Kaizen: The Key to Japan's Competitive Success
Policy Deployment: Definitions
“…a tool used to facilitate the creation
of business processes that result in a
sustained competitive advantage in
Quality, Delivery, Cost, and Innovation”
- BMGI
20. Policy Deployment: Definitions*
Total Quality Engineering (1997) says hoshin kanri is:
“a system of forms and rules that encourage employees to
analyze situations, create plans for improvement, conduct
performance checks, and take appropriate action.”
Integrated Quality Dynamics (1997) defines hoshin as:
“a one-year plan for achieving objectives developed in
conjunction with management’s choice of specific targets
and means in quality, cost, delivery, and morale.
*R.G. Lee and B.G. Dale
Policy Deployment: Definitions*
Eureka and Ryan (1990):
“Deploy and share the direction, goals, and approaches of
corporate management from top management to
employees, and for each unit of the organisation to conduct
work according to the plan. Then, evaluate, investigate and
feed back the results, or go through the cycle of PDCA
continuously and attempt to continuously improve the
performance of the organisation.”
*R.G. Lee and B.G. Dale
Policy Deployment:
Understanding the Concept
*R.G. Lee and B.G. Dale
21. Policy Deployment:
Understanding the Concept
*R.G. Lee and B.G. Dale
Policy Deployment:
Understanding the Concept
Musashino Brewery, Suntory
Policy Deployment:
Understanding the Concept
Musashino Brewery, Suntory
Policy Deployment:
Understanding the Concept
Musashino Brewery, Suntory
Policy Deployment:
Understanding the Concept
Musashino Brewery, Suntory
Policy Deployment:
Understanding the Concept
22. Musashino Brewery, Suntory
Policy Deployment:
Understanding the Concept
ALCOA Aerospace – Engineering Group
Policy Deployment: Understanding the
Concept
ALCOA Aerospace – Sales & Marketing
Policy Deployment:
Understanding the Concept
Metal Container Corporation – Newburgh, N.Y.
Policy Deployment:
Understanding the Concept
U.S. Naval Aviation Strategic Management
Policy Deployment:
Understand the Concept…
But Beware of Benchmarking in the Absence of Profound
Knowledge
http://dilbert.com/strip/1991-03-13
23. Overview of the Steps Required for Policy
Deployment
Establish /
Reaffirm
Vision
Overview of the Steps Required for Policy
Deployment
Visions, Values, Beliefs, Guiding Principles
Vision statements generally encompass a 15-20 year period,
and describe in very broad terms the aspirations of the
organization.
Often accompanied by Values, Beliefs or Guiding Principles
which describe, on a broad philosophical level, those underlying
premises upon which the company is based.
These are often stated in the context of founding principles, and
are provided to each employee when he or she is brought into
the organization.
Overview of the Steps Required for Policy
Deployment
Establish /
24. Reaffirm
Mission
Establish /
Reaffirm
Vision
Overview of the Steps Required for Policy
Deployment
Corporate / Company Mission Statement
The mission statement for the organization is based upon the
values or guiding principles of the firm, and represents a 3-5
year subset of the Vision. In broad terms, the Mission Statement
identifies:
1. What the organization does;
2. Who are the primary customers of the firm's product(s) and /
or service(s); and
3. On a short-term (relative to the Vision) basis, where the
organization is attempting to go, and how it will 'appear'
when it arrives.
Rules for Vision and Mission Statements
Never state anything that you do
not intend to measure, and
subsequently allocate resources
25. to achieve.
If it is critical to your organization,
always state it.
Never state anything that makes
the management team look
foolish. Or…. http://cmorse.org/missiongen/
http://cmorse.org/missiongen/
Examples of Vision and Mission
Statements - Inovonics
Examples of Vision and Mission
Statements - Inovonics
Examples of Vision and Mission
Statements – PDF Files
Two PDF files have been provided on the course website for
your review of Vision and Mission Statements from a
number of different companies:
- ‘Fasco Motors – Asia/Pacific’; and
- ‘Sample Statements from Diverse Organizations’
Let’s review them now, together.
Fasco Asia Pacific Vision_Mission.pdf
Assorted Vision and_or Mission Examples.pdf
26. Overview of the Steps Required for Policy
Deployment
Establish /
Reaffirm
Mission
Establish /
Reaffirm
Value
Proposition
Establish /
Reaffirm
Vision
Overview of the Steps Required for Policy
Deployment
Value Proposition
The Value Proposition for a firm describes those compelling
value-added elements or features of its products &/or services
that determine why a customer would/should purchase goods
or services from the organization rather than from its
competitors.
27. As related to an internal support function (e.g. finance &
accounting, information services, human resources, etc.), a
Value Proposition defines why the organization conducts the
activity internally, rather than having the function outsourced.
Support Your Value Proposition (IT).pdf
Rules for Value Propositions
The Value Proposition must resonate with the consumers /
customers, not the management team.
The Value Proposition should be closely aligned, but is not
interchangeable, with the firm’s Core Competencies.
Core Competencies
Customer Value
◦ Core competencies are the skills, technologies and disciplines
that enable a
firm to deliver a fundamental customer benefit and make a
disproportionate
contribution to customer-perceived value.
Competitor Differentiation
◦ Core competencies are difficult for competitors to imitate.
Other competitors
may have a similar capability (in many cases, these are skills
required to
participate in an industry), but to be a core competency the
company’s level
of capability must be substantially higher than that of its
28. competitors.
Extendibility
◦ The skills, technology, and discipline must provide access to
an array of other
products and services to be considered a core competency; it
must be a
gateway to future as well as current markets.
Sample Value Proposition - Inovonics
Sample Value Proposition:
G.E. / Ionics-Sievers
IBG products provide answers nobody else’s products can,
facilitated by a superior understanding of our chosen
markets’ requirements
IBG provides its customers superior aftermarket products
and services compared to our competition
IBG provides its customers the means to confidently achieve
and maintain compliance and/or improve profitability
Overview of the Steps Required for Policy
Deployment
Establish /
Reaffirm
30. Porter’s Breakdown for Competitive Positioning
1980’s – 1990’s
Models for Strategic Differentiation:
Treacy & Wiersema
'Standard' Models for Differentiation and the Achievement
of Profitability
Operational Excellence
◦ (Best Total Cost)
Product Leadership
◦ (Best Product)
Best Total
Solution
◦ (Customer Intimacy)
Models for Strategic Differentiation
31. Models for Strategic Differentiation:
Treacy & Wiersema
Premises for Model Selection:
◦ Differentiation and profitability cannot be achieved and
maintained unless an organization selects a single approach; and
subsequently devotes the majority of its financial and human
resources to the goals and objectives inherent to each approach.
Models for Strategic Differentiation:
Treacy & Wiersema
Premises for Model Selection:
◦ Market Leaders Choose One Value Discipline in Which To
Excel;
and Maintain Market Parity on the Other Two; Choosing a
Discipline is the Choice of Winners.
◦ Failure to Choose:
◦ Creates Confusion, Tension, and Loss of Energy
32. ◦ Makes It Virtually Impossible to Resolve Resource-Related
Conflicts & Set Priorities
◦ Creates Complexity That Results in Doing Business Internally,
Rather Than with Customers
Models for Strategic Differentiation:
Treacy & Wiersema
Premises for Model Selection:
◦ Selecting a particular model for a Strategic Direction does not
imply the abandonment of all other tactical efforts to maintain
competitive parity and competence inherent to the alternative
models; for example, selection of an Operational Excellence
approach does not preclude the conduct of product research;
however
Models for Strategic Differentiation:
Treacy & Wiersema
◦ Management must achieve consensus about the concept that,
33. strategically speaking, non-value added activity consists of
those
efforts not directly and truly associated (rather than
rationalized)
with the characteristics inherent to the selected approach.
◦ Finally, the Strategic Direction selected must be consistent
With
The Vision, Mission, and particularly the Value Proposition of
the
organization.
Models for Strategic Differentiation:
Treacy & Wiersema
Provide an unmatchable combination
of quality, delivery, price, and ease of
purchase
Execute extraordinarily well
Value proposition is guaranteed best
total cost and hassle-free service
34. All processes are optimized and
streamlined to minimize costs and
hassle factor
Reflects a culture that abhors waste
and rewards efficiency
Operations are standardized,
simplified, tightly controlled &
centrally planned, leaving few
decisions to individual discretion
Management systems focus on
integrated, reliable, and high speed
transactions which value compliance
to norms
General characteristics of a model based on Operational
Excellence
(Best Total Cost)
Models for Strategic Differentiation:
35. Treacy & Wiersema
Continually pushing product into
unknown or highly desirable areas
Consistently striving to provide leading
edge products or new applications for
existing products
Ability to commercialize quickly
All business processes engineered for
speed
Relentless pursuit of product
innovation
Equally relentless willingness to
obsolete existing product
Product leaders avoid bureaucracy at
all costs
Decisions made quickly and cycle times
low
36. Leaders jealously protect & nurture
entrepreneurial environment
Focus on core processes of invention,
product development, and market
exploitation
General characteristics of a model based on Product Innovation
(Product Leadership)
Models for Strategic Differentiation:
Treacy & Wiersema
Deliver to specific customer needs, not
broad market requirements
Know the people you sell to & exactly
what products & services they need
Continually tailor products & services
at reasonable prices
37. Customer loyalty a key asset; cultivate
relationships rather than pursue
transactions
Give the customer more than they
expect, constantly upgrading offerings
Consider customers a lifetime value,
not just profit & loss on a few
transactions
Tailored mix of services or customized
products; using 3rd parties to
supplement internal activities
Obsession with solution development,
results management, and relationship
management
General characteristics of a model based on Best Total