Comparing the Standard Analysis with the Theory-Enhanced Standard Analysis to develop the concept of Adaptive Acceptance in the B2B social media context. May thanks to Silvia Masiero & Andrea Lagna.
“Study of relationship between employees’ commitment, job satisfaction, job safety, job autonomy and employees’ turnover intention in a Construction Industry”
This document is part of an ongoing journey exploring why organizational change leads to success and why not. Key in this journey is the permanent interaction between universities, business schools and private and public companies. Collecting data via questionnaires is accomplished with case studies.
“Study of relationship between employees’ commitment, job satisfaction, job safety, job autonomy and employees’ turnover intention in a Construction Industry”
This document is part of an ongoing journey exploring why organizational change leads to success and why not. Key in this journey is the permanent interaction between universities, business schools and private and public companies. Collecting data via questionnaires is accomplished with case studies.
ISG: TechChange Presentation on M&E MIS SystemsMichael Klein
The pressure to get Monitoring & Evaluation (M&E) “right” in today’s high-tech and data-hungry world can prove daunting for any organization. Many organizations track their results quite well without sophisticated tools. However, M&E systems may make sense for cases of accountability and efficiency.
So what does the process of adopting an M&E IT system look like? Mike Klein, director of ISG, explained for the TechChange class on Technology for Monitoring and Evaluation.
Information management: the key to successfully implementing social media in ...Stefania Dangila
Thesis presentation- Master thesis of Stefania Dangila
This thesis focuses on the business functions of social media and the role of information management as a tool that could be used for the improvement of social media functions exploited in organizations. In other words, a study has been devised on the existing literature to investigate the aid of information management in advancing the use of LinkedIn and Twitter within the entire company.
Since empirical knowledge about the financial performance of Twitter and LinkedIn and the significant role of information management in improving this performance is very limited, a comprehensive framework was developed based on own interpretation, experience and knowledge on the subject which contains the concepts of social media, social media strategy, and business value. The framework illustrates the relations between the business stakeholders (senior executives, information managers, departmental or business unit managers, SM trained staff, and customers) and presents the role they have in the social media strategy application. Additionally, it proposes Information manager as the person who holds the responsibility for all relevant information management processes, the one responsible for collecting, managing and distributing valuable information to the other business stakeholders. This role can potentially be assigned to different managers, to a team of people or even to the Chief Information Officer; we find that the IT manager and his IT team are ideal candidates for the position of information manager. He/she verifies through the management reporting system if social media are beneficial and SM functions are exploited efficiently, business goals are met, and as a result business value is delivered or maximized. All in all, the rationale of this thesis is to provide a further insight in how the information manager, as head of the information management could contribute in the process of capturing or creating business value from SM.
To that purpose, interviews with experts to the area of information management or social media have been performed to gain a further insight on the business applications of social media tools and technologies, observe who holds the responsibility to manage, monitor, and control them in order to satisfy the business goals and deliver business value and how this process takes places within different organizations. The interview findings confirm that the companies are valuing social media business applications and strive to exploit them in the most effective way.
Copyright @ Stefania Dangila 2014
No part of this publication may be reproduced, copied, modified, adapted, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the author, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by
Page 1Question 1. 1. (TCO All) For the next set of questions ,.docxalfred4lewis58146
Page 1
Question 1. 1. (TCO All) For the next set of questions , you will first select ONE of the TCOs of the course. Then, you will be asked to write an essay about the project you worked on this term over your two companies’ change program based on the TCO you selected above. Select the TCO your essay question will cover:
TCO A - Given that progressive and successful companies require their employees to embrace change, examine how changing work conditions impact the employees.
TCO B - Given the inherent reality that all organizations must experience change in order to improve, demonstrate how “models” are used in Change Management, for diagnosing an organization’s need for change.
TCO C - Given external, internal and/or multi-levels of organization factors that drive change, assess and create a leadership model which supports and promotes each type of change within the organization.
TCO D - Given that an organization’s mission and vision will determine its strategy towards change, ensure that an organization’s change initiative is aligned with and capitalizes on its culture and mission in preparation for change.
TCO E - Given a selected Change Management implementation “model”, determine the causes of change and develop a plan of action to implement the change.
TCO F - Given that both organizations and their employees commonly resist change, understand how to recognize and overcome barriers to change and develop a strategy to manage resistance to change that will ensure successful implementation of change.
TCO G - Given that developing a “vision for change” and communicating that “vision” is a critical part of the change process, analyze the key elements of the “vision for change” and develop a strategy to communicate the change to the stakeholder.
TCO H - Given the organization’s goal of creating and implementing a sustainable change while moving toward becoming a “learning” organization, develop a plan to implement change in a sustainable manner that can be applied to any change.
Using the TCO you selected from the list above, which you felt was most relevant to your project this term, write an essay answer explaining how the change management you saw in one of your companies from your project this term followed or failed to follow the theory of success ingrained in the TCO you have selected.
State the #1 thing you think that company’s change agent did which most contributed to the success or failure of the change and why that relates to the TCO you selected.
· Include in the answer the name of the company you are discussing.
· Explain/analyze why you think this way.
(Points : 35)
Question 2. 2. (TCOs A, E) Your project this term asked you to compare and contrast two companies’ change projects or programs for change. This question will review what you learned about the change projects in a continuation of your project. It will ask you to apply course information to your project companies. For your answer, be sure to refe.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Running head: SAMPLE CASE STUDY 1
Ima Student
MGT 450
Sample Case Study: Siebel Systems
Professor Amazing
December 15, 2008
SAMPLE CASE STUDY 2
Sample Case Study: Siebel Systems
Siebel Systems faced several problems at the time of this article.
Primarily, corporate software customers are looking for integrated “suites” of
software applications while Siebel offers only one application—customer
relations management (CRM) software (“Siebel”). To solve this problem and
to regain a corner of the corporate software market, Siebel Systems and its
CEO and owner, Tom Siebel, will have to relinquish the idea of “doing one
thing really well” (Kerstetter, 2003, p. 2). In order to grow and expand, Siebel
Systems needs to diversify software applications and integrate the applications
that corporations seek into one system.
The introduction
identifies the central
problem.
Thesis statement is
located at the end of
the introduction.
Indeed, corporate software customers want integrated, user-friendly,
and cost-effective software systems. Applications for financial data, corporate
planning, and human resources (Kerstetter, 2003), as well as what Siebel
currently offers, CRM, are in demand. While Siebel should consider
modifying its software for manageability or even integrating with rival
programs, this is not a long-term solution for the company. Nevertheless,
Siebel Systems will continue to shrink and elicit poor customer satisfaction if
it cannot create, buy, or partner with other software applications. Siebel
should develop a strong suite of software applications quickly before it
exhausts revenues and loses its current clientele.
The background
section is made up
of important general
facts.
As a short-term solution, Siebel Systems should work with IBM and
Microsoft on creating one version of Siebel’s new product line that is
compatible with both platforms, saving the companies the $550 million for
Here, the writer
begins to develop
the proposed
solution.
SAMPLE CASE STUDY 3
two versions that are in the works (Kerstetter, 2003). However, a long-term
solution involves Siebel’s creating, buying, or merging with other software
companies until an integrated, user-friendly suite of applications has been
developed. Once this has been achieved, Siebel Systems must provide
customer service that is geared toward problem avoidance rather than problem
patches and offer upgrade packages that are cost effective, relevant, and easily
implemented.
These modifications should yield a high return on Siebel’s investment.
Although the cost of acquiring additional applications is potentially greater
than the co.
Discussion 1Discussing the conditions that are necessary for su.docxcharlieppalmer35273
Discussion 1:
Discussing the conditions that are necessary for successful innovation:
We have three different conditions for making successful innovation. They are 1) Motivation, 2) Support, 3) Direction [McKeen & Smith (2015)].
1. Motivation: It encourages the people by establishing various rewards for innovation. Many people in the organization work hard for the best outputs. By the pressures of the team leaders or higher authority people, they tend to demotivate and get discouraged. They cannot work for creating new innovations by the extra pressures. So, the organization should create a new innovative idea by giving rewards and extra incentives for all the employees who work hard in resolving the risks. This can boost up the confidence levels of the employees and result in great outputs [Johnston (2017)]. Every organization can have different types of rewards given for their employees. Some of them may give rewards like tickets, books, executive citations and recognition days, etc. Some may give the opportunity to play and work with upcoming new technologies.
2. Support: This should create support by creating an effective infrastructure for which it can sustain the innovation. As the motivation phase can encourage the employee for creating the innovation, they should also start providing support for the innovation. Not only the motivation, but also support helps in creating efficient innovation. Here, we have two different strategies followed in supporting the innovation. They are stated as follows:
· Insulate: This strategy helps all the organizations to create the innovation centers. These are the centers that act as the one-stop destination for all the common problems.
· Incubate: This strategy helps to keep all the centers within specific lines of business (LOBs) [McKeen & Smith (2015)].
The centers that are established will support all the innovations. Supporting the innovation may involve some tasks like providing the access for all the organizations that deal with them, they should provide the effective infrastructure, the social interaction with other organizations, various functions that can support for development of any particular organization [Minshall, Stefan, Mortara (2014)].
3. Direction: It should manage all the innovations that are created with different strategies. Successful innovations always have a great impact [JD (2009)]. Learning is the most important task to do in any organization. Learning all the new strategical ways to present an innovation leads to best results. We have three different ways of strategical learning that employees in every organization should follow. They are as follows:
· Always we need to link the innovation to the customer value for having a better and clear result. This approach can easily focus on the customer pain points (CPPs) [McKeen & Smith (2015)]. The identification of these pain points gives us many potential solutions.
· Always we should link all the experimentation.
1.Which of the following is a desirable strategy for managers aimi.docxhyacinthshackley2629
1.Which of the following is a desirable strategy for managers aiming to reduce the negative consequences of rumors?
Initiating disciplinary action against the employee who started the rumor
Encouraging employees to communicate their concerns and suggestions
Refusing to comment on issues that appear to be controversial and unfair
Creating a more informal communication environment at the workplace
2
Which of the following is ISO 14000 primarily concerned with?
Environmental management
Time management
Continuous improvement management
Quality management
3
In performing a SWOT analysis, which of the following would be considered as a threat?
Recognized brand
Competitors
Increased product demand
Lack of a strategic plan
4
Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Mary’s new employer use?
Organizational development
Information presentation
Simulation
On-the-job training
5 Which of the following is one of Dr. Eli Goldratt's rules of production scheduling for optimized production technology?
If you lose an hour at a bottleneck it is better than making scrap.
Utilization and activation of a resource are not the same.
Do not allow bottlenecks to govern the flow of the line.
An hour saved at a bottleneck operation does not increase the process flow.
6 According to the job characteristics model, autonomy is defined as the degree to which
a job requires completion of a whole and identifiable piece of work
a job generates direct and clear information about performance
a job provides the worker freedom, independence, and discretion
a job has an impact on the lives or work of other people
7
In _____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor’s product, motorcycling, and other legal activities outside of work.
lifestyle discrimination
defamation
constructive discharge
invasion of privacy
8
Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.
simulation of training
reinforcement of training
negative transfer of training
applicability of training
9
Conflicts can be resolved by withdrawing from them or suppressing them. This conflict-management technique is known as ________.
avoiding
accommodating
compromising
forcing
10
Some studies indicate the best approach for transformational change may have the chief executive officer create an atmosphere for change
but carefully set limits for the program
and establish a reward system
but let others decide how to initiate change
and begin establishing a vision
11
Which of the following is considered a major process flow structure?
Project
Lean Manufacturing
Fabrication
Lead Time
12
Which of the following statements is true with regard to the e.
DiscussionEach week, youll have to post on at least three separat.docxemersonpearline
Discussion
Each week, you'll have to post on at least three separate days to the Discussion. Each post should be of a high quality. Your first post should be by Wednesday.
Be sure to select the Discussion page to the left and respond to the following question:
(2c) Now that you have completed your reading, consider your understanding of transformational change. Discuss what you have learned with your classmates. Respond to all of the following prompts:
Evaluate under what conditions transformational change would be necessary.
How would an OD practitioner attempt to change an organization’s culture?
Evaluate how integrated strategic change differs from traditional strategic planning and traditional planned organization change.
Course Project
Milestone Four
(2b) For your course project work this week, consider what you have learned throughout the course about organizational development and change. Use that knowledge to complete Milestone Four, the final milestone of your course project.
Final consolidated paper (all sections), including summary/conclusions
Make sure to include any corrections or feedback your instructor has given you on previous components of the course project.
The final paper should be no fewer than 8-10 page(s) in length.
No fewer than three to five peer-reviewed journal articles are required. Reference all sources using APA format. For guidance using APA format, please contact your instructor.
Week-1
MAN 5285
Development and Change
Description of the organization
Multiplex organization is one organization I would like to be employed in, especially in the future. Specific reasons contributeto my desire of working in such an organization. Multiplex organization deals with the recruitment of persons into different sectors of the market. The main aim is to link job seekers with employment opportunities, for the sake of improvement of basic standards of living and life in general. This is a unique venture, considering that the organization makes maximum profits and that at the same time, gives back to the community. Multiplex organization has branches in more than 20 countries, with more than 2000 employees in different branches. The concern and embracement of maximum corporate social responsibility is what has led to its formation and development.
To a large extent, the company benefits the community, through provision of job opportunities to the members and the surrounding environment as well. Multiplex organization values its employees, and also, gives credit to the recommended workers in different institutions. Recruitments and evaluations are however, first performed by the agency for quality verification purposes.
This shows how much good public image is desired by the organization (Jane, 2013).
Effectiveness in management and personnel interactions is highly emphasized on, for the purpose of profitability and competitive advantage. One major problem is experienced at multiplex, which should .
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
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VERIFYING AN IMAGE OBJECTIVES MATRIX FOR MEASURING THE EFFECTS OF PUBLIC RELA...Dariusz Tworzydło
Summary. This article presents the results of comprehensive research on image in the
internal and external environments of an organization. During the research, the method of
measuring the effect of public relations activities, i.e. the image objectives matrix, was also
verified. The above tool is used to determine the image position of an economic entity, and
to identify possible problems the entity must address in the range of its internal and external
communications. The main conclusion is: The research project, completed in three phases
(external, internal, image assessment), enabled us to optimize the dedicated tools for subsequent image studies, making it easy to see the changes closely, taking into account their
direction. ZETO’s management board has received extensive material that, if appropriately
used, will have a direct impact on showing the direction in which the company should be headed in the coming years. The opinions of institutional clients and employees will help to
determine the strategy for future activities.
The series of presentations contains the information about "Management Information System" subject of SEIT for University of Pune.
Subject Teacher: Tushar B Kute (Sandip Institute of Technology and Research Centre, Nashik)
http://www.tusharkute.com
ISG: TechChange Presentation on M&E MIS SystemsMichael Klein
The pressure to get Monitoring & Evaluation (M&E) “right” in today’s high-tech and data-hungry world can prove daunting for any organization. Many organizations track their results quite well without sophisticated tools. However, M&E systems may make sense for cases of accountability and efficiency.
So what does the process of adopting an M&E IT system look like? Mike Klein, director of ISG, explained for the TechChange class on Technology for Monitoring and Evaluation.
Information management: the key to successfully implementing social media in ...Stefania Dangila
Thesis presentation- Master thesis of Stefania Dangila
This thesis focuses on the business functions of social media and the role of information management as a tool that could be used for the improvement of social media functions exploited in organizations. In other words, a study has been devised on the existing literature to investigate the aid of information management in advancing the use of LinkedIn and Twitter within the entire company.
Since empirical knowledge about the financial performance of Twitter and LinkedIn and the significant role of information management in improving this performance is very limited, a comprehensive framework was developed based on own interpretation, experience and knowledge on the subject which contains the concepts of social media, social media strategy, and business value. The framework illustrates the relations between the business stakeholders (senior executives, information managers, departmental or business unit managers, SM trained staff, and customers) and presents the role they have in the social media strategy application. Additionally, it proposes Information manager as the person who holds the responsibility for all relevant information management processes, the one responsible for collecting, managing and distributing valuable information to the other business stakeholders. This role can potentially be assigned to different managers, to a team of people or even to the Chief Information Officer; we find that the IT manager and his IT team are ideal candidates for the position of information manager. He/she verifies through the management reporting system if social media are beneficial and SM functions are exploited efficiently, business goals are met, and as a result business value is delivered or maximized. All in all, the rationale of this thesis is to provide a further insight in how the information manager, as head of the information management could contribute in the process of capturing or creating business value from SM.
To that purpose, interviews with experts to the area of information management or social media have been performed to gain a further insight on the business applications of social media tools and technologies, observe who holds the responsibility to manage, monitor, and control them in order to satisfy the business goals and deliver business value and how this process takes places within different organizations. The interview findings confirm that the companies are valuing social media business applications and strive to exploit them in the most effective way.
Copyright @ Stefania Dangila 2014
No part of this publication may be reproduced, copied, modified, adapted, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the author, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by
Page 1Question 1. 1. (TCO All) For the next set of questions ,.docxalfred4lewis58146
Page 1
Question 1. 1. (TCO All) For the next set of questions , you will first select ONE of the TCOs of the course. Then, you will be asked to write an essay about the project you worked on this term over your two companies’ change program based on the TCO you selected above. Select the TCO your essay question will cover:
TCO A - Given that progressive and successful companies require their employees to embrace change, examine how changing work conditions impact the employees.
TCO B - Given the inherent reality that all organizations must experience change in order to improve, demonstrate how “models” are used in Change Management, for diagnosing an organization’s need for change.
TCO C - Given external, internal and/or multi-levels of organization factors that drive change, assess and create a leadership model which supports and promotes each type of change within the organization.
TCO D - Given that an organization’s mission and vision will determine its strategy towards change, ensure that an organization’s change initiative is aligned with and capitalizes on its culture and mission in preparation for change.
TCO E - Given a selected Change Management implementation “model”, determine the causes of change and develop a plan of action to implement the change.
TCO F - Given that both organizations and their employees commonly resist change, understand how to recognize and overcome barriers to change and develop a strategy to manage resistance to change that will ensure successful implementation of change.
TCO G - Given that developing a “vision for change” and communicating that “vision” is a critical part of the change process, analyze the key elements of the “vision for change” and develop a strategy to communicate the change to the stakeholder.
TCO H - Given the organization’s goal of creating and implementing a sustainable change while moving toward becoming a “learning” organization, develop a plan to implement change in a sustainable manner that can be applied to any change.
Using the TCO you selected from the list above, which you felt was most relevant to your project this term, write an essay answer explaining how the change management you saw in one of your companies from your project this term followed or failed to follow the theory of success ingrained in the TCO you have selected.
State the #1 thing you think that company’s change agent did which most contributed to the success or failure of the change and why that relates to the TCO you selected.
· Include in the answer the name of the company you are discussing.
· Explain/analyze why you think this way.
(Points : 35)
Question 2. 2. (TCOs A, E) Your project this term asked you to compare and contrast two companies’ change projects or programs for change. This question will review what you learned about the change projects in a continuation of your project. It will ask you to apply course information to your project companies. For your answer, be sure to refe.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Running head: SAMPLE CASE STUDY 1
Ima Student
MGT 450
Sample Case Study: Siebel Systems
Professor Amazing
December 15, 2008
SAMPLE CASE STUDY 2
Sample Case Study: Siebel Systems
Siebel Systems faced several problems at the time of this article.
Primarily, corporate software customers are looking for integrated “suites” of
software applications while Siebel offers only one application—customer
relations management (CRM) software (“Siebel”). To solve this problem and
to regain a corner of the corporate software market, Siebel Systems and its
CEO and owner, Tom Siebel, will have to relinquish the idea of “doing one
thing really well” (Kerstetter, 2003, p. 2). In order to grow and expand, Siebel
Systems needs to diversify software applications and integrate the applications
that corporations seek into one system.
The introduction
identifies the central
problem.
Thesis statement is
located at the end of
the introduction.
Indeed, corporate software customers want integrated, user-friendly,
and cost-effective software systems. Applications for financial data, corporate
planning, and human resources (Kerstetter, 2003), as well as what Siebel
currently offers, CRM, are in demand. While Siebel should consider
modifying its software for manageability or even integrating with rival
programs, this is not a long-term solution for the company. Nevertheless,
Siebel Systems will continue to shrink and elicit poor customer satisfaction if
it cannot create, buy, or partner with other software applications. Siebel
should develop a strong suite of software applications quickly before it
exhausts revenues and loses its current clientele.
The background
section is made up
of important general
facts.
As a short-term solution, Siebel Systems should work with IBM and
Microsoft on creating one version of Siebel’s new product line that is
compatible with both platforms, saving the companies the $550 million for
Here, the writer
begins to develop
the proposed
solution.
SAMPLE CASE STUDY 3
two versions that are in the works (Kerstetter, 2003). However, a long-term
solution involves Siebel’s creating, buying, or merging with other software
companies until an integrated, user-friendly suite of applications has been
developed. Once this has been achieved, Siebel Systems must provide
customer service that is geared toward problem avoidance rather than problem
patches and offer upgrade packages that are cost effective, relevant, and easily
implemented.
These modifications should yield a high return on Siebel’s investment.
Although the cost of acquiring additional applications is potentially greater
than the co.
Discussion 1Discussing the conditions that are necessary for su.docxcharlieppalmer35273
Discussion 1:
Discussing the conditions that are necessary for successful innovation:
We have three different conditions for making successful innovation. They are 1) Motivation, 2) Support, 3) Direction [McKeen & Smith (2015)].
1. Motivation: It encourages the people by establishing various rewards for innovation. Many people in the organization work hard for the best outputs. By the pressures of the team leaders or higher authority people, they tend to demotivate and get discouraged. They cannot work for creating new innovations by the extra pressures. So, the organization should create a new innovative idea by giving rewards and extra incentives for all the employees who work hard in resolving the risks. This can boost up the confidence levels of the employees and result in great outputs [Johnston (2017)]. Every organization can have different types of rewards given for their employees. Some of them may give rewards like tickets, books, executive citations and recognition days, etc. Some may give the opportunity to play and work with upcoming new technologies.
2. Support: This should create support by creating an effective infrastructure for which it can sustain the innovation. As the motivation phase can encourage the employee for creating the innovation, they should also start providing support for the innovation. Not only the motivation, but also support helps in creating efficient innovation. Here, we have two different strategies followed in supporting the innovation. They are stated as follows:
· Insulate: This strategy helps all the organizations to create the innovation centers. These are the centers that act as the one-stop destination for all the common problems.
· Incubate: This strategy helps to keep all the centers within specific lines of business (LOBs) [McKeen & Smith (2015)].
The centers that are established will support all the innovations. Supporting the innovation may involve some tasks like providing the access for all the organizations that deal with them, they should provide the effective infrastructure, the social interaction with other organizations, various functions that can support for development of any particular organization [Minshall, Stefan, Mortara (2014)].
3. Direction: It should manage all the innovations that are created with different strategies. Successful innovations always have a great impact [JD (2009)]. Learning is the most important task to do in any organization. Learning all the new strategical ways to present an innovation leads to best results. We have three different ways of strategical learning that employees in every organization should follow. They are as follows:
· Always we need to link the innovation to the customer value for having a better and clear result. This approach can easily focus on the customer pain points (CPPs) [McKeen & Smith (2015)]. The identification of these pain points gives us many potential solutions.
· Always we should link all the experimentation.
1.Which of the following is a desirable strategy for managers aimi.docxhyacinthshackley2629
1.Which of the following is a desirable strategy for managers aiming to reduce the negative consequences of rumors?
Initiating disciplinary action against the employee who started the rumor
Encouraging employees to communicate their concerns and suggestions
Refusing to comment on issues that appear to be controversial and unfair
Creating a more informal communication environment at the workplace
2
Which of the following is ISO 14000 primarily concerned with?
Environmental management
Time management
Continuous improvement management
Quality management
3
In performing a SWOT analysis, which of the following would be considered as a threat?
Recognized brand
Competitors
Increased product demand
Lack of a strategic plan
4
Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Mary’s new employer use?
Organizational development
Information presentation
Simulation
On-the-job training
5 Which of the following is one of Dr. Eli Goldratt's rules of production scheduling for optimized production technology?
If you lose an hour at a bottleneck it is better than making scrap.
Utilization and activation of a resource are not the same.
Do not allow bottlenecks to govern the flow of the line.
An hour saved at a bottleneck operation does not increase the process flow.
6 According to the job characteristics model, autonomy is defined as the degree to which
a job requires completion of a whole and identifiable piece of work
a job generates direct and clear information about performance
a job provides the worker freedom, independence, and discretion
a job has an impact on the lives or work of other people
7
In _____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor’s product, motorcycling, and other legal activities outside of work.
lifestyle discrimination
defamation
constructive discharge
invasion of privacy
8
Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.
simulation of training
reinforcement of training
negative transfer of training
applicability of training
9
Conflicts can be resolved by withdrawing from them or suppressing them. This conflict-management technique is known as ________.
avoiding
accommodating
compromising
forcing
10
Some studies indicate the best approach for transformational change may have the chief executive officer create an atmosphere for change
but carefully set limits for the program
and establish a reward system
but let others decide how to initiate change
and begin establishing a vision
11
Which of the following is considered a major process flow structure?
Project
Lean Manufacturing
Fabrication
Lead Time
12
Which of the following statements is true with regard to the e.
DiscussionEach week, youll have to post on at least three separat.docxemersonpearline
Discussion
Each week, you'll have to post on at least three separate days to the Discussion. Each post should be of a high quality. Your first post should be by Wednesday.
Be sure to select the Discussion page to the left and respond to the following question:
(2c) Now that you have completed your reading, consider your understanding of transformational change. Discuss what you have learned with your classmates. Respond to all of the following prompts:
Evaluate under what conditions transformational change would be necessary.
How would an OD practitioner attempt to change an organization’s culture?
Evaluate how integrated strategic change differs from traditional strategic planning and traditional planned organization change.
Course Project
Milestone Four
(2b) For your course project work this week, consider what you have learned throughout the course about organizational development and change. Use that knowledge to complete Milestone Four, the final milestone of your course project.
Final consolidated paper (all sections), including summary/conclusions
Make sure to include any corrections or feedback your instructor has given you on previous components of the course project.
The final paper should be no fewer than 8-10 page(s) in length.
No fewer than three to five peer-reviewed journal articles are required. Reference all sources using APA format. For guidance using APA format, please contact your instructor.
Week-1
MAN 5285
Development and Change
Description of the organization
Multiplex organization is one organization I would like to be employed in, especially in the future. Specific reasons contributeto my desire of working in such an organization. Multiplex organization deals with the recruitment of persons into different sectors of the market. The main aim is to link job seekers with employment opportunities, for the sake of improvement of basic standards of living and life in general. This is a unique venture, considering that the organization makes maximum profits and that at the same time, gives back to the community. Multiplex organization has branches in more than 20 countries, with more than 2000 employees in different branches. The concern and embracement of maximum corporate social responsibility is what has led to its formation and development.
To a large extent, the company benefits the community, through provision of job opportunities to the members and the surrounding environment as well. Multiplex organization values its employees, and also, gives credit to the recommended workers in different institutions. Recruitments and evaluations are however, first performed by the agency for quality verification purposes.
This shows how much good public image is desired by the organization (Jane, 2013).
Effectiveness in management and personnel interactions is highly emphasized on, for the purpose of profitability and competitive advantage. One major problem is experienced at multiplex, which should .
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1. FROM ACCEPTANCE TO ADAPTIVE
ACCEPTANCE OF SOCIAL MEDIA POLICY
CHANGE: A SET-THEORETIC ANALYSIS OF
B2B SMEs
By Dr. Federico Iannacci
2. Outline
• What is set theory?
• Theoretical background: background +
theoretical insights
• Variables, measurements and calibrations
• Results
• Implications
• Q&A
• Selected references
3. Set theory (1)
• Set theory has a natural affinity with human
language (e.g., B2B SMEs accepting & adapting to
social media policy change quickly are SMEs finding
that social media attract new customers; B2B SMEs
perceiving social media as useful in terms of
attracting new customers and raising their profile
and enhancing performance are SMEs which accept
and adapt to social media policy change quickly)
• The structure of these two sentences is the same: we
state the subset first (Ragin, 2008)
4. Set theory (2)
• The first sentence states the outcome as a
subset of the cause; the second sentence
states the cause as a subset of the outcome
• Two possibilities: necessity (the outcome is a
subset of the cause/combination of causal
conditions) vs. sufficiency (the cause or
combination of causal conditions is a subset of
the outcome)
5. Set theory (3)
• Necessity: the outcome is a subset of the
cause/combination of causal conditions
• Attracting new customer is a necessary pre-condition
for accepting & adapting to social media policy
change quickly
6. Set theory (4)
• Sufficiency: the cause/combination of causal
conditions is a subset of the outcome
B2B SMEs that find social media useful in terms of
attracting new customers AND raising their profile
AND enhancing their performance are SMEs
accepting and adapting to social media policy change
quickly
7. Theoretical background
The post-adoption model of adaptive acceptance of social media policy
changes by B2B SMEs. Adapted from Beaudry and Pinsonneault, (2005),
Burton-Jones and Grange (2013) and Mandal and McQueen (2012)
8. Causal conditions
• Perceived usefulness: Combination of three
survey items (Attracting new customers AND
Raising the company’s profile AND Enhancing
business performance) jointly sufficient for
concept formation
• Perceived ease of use: Combination of three
items (Learning to use social media
effortlessly AND Becoming skilful at using
social media AND Finding social media easy to
interact with)
9. Survey items for causal conditions
Table 1: Survey items used for the determinants of Adaptive Acceptance with sources
We (i.e., the SME) find social media useful in enhancing our business
performance (Adapted from Gefen and Straub, 2000)
Social media attract new customers to the company (Adapted from
Michaelidou et al., 2011)
Social media have helped the company raise its profile (Adapted from
Michaelidou et al., 2011)
Perceived Usefulness
(Post-adoption
perceptions of
usefulness) †
Learning to use social media is easy for us (Adapted from Gefen and
Straub, 2000)
Staff have become skillful at using social media (Adapted from Gefen and
Straub, 2000)
Staff find social media easy to interact with (Adapted from Gefen and
Straub, 2000)
Perceived Ease
of Use
(Post-adoption
perceptions of
effortlessness) †
† List of conditions individually necessary and jointly sufficient for concept formation (Scale from
1= strongly disagree to 5= strongly agree). As well as theoretical sources (e.g., Gefen and Straub,
2000; Michaelidou et al., 2011; etc.), the survey items drew from prior expert interviews held with
Alpha’s Managing Director.
10. Outcome variable
• Adaptive acceptance: “My company accepts
and adapts to social media policy change
quickly”
• Adaptive acceptance as an instance of mindful
use: it is not just about willingly accepting new
policies but also about responding to such
environmental changes quickly
• All items measured on a five-point point scale
(from strongly disagree to strongly agree)
11. Calibration
• We used the fuzzy set Qualitative Comparative
Analysis (fsQCA) 2.5 software for our
calibrations of interval-scale variables
• We set “strongly agree” (5), “neither agree nor
disagree” (3) and “strongly disagree” (1) as the
three “anchor points”
• We also performed robustness tests
12. Key theoretical insights (1)
• On adoption of social media, owner
characteristics, post-adoption perceptions of
ease of use, and usefulness will interact to
play a dominant role in deciding the intensive
use of social media (Mandal and McQueen,
2012)
• We set owner characteristics as boundary
conditions because all microbusinesses were
purposively sampled as being early adopters
13. Key theoretical insights (2)
• Recent studies (e.g., Siamagka et al., 2015) have
shown a discrepancy between hypothesised relations
and findings (e.g., a statistically significant negative
relationship between ease of use and perceived
usefulness; a non-significant relationship between
perceived ease of use and adoption of social media;
etc.)
• This means that perceived ease of use and
usefulness may interact in opposite and, at times,
unexpected directions
14. Key theoretical insights (3)
• Recent findings lend support for complex
causal (or configurational) mechanisms which:
• 1) look at the interaction btw the ingredients
of perceived usefulness and perceived ease of
use in a more granular fashion;
• 2) allow for self-reinforcing or counteracting
effects: the relations between ingredients are
not simply linear and additive (e.g., the
more.., the more..)
16. Results (2): Positive cases
Table 1: Theory Enhanced Standard Analysis (TESA) for positive cases (Black circles indicate
indicate necessary conditions; small ones, contingent conditions. Blank spaces indicate ‘don
conditions may be either present or absent)†
Solutions (S)†† S1 S2 S3 S4
fscustomer_attr
fscompany_profile
fsperformance
fsease_learning
fsskillfulness
fsease_interact
Consistency 0.929 1.000 0.976 0.976
Raw Coverage 0.941 0.952 0.897 0.929
Unique Coverage 0.005 0.009 0.000 0.000
Solution Coverage: 0.957
Solution Consistency: 0.930
†Legend: fscustomer_attr= Fuzzy-Set of B2B SMEs Attracting new Customers; fscompany_profile=
Fuzzy-Set of B2B SMEs raising the Company’s Profile; fsperformance= Fuzzy-Set of B2B SMEs
enhancing Business Performance; fsEase_Learning= Fuzzy-Set of B2B SMEs finding social media
Easy to Learn; fsskillfulness= Fuzzy-Set of B2B SMEs becoming Skillful at using social media;
fsEase_Interact= Fuzzy-Set of B2B SMEs finding social media Easy to Interact with.
††
Solutions are statements about one or multiple combinations of conditions joined by logical AND
(*)
17. Result (3): Positive cases/SA
Standard Analysis for positive cases (Black circles indicate the presence of a condition. Large circles indicate core (parsimonious) conditions; small ones,
peripheral conditions. Blank spaces indicate ‘don’t care’, that is, situations where causal conditions may be either present or absent)†
Solutions (S)††
S1
fscustomer_attr
fscompany_profile
fsperformance
fsease_learning
fsskillfulness
fsease_interact
Consistency 0.93
Raw Coverage 0.94
Unique Coverage 0.94
Solution Coverage: 0.94
Solution Consistency: 0.93
†Legend: fscustomer_attr= Fuzzy-Set of B2B SMEs Attracting new Customers; fscompany_profile= Fuzzy-Set of B2B SMEs raising the Company’s Profile;
fsperformance= Fuzzy-Set of B2B SMEs enhancing Business Performance; fsEase_Learning= Fuzzy-Set of B2B SMEs finding social media Easy to Learn;
fsskillfulness= Fuzzy-Set of B2B SMEs becoming Skillful at using social media; fsEase_Interact= Fuzzy-Set of B2B SMEs finding social media Easy to Interact with.
††
Solutions are statements about one or multiple combinations of conditions joined by logical AND (*)
18. Methodological implications
• Theory-enhanced standard analysis reveals two paths to the
outcome of interest rather than one single path (obtained
with the standard analysis)
• B2B SMEs that perceive learning to use social media as easy
AND that find social media useful to attract new customers
and raise their profile are those SMEs that accept & adapt to
policy changes quickly because ease of learning counteracts
the cognitive effort stemming from attracting new customers
AND raising the company’s profile, thus freeing cognitive
energy for coping with complex policy changes more
adaptively (or mindfully)
19. Methodological implications (2)
Sample quotes:
Finding inexpensive means of attracting new clients and
promoting ourselves in a quick manner is tricky on social media.
Most of it is very time consuming (Managing Director, B2B SME
#7)
It was easy a few years back. The tools (LinkedIn, Twitter and
Facebook) were fairly straightforward and uncomplicated. That
has since changed and unless you are using social media on a
very regular basis then there always seems to be some new
feature/function to come to terms with; it’s understandable, but
time-consuming if you are managing any page or group and it’s
not your full-time or even part-time job (Managing Director, B2B
SME #17)
20. Methodological implications (3)
• Each path to adaptive acceptance as an INUS
configuration
• Ease of learning is the primary engine of
adaptiveness (or mindfulness): the primary
pathway toward reactive and non-automated
decisions
21. Theoretical implications
• Introducing a new concept (adaptive acceptance)
that is more in tune with the dynamic nature of
social media platforms
• Adaptive acceptance vs. enterprise agility (Overby et
al., 2006): both concepts capture reactive change
and apply to “episodic events precipitated by
environmental change” but adaptive acceptance
deals with specific environmental change drivers
(i.e., policy changes) and draws on the “concept PLUS
attribute” approach (Beach and Pedersen, 2016)
22. Theoretical implications (2)
• Sample quote
Facebook has changed privacy policy and Instagram has recently
issued new terms and conditions (e.g., about ownership of
photos). There are risks associated with social media because
they can entail losing control over sensitive information
disclosed in the public domain… Social media are not just
about Marketing and PR [Public Relations]. Legal teams too
have to be involved because of the implications of protecting
the brand. The whole organization must develop governance
principles that set out the rules for the disclosure of sensitive
information, as well as what not to post on social [media]
(Managing Director, Alpha)
23. Practical implications
• Using social media more mindfully means: 1)
being aware that sensitive customer
information may spill over to competitors; 2)
adopting a concerted approach as to who (and
perhaps what) can post information on social
media; 3) and perhaps creating social media
use policies in a collective fashion within the
B2B SMEs to engage all staff (and gain their
consensus)
24. Targeted questions
• Should we distinguish between social media policy
changes and new features/applications?
• Do policy changes hide threats while new features
afford opportunities?
• Does adaptive acceptance add new insights to
IS/social media research?
• Can/Should QCA be used in a comparative fashion (a-
la Yin)? Or should we rather use it by deploying
factor analysis (e.g., Park et al., 2017)? Or both? If so,
what are the differences btw these two QCAs?
25. Selected references
• Beach, D., & Pedersen, R. B. (2016). Causal case study methods: foundations and
guidelines for comparing, matching, and tracing. Ann Arbor: University of Michigan
Press.
• Mandal, D., & McQueen, R. J. (2012). Extending UTAUT to explain social media
adoption by microbusinesses. International Journal of Managing Information
Technology, 4, 1-11.
• Overby, E., Bharadwaj, A., & Sambamurthy, V. (2006). Enterprise agility and the
enabling role of information technology. European Journal of Information Systems,
15, 120-131.
• Ragin, C. C. (2008). Redesigning Social Enquiry. Chicago: The University of Chicago
Press.
• Park, Y., El Sawy, O. A., & Fiss, P. C. (2017). The Role of Business Intelligence and
Communication Technologies in Organizational Agility: A Configurational
Approach. Journal of the Association for Information Systems, 18, 648-686.
• Siamagka, N. T., Christodoulides, G., Michaelidou, N., & Valvi, A. (2015).
Determinants of social media adoption by B2B organizations. Industrial Marketing
Management, 51, 89-99.