GIVING CONSTRUCTIVE FEEDBACK
Feedback is an essential element for everyone in an organization's workforce. Giving feedback is
a task you perform again and again as a manager or supervisor, letting people know where they
are and where to go next in terms of expectations and goals - yours, their own, and the
organizations.
Feedback is a useful tool for indicating when things are going in the right direction or for
redirecting problem performance. Your objective in giving feedback is to provide guidance by
supplying information in a useful manner, either to support effective behavior, or to guide someone
back on track toward successful performance.
Some situations which require giving constructive feedback include:
• Ongoing performance discussions
• Providing specific performance pointers
• Following up on coaching discussions
• Giving corrective guidance
• Letting someone know the consequences of their behavior
Some clues that constructive feedback is needed are when:
• Someone asks for your opinion about how they are doing
• Unresolved problems persist
• Errors occur again and again
• An employee's performance doesn't meet expectations
• A peer's work habits disturb you
SIX WAYS TO MAKE FEEDBACK CONSTRUCTIVE
Part of being an effective manager or supervisor is knowing what feedback to give. The trick is
learning how to give it constructively so that it has some value. constructive feedback is a tool that
is used to build things up, not break things down. It lets the other person know that you are on
their side.
1. If you can't think of a constructive purpose for giving feedback, don't give it at all.
2. Focus on description rather than judgement.
Describing behavior is a way of reporting what has occurred, while judging behavior is an
evaluation of what has occurred in terms of "right or wrong", or "good or bad". By avoiding
evaluative language, you reduce the need for the individual to respond defensively.
For example: "You demonstrate a high degree of confidence when you answer customer
questions about registration procedures, "rather than, "Your communication skills are good."
3. Focus on observation rather than inference.
Observations refer to what you can see or hear about an individual's behavior, while inferences
refer to the assumptions and interpretations you make from what you see or hear. Focus on what
the person did and your reaction.
For example: "When you gave that student the Financial Aid form, you tossed it across the
counter," rather than describe what you assume to be the person's motivation, "I suppose you
give all forms out that way!"
4. Focus on behavior rather than the person
Refer to what an individual does rather than on what you imagine she or he is. To focus on
behavior, use adverbs, which describe action, rather than adjectives, which describe qualities.
For example: "You talked considerably during the staff meeting, which prevented me from getting
to some of the main points," rather than "You talk too.
LPA SCOREName Jiancheng Li Assessment Date Jul 25 2019.docxcroysierkathey
LPA SCORE
Name: Jiancheng Li Assessment Date: Jul 25 2019
The table below displays your level of proficiency on various competencies required for success in a wide variety of professional roles.
Competency
ANALYZING AND SOLVING PROBLEMS
WORKING WELL WITH OTHERS
ACHIEVING OBJECTIVES
LEARNING AND SELF-DEVELOPMENT
ADAPTING TO CHANGE
Scoring Interpretation Key**
8-10 You scored higher on this competency than most other individuals who have completed the assessment. You may still be interested in reviewing some of the suggestions below to strengthen this area even further.
4-7 Your score for this competency is similar to the average score of other individuals who have completed the assessment. You may benefit from taking some of the actions indicated below to help you further strengthen this area.
1-3 You scored lower on this competency than most other individuals who have completed the assessment. You will likely benefit from taking some of the actions indicated below to strengthen your skills in this area.
Listed below are development activities organized by competency. We recommend that you use the information in this report along with other
feedback you have received about your strengths and development needs to identify no more than 2 or 3 competency areas in which to
target your development efforts, and then review the tips provided to identify several within each of your targeted competencies that would be
relevant to your situation. For example, some tips may be more relevant to individuals with more work or internship experience, and other tips
may be more useful to individuals with less experience.
** Your scores are based on a comparison to students around the world who completed the assessment.
Student ID: Institution:00160534T Torrens University Australia (TUA)
Establish a few general rules to use when evaluating information and use these rules to decide how much importance to place on the information. You
might ask yourself questions such as: What is the source of the information? Is it credible? Is the source reliable? Has a trusted expert provided
his/her thoughts? Based on careful analysis of the information that is known, does the new information seem accurate?
Identify and collect the information you will need to address a specific problem. Make a list of the information you need and evaluate it according to
how it will help resolve the problem. Identify how and where you will get the information.
Look for additional sources of data when you are trying to understand an issue or make a decision. Try to find at least one or two new sources of
information. Examples of new sources are records of a past event, policies and procedures manuals, individuals who have experience in the area, or
research reports on the topic.
When you are dealing with a critical issue, ask your manager or a knowledgeable colleague to review your sources of information. Ask the person to
help you make sure you have all of the d ...
How to break down barriers to give more feedback at workQuynh Nguyen
You are motivated to give more feedback to help your colleagues grow, but you often find yourself not doing it. There seems to be visible barriers that stops you giving feedback. Understand what they are, so you can break through and start growing with the people you value.
LPA SCOREName Jiancheng Li Assessment Date Jul 25 2019.docxcroysierkathey
LPA SCORE
Name: Jiancheng Li Assessment Date: Jul 25 2019
The table below displays your level of proficiency on various competencies required for success in a wide variety of professional roles.
Competency
ANALYZING AND SOLVING PROBLEMS
WORKING WELL WITH OTHERS
ACHIEVING OBJECTIVES
LEARNING AND SELF-DEVELOPMENT
ADAPTING TO CHANGE
Scoring Interpretation Key**
8-10 You scored higher on this competency than most other individuals who have completed the assessment. You may still be interested in reviewing some of the suggestions below to strengthen this area even further.
4-7 Your score for this competency is similar to the average score of other individuals who have completed the assessment. You may benefit from taking some of the actions indicated below to help you further strengthen this area.
1-3 You scored lower on this competency than most other individuals who have completed the assessment. You will likely benefit from taking some of the actions indicated below to strengthen your skills in this area.
Listed below are development activities organized by competency. We recommend that you use the information in this report along with other
feedback you have received about your strengths and development needs to identify no more than 2 or 3 competency areas in which to
target your development efforts, and then review the tips provided to identify several within each of your targeted competencies that would be
relevant to your situation. For example, some tips may be more relevant to individuals with more work or internship experience, and other tips
may be more useful to individuals with less experience.
** Your scores are based on a comparison to students around the world who completed the assessment.
Student ID: Institution:00160534T Torrens University Australia (TUA)
Establish a few general rules to use when evaluating information and use these rules to decide how much importance to place on the information. You
might ask yourself questions such as: What is the source of the information? Is it credible? Is the source reliable? Has a trusted expert provided
his/her thoughts? Based on careful analysis of the information that is known, does the new information seem accurate?
Identify and collect the information you will need to address a specific problem. Make a list of the information you need and evaluate it according to
how it will help resolve the problem. Identify how and where you will get the information.
Look for additional sources of data when you are trying to understand an issue or make a decision. Try to find at least one or two new sources of
information. Examples of new sources are records of a past event, policies and procedures manuals, individuals who have experience in the area, or
research reports on the topic.
When you are dealing with a critical issue, ask your manager or a knowledgeable colleague to review your sources of information. Ask the person to
help you make sure you have all of the d ...
How to break down barriers to give more feedback at workQuynh Nguyen
You are motivated to give more feedback to help your colleagues grow, but you often find yourself not doing it. There seems to be visible barriers that stops you giving feedback. Understand what they are, so you can break through and start growing with the people you value.
Providing feedback in a professional setting involves effectively communicating your assessment of a situation or specific job task to a coworker or employee. Feedback serves as a valuable tool for fostering professional development and enhancing work performance, and employees may benefit from positive critiques. Whether you're leading a team or overseeing a project, sharing comprehensive evaluations can inspire and motivate team members.
Giving feedback is a skill. And like all skills, it takes practice to get it right. In this presentation, we'll give some tips on how you can give feedback constructively and effectively.
Auraa Image Management and Consulting (AIM&C), a premier corporate training firm in India, specializes in a comprehensive range of services, including Executive Presence, Leadership Skills, Professional Dressing and Grooming, Luxury Selling Skills, Communication skills, Personal branding, etc. With an unwavering commitment to excellence, AIM&C has transformed the lives of numerous clients in India and abroad, both online and offline, across various leadership levels.
Ms. Samira Gupta, Founder of AIM&C and one of the best Trainers in Gurgaon, comes with a vast experience of 25+ years in the corporate world in various leadership roles and almost a decade-long experience in Executive Presence Coaching, Leadership Training, and Image Consulting.
Contact us at samira@auraaimage.com or visit www.auraaimage.com. Alternatively, you can reach us by phone at +91 9958934766.
ILO Achievement Communicator How you are demonstrating you.docxwilcockiris
ILO Achievement: Communicator
How you are demonstrating your growth as a Communicator?
There are six aspects of the reflection: Description; Feelings; Evaluation; Analysis; Conclusion; Action Plan.
Description - What happened?
Describe in detail the event you are reflecting on. Include e.g. where were you; who else was there; why
were you there; what were you doing; what were other people doing; what was the context of the event;
what happened; what was your part in this; what parts did the other people play; what was the result?
Feelings - What were you thinking and feeling?
At this stage, try to recall and explore those things that were going on inside your head. Include:
How you were feeling when the event started?
What you were thinking about at the time?
How did it make you feel?
How did other people make you feel?
How did you feel about the outcome of the event?
What do you think about it now?
Evaluation - What was good and bad about the experience?
Try to evaluate or make a judgement about what has happened. Consider what was good about the
experience and what was bad about the experience or what did or didn’t go so well?
Analysis - What sense can you make of the situation?
Break the event down into its component parts so they can be explored separately. You may need to ask
more detailed questions about the answers to the last stage. Include:
What went well?
What did you do well?
What did others do well?
What went wrong or did not turn out how it should have done?
In what way did you or others contribute to this?
Conclusion - What else could you have done?
This differs from the evaluation stage in that now you have explored the issue from different angles and
have a lot of information to base your judgement. It is here that you are likely to develop insight into you
own and other people’s behaviour in terms of how they contributed to the outcome of the event. Remember
the purpose of reflection is to learn from an experience. Without detailed analysis and honest exploration
that occurs during all the previous stages, it is unlikely that all aspects of the event will be taken into
account and therefore valuable opportunities for learning can be missed. During this stage you should ask
yourself what you could have done differently.
Action Plan - If it arose again what would you do?
During this stage you should think yourself forward into encountering the event again and to plan what you
would do - would you act differently or would you be likely to do the same? Here the cycle is tentatively
completed and suggests that should the event occur again it will be the focus of another reflective cycle.
Reflection Mechanics
Your reflection must:
be between 200 and 400 words;
follow spelling and grammar conventions.
ILO Achievement: Communicator
If you need a refresher, here is Mohawk College's definition of Communicator:
"A communicator will communicate effectiv.
wk-3-vid-lec.mp4Week 3 Lecture 1 Problems in Person Percept.docxambersalomon88660
wk-3-vid-lec.mp4
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for .
Stop Asking for Feedback - Ask for advice insteadAlex Clapson
Advice-giving leads one to think about future actions that the person in need of guidance could take. As such, when asked to give advice, people are more likely to think critically & specifically about strategies the person could use to improve.
smime.p7s
Whole Foods Case study.pdf
Organization Behavior WK 3 reading assignment.docx
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective fam.
Week 3 Lecture 1 Problems in Person Perception”Salutations Clas.docxcockekeshia
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for him or her to unde.
LEAD WITH FEEDBACK: TWO ESSENTIAL TIPS FOR HOW TO GIVE ITCYNTHIA INDRISO
How do you give feedback in ways that get people to actually listen and change? It’s not a new challenge in leadership circles. Every leader we work with, all over the world and at every level of management, struggles with it:
Analyze and describe how social media could influence each stage of .docxgreg1eden90113
Analyze and describe how social media could influence each stage of the Customer Decision Journey for a customer deciding where to go for a special night out (may include dinner, a special activity, etc.). Please be specific and cover each stage. Use the modified customer decision journey not the traditional journey. Note that this is for social media not other forms of internet sites.
Please note: Grading Criteria and textbook notes for reference are attached.
.
Analyze Delta Airlines, Inc public stock exchange NYSE- company’s pr.docxgreg1eden90113
Analyze Delta Airlines, Inc public stock exchange NYSE- company’s profitability, liquidity, leverage and the common stock as an investment. The length of the paper should be 3 to 5 pages in APA format. Prepare a financial analysis on the company using public information such as the company’s annual report, SEC 10-Q and 10-K.
.
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Providing feedback in a professional setting involves effectively communicating your assessment of a situation or specific job task to a coworker or employee. Feedback serves as a valuable tool for fostering professional development and enhancing work performance, and employees may benefit from positive critiques. Whether you're leading a team or overseeing a project, sharing comprehensive evaluations can inspire and motivate team members.
Giving feedback is a skill. And like all skills, it takes practice to get it right. In this presentation, we'll give some tips on how you can give feedback constructively and effectively.
Auraa Image Management and Consulting (AIM&C), a premier corporate training firm in India, specializes in a comprehensive range of services, including Executive Presence, Leadership Skills, Professional Dressing and Grooming, Luxury Selling Skills, Communication skills, Personal branding, etc. With an unwavering commitment to excellence, AIM&C has transformed the lives of numerous clients in India and abroad, both online and offline, across various leadership levels.
Ms. Samira Gupta, Founder of AIM&C and one of the best Trainers in Gurgaon, comes with a vast experience of 25+ years in the corporate world in various leadership roles and almost a decade-long experience in Executive Presence Coaching, Leadership Training, and Image Consulting.
Contact us at samira@auraaimage.com or visit www.auraaimage.com. Alternatively, you can reach us by phone at +91 9958934766.
ILO Achievement Communicator How you are demonstrating you.docxwilcockiris
ILO Achievement: Communicator
How you are demonstrating your growth as a Communicator?
There are six aspects of the reflection: Description; Feelings; Evaluation; Analysis; Conclusion; Action Plan.
Description - What happened?
Describe in detail the event you are reflecting on. Include e.g. where were you; who else was there; why
were you there; what were you doing; what were other people doing; what was the context of the event;
what happened; what was your part in this; what parts did the other people play; what was the result?
Feelings - What were you thinking and feeling?
At this stage, try to recall and explore those things that were going on inside your head. Include:
How you were feeling when the event started?
What you were thinking about at the time?
How did it make you feel?
How did other people make you feel?
How did you feel about the outcome of the event?
What do you think about it now?
Evaluation - What was good and bad about the experience?
Try to evaluate or make a judgement about what has happened. Consider what was good about the
experience and what was bad about the experience or what did or didn’t go so well?
Analysis - What sense can you make of the situation?
Break the event down into its component parts so they can be explored separately. You may need to ask
more detailed questions about the answers to the last stage. Include:
What went well?
What did you do well?
What did others do well?
What went wrong or did not turn out how it should have done?
In what way did you or others contribute to this?
Conclusion - What else could you have done?
This differs from the evaluation stage in that now you have explored the issue from different angles and
have a lot of information to base your judgement. It is here that you are likely to develop insight into you
own and other people’s behaviour in terms of how they contributed to the outcome of the event. Remember
the purpose of reflection is to learn from an experience. Without detailed analysis and honest exploration
that occurs during all the previous stages, it is unlikely that all aspects of the event will be taken into
account and therefore valuable opportunities for learning can be missed. During this stage you should ask
yourself what you could have done differently.
Action Plan - If it arose again what would you do?
During this stage you should think yourself forward into encountering the event again and to plan what you
would do - would you act differently or would you be likely to do the same? Here the cycle is tentatively
completed and suggests that should the event occur again it will be the focus of another reflective cycle.
Reflection Mechanics
Your reflection must:
be between 200 and 400 words;
follow spelling and grammar conventions.
ILO Achievement: Communicator
If you need a refresher, here is Mohawk College's definition of Communicator:
"A communicator will communicate effectiv.
wk-3-vid-lec.mp4Week 3 Lecture 1 Problems in Person Percept.docxambersalomon88660
wk-3-vid-lec.mp4
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for .
Stop Asking for Feedback - Ask for advice insteadAlex Clapson
Advice-giving leads one to think about future actions that the person in need of guidance could take. As such, when asked to give advice, people are more likely to think critically & specifically about strategies the person could use to improve.
smime.p7s
Whole Foods Case study.pdf
Organization Behavior WK 3 reading assignment.docx
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective fam.
Week 3 Lecture 1 Problems in Person Perception”Salutations Clas.docxcockekeshia
Week 3 Lecture 1 “Problems in Person Perception”
Salutations Class! In our personal and professional lives, we all have perceptions which drive our behaviors. Whether we like to admit it or not, we all have both positive and negative perceptions of various things (people, tasks, events). Understanding what’s behind those perceptions will allow you to evaluate, understand, and better appreciate happenings around you.
A perception, academically defined in the text on page 121 by Hitt, Miller, and Colella, is the process of sensing various aspects of a person, task, or event and forming impressions based on selected inputs. Within the slide presentation this week, we reviewed the three stages of perception which included sensing, selecting, and organizing. During this lecture, we’ll focus in on what the text calls “Problems in Person Perception”.
We’ll cover four specific terms and give you a bit more insight into each one. Noted below are each topic, how the Hitt, Miller, and Colella text defines each one on page 125, and some specific examples to help you identify each in practice.
Implicit person theories – defined as “personal theories about what personality traits and abilities occur together and how these attributes are manifested in behavior.” An example of this recently surfaced in the workplace. Here’s the scenario…a leader recently had his door shut for the majority of the day for the last couple of weeks. His secretary senses that his door being closed is a reflection of how he feels about her. In other words, subconsciously believes that physical separation and dislike are coupled together. The problem with this is that the leader had his door shut for very valid reasons. He was coordinating an entangled web with human resources and the legal department to terminate an employee for poor performance. How could this problem in person perception be avoided? What could be done the next time around to prevent this misunderstanding?
Halo effect – defined as “a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person.” Let’s use the all too popular example of a politician on the national level…how about a longstanding member of Congress who has cheated on his tax returns and is facing tax evasion charges. Many folks would generally see that Senator or Congressman as an all-around bad person regardless of any good that individual has done in his or her community.
Projecting – defined as “a perception problem in which an individual assumes that others share his or her values and beliefs.” For this concept, let’s take the manager who values bonuses in the form of money as a motivational tool. The manager’s employees, however, have varied beliefs. Some prefer money but many prefer paid time off to spend with their respective families. So, as the manager rewards all of his employees with money, it’s hard for him or her to unde.
LEAD WITH FEEDBACK: TWO ESSENTIAL TIPS FOR HOW TO GIVE ITCYNTHIA INDRISO
How do you give feedback in ways that get people to actually listen and change? It’s not a new challenge in leadership circles. Every leader we work with, all over the world and at every level of management, struggles with it:
Similar to GIVING CONSTRUCTIVE FEEDBACKFeedback is an essential eleme.docx (20)
Analyze and describe how social media could influence each stage of .docxgreg1eden90113
Analyze and describe how social media could influence each stage of the Customer Decision Journey for a customer deciding where to go for a special night out (may include dinner, a special activity, etc.). Please be specific and cover each stage. Use the modified customer decision journey not the traditional journey. Note that this is for social media not other forms of internet sites.
Please note: Grading Criteria and textbook notes for reference are attached.
.
Analyze Delta Airlines, Inc public stock exchange NYSE- company’s pr.docxgreg1eden90113
Analyze Delta Airlines, Inc public stock exchange NYSE- company’s profitability, liquidity, leverage and the common stock as an investment. The length of the paper should be 3 to 5 pages in APA format. Prepare a financial analysis on the company using public information such as the company’s annual report, SEC 10-Q and 10-K.
.
Analyze and Evaluate Human Performance TechnologyNow that you ha.docxgreg1eden90113
Analyze and Evaluate Human Performance Technology
Now that you have a good understanding of human performance technology, explain the most frequently used means of gathering data in the field of human performance technology (HPT). Why is this important to an organization? What can go wrong?
Use scholarly research to back up your thoughts in this assignment. Your work should be a minimum of 2 pages following APA format.
.
Analyze a popular culture reference (e.g., song, tv show, movie) o.docxgreg1eden90113
Analyze a popular culture reference (e.g., song, tv show, movie) or a scholarly source outside psychology (e.g., literary novel, philosopher's theory, artistic movement) for its developmental themes. How does it understand development in comparison and in contrast to developmental psychology?
.
ANALYTICS PLAN TO REDUCE CUSTOMER CHURN AT YORE BLENDS Himabin.docxgreg1eden90113
ANALYTICS PLAN TO REDUCE CUSTOMER CHURN AT YORE BLENDS
Himabindu Aratikatla
University of the Cumberland's
March 22, 2020
Introduction
Yore Blends (YB) is a fictional online company dedicated to selling subscription-based traditional spice blends coupled with additional complementary products.
Yore Blends (YB) aspire to growing through mergers and acquisitions.
To do this, they need a strong customer base and steady revenue.
Yore Blends is concerned with the rate of customer churn.
Company’s Problem
Yore Blends has been in existence for years.
Nonetheless, the company is considering to expand through mergers and acquisition.
However, they are experiencing customer churn.
A considerable percentage of its clients don’t purchase their goods anymore.
As a result, the company needs to reduce customer attrition by at least 16%.
Causes for Customer Churn
Poor customer care service:
The company minimized rather than maximizing client cost
Bad onboarding:
Yore Blends clients failed to get value for the purchased products.
Clients might have lost interest in the company’s products.
Many companies think of customer service as a cost to be minimized, rather than an investment to be maximized. Here’s the issue with that: if you think of support as a cost center, then it will be. That is, if you don’t prioritize support and work to deliver excellent service to your customers, then it’s only going to cost you money…and customers. A disproportionate amount of your customer churn will take place between (1) and (2).
That’s where customers abandon your product because they get lost, don’t understand something, don’t get value from the product, or simply lose interest.
Bad onboarding – the process by which you help a customer go from (1) to (2) – can crush your retention rate, and undo all of that hard work you did to get your customers to convert in the first place.
4
Causes for Customer Churn (Cont.)
Limited customer success:
Lack of updates regarding new products
Extended absence of the company-client communication
Natural Causes:
Customers may have grown out of the products.
May have resulted due to Vendor switches might
While onboarding gets your customer to their initial success, your job isn’t done there. Hundreds of variables – including changing needs, confusion about new features and product updates, extended absences from the product and competitor marketing – could lead your customers away. If your customers stop hearing from you, and you stop helping them get value from your product throughout their entire lifecycle, then you risk making that lifecycle much, much shorter. Furthermore, Not every customer that abandons you does so because you failed. Sometimes, customers go out of business. Sometimes, operational or staff changes lead to vendor switches. Sometimes, they simply outgrow your product or service. (Salloum, 2016)
5
REASONS TO ANALYZE CUSTOMER CHURN
The company will be in a position to understand c.
Analytics, Data Science, and Artificial Intelligence, 11th Editi.docxgreg1eden90113
Analytics, Data Science, and Artificial Intelligence, 11th Edition.pdf
ANALYTICS, DATA SCIENCE, &
ARTIFICIAL INTELLIGENCE
SYSTEMS FOR DECISION SUPPORT
E L E V E N T H E D I T I O N
Ramesh Sharda
Oklahoma State University
Dursun Delen
Oklahoma State University
Efraim Turban
University of Hawaii
Microsoft and/or its respective suppliers make no representations about the suitability of the information
contained in the documents and related graphics published as part of the services for any purpose. All such
documents and related graphics are provided “as is” without warranty of any kind. Microsoft and/or its respective
suppliers hereby disclaim all warranties and conditions with regard to this information, including all warranties
and conditions of merchantability, whether express, implied or statutory, fitness for a particular purpose, title and
non-infringement. In no event shall Microsoft and/or its respective suppliers be liable for any special, indirect
or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an
action of contract, negligence or other tortious action, arising out of or in connection with the use or performance
of information available from the services. The documents and related graphics contained herein could include
technical inaccuracies or typographical errors. Changes are periodically added to the information herein. Microsoft
and/or its respective suppliers may make improvements and/or changes in the product(s) and/or the program(s)
described herein at any time. Partial screen shots may be viewed in full within the software version specified.
Microsoft® Windows® and Microsoft Office® are registered trademarks of Microsoft Corporation in the U.S.A. and
other countries. This book is not sponsored or endorsed by or affiliated with the Microsoft Corporation.
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Analytical Essay One, due Sunday, February 24th at 1100 pmTopic.docxgreg1eden90113
Analytical Essay One, due Sunday, February 24th at 11:00 pm
Topic A
In Unit 4, we claimed that empire-builders in the ancient world needed to "craft a type of multi-ethnic cohesion" – ways for people from different backgrounds to coexist under the umbrella of the empire – in order for their state to function (Video 4.1). On the other hand, we consider evidence discussed in Units 3 and 4 that the foundation of empire was the willingness of leaders to use violence to overwhelm their enemies.
In an essay of 600 to 1200 words, explore such evidence to make an argument about some of the ways people balanced political solutions to problems with war. In the end, you should persuade your reader, through your thoughtful analysis of the historical evidence, that empire-building in the ancient world transformed the ways that humans understood the role of violence in politics.
When organizing your ideas and drafting your essay, follow these guidelines:
1. Build your analysis using the course materials. The basis of your essay should be the primary source material found at the end of Unit 4 under “Unit 4 Resources.” By all means, take the ideas and evidence offered in the videos (and please note that we have provided transcripts of the videos as well.) This information will provide context for the primary resources.
*DO NOT base your observations on other evidence that you locate on the web or elsewhere. Remember, a big part of this essay is showing your mastery of the course material as assigned.*
2. After reviewing the material from Week 4, choose the two -- four examples from the primary sources that best allow you to make a persuasive case about the role of empire in the ancient world. While you want to show that you understand the larger trends in the material, take the time to explore in depth these specific examples.
3. When you refer to specific historical evidence (which should be something you do frequently throughout the essay), indicate, in parentheses, the location in the course materials of the evidence. An example of this is in the first sentence above.
4. Do not simply copy what we (or anyone else) have said. If you do, use quotation marks to indicate that the words were written by someone else and be sure to indicate your source for the quotation in parentheses. Plagiarism is a serious violation of GSU policy that leads to severe penalties!
5. To qualify for a grade in the C range, your essay must be at least 600 words (which is approximately 2 double-spaced pages, depending on the formatting of your document). B-range essays must be at least 900 words, and A-range essays must be at least 1200 words. However, meeting the word requirement does not mean that you will necessary receive a certain grade.
We will grade the essay out of 100 possible points according to these criteria:
Up to 30 points for the student's grasp of the larger historical context covered in the units
Up to 25 points for the appropriateness of the student's choi.
Analytical Essay Two, due Sunday, March 31st at 1100 pmTopi.docxgreg1eden90113
Analytical Essay Two, due Sunday, March 31st at 11:00 pm
Topic A
In Unit 9, we described some of the ways that the Silk Road facilitated both the spread of religion and the dispersal of commodities.
In an essay of 600 to 1200 words, explore the videos and the primary source evidence to make an argument about some of the ways the Silk Road created a form of (near) globalization. In the end, you should persuade your reader, through your thoughtful analysis of the historical evidence that succeeded in creating aspects of a common culture in throughout Eurasia.
When organizing your ideas and drafting your essay, follow these guidelines:
1. Build your analysis using the course materials. The basis of your essay should be the primary source material found at the end of Unit 9 under “Unit 9 Resources.” By all means, take the ideas and evidence offered in the videos (and please note that we have provided transcripts of the videos as well.) This information will provide context for the primary resources.
*DO NOT base your observations on other evidence that you locate on the web or elsewhere. Remember, a big part of this essay is showing us your mastery of the course material we have assigned.*
2. After reviewing the material from Week 9, use both primary sources to make a persuasive case about the role of the Silk Roads in creating a new form of globalization. While you want to show that you understand the larger trends in the material, take the time to explore in depth these specific sources.
3. When you refer to specific historical evidence (which should be something you do frequently throughout the essay), indicate, in parentheses, the location in the course materials of the evidence.
4. Do not simply copy what we (or anyone else) have said. If you do, use quotation marks to indicate that the words were written by someone else and be sure to indicate your source for the quotation in parentheses. Plagiarism is a serious violation of GSU policy that leads to severe penalties!
5. To qualify for a grade in the C range, your essay must be at least 600 words (which is approximately 2 double-spaced pages, depending on the formatting of your document). B-range essays must be at least 900 words, and A-range essays must be at least 1200 words. However, meeting the word requirement does not mean that you will necessary receive a certain grade.
We will grade the essay out of 100 possible points according to these criteria:
Up to 30 points for the student's grasp of the larger historical context covered in the units
Up to 25 points for the appropriateness of the student's choice of examples to analyze in depth and proper citation of these sources
Up to 25 points for the quality of the student's analysis of those examples
Up to 20 points for appropriate grammar and graceful expression
Topic B
Friar John of Pian de Carpine and William of Rubruck each provide a description of a Mongol court. In an essay of 600 to 1200 words, explore their descriptio.
analytic 1000 word essay about the Matrix 1 Simple english .docxgreg1eden90113
analytic 1000 word essay
about the Matrix 1
Simple english please and easy to understand
the question is :How does
The Matrix
use religious concepts in the unfolding of its narrative?
USE SOURCES THAT I CAN ACCESS EASILY
APAth 6 STYLE REFERENCE
.
ANALYSIS PAPER GUIDELINES and FORMAT What is the problem or is.docxgreg1eden90113
ANALYSIS PAPER: GUIDELINES and FORMAT:
What is the problem or issue to be solved?
ABSTRACT:
State the problem and best course of action (i.e. solution) in the absolute fewest words possible. YOU MUST BEGIN YOUR PAPER WITH A ONE PARAGRAPH SUMMATIVE “ABSTRACT” DEFINING YOUR POSITION/THESIS.
1. INTRODUCTION:
Restate the problem and proposals/solutions CLEARLY. Provide any necessary background information. Explain/Summarize why your proposed course(s) of action are worthwhile/best, etc. Explain key terms needed to understand the problem.
2. BODY (Part One):
What are the causes of the problem?
Why/How did it happen?
For whom is this a problem?
What are the effects of the problem?
Why is it a problem?
The better you, the writer, understands the problem/issue and all its implications, the better solutions you will find.
Properly document/support your arguments/findings, etc.
3. BODY (Part Two):
Discuss and examine each solution, course of action, etc. Why is it feasible. Why is this the best course of action. What are the advantages over other courses of action or solutions.
What resources are available or will be necessary?
Use logic and critical thinking in your discussion.
Apply learned or researched theories and/or principles.
Fully and properly DOCUMENT your work/paper.
Discuss and consider all sides/arguments and look for repercussions. What could go wrong; what might not work; what might not be supported?
4. BODY (Part Three/Conclusion):
Discuss which/why your proposed course of action/solution is the
most feasible and why you chose it, developed it, etc.
Make sure your justification of the “value” of the chosen solution is fully supported/rationalized.
When you done, make sure you did the following:
Are all your arguments/reasoning logical and supported?
Are your transitions and connections clear and do they flow together?.
Are all your ideas, arguments, sources moving the reader further from one idea to the next?
Is there a constant “nexus” between what you are writing and your abstract?
Are you using correct words?
Short sentences?
Short paragraphs?
Complete sentences?
Punctuation, capitalization, spelling, word-choice, word usage?
Length: (7) FULL pages (double-spaced, one inch margins, 11 point type)
NOTE:
**Your paper should be balanced between ( background, general research, and your PERSONAL insight and analysis.)
** Use reliable sources.
DUE : IN April 2nd.
Indirect Trauma in the Field Practicum:
Secondary Traumatic Stress, Vicarious Trauma,
and Compassion Fatigue Among Social Work Students
and Their Field Instructors
Carolyn Knight
A sample of BSW students and their field instructors was assessed for the presence
of indirect trauma, including secondary traumatic stress, vicarious trauma, and
compassion fatigue. Results indicated that students were at greater risk of experi-
encing vicarious trauma than their field instructors and research participants in
previous studies. Risk factors for stud.
Analysis on the Demand of Top Talent Introduction in Big Dat.docxgreg1eden90113
Analysis on the Demand of Top Talent Introduction
in Big Data and Cloud Computing Field in China
Based on 3-F Method
Zhao Linjia, Huang Yuanxi, Wang Yinqiu, Liu Jia
National Academy of Innovation Strategy, China Association for Science and Technology, Beijing, P.R.China
Abstract—Big data and cloud computing, which can help
China to implement innovation-driven development strategy and
promote industrial transformation and upgrading, is a new and
emerging industrial field in China. Educated, productive and
healthy workforces are necessary factor to develop big data and
cloud computing industry, especially top talents are essential.
Therefore, a three-step method named 3-F has been introduced
to help describing the distribution of top talents globally and
making decision whether they are needed in China. The 3-F
method relies on calculating the brain gain index to analysis the
top talent introduction demand of a country. Firstly, Focus on the
high-frequency keywords of a specific field by retrieving the
highly cited papers. Secondly, using those keywords to Find out
the top talents of this specific field in the Web of Science. Finally,
Figure out the brain gain index to estimate whether a country
need to introduce top talents of a specific field abroad. The result
showed that the brain gain index value of China's big data and
cloud computing field was 2.61, which means China need to
introduce top talents abroad. Besides P. R. China, those top
talents mainly distributed in the United States, the United
Kingdom, Germany, Netherlands and France.
I. INTRODUCTION
Big data and cloud computing is a new and emerging
industrial field[1], and increasing widely used in China[2-4].
Talents’ experience is a source of technological mastery[5],
essentially for developing and using big data technologies.
Most European states consider the immigration of foreign
workers as an important factor to decelerate the decline of
national workforces[6]. Lots of universities and research
institutes have set up undergraduate and/or postgraduate
courses on data analytics for cultivating talents[7]. EMC
corporation think that vision, talent, and technology are
necessary elements to providing solutions to big data
management and analysis, insuring the big data success[8].
Bibliometrics research has appeared as early as 1917[9],
and has been proved an effective method for assessing or
identifying talents. Based on analyses of publication volume,
journals and their impact factors, most cited articles and
authors, preferred methods, and represented countries,
Gallardo-Gallardo et. al[10] assess whether talent management
should be approached as an embryonic, growth, or mature
phenomenon.
In this paper, we intend to analysis whether China need to
introduce top talents in the field of big data and cloud
computing by using bibliometrics. In section 2, the 3-F method
for top talent introduction demand analysis will be dis.
AnalysisLet s embrace ourdual identitiesCOMMUNITY COHE.docxgreg1eden90113
Analysis
Let s embrace our
dual identities
COMMUNITY COHESION Absorbing British values does not
mean ignoring our different heritages, says Alan Riddell
Local heritage: many Britons retain distinctive cultural ana reiigious characteristics
Minorities and faith issues stir strong
emotions. The Archbishop of Canter-
bury's mistake in raising the issue of
how the (J K should accommodate the
needs of one of its larger minorities
was to mention Sharia law. with all the
fears it raises about executions, cut-
ting off hands, and lack of rights for
women. It's not surprising that politi-
cians were brisk to condemn him.
Questions involving the Muslim
community are complicated by the
tendency to use "Islam" and "terror-
ism"in thesame breath. An example of
such muddled thinking was the Royal
United Services Institute's warning
last month that "misplaced deference
to multiculturalism has failed to lay
down the line to immigrant communi-
ties", undermining the fight against
extremism (R&R, 29 February. pl6).
But while the treatment, real or per-
ceived, of parts of our Muslim commu-
nity may exacerbate problems in this
country, the origins of violent extrem-
ism are not domestic - and they cannot
be cured by "laying down the line".
Accommodating diverse cultures
and faiths will always be difficult: there
could be no meeting of minds between
the Hindu monks in Hertfordshire
who believed that the natural death of
their sacred eow should not have been
hastened, and the Royal Society for
the Prevention of Cruelty to Animals
who were equally adamant that the
animal should be put down humanely.
When minorities are small, it is easy
forthe majority to ignore iheir customs.
The Orthodox Jewish communities in
north London have been accepted for
years. But their plans to create an 11
mile symbolic boundary.or Eruv.incor-
porating the Jewish community in
Golders Green met a decade of resist-
ance from people who felt that shared
space was beingcolonised.even though
the visible impact was minimal.
But we cannot ignore the increasing
diversity of our population. There has
been a steady increase in immigration
over the last 20 years and recent im-
migrants tend to be younger and so
have more children than the resident
population. Coupled with natural pop-
ulation growth, the proportion of our
population with a relatively recent
overseas heritage will continue to rise.
And the number of ethnically-mixed
neighbourhoods will grow with it.
There are areas where minorities
will soon be majorities, such as Birm-
ingham and several London boroughs.
But the internal migration patterns of
our minority population are similar to
those of the majorityionc in five neigh-
bourhoods in England are projected to
be ethnically mixed by 2011.
Of course, most of our diverse pop-
ulation will absorb the broad values
of British society, and there will be
many more children from mixed race
relationships. But it would be a mis-
take to ignore different heritages. We
cannot choos.
Analysis of the Marketing outlook of Ferrari4MARK001W Mark.docxgreg1eden90113
Analysis of the Marketing outlook of Ferrari
4MARK001W Marketing
Principles: Report
Analysis of the Marketing outlook of Ferrari
Company Coursework 1: Apple Inc.
Company Coursework 2: Ferrari S.p.A.
Module Leader: Norman Peng
Seminar Tutor: Norman Peng
Student: Paolo Savio Foderaro W1616642
Marketing Report �1
Norman
Highlight
Analysis of the Marketing outlook of Ferrari
I. Introduction 3
II. PEST Analysis 4
III. Porter’s Five Forces Analysis 6
IV. SWOT and Positioning Strategy Analysis 8
V. Ansoff Matrix 10
VI. Ferrari’s Social Responsibility 11
VII.Referencing List 12
Marketing Report �2
Analysis of the Marketing outlook of Ferrari
Ferrari S.p.A
(Ferrari Corporate)
“Give a kid a paper sheet and some colours and ask him to
draw a car, for certain the car will be red” (Enzo Ferrari)
I. Introduction
A prancing black horse on a yellow background is not something that could pass unnoticed.
Destined to become an icon of style, luxury and speed, the first Ferrari made its appearance to the
public in 1947, eight years after the foundation by the Italian entrepreneur Enzo Ferrari of Auto
Avio Costruzioni, what would come to be, later on, the well-known brand Ferrari.
Throughout the history the company divided itself into the developing and production of
racing cars, becoming one of the most successful racing team in the world, and of luxury cars
distinguishing itself for the excellence of the Italian manufacture. As a matter of fact Ferrari’s cars
are build following the ideal of perfection in terms of design, power and elegance conveyed by the
Marketing Report �3
Analysis of the Marketing outlook of Ferrari
founder, Enzo Ferrari, who was used to say: “The best Ferrari is the next one” (Enzo Ferrari, no
date).
From its foundation till today Ferrari’s mission statement has been to build unique sport
cars, symbols of Italian excellence both on the road and on track. At the end of 2015 the Italian
sport car manufacturer can praise more than 7500 cars sold with a presence in 62 worldwide
markets and a net revenues of 2,854 millions of euros (Ferrari, Annual Report 2015).
Herein, the purpose of the report will be to analyse in the first part the external factors that
influence the company’s business. Then I will take into account the industry within which the
company operates in. After that, I will examine the strategic position of the company in the market
and the marketing strategy utilised for its products, namely sport cars. Finally I will conclude taking
into consideration sustainability and ethic-related issues that the company is dealing with.
(Ferrari Corporate)
II. PEST Analysis
The first concern for a company’s business is to understand and deal with all the external
factors that could affect the company’s future performance. It is worth saying that all possible
external factors are not under control of.
Analysis of the Monetary Systems and International Finance with .docxgreg1eden90113
Analysis of the Monetary Systems and International Finance with Focus on China and Singapore
Name
Institutional Affiliation
Analysis of the Monetary Systems and International Finance with Focus on China and Singapore
Regional Economic Integration and Economic Cooperation
The Asian region is among the leading international economic powerhouses due to its economic potential and size with countries such as China and Singapore dominating the region. Nonetheless, the capacity constraints in various Asian nations and the diversity of the continent complicate the efforts to create a unified market in the Far East. Achieving success in Asia's regional economic integration requires high commitment levels among the member countries in addition to the effective implementation of various initiatives to facilitate economic cooperation (Rillo & Cruz, 2016). I consider China and Singapore as significant players in the global and Asian economies due to their volumes of traded goods and investments in their local and foreign markets. For instance, China leads in the Asian continent, and its economy is the second largest in the world based on its nominal gross domestic product as an indicator of market performance. On the other hand, Singapore's highly developed economy is among the most rapidly growing in the world, and this has allowed the country from a third-world nation into a developed country in about five decades. I also observe that variations scope and breadth exist in regional economic integration, and the economic integration in the East Asia region initially assumed a market-oriented cooperation process before transforming into an economic integration drive.
My understanding is that a trade bloc refers to a form of an agreement between different governments that reduce or eliminate trade barriers to increase trade volumes among the member states. I have also learned that the trade blocs can exist as independent agreements between specific countries or form components of regional organizations. The trade blocs can further be categorized as monetary and economic unions, common markets, customs unions, free trade areas, and preferential trading areas. In Asia, the intergovernmental agreements have resulted in some regional trade agreements as well as the formation of the ASEAN trading bloc. I noted that China and Singapore are currently members of the Association of South-East Nations trading block alongside eight other countries in Southeast Asia. The primary objectives of ASEAN include the facilitation of sociocultural, educational, military, political, and economic integration as well as promoting intergovernmental cooperation in the region (Berman & Haque, 2015). The first stated aim of ASEAN is enhancing the competitiveness of the region in the international market as a production base by eliminating non-tariff and tariff barriers within the member states. The second aim of ASEAN is increasing the volume of FDI's to the Southeast Asia .
Analysis of the Barrios Gomez, Agustin, et al. Mexico-US A New .docxgreg1eden90113
Analysis of the B
arrios Gomez, Agustin, et al.
Mexico-US: A New Beginning
. COMEXI, 2020.
Write a summary and included the relevance to globalization, trade, finance, and immigration for international economics.
1-2 pages double-spaced; include footnotes/reference sources.
.
Analysis of Literature ReviewFailure to develop key competencie.docxgreg1eden90113
Analysis of Literature Review
Failure to develop key competencies and behaviors has been researched before through studying the workplace conflicts. In essence, workplace conflicts are inevitable mainly when employees are people from various backgrounds and different work styles that are brought together for the sake of shared business objectives. The history of organizations failing to develop competencies is quite long, and only a few studies have shown that about 30% of organizations have initiatives to improve behaviors among employees (Sperry, 2011). Previous have depicted several progressive organizations that use a leadership competency model to assist in outlining key skills and behaviors wanted by managers, supervisors, and executives.
Several questions remain unanswered about this subject, and they exist in some ways. First, the question is about the guilty of facilitation of workshops with management. It happens because organizations fail to identify and specify the essential competencies that apply to particular issues in the organization. Ideally, organizations need to shuffle and prioritize on the generic competencies as well as behaviors that would require management leaders to help in solving problems that may arise in the workplace (Sperry, 2011). Second, there is no proof of the competencies that matter to organizations. Indeed, there is must empirical data about the key behaviors that have the most significant effect on the engagement of employees, attraction, customer levels, and productivity of the employees in several organizations (Frisk & Larson, 2011).
The current best practices in dealing with this particular type of organization conflict are many and precisely based on the supervisors, managers, and executives. Develop towering strengths that would help in overshadowing weaknesses in the organization. Ideally, good leadership development always tries to magnify small natural strengths to highly energized strengths that would result in double improvement (Halász & Michel, 2011). The current best practice is the application of the competency models to assist leaders in improving their effectiveness, especially when dealing with employee behaviors in the organization.
Design Proposal and Outline
Topic of Training
The topic of training is using competency models for development and building of key competencies and behaviors in an organization.
Reason for the Choice
The topic is chosen because the primary purpose of the competency model is to assist leaders in the improvement of their effectiveness in developing key competencies and behaviors in an organization. The strengths cross-training is a common thing in an organization since it is closely associated with competency and behavior improvement (Sperry, 2011).
Subsequently, the topic is narrow enough to address in two-hour training since it is quite specific. The topic is based on enhancing the competency framework at the workplace which is indeed critical i.
Analysis Of Electronic Health Records System1C.docxgreg1eden90113
Analysis Of Electronic Health Records System
1
Chyterria Daniels
Capella University
May 3, 2020
Introduction
Merit-founded Incentive Payment System (MIPS) is a platform for value-founded settlement under the Quality Payment Program (QPP). The system aims at fostering the current innovation and improvement in clinical operations. MIPS mean that the organization should rationalize Physician Quality Reporting System (PQRS) (Meeks & Singh, 2019). Meaningful use guidelines are certain facets of an HER system that providers will be needed to use in their organization.
2
MIPS denote Merit-founded Incentive Payment System.
It is a platform for value-founded settlement under the Quality Payment Program (QPP)
It aims at fostering the current innovation and improvement in clinical operations
MIPS means that the organization should rationalize Physician Quality Reporting System (PQRS)
Meaningful use guidelines are certain compliance facets of an HER system that providers will be needed to use in their organization.
It means that the organization should have its set meaningful use guidelines
Current State of Compliance
The organization has set technology in the ICU
EHR not integrated to accommodate patient’s needs
Application of computers to draw guidance and instructions on conditions
Availability of lab information system
No replacement of diagnosing equipments
Independence Medical Center’s Electronic Health Records (HER) system has complied with some set guidelines. For instance, the healthcare organization has set technology system in its intensive care units. In addition, there is use of computers to draw guidance and instructions regarding several conditions on patients. However, the organization has not obeyed some guidelines like the replacement of outdated diagnosing equipment and lack of integrating EHR to accommodate all patients’ needs (Boonstra & Vos, 2018).
3
Current EHR Used in the Organization
Laboratory Information System (LIS)
Computerized Physician Order Entry (CPOE)
Central Supply System
Pharmacy system
Picture Archiving and Communication System (PACS)
Independence Medical Center’s Electronic has set up various EHR systems for use in different departments to deliver healthcare services to patients. For instance, the organization has implemented PACS, which is a health check imaging technology which offers reasonable storage and expedient admission to images from numerous modalities (Data & Komorowski, 2017).
4
Evaluation of EHR
The electronic health record system used in the ambulatory system lacks integration to accommodate patient’s needs. The system does not alert physician on drug interactions and other warning. On another point, each department has its exclusive system making it hard to share information between staff members in various units (Boonstra & Vos, 2018). An effective EHR system should be in a position to enable information transmission to all staff.
Analysis of element, when we perform this skill we break up a whole .docxgreg1eden90113
Analysis of element, when we perform this skill we break up a whole into its constituent parts. It is the identification and separation of the prts or components that constitute a communicatio. we look at the communivation in details so as to determine its natura. The elements ir parts are then classified or labeled into categoties.
There are a total of 5 text. I need to make an outline of each text. The last 2 pages is an example of how it should be done. If there are any questions please let me know.
.
Analysis of a Career in Surgery
Student Name
Professor Williams
English 122 02H
Date Due
Outline
Thesis: This analysis will explore the education, training, and career of a Surgeon.
· Introduction
· Definition of Surgeon
· Qualities of a Surgeon
· Thesis, Purpose, and Audience
· Source and Scope of Research
· Career Analysis
· Education
· Undergraduate Degree
· Application Requirements
· Medical School
· Residency & Fellowship
· Life of a Surgeon
· Duties and Responsibilities
· Surgery
· Teaching
· Research
· Work/Life Balance
· Employment Prospects
· Career Growth
· Advancement Opportunities
· Pros and Cons
· Conclusion
· Summary of Findings
· Interpretation of Findings
· Recommendations
Analysis of a Career in Surgery
INTRODUCTION
A career as a surgeon is long, incredibly difficult, competitive, costly, and one of the most rewarding pursuits you can have in your life. Something not typically mentioned to aspiring pre-medical students is the complicated nature of applying to medical school and residency. Much more is required than just a set of good grades. Volunteer work in the community, leadership and research experience, writing and interviewing skills, are all necessary for a successful application to medical school. All of those things are required yet again, when applying to surgical residency.
Before digging into all those things, let’s look at the definition of a surgeon. The United States Department of Labor, Bureau of Labor Statisticsdescribes the surgical profession in the Occupational Outlook Handbook as the following: “Using a variety of instruments, a surgeon corrects physical deformities, repairs bone and tissue after injuries, or performs preventive or elective surgeries on patients.” This is a strict definition however; a more useful outlook would be to focus on what traits lend themselves to becoming a successful surgeon.
There is a useful list created by the American College of Surgeons (ACS), titled, “So You Want to Be A Surgeon: An Online Guide to Selecting and Matching with the Best Surgery Residency,” which aims at current medical students. The guide says that a surgeon should work well as a member of a team; enjoy quick patient outcomes; welcome increasing responsibility; excel at solving problems with quick thinking; be inspired by challenges; and love to learn new skills (American College of Surgeons). The ACS recommends looking into a surgical career if you believe some or all of those traits apply to you. However, there is no such thing as a “standard surgical resident” and the ACS points out that “surgeons are trained, not born.…Becoming a good surgeon is a lifelong process.”
For students interested in pursuing a surgical career, this analysis will explore the education, training, and career of a Surgeon. Information for objective analysis will be taken from multiple sources including article databases, government sources, a personal interview with an orthopedic surgeon, the American College of Sur.
Analysis Assignment -Major Artist ResearchInstructionsYo.docxgreg1eden90113
Analysis Assignment -
Major Artist Research
Instructions
You will select one of the major, heard-of artist mentioned in the textbook as a subject for your research paper.
Step 1: Research the artist and a theme within their work
This paper should be more than just being "about" the artist. More than a biography.
Identify a theme or central idea about the artist or his/her artwork (your thesis) as it relates to a theme explored in Module 4 (Part 4 of the textbook) and then build the paper around that idea.
Select an artist from the list below:
Ana Mendieta
Chuck Close
Robert Mapplethorpe
Faith Ringgold
Kehinde Wiley
Carrie Mae Weems
Judy Chicago
Cindy Sherman
Yasumasa Morimura
Shirin Neshat
The expectation is that the research should represent information from several sources (
at least four -- websites will only count as sources if they are online versions of print material
) and that any direct borrowing of wording from these sources will be indicated by quotation marks and listed on the works cited page.
Step 2: Write the analysis
Draft your thesis (remember, this is not a biography paper so your thesis needs to be about the art)
Research information about the artist and their background
Identify a common theme within the artist works
What is the context of their work? Cultural? Spiritual? Political? Historical?
Step 3: Before you submit... make sure that you have the following:
The analysis length should be a minimum of 3 pages. (Not including the Works Cited page)
The paper should meet normal standards for documentation (citations and works cited such as found in the Modern Language Association, 8th ed.).
Use MLA format (Times New Roman 12-point size font, double-spaced, appropriate in-text citations, Works Cited page, etc...)
At least four sources -- websites will only count as sources if they are online versions of print material
Similarity Report must within 0-10%
.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
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.
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.
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
GIVING CONSTRUCTIVE FEEDBACKFeedback is an essential eleme.docx
1. GIVING CONSTRUCTIVE FEEDBACK
Feedback is an essential element for everyone in an
organization's workforce. Giving feedback is
a task you perform again and again as a manager or supervisor,
letting people know where they
are and where to go next in terms of expectations and goals -
yours, their own, and the
organizations.
Feedback is a useful tool for indicating when things are going in
the right direction or for
redirecting problem performance. Your objective in giving
feedback is to provide guidance by
supplying information in a useful manner, either to support
effective behavior, or to guide someone
back on track toward successful performance.
Some situations which require giving constructive feedback
include:
• Ongoing performance discussions
• Providing specific performance pointers
• Following up on coaching discussions
• Giving corrective guidance
• Letting someone know the consequences of their behavior
Some clues that constructive feedback is needed are when:
• Someone asks for your opinion about how they are doing
• Unresolved problems persist
• Errors occur again and again
• An employee's performance doesn't meet expectations
• A peer's work habits disturb you
2. SIX WAYS TO MAKE FEEDBACK CONSTRUCTIVE
Part of being an effective manager or supervisor is knowing
what feedback to give. The trick is
learning how to give it constructively so that it has some value.
constructive feedback is a tool that
is used to build things up, not break things down. It lets the
other person know that you are on
their side.
1. If you can't think of a constructive purpose for giving
feedback, don't give it at all.
2. Focus on description rather than judgement.
Describing behavior is a way of reporting what has occurred,
while judging behavior is an
evaluation of what has occurred in terms of "right or wrong", or
"good or bad". By avoiding
evaluative language, you reduce the need for the individual to
respond defensively.
For example: "You demonstrate a high degree of confidence
when you answer customer
questions about registration procedures, "rather than, "Your
communication skills are good."
3. Focus on observation rather than inference.
Observations refer to what you can see or hear about an
individual's behavior, while inferences
refer to the assumptions and interpretations you make from what
you see or hear. Focus on what
the person did and your reaction.
For example: "When you gave that student the Financial Aid
form, you tossed it across the
counter," rather than describe what you assume to be the
3. person's motivation, "I suppose you
give all forms out that way!"
4. Focus on behavior rather than the person
Refer to what an individual does rather than on what you
imagine she or he is. To focus on
behavior, use adverbs, which describe action, rather than
adjectives, which describe qualities.
For example: "You talked considerably during the staff meeting,
which prevented me from getting
to some of the main points," rather than "You talk too much."
5. Provide a balance of positive and negative feedback
If you consistently give only positive or negative feedback,
people will distrust the feedback and it
will become useless.
6. Be aware of feedback overload.
Select two or three important points you want to make and offer
feedback about those points. If
you overload an individual with feedback, she or he may
become confused about what needs to
be improved or changed.
For example: "The number of applicants and the time it takes
you to enter them are both within
the expected ranges. The number of keying errors you are
currently making is higher than
expected."
Giving feedback constructively benefits everyone. You, as the
manager or supervisor, use the on-
going exchange of information as a way of getting to know your
4. people and providing them with
valuable guidance in their work. The employee, manager,
supervisor, or peer receives data that
makes that makes her or his job go easier. The organization
gains in improved productivity of its
workforce.
THE SIX STEP METHOD FOR GIVING CONSTRUCTIVE
FEEDBACK
Step 1: State the constructive purpose of your feedback.
State your purpose briefly by indicating what you'd like to
cover and why it's important. If you are
initiating feedback, this focus keeps the other person from
having to guess what you want to talk
about. If the other person has requested feedback, a focusing
statement will make sure that you
direct your feedback toward what the person needs.
For example: "I have a concern about."
"I feel I need to let you know."
"I want to discuss."
"I have some thoughts about."
Step 2: Describe specifically what you have observed.
Have a certain event or action in mind and be able to say when
and where it happened, who was
involved, and what the results were. Stick to what you
personally observed and don't try to speak
for others. Avoid talking vaguely about what the person
"always" or "usually" does.
For example: "Yesterday afternoon, when you were speaking
with Mrs. Sanchez, I noticed that
you kept raising your voice."
Step 3: Describe your reactions.
5. Explain the consequences of the other person's behavior and
how you feel about it. Give
examples of how you and others are affected. When you
describe your reactions or the
consequences of the observed behaviors, the other person can
better appreciate the impact their
actions are having on others and on the organization or team as
a whole.
For example: "The staff member looked embarrassed and I felt
uncomfortable about seeing the
episode." "Shouting at our students is not acceptable behavior
in this
department."
Step 4: Give the other person an opportunity to respond.
Remain silent and meet the other persons eye, indicating that
you are waiting for answer. If the
person hesitates to respond, ask an open ended question.
For example: "What do you think?"
"What is your view of this situation?"
"What are your reaction to this?"
"Tell me, what are your thoughts?"
Step 5: Offer specific suggestions.
Whenever possible make your suggestions helpful by including
practical, feasible examples.
Offering suggestions shows that you have thought past your
evaluations and moved to how to
improve the situation. Even if people are working up to
expected standards, they often benefit
from ideas that could help them to perform better.
6. If your feedback was offered supportively or neutrally, in the
"for your information" mode, or
depending on the situation's circumstances, suggestions may not
be appropriate. Use your
common sense and offer an idea if you think the other person
will find it useful. Don't drum up a
suggestion for improvement just for the sake of it.
For example: "Jennifer, I sometimes write myself notes or put
up signs to remind myself to do
something."
"Jill, rather than telling Ed that you're not interested in all the
details, you might try
asking him specific questions about the information you are
most interested in."
Step 6: Summarize and express your support
Review the major points you discussed. Summarize the Action
items, not the negative points of
the other person's behavior. If you have given neutral feedback,
emphasize the main points you
have wanted to convey. For corrective feedback, stress the main
things you've discussed that the
person could do differently. End on a positive note by
communicating confidence in the person's
ability to improve the situation.
For example: "As I said, the way the group has figured out how
to cover phone calls has really
lessened the number of phone messages to be returned. You've
really followed through on a
tough problem. Please keep taking the initiate on problems like
that.
By summarizing, you can avoid misunderstandings and check to
make sure that your
7. communication is clean. This summary is an opportunity to
show your support for the other
person—a way to conclude even an negative feedback situation
on a positive note.
For example: "At least we understand each other better since
we've talked. I'll do what I can to
make sure your priorities are factored into the schedule, and I'll
expect you to
come straight to me if the schedule is a problem.
Note: Information on Recognizing Good Performance,
Characteristics of Good Recognition, Coaching: An Approach to
Solving Performance Problems, and Giving Constructive
Feedback provided courtesy of Enrollment Services Training,
Staff Development and the Work-Study Office, Boston
University.
DB8
As mentioned in the Study Guide, history is alive through the
connection between historical events and contemporary events
that allow us to recognize, reflect, and apply the opportunities
or challenges that arise. Throughout the past eight units, we
have focused on many different events that bridge that
connection and reveal those opportunities and/or challenges.
For our last discussion board, share with us one event or person
that was addressed in this course that is connected to or
reflected in current events. Make sure to tell us a bit about the
event or person and help us understand how you see the clear
connection to current events. Share with us the differences and
the similarities of the historical event or person and the current
connection. What have we, as a society, learned from the
historical event (person) that can be seen in the current event’s
application?
8. DB 7
Read Abraham Lincoln's A House Divided (1858) speech:
National Park Service. (n.d.).
House divided speech. U.S. Department of the Interior
https://www.nps.gov/liho/learn/historyculture/housedivided.htm
Next, place yourself in 1858; you have a chance to hear
Lincoln's speech or read a transcript of his speech. What do you
believe are the most important elements of the speech? Why?
Do you believe that these elements can be accomplished
successfully in 1858?
In your response to one of your classmates, consider how the
central construct that “A house divided against itself cannot
stand” could be appliable in a variety of ways in today’s
divisive society. How can we use the lessons of Lincoln to unify
our society?
Part 2 Please Respond to this post
Heather Bouffiou
COLLAPSE
Top of Form
Abraham Lincoln was warning the people that the choice to
exclude slavery was not as transparent as being advertised from
politicians. That the legal system was using the Constitution to
try to protect the means of slavery. And if the United States
wanted to be free, than it needed to act now before it was too
late to abolish slavery. "A house divided against itself cannot
stand". This was a great way of expressing what the status of
the country was during this time in regards to slavery. There
was no clear distinction and slavery in regards to the right to
freedom, were being treated indifferently. The main element to
this speech was to create a foundation of equality. He
expresses great concern over the expansion of slavery, that the
United States will constantly be in a state of divide if not
9. demolished, but closes with an inspired and promising hope to
bring it to extinction. The most important elements were the
exposure of what was really going on within the legal system at
the time and the Dredd Scott decision during the presidential
affairs. This gave great insight to the people that what they
were being "told" was not what was being "done". His
argument was simply that slavery needed to be voted on a
foundation of one sound decision. I think that this was not an
immediate decision that could be implemented during those
times but it was definitely one that could be put into works of
creating a foundational act of abolishment that could be built
upon.
Bottom of Form
Page 3Jared Parchman
Company Analysis
Google LLC.
TABLE OF CONTENTS
Tool 1: Historical Analysis Page 4
Tool 2: Mission Statement Page 5
Tool 3a: External Factor Evaluation Page 6
Tool 3b: External Factor Evaluation Page 7
Tool 3c: External Factor Evaluation Page 8
Tool 4: Competitive Profile Matrix Page 9
Tool 5a: Internal Factor Evaluation Page 10
Tool 5b: Internal Factor Evaluation Page 11
Tool 6a: Cohesion Analysis Page 12
Tool 6b: Cohesion Analysis Page 13
Tool 7: Generic Strategy Page 14
10. Page 2
Page 4
Years 12/31/09 12/31/07 12/31/08 12/31/09 12/31/10 12/31/11
12/31/12 12/31/13 12/31/14 12/31/15 12/31/16 12/31/17
12/31/18 12/31/19 12/31/20
Net Income (Millions) 6520 8505 9737 10737 12733 14136
15826 19478 12662 30736 34343 40269 76033 74539 72061
G
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3.
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Bi
33. Revised Mission Statement
Modern day problems require modern day solutions. As a world
renown company, we strive and continue to offer our services
by providing superior products and intelligence to remedy day
to day problems into one second solutions for
all that seek the technological, business, and daily needs
powered by yours truly, Google.
References:
https://www.comparably.com/companies/google/competitors
Quality
Employees
Public Image
Self-Concept
Philosophy
Survival/Growth/Profitability
Technology
Markets
Products/Services
5 (Highest)
Customers
Jared Parchman
34. Mission Statement Evaluation
Google LLC.
Purpose: To state and evaluate Google's mission statement and
improve their deeper meaning, while listing the ten components
found in the book and stating how Google's mission statement
relates to those constinuents.
Mission Statement
Google's mission is to organize the world's information and
make it universally accessible and useful.
Components 1 2 3 4
Page 4
Page 6
PRESENT
FUTURE
Economic Factors
Inflation Rate 0.80
0.60
Economic Growth Rate 0.75
1.00
Labor Costs 0.30
0.30
36. Demographics 0.30
0.30
Leisure Interests 1.60
2.00
Educational Standard 0.15
0.20
Class Structure 0.60
0.60
Total 1.00 3.40 4.10
0.40 Opportunity
0.05 Opportunity
0.20 Threat
Pr
es
en
t
Ra
tin
g
Fu
tu
re
44. tu
ni
ty
O
r T
hr
ea
t
0.20 Threat
0.25 Opportunity
Jared Parchman
External Factor Evaluation
Google LLC.
Purpose: To analyze external factors that might present threats
or opportunities to Google Products in their future endeavors.
W
ei
gh
t
Hi
gh
ly
47. g
Page 5
Page 7
PRESENT
FUTURE
Technological Factors
Development by Competitors 0.40
0.20
Impact on Product Offering 0.75
1.00
Impact on Cost Structure 0.30
0.20
Impact on Value Chain 1.20
1.50
Rate of Diffusion 0.60
0.45
PRESENT
FUTURE
Ecological Factors
Waste Management 0.45
48. 0.60
Environmental Pollution Laws 0.30
0.30
Renewable Energy 0.40
0.50
Climate Change 0.40
0.60
Air Pollution Regulations 0.80
0.80
Total 1.00 2.35 2.80
0.10 Opportunity
0.20 Opportunity
0.40 Threat
Pr
es
en
t R
at
in
g
Fu
tu
53. Jared Parchman
External Factor Evaluation
Google LLC.
Purpose: To analyze external factors that might present threats
or opportunities to Google Products in their future enterprise
endeavors.
W
ei
gh
t
Hi
gh
ly
U
na
tt
ra
ct
iv
e
M
ild
56. the demand of technological rate of diffusion, that can become
expensive for companies like google, as they are almost
pressured
to keep up with the rest of their competitors. However,
technology has improved the value-chain structure by
eliminating errors,
and will continue to do that, which will present an opportunity
to Google. Alongside that, technology has also offered a quicker
way
to roll out product offerings, and as technology continues to
advance, it presents a good opportunity as well.
Ecological
Google is working on becoming a more environmentally safe
company, as they have announced initiatives to increase their
renewable energies, reducing carbon emissions, and increasing
energy efficiency of their buildings which presents
opportunities for
Google to improve in that aspect. Google and it's subsidiaries
aim to be carbon free by 2030. If this happens, other companies
should follow in those footsteps.
Political
In the Meta, most political factors involving technology often
times find resolution, mostly due to wage legislation, taxation
laws
and Anti-Trust Laws. Thus, those who aim to keep corporations
regulated, most politicians seek to demonopolioze companies to
prevent bigger companies from expanding past govermental
powers. In addition, with all else considered, creating wage
legislation
and taxation laws costs every company money, which presents a
threat.
57. Social
In the social aspect, leisure activities is definitely the leading
factor which makes Google successful, as their entire company
is not
at all a necessity to citizens. However, with the expected
economic growth in the economy, this presents a strong
opportunity for
(GOGL) to be successful in the upcoming years, as well as the
Culture and Demographics surrounding the company. With the
increasing technology of the business world, it will continue to
have it's moments of glory and downfall through the next era of
evolution.
Jared Parchman
External Factor Evaluation
Google Products
Purpose: To analyze external factors that might present threats
or opportunities to Google LLC. in their future endeavors.
SUMMARY OF VARIABLES AND FACTORS
Economic
Prior to the pandemic, inflation has been a prominent factor
throughout the US. Although, inflation is expected to simmer
down in
due time, one can expect it to be a threat within the next five
years. With increasing labor costs, and increasing exchange
rates,
both of these issues can be apparent to Google LLC. to be
successful in upcoming years. Moreover, with the economy
anticipated to
recover, that also presents Google LLC. with a growth
opportunity. Most of their business comes from Ad revenue and
58. Tec products,
so assuming the business cycle stage improves, there is a great
opportunity for (GOGL) to increase profits.
Page 7
Page 9
Rank Score Rank Score Rank Score Rank Score
Net Income 4 0.60 3 0.45 1 0.15 2 0.30
Earnings Per Share 4 0.80 1 0.20 2 0.40 3 0.60
Employee Satisfaction Rating 1 0.10 2 0.20 3 0.30 4 0.40
Net Promoter Score 2 0.30 1 0.15 4 0.60 3 0.45
EBITDA 4 0.40 3 0.40 1 0.10 2 0.20
Product Quality 2 0.30 1 0.15 4 0.60 3 0.45
Debt to Equity Ratio 4 0.60 1 0.15 3 0.45 2 0.30
Total 3.10 1.70 2.60 2.70
https://www.comparably.com/competitors/amazon-vs-google
https://terakeet.com/blog/amazon-vs-google/
Product Quality
In comparison to the quality of the products, Google ranked
very closely to Microsoft, and had an overall rating of a 3.6/5.
As a
result, it's the not the best, yet again it is suffiicient if their
returns on their products are achieving high yeilds. Therefore, if
Google
were to utilize this forward momentum and generate more
appeal to their products, they have the best chance to remain as
a top
forefront in their industry across the board.
59. Debt to Equity Ratio
In most instances, a lower debt to equity ratio is better, as it
lowers the risk of the overall business. Moreover, in the Tec
industry,
it takes research and development investments to create and
shape the market as it grows. As a fact, there are more risks
involved
than in the average service industry. However, Google has done
a tremendous job on keeping their debt to equity ratio consistent
over the years, with it being stagnant roughly right under 2.0,
whereas its competitors have not been consistent in this
category.
References:
https://thinkinsights.net/strategy/competitive-profile-matrix/
Employee Satisfaction Rating
One of the most important factors when gathering the
broadscope of a company is to measure how difficult it is to
work in that
particular industry. In this specific area, Google LLC. ranks as
one of the best of all four companies, which gives them area to
improve in this aspect. Complaints with Google employees seem
to come from the fact that they claim the business sometimes
gets more concerned with corporate gains rather than the
privacy of its customers and the prevention of discrimination of
Net Promoter Score
Net Promoter Score measures customer satisfaction and the
likelihood that they would recommend a specific business to
other
people. While Google ranked amongst the highest in this aspect,
it is not necessarily a red flag as their rating came back
60. positive.
EBITDA
Along with almost every other financial metric used, Google
ranked highest out of its competitors in EBITDA. This metric is
important to disguise from net income, that Google is
maintaining earnings appropriately before taxes, depreciation,
and
amortization.
0.15
1.00
Net Income
Reluctantly for GOGL, their Net Income has stayed positive in
almost every year over the past 10 years. However, there have
been
declines in the Net Income that Google managed to retain, as of
last year Google realized steady growth in Net Income (YOY).
Although they have maintained better than their competitors,
Google by each category, can still aim for improvement in other
areas more, but less defiecient than it's competitors.
Earnings Per Share
We can assume that every business was impacted by Covid-19,
but Google adapted quickly, as the majority of these businesses
rely
on in-person stays and people being physically present. But,
Google ranks highest in the Earnings Per Share category, as it
shows
that Google sustained its profitability the best, as opposed to its
competitors over a long period of time.
0.15
0.20
61. 0.10
0.15
0.10
0.15
Jared Parchman
Competitive Profile Matrix
Google LLC.
Purpose: To compare Google to its competitors within its
industry by evaluating Key Performance Indicators to identify
strengths and weaknesses of the
business.
KPI Weight
Samsung Google Microsoft Amazon
Page 8
Page 10
1 2 3 4 5
0.40
0.50
0.15
0.20
0.75
0.60
0.30
63. services, android mobile operating system, command over
machine
learning, respository to exponential amout of data. Last but not
least, it's brand power and it's culture to cultivate and innovate.
Total 1.00 3.83 4.03
STRENGTHS
Expansion
0.05
Free Cash Flow
0.10
Leader in Search Engines
0.05
Market Reach
0.05
Development of Products
0.07
Updating Technology
0.05
Qualified Employees
0.05
Recovering Economy
0.10
Appeal of New Products
0.08
Total Assets Increase
65. re
R
at
in
g
FUTURE
New Market Entry
0.10
Jared Parchman
Internal Factor Evaluation
Google LLC.
Purpose: To find strengths and weaknesses within the industry,
and compare it to Google LLC. to find areas where google is
succeeding
and where it can improve in the future.
STRENGTHS
PRESENT
W
ei
gh
t
Hi
gh
69. contribution. However, where there is strength, there is also
weakness. For example, some of the figures above such as
advertising;
Google appears to have an over-dependence on Ad Revenues
and dropping Ad rates. Lastly, another weakness to be identified
is
security and censorship concerns.
References:
https://www.macrotrends.net/stocks/charts/GOOG/alphabet/fina
ncial-ratios
Total 1.00 2.24 1.85
WEAKNESSES
Entry into New Countries
0.05
Long Term Debt
0.07
Government Intervention
0.05
Lawsuits
0.05
In-Person Attendance
0.15
Quality of Products
0.08
Labor Cuts
0.10
Tax Regulations
71. g
Fu
tu
re
R
at
in
g
FUTURE
Advertising
0.05
Jared Parchman
Internal Factor Evaluation
Google LLC.
Purpose: To locate strengths and weaknesses within the
industry, and compare it to Google to designate areas where
Google is
succeeding and where, technically, it can improve in the future.
WEAKNESSES
PRESENT
W
ei
73. N
eu
tr
al
M
ild
ly
At
tr
ac
tiv
e
Page 10
Page 12
4 Protect your privacy, guided by google's privacy principles
which makes data more helpful to individuals
and groups.
5 Sell ads, nothing more. Help creators succeed online.
Analysis
In conclusion, the mission statement covers the broadstrokes of
what goals and objectives align with each other to
74. sequence the stages of perpetual growth and a positive
environment.
Objectives
1 Deliver the most relevant and reliable information available.
2 Maximize access to information, by making it accessbile and
useful to everyone from everywhere to help
those understand the world around them.
3 Present information in the most useful way. This is done so by
delivering information in the form of
different types of contents such as, news, sports, videos,
images, etc.
4 The focus on innovation is always shfiting towards the future
especially with other competitors in the
market like Facebook and Apple. Development and Research is
an important component to this.
5 Google has ambition's to promote their products and services
on the web through financial investments.
Analysis
As technology and the combined morals of the company remain
in tact, Google is bound to define the next decade of
user interface with technology and innovation. Google LLC.
will not only strive, but thrive in accordance to it's
principalities
Goals
1 The main focus on Google is to enforce and push the known
limits of exisiting technology, in order to
create the best user experience possible.
75. 2 Google plans on advancing it's infrastructure to boost
engineering productivity, workforce gorwth, and
international markets with new products.
3 Google has aim to improve their ad system in all seriousness
in order to support business owners with
google's AdWords program.
Jared Parchman
Cohesion Analysis
Google LLC.
Purpose: To identify goals, objectives, and policies that in turn
support the actions and Mission Statement of MGM
Resorts.
Mission Statement
Google's mission is to organize the world's information and
make it universally accessible and useful.
Page 11
Page 13
5
Maintain and build strong relationships with our partners to
provide a competitive advantage in the
marketplace and support our mission to deliver the best ongoing
experience, which is essential to the
company's overall growth.
76. Analysis
Google's policy compliance and adherence is key to their short-
run and long-term success. Over the last decade is
noteworthy that without their strong foundation of technological
advantages their current position in today's world
would look a little different. Thus and plus, Google's Search
Engine has been monumental in today's society, and
additionally, shall be provisional in future settings and
interfaces.
References:
2 Google is known for its credibility and fairness, and that
means that avoiding conflicts of interests that
can affect Google's rapport.
3 Whether information belongs to us or another company, we
make sure to never share it or use it
unlawfully.
4 We build credibility by utilizing our talents and ingenuity to
achieve our goals.
Jared Parchman
Cohesion Analysis
Google LLC.
Purpose: To identify policies, goals , and objectives that in turn
support the actions and Mission Statement of Google
services.
Policies
1 Google cooperates with properly conducted audits or
investigations in a truthful and ethical manner.
77. Page 12
Page 14
Yes
References:
No new references listed for this page
Does the company have a strong position in at least one segment
of their defined
market?
X
Overall Assessment
Analysis
Google Inc. as a entity has abundant resource of its own
materilaization making them very self sufficient in
comparison to those similar in this industry and market. Both
internal and external features of google are strong
yet flexible enough to continue to innovate as well as promoting
innovation that adapts. Therefore, Google
products and serivces will proceed to elevate more so in the
future.
Focused (Product Leadership) Yes No
Does the subject company have a core competency or distinctive
advantage in at least
one functional area?
78. X
Overall Assessment Yes Overall Assessment Yes
Incentives Based on
Strict Quantitative
Targets
X Ability to Attract Talented Labor
and Management
X
Highly Structured
Organization Structure
X
Subjective Measurement of
Personnel for Incentive Purposes as
Opposed to Quantitative Measures
X
Frequent Detailed
Control Reports
X Strong Internal Cohesiveness
Among Departments
X
Tight Cost Controls X Long Industry Tradition/Unique
Skill Set
X
79. Low Cost Distribution
System
X Corporate Reputation in Quality
Technological Leadership
X
Products Designed for
Ease of Manufacturer
X Strong Distribution Channels X
Intense Supervision of
Labor
X Strong R&D X
Strong Process
Engineering Skills
X Corporate Creative Flair X
Ready Access to Capital X Strong Product Engineering X
Sustained Capital
Investment
X Strong Marketing Capabilities X
Jared Parchman
Generic Strategy
Google LLC.
Purpose: To determine effectiveness of Google through
80. evaluation of their generic strategy.
Low Cost Leadership
(Operational Excellence)
Requirements
Yes No
Differentiation
(Customer Intimacy)
Requirements
Yes No
