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MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
For more classes visit
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MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
MGT 567 Week 4 Team Assignment CSR Model Presentation (2 PPT)
MGT 567 Week 5 Social Initiative Evaluation
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MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
For more course tutorials visit
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MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
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MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
Here are three interdependent activities that are critical for effective leadership:
Visioning - Developing a clear vision and strategic direction for the organization. This provides guidance and inspires others.
Communicating - Clearly communicating the vision and values to others in an engaging manner. Effective communication is key to gaining buy-in and motivating followers.
Coaching - Providing guidance, feedback and development opportunities to help followers grow into their roles and maximize their potential. Coaching builds capability and commitment within the team.
Research Paper- The Effects of Corporate Social Responsibility on EmployeesAnnie-Pierre Fortier
This document summarizes a research report that investigated the relationship between employees' perceptions of their company's corporate social responsibility and their job satisfaction. The study examined this relationship across cultures, analyzing the moderating effects of power distance and individualism-collectivism. Survey data from 79 employees of an oil and gas firm in Australia found a positive relationship between perceived CSR and job satisfaction. Individualistic employees had a stronger relationship between perceived CSR and job satisfaction. The report identifies a gap in the literature around considering cross-cultural dimensions and proposes examining individualism-collectivism and power distance as moderators in future research.
For more classes visit
www.snaptutorial.com
MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
MGT 567 Week 4 Team Assignment CSR Model Presentation (2 PPT)
MGT 567 Week 5 Social Initiative Evaluation
For more course tutorials visit
www.newtonhelp.com
MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
For more course tutorials visit
www.newtonhelp.com
MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
For more course tutorials visit
uophelp.com is now newtonhelp.com
www.newtonhelp.com
Please check the Details Below
MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
Here are three interdependent activities that are critical for effective leadership:
Visioning - Developing a clear vision and strategic direction for the organization. This provides guidance and inspires others.
Communicating - Clearly communicating the vision and values to others in an engaging manner. Effective communication is key to gaining buy-in and motivating followers.
Coaching - Providing guidance, feedback and development opportunities to help followers grow into their roles and maximize their potential. Coaching builds capability and commitment within the team.
Research Paper- The Effects of Corporate Social Responsibility on EmployeesAnnie-Pierre Fortier
This document summarizes a research report that investigated the relationship between employees' perceptions of their company's corporate social responsibility and their job satisfaction. The study examined this relationship across cultures, analyzing the moderating effects of power distance and individualism-collectivism. Survey data from 79 employees of an oil and gas firm in Australia found a positive relationship between perceived CSR and job satisfaction. Individualistic employees had a stronger relationship between perceived CSR and job satisfaction. The report identifies a gap in the literature around considering cross-cultural dimensions and proposes examining individualism-collectivism and power distance as moderators in future research.
Inducements like benefits, pay, and career opportunities are meant to motivate employees and improve productivity. When employees feel trusted and supported by management through fair inducements, sales and customer service increase as employees perform at a higher level. Research has found a correlation between supportive human resources practices that develop feelings of organizational support and greater employee commitment, satisfaction, and performance, which can improve an organization's productivity. Proper inducements may reduce employee turnover as high performers feel sufficiently rewarded to stay.
Employee engagement refers to an employee's level of involvement and enthusiasm for their work. Highly engaged employees feel a strong emotional attachment to their organization and are motivated to help it succeed. Research has found that higher employee engagement leads to improved individual and organizational outcomes such as higher productivity, customer satisfaction, retention rates, and financial performance. Engagement is influenced by factors such as empowerment, meaningful work, good relationships, and rewards for high performance.
1. The document discusses organizational commitment and the importance of building trust between employees to increase motivation, organizational citizenship behavior, organizational commitment, and job satisfaction. It states that strong work relationships built on trust will encourage loyalty to the organization and its goals.
2. It also discusses different dimensions of information systems and supply chain management practices that can impact company performance, and the need to integrate various supply chain practices to improve performance.
3. Additionally, it covers the importance of motivation for employees to willingly perform their tasks and help the organization achieve its objectives. It identifies key regulators and motivators that must be balanced to increase job satisfaction, such as work environment, compensation, personal development, and a sense of belonging.
Organizational Behavior, Attitude and LeadershipVidur Pandit
The document discusses organizational behaviour models and their impact on employee attitudes and job satisfaction. It conducted surveys to identify the preferred behavioural model of organizations and analyzed different job satisfaction parameters like rewards, personal development, job security, and relationships. The analysis found that parameters like rewards and recognition have the strongest impact on employee attitudes. The study aims to determine if the leadership styles of these organizations are effective for change management and which style is most suitable for successful change initiatives.
The document discusses the relationship between employee reward systems and organizational performance. It defines reward systems and divides them into intrinsic and extrinsic rewards. It examines theories like Vroom's expectancy theory and Maslow's hierarchy of needs to explain how reward systems can motivate employees. While motivation is important for performance, accurately evaluating performance is difficult. Statistical evidence suggests many performance appraisal systems decrease rather than increase motivation and productivity. However, when reward systems are properly designed and linked to goals, they have the potential to improve motivation and organizational performance by fulfilling employees' various needs.
Business Ethic Chap 6: Ethical Decision Making - Employer Responsibilities an...Shandy Aditya
This document provides an overview of key concepts related to ethical decision making regarding employer responsibilities and employee rights in the workplace. It discusses two perspectives on workplace ethics, the concept of due process, employment at will, health and safety responsibilities, and approaches to diversity and affirmative action. The chapter objectives are outlined and various workplace scenarios are presented to illustrate ethical issues around downsizing, health and safety standards, and the role of government regulation.
Chapter 5 Social Responsibility And Managerial Ethics Ppt05D
The document outlines key concepts around social responsibility and managerial ethics discussed in a chapter, including contrasting classical and socioeconomic views of social responsibility, the four stages of social responsibility, approaches to evaluating social and environmental impacts from obligation to responsibility, research on the relationship between social involvement and economic performance, and the roles of values, ethics training, and leadership in encouraging ethical behavior in organizations.
Made public from McLean & Company, Dr. Dalton Kehoe contributes to build evidence-based HR practices that work with the brain, not against it, to gain credibility with stakeholders and drive business results.
Mgt 362 t mgt362t mgt 362t education for service uopstudy.comNewUOPCourse
This document provides information and practice questions for an MGT 362T course on change management and implementation. It includes multiple choice questions covering topics like Lewin's change model, types of organizational change, resistance to change, and the organization development approach. The questions are from weekly quizzes and assignments in the course.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Whitepaper - Strong Professional Relationships Drive High PerformanceClara McCormack
Building strong professional relationships with colleagues can create high performing teams and improve productivity. To develop these relationships, employees should spend time understanding different perspectives, encourage open dialogue, and put the team's needs first. Organizations can foster relationship building by creating open workspaces that allow for casual interactions. Regular social activities alone may not strengthen relationships unless there is a clear goal, such as improving team performance, tied to the interactions. Developing a set of shared values and behaviors through a "trademark" can also help build relationships by promoting honest conversations around work. Strong relationships enable employees to challenge each other constructively and drive better performance.
This document provides an overview and comparative study of Corporate Social Responsibility (CSR) initiatives in the power generation and distribution sector of India. It analyzes CSR activities and budgets of five major public sector undertakings in the power sector: National Thermal Power Corporation, National Hydroelectric Power Corporation, Power Grid Corporation of India, Power Finance Corporation, and Rural Electrification Corporation. The study finds that while CSR spending and activities have increased, initiatives lack focus, expertise, coordination, transparency and impact assessment. It recommends extensive documentation, collaboration with experts and stakeholders, use of media, and flagship projects to improve CSR practices in the power sector.
The direct and indirect costs associated with Employee Health & Happiness has shifted Employee Wellness from voluntary benefit to Strategic Imperative. HR is on the front lines of this fight. Are you ready?
Employee Health & Happiness lives at the intersection of employee's personal goals and employer's financial ones. Recruiting, developing, and retaining talent is no longer enough to remain competitive. Companies now have to find a way to keep their employees, healthy, happy, and engaged. This shift means that Employee Wellness is now part of the Talent Management Lifecycle and HR has to shift their role from Human Capital Management to Chief Wellness Officer.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
Companies are under attack! Not from rising energy costs, foreign competition, or regulatory pressure, but from a steady decrease in employee health & happiness. The "weight" of this problem is falling on the bottom lines of companies in the form of rapidly increasing costs and rapidly decreasing employee productivity and engagement. Once thought to be an involuntary benefit, Employee Wellness is now being discussed in corporate board rooms all over the world as a critical element of business strategy. HR is expected to understand and manage the risk associated with this problem and create a sustainability strategy that includes health & happiness. This eBook discussed the economics of this fight and how the war talent is now happening in the gym and cafeteria.
IMPACT OF FAMILY OWNERSHIP ON CAPITAL STRUCTURE DECISIONS – AN INDIAN STUDYAMITENDRA SINGH
This study examines the impact of family ownership characteristics on capital structure decisions of Indian firms. Prior literature provides mixed evidence on whether family firms prefer more debt or equity. Some research suggests family firms use more debt to maintain control by avoiding dilution of voting rights from issuing equity. However, others argue family firms prefer less debt to reduce the high firm-specific risk associated with their undiversified ownership stakes. This study aims to investigate which motivation, control or risk reduction, dominates for Indian family firms by analyzing the relationship between various family ownership characteristics and leverage. The results will provide insights on the capital structure behavior of a key type of firms, family businesses, that dominate the Indian corporate landscape.
Understanding the principles and theories of motivation and emotionSparkles Soft
The purpose of this research assignment is to overview the two phenomena’s “Motivation” and “Emotion” more deeply by understanding the principles and theories of motivation and emotion.
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
This research article examines workforce engagement at the organizational level across 102 publicly traded companies. The researchers define workforce engagement as the aggregate work engagement experiences of individual employees in an organization. They hypothesize and find that workforce engagement significantly predicts organizational financial and customer metrics 1-2 years later, after controlling for industry. Additionally, they find that organizational practices, supervisory support, and work attributes are significant drivers of workforce engagement, and that workforce engagement mediates the relationship between these drivers and organizational performance. The study contributes to research on employee engagement by examining outcomes at the organizational level across diverse industries, using a predictive design, and investigating antecedents of and mediators in the workforce engagement-performance relationship.
For more course tutorials visit
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www.newtonhelp.com
Please check the Details Below
MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
Ms 495 ethics and corporate governance in bankssmumbahelp
Dear students get fully solved SMU MBA assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
A Reinforcement Of Leadership Practices EssayCamella Taylor
- Post-bureaucratic leadership practices have contributed to managing sustainability by moving from a monetary business model to one focused on environmental ideals. However, bureaucratic means remain prevalent.
- Section one assesses the limitations of "groupthink" in post-bureaucracy, using examples from NASA accidents. Groupthink can impede management judgments and ethics.
- Further sections argue that while post-bureaucratic practices have diversified, they remain integrated with traditional bureaucratic styles, and analyze sustainable business models of companies like Bendigo Bank and Interface.
Inducements like benefits, pay, and career opportunities are meant to motivate employees and improve productivity. When employees feel trusted and supported by management through fair inducements, sales and customer service increase as employees perform at a higher level. Research has found a correlation between supportive human resources practices that develop feelings of organizational support and greater employee commitment, satisfaction, and performance, which can improve an organization's productivity. Proper inducements may reduce employee turnover as high performers feel sufficiently rewarded to stay.
Employee engagement refers to an employee's level of involvement and enthusiasm for their work. Highly engaged employees feel a strong emotional attachment to their organization and are motivated to help it succeed. Research has found that higher employee engagement leads to improved individual and organizational outcomes such as higher productivity, customer satisfaction, retention rates, and financial performance. Engagement is influenced by factors such as empowerment, meaningful work, good relationships, and rewards for high performance.
1. The document discusses organizational commitment and the importance of building trust between employees to increase motivation, organizational citizenship behavior, organizational commitment, and job satisfaction. It states that strong work relationships built on trust will encourage loyalty to the organization and its goals.
2. It also discusses different dimensions of information systems and supply chain management practices that can impact company performance, and the need to integrate various supply chain practices to improve performance.
3. Additionally, it covers the importance of motivation for employees to willingly perform their tasks and help the organization achieve its objectives. It identifies key regulators and motivators that must be balanced to increase job satisfaction, such as work environment, compensation, personal development, and a sense of belonging.
Organizational Behavior, Attitude and LeadershipVidur Pandit
The document discusses organizational behaviour models and their impact on employee attitudes and job satisfaction. It conducted surveys to identify the preferred behavioural model of organizations and analyzed different job satisfaction parameters like rewards, personal development, job security, and relationships. The analysis found that parameters like rewards and recognition have the strongest impact on employee attitudes. The study aims to determine if the leadership styles of these organizations are effective for change management and which style is most suitable for successful change initiatives.
The document discusses the relationship between employee reward systems and organizational performance. It defines reward systems and divides them into intrinsic and extrinsic rewards. It examines theories like Vroom's expectancy theory and Maslow's hierarchy of needs to explain how reward systems can motivate employees. While motivation is important for performance, accurately evaluating performance is difficult. Statistical evidence suggests many performance appraisal systems decrease rather than increase motivation and productivity. However, when reward systems are properly designed and linked to goals, they have the potential to improve motivation and organizational performance by fulfilling employees' various needs.
Business Ethic Chap 6: Ethical Decision Making - Employer Responsibilities an...Shandy Aditya
This document provides an overview of key concepts related to ethical decision making regarding employer responsibilities and employee rights in the workplace. It discusses two perspectives on workplace ethics, the concept of due process, employment at will, health and safety responsibilities, and approaches to diversity and affirmative action. The chapter objectives are outlined and various workplace scenarios are presented to illustrate ethical issues around downsizing, health and safety standards, and the role of government regulation.
Chapter 5 Social Responsibility And Managerial Ethics Ppt05D
The document outlines key concepts around social responsibility and managerial ethics discussed in a chapter, including contrasting classical and socioeconomic views of social responsibility, the four stages of social responsibility, approaches to evaluating social and environmental impacts from obligation to responsibility, research on the relationship between social involvement and economic performance, and the roles of values, ethics training, and leadership in encouraging ethical behavior in organizations.
Made public from McLean & Company, Dr. Dalton Kehoe contributes to build evidence-based HR practices that work with the brain, not against it, to gain credibility with stakeholders and drive business results.
Mgt 362 t mgt362t mgt 362t education for service uopstudy.comNewUOPCourse
This document provides information and practice questions for an MGT 362T course on change management and implementation. It includes multiple choice questions covering topics like Lewin's change model, types of organizational change, resistance to change, and the organization development approach. The questions are from weekly quizzes and assignments in the course.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Whitepaper - Strong Professional Relationships Drive High PerformanceClara McCormack
Building strong professional relationships with colleagues can create high performing teams and improve productivity. To develop these relationships, employees should spend time understanding different perspectives, encourage open dialogue, and put the team's needs first. Organizations can foster relationship building by creating open workspaces that allow for casual interactions. Regular social activities alone may not strengthen relationships unless there is a clear goal, such as improving team performance, tied to the interactions. Developing a set of shared values and behaviors through a "trademark" can also help build relationships by promoting honest conversations around work. Strong relationships enable employees to challenge each other constructively and drive better performance.
This document provides an overview and comparative study of Corporate Social Responsibility (CSR) initiatives in the power generation and distribution sector of India. It analyzes CSR activities and budgets of five major public sector undertakings in the power sector: National Thermal Power Corporation, National Hydroelectric Power Corporation, Power Grid Corporation of India, Power Finance Corporation, and Rural Electrification Corporation. The study finds that while CSR spending and activities have increased, initiatives lack focus, expertise, coordination, transparency and impact assessment. It recommends extensive documentation, collaboration with experts and stakeholders, use of media, and flagship projects to improve CSR practices in the power sector.
The direct and indirect costs associated with Employee Health & Happiness has shifted Employee Wellness from voluntary benefit to Strategic Imperative. HR is on the front lines of this fight. Are you ready?
Employee Health & Happiness lives at the intersection of employee's personal goals and employer's financial ones. Recruiting, developing, and retaining talent is no longer enough to remain competitive. Companies now have to find a way to keep their employees, healthy, happy, and engaged. This shift means that Employee Wellness is now part of the Talent Management Lifecycle and HR has to shift their role from Human Capital Management to Chief Wellness Officer.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
Companies are under attack! Not from rising energy costs, foreign competition, or regulatory pressure, but from a steady decrease in employee health & happiness. The "weight" of this problem is falling on the bottom lines of companies in the form of rapidly increasing costs and rapidly decreasing employee productivity and engagement. Once thought to be an involuntary benefit, Employee Wellness is now being discussed in corporate board rooms all over the world as a critical element of business strategy. HR is expected to understand and manage the risk associated with this problem and create a sustainability strategy that includes health & happiness. This eBook discussed the economics of this fight and how the war talent is now happening in the gym and cafeteria.
IMPACT OF FAMILY OWNERSHIP ON CAPITAL STRUCTURE DECISIONS – AN INDIAN STUDYAMITENDRA SINGH
This study examines the impact of family ownership characteristics on capital structure decisions of Indian firms. Prior literature provides mixed evidence on whether family firms prefer more debt or equity. Some research suggests family firms use more debt to maintain control by avoiding dilution of voting rights from issuing equity. However, others argue family firms prefer less debt to reduce the high firm-specific risk associated with their undiversified ownership stakes. This study aims to investigate which motivation, control or risk reduction, dominates for Indian family firms by analyzing the relationship between various family ownership characteristics and leverage. The results will provide insights on the capital structure behavior of a key type of firms, family businesses, that dominate the Indian corporate landscape.
Understanding the principles and theories of motivation and emotionSparkles Soft
The purpose of this research assignment is to overview the two phenomena’s “Motivation” and “Emotion” more deeply by understanding the principles and theories of motivation and emotion.
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
This research article examines workforce engagement at the organizational level across 102 publicly traded companies. The researchers define workforce engagement as the aggregate work engagement experiences of individual employees in an organization. They hypothesize and find that workforce engagement significantly predicts organizational financial and customer metrics 1-2 years later, after controlling for industry. Additionally, they find that organizational practices, supervisory support, and work attributes are significant drivers of workforce engagement, and that workforce engagement mediates the relationship between these drivers and organizational performance. The study contributes to research on employee engagement by examining outcomes at the organizational level across diverse industries, using a predictive design, and investigating antecedents of and mediators in the workforce engagement-performance relationship.
For more course tutorials visit
uophelp.com is now newtonhelp.com
www.newtonhelp.com
Please check the Details Below
MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
Ms 495 ethics and corporate governance in bankssmumbahelp
Dear students get fully solved SMU MBA assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
A Reinforcement Of Leadership Practices EssayCamella Taylor
- Post-bureaucratic leadership practices have contributed to managing sustainability by moving from a monetary business model to one focused on environmental ideals. However, bureaucratic means remain prevalent.
- Section one assesses the limitations of "groupthink" in post-bureaucracy, using examples from NASA accidents. Groupthink can impede management judgments and ethics.
- Further sections argue that while post-bureaucratic practices have diversified, they remain integrated with traditional bureaucratic styles, and analyze sustainable business models of companies like Bendigo Bank and Interface.
Exam 2Summer 2015Please answer the following questions thorou.docxgitagrimston
Exam 2 Summer 2015
Please answer the following questions thoroughly and concisely. All questions should be answerable in no more than four typed, 1.5-spaced pages.
1. (70 points) Medio Nusquam Hospital is a small, 150 bed hospital in rural Oklahoma. Despite being small, they have been able to attract some fairly good physicians and are able to service a wide array of areas including oncology, pediatrics, emergency, limited ICU, OB/GYN, and a small, walk-in clinic. For several specializations, such as neurology, they must send patients to providers in larger cities. Recently, and fortunately for the residents of Medio Nusquam and the surrounding area, the hospital has been purchased by a corporate, for-profit hospital (Magnus Sanitatem, Inc.) that wishes to use it a launching pad for a rural health initiative using healthcare telematics. Use what you know about Enterprise Architecture to develop both an ‘As-is’ and a ‘To-be’ enterprise architecture for this effort. By ‘As-is’ is meant the potential EA that Medio Nusquam Hosptial currently has. By ‘To-be’ is meant the EA that they wish to have as a division of Magnus Sanitatem. Keep in mind that the goal of Magnus Sanitatem is to reach under- and un-served populations in the surrounding areas as well as provide new and expanded services within Medio Nusquam without increasing its number of physicians by any significant amount. Be sure to narratively and diagrammatically describe both architectures. Discuss the gap that exists between the As-is and To-be EAs and what needs to be done to bridge that gap.
2. (30 points) Defend or refute the following statement:
“Healthcare telematics will decrease costs, increase quality, and improve the overall health of the nation.”
Take a stand. Use the context of Public Health and the legal and regulatory environment for your argument.
MBA 6001, Organizational Research and Theory 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
4. Examine the relationship between reward systems and organizational goals
and productivity.
4.1 Identify the constructs of reward systems, organizational goals, and
productivity.
4.2 Identify the relationship among the constructs of reward systems,
organizational goals, and productivity.
4.3 Evaluate the ethical implications of decision making that occur within
the organization.
Unit Lesson
Jones (2013) outlines organizational stakeholders, managers, and ethics as
interconnected constructs that are of critical importance to the organizational
outcomes. Stakeholders provide inducements (or awards) and contributions (skills,
knowledge, and expertise) to organizations that allow them to survive and also dictate
what is required during all task performances. Managers should be aware of
stakeholder interests and concerns in every aspect of the organizational structure.
Without stakeholder buy-in and total support, the organizati ...
Ethical DilemmaAssume you are a manager of a large heavy equipme.docxgitagrimston
Ethical Dilemma
Assume you are a manager of a large heavy equipment manufacturing company. Your company currently outsources the manufacturing of a specialized piece of equipment to a firm in another country. The outsourcing of this piece of equipment has saved your organization a considerable amount of money and has increased profits by 15%. A recent newspaper article has revealed that this firm is paying their employees only a few dollars a day and their employees often work long hours. While you are not the only company that uses this firm your company was specifically named in the newspaper article. You have been asked by your CEO to make a decision on whether or not to continue to do business with this firm.
post your answers to the following questions in paragraph form (minimum of 500-600 words) Be sure to incorporate your weekly readings, citing your sources using proper APA (including in-text citations and references). In making this decision you will need to do the following:
1. Discuss the ethics of continuing to do business with this firm. In this discussion evaluate the economic, legal and ethical issues. Describe how a written code of ethics might impact your decision.
2. Describe any other factors you would consider in making a decision to continue or discontinue doing business with this organization.
3. State the process you would follow to make your decision, provide your decision, and explain the decision making style you have used.
4. Prepare A SWOT analysis of your decision using the following table:
Strengths
Weaknesses
Opportunities
Threats
Notes from class readings
Criteria for Ethical Decision Making
Most ethical dilemmas involve a conflict between the needs of the part and the whole—the individual versus the organization or the organization versus society as a whole. For example, should a company scrutinize job candidates' or employees' social media postings, which might benefit the organization as a whole but reduce the individual freedom of employees? Or should products that fail to meet tough Food and Drug Administration (FDA) standards be exported to other countries where government standards are lower, benefiting the company but potentially harming world citizens? Sometimes ethical decisions entail a conflict between two groups. For example, should the potential for local health problems resulting from a company's effluents take precedence over the jobs it creates as the town's leading employer?
Managers faced with these kinds of tough ethical choices often benefit from a normative strategy—one based on norms and values—to guide their decision making. Normative ethics uses several approaches to describe values for guiding ethical decision making. Five approaches that are relevant to managers are the utilitarian approach, individualism approach, moral-rights approach, justice approach, and practical approach.27
Utilitarian Approach
The utilitarian approach, espoused by the nineteenth-centu ...
The document provides a framework for developing and implementing a corporate sustainability strategy plan. It begins by discussing surveys that found awareness of sustainability's importance is growing among executives, but there is lack of consensus on what matters and how to measure its impact. The plan's goals are to help the company be recognized as accountable, assure capital market access, outperform on sustainability returns, and build reputation. The proposed framework involves 6 phases: 1) creating a sustainability culture, 2) mapping strategy areas, 3) benchmarking governance and finance standards, 4) assessing issues, 5) setting strategies and goals, and 6) an action plan. Benchmarking to standards like the Equator Principles and Dow Jones Sustainability Index can help lower costs
Foundation of Organization Design (MGMT673)Reading Materia.docxericbrooks84875
Foundation of Organization Design
(MGMT673)
Reading Material
Professional Ethics
Humanistic Values
Organizational development (OD) practitioners traditionally encouraged having valued human beings, open communications, employment involvement, and personal growth. These values emerged at the end of World War II on both sides of the Atlantic. They were strengthened by early experiments in British coal mines and studies carried out in a plant in Illinois. These studies demonstrated that paying attention to workers improved productivity. Numerous studies that followed have demonstrated again and again that people do matter and are quite capable. When redesigning organizations, it is wise to use these early lessons as well as research performed by behavioral economists.
Helping Relationships
Helping can take on numerous forms and carries personal responsibility. The responsibilities for an OD consultant working on team building may be different from those of one working on organizational redesign, but they have many of the same issues with which to contend. Both can have a major impact not only on productivity and efficiency but on people’s lives as well.
As previously mentioned, organizational development practitioners are members of the helping profession and like the other helping professions, they have a professional code of ethics because their work has direct ethical implications on individuals, organizations, and society.
Ethical Dilemmas
Though having and following an ethical code can prevent problems, OD practitioners do encounter ethical dilemmas in their work. As with most ethical problems that emerge, individuals and organizations do not start out wanting to be unethical; they generally just slide into unethical behavior because they do not stop and reflect, or are in a big hurry to accomplish something or get specific results.
Value Conflict and Misplaced Interest
Not taking the time to adequately address value differences, taking shortcuts, misusing data, using coercion to save time or money, and misrepresenting skills or knowledge are major causes of ethical misdeeds and corporate failures. Taking the time to be ethical is good business not only for the OD practitioner but for the entire organization
Organizational Diagnosis
Before taking action, it is necessary to understand the situation. Organizational diagnosis is the process the consultant goes through to understand the current situation and includes the following:
· Determining an appropriate diagnostic strategy
· Gathering data through review of important organizational documents
· Developing an interview and research protocol
· Data gathering including conducting interviews
· Analysis of qualitative and quantitative data
· Assessment of information
· Discussing potential options with key organizational leaders and stakeholders to determine what is to be done and how to implement an intervention
An organizational diagnosis needs to be done before beginning.
1) The document discusses ethics in business decision-making and defines ethics as "the rules and standards applied by individuals when making decisions in their business environment." It argues that conducting business ethically is critical for long-term organizational sustainability.
2) It notes that while regulation is important, it is not sufficient on its own to ensure ethical behavior as businesses can find ways around it. Fostering an ethical culture and providing a decision-making process that considers stakeholders is important.
3) The document identifies three key performance indicators of sustainable and ethical businesses: return on capital employed, leadership trust, and corporate reputation. It argues that performing well on all three will lead to long-term success.
The document discusses corporate social responsibility (CSR) practices of multinational corporations (MNCs). It notes that MNCs face tensions between universal CSR standards versus adapting to local norms. While MNCs aim to promote their values, emerging markets may not engage fully in CSR due to sovereignty and development factors. The document also analyzes a study finding that most MNC codes of conduct on child labor follow country-specific rather than universal minimum age policies. Finally, it discusses challenges telecom giants Ericsson and NorComm face operating in Bangladesh, such as blurred boundaries through outsourcing and balancing costs with CSR standards in supplier relationships.
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docxalanfhall8953
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
Module 2 Methods of Ethical AnalysisApplication of Ethical Theo.docxraju957290
Module 2: Methods of Ethical Analysis
Application of Ethical Theories
In module 1, we acquired a foundation in classical ethical theories. In this module, we will learn how to apply this knowledge to ethical challenges in today's business world and, more specifically, to the area of information technology.
As we learned in module 1, the main traditional ethical theories tend to be either rule-based (deontological) or consequentialist (teleological). Both types of theories provide a framework for deciding whether actions are right, depending upon the consequences that result from the action (consequentialist) or whether the action follows the relevant rules for ethical behavior (deontological). Traditional ethical theories were intended to apply universally to ethical dilemmas and obviously didn't factor in issues such as marketplace competition, stockholders, and today's ever-changing world of information technology. Today's IT manager needs to be able to address ethical issues and to find resolutions in concrete business terms rather than engage in a philosophical ethical debate. However, we can use those theories to guide our ethical decision-making process.
In addition to the ethical theories already presented, business ethics attempts to take traditional ethics and apply them practically to a business context. The normative theories of business ethics (NTBE), introduced to the information systems community in large part by Smith and Hasnas, provide three basic approaches to ethical problems: stockholder, stakeholder, and social contract theories (Smith, 2002). In this section, we will introduce those theories as well as make connections to classical theory.
Normative Theories of Business Ethics
As its name indicates, the stockholder theory of NTBE focuses on making ethical decisions that benefit stockholders. According to this theory, because stockholders have invested in the company for their own profit, actions taken by the company should be focused on benefiting the bottom line. A manager or employee has a responsibility to use corporate resources in ways that do not take away from the stockholders' benefits. Stockholder theory instructs managers to act within legal constraints. It does not instruct or encourage managers to ignore ethical constraints.
Stakeholder theory expands a manager's responsibility beyond the stockholders to include anyone with an interest in the firm. This could include employees, customers, stockholders, and potentially even competitors. Given that there is a potential conflict among the interests of the various stakeholders, the manager's challenge is to balance those interests and to provide the best possible solution that does not substantially infringe on any individual stakeholder group.
According to social contract theory, businesses have ethical obligations to benefit society by fulfilling customer and employee interests within the generally accepted rules or codes. If there were a hypothetical contract ...
This document presents a framework for distinguishing between "low-hanging fruit" and "high-hanging fruit" types of corporate social responsibility (CSR) issues. It argues that companies are more incentivized to engage in CSR activities that are easy and provide benefits, while ignoring more difficult issues. The framework incorporates theories of stakeholders and institutions to analyze how profit potential, powerful stakeholders, and institutional pressures influence a company's approach to different CSR issues. By considering these additional factors beyond just profitability, the model aims to provide a better understanding of a company's true level of social responsibility.
Research your chosen company, which is Kaiser Permanente. F.docxdebishakespeare
Research your chosen company, which is Kaiser Permanente. Find a minimum of one library source, which will support your thesis in this assignment. Review your assigned weekly lecture and text reading. Select from this reading 3-5 key concepts, which will also support your thesis. In a two to three page paper, address the questions below. Your paper should follow APA format including a title and reference page. The two to three page paper length requirement does NOT include the title page and reference page. Use APA Standards in Your Coursework to ensure you are following the correct format.
Describe some of the key decisions its management has faced within the past year or two. Identify an ethical issue the organization either faces or has faced in the past. If it has not been resolved, provide an analysis of how the issue should be addressed. If it has been resolved, critique how the organization resolved this issue based on the materials you have reviewed on ethical decision-making.
Notes/concepts from readings
Criteria for Ethical Decision Making
Most ethical dilemmas involve a conflict between the needs of the part and the whole—the individual versus the organization or the organization versus society as a whole. For example, should a company scrutinize job candidates' or employees' social media postings, which might benefit the organization as a whole but reduce the individual freedom of employees? Or should products that fail to meet tough Food and Drug Administration (FDA) standards be exported to other countries where government standards are lower, benefiting the company but potentially harming world citizens? Sometimes ethical decisions entail a conflict between two groups. For example, should the potential for local health problems resulting from a company's effluents take precedence over the jobs it creates as the town's leading employer?
Managers faced with these kinds of tough ethical choices often benefit from a normative strategy—one based on norms and values—to guide their decision making. Normative ethics uses several approaches to describe values for guiding ethical decision making. Five approaches that are relevant to managers are the utilitarian approach, individualism approach, moral-rights approach, justice approach, and practical approach.27
Utilitarian Approach
The utilitarian approach, espoused by the nineteenth-century philosophers Jeremy Bentham and John Stuart Mill, holds that moral behavior produces the greatest good for the greatest number. Under this approach, a decision maker is expected to consider the effect of each decision alternative on all parties and select the one that optimizes the benefits for the greatest number of people. In the trolley dilemma earlier in this chapter, for instance, the utilitarian approach would hold that it would be moral to push one person to his death in order to save five. The utilitarian ethic is cited as the basis for the recent trend among companies to mon ...
Distance Learning, Online Teaching [19+ Years]
• Possess substantial strengths in distance learning, adult education, teaching with technology, student and faculty relations, higher education, and curriculum development.
• Significant experience as an adjunct online faculty member, Core Faculty, Dissertation Chair, Committee Member, Curriculum Developer/Author, and Faculty Development Manager.
• Create a safe, respectful, and welcoming learning environment.
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Curriculum Development [Remote, 12+ years]
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Background Includes: Various Online Schools (08/05 – Present)
Online Instructor, Doctoral Committee Member, Dissertation Chair, Faculty Development, Curriculum Development.
MGT 660 Strategic Management New
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MGT 660 Strategic Management New
MGT 660 Full Course Discussions
MGT 660 Topic 1 DQ 1
Discuss how doing case analysis will help you develop skills needed to prepare recommendations for consideration in a Strategic Plan. What is a business model and how can it disrupt a company, industry and or both? Provide at least two examples.
MGT 660 Topic 1 DQ 2
The document discusses corporate social responsibility (CSR) and debates around its implementation. It notes that while CSR programs aim to set examples for other businesses, some argue that companies have no moral obligation to engage in such activities. Additionally, CSR activities often involve costs that some believe could negatively impact profits. However, others counter that CSR can increase long-term profits and that stakeholders now prefer to invest in socially responsible companies. The document also examines arguments for and against CSR from different perspectives.
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MGT 567 Effective Communication - snaptutorial.com
1. MGT 567 Entire Course+Final Guide
For more classes visit
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MGT 567 Week 1 Ethical Dilemma Analysis
MGT 567 Week 2 Team Assignment Introduction to Company
Culture Guide (Score 8/10)
MGT 567 Week 3 Privacy and Security in the workplace (2 Papers)
MGT 567 Week 4 Team Assignment CSR Model Presentation (2
PPT)
MGT 567 Week 5 Social Initiative Evaluation
MGT 567 Week 6 Team Assignment CSR Implementation Plan (2
Set)
MGT 567 Final Exam Guide
MGT 567 Week 1 DQ 1
MGT 567 Week 1 DQ 2
MGT 567 Week 1 Individual Assignment Legal and Ethical
Responsibilities Paper
MGT 567 Week 2 DQ 1
MGT 567 Week 2 DQ 2
MGT 567 Week 3 DQ 1
MGT 567 Week 3 DQ 2
MGT 567 Week 4 DQ 1
MGT 567 Week 4 DQ 2
MGT 567 Week 5 DQ 1
MGT 567 Week 5 DQ 2
MGT 567 Week 4 Learning Team Assignment Corporate Social
Responsibility Presentation
MGT 567 Week 6 Individual Assignment Planning and Evaluating
Social Initiatives Paper
2. MGT 567 Final Exam Guide
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Which of following observations is true of ethics ?
Identify the statement that best describes the philanthropic model of
corporate social responsibility.
When you not get to know someone because you do not have to see
that person to do business, you often do not take into account the
impact of your decisions on him or her. This is the challenge posed by
Which of the following statements is true about ethical corporate
cultures?
Assume that you are a strong supporter of the deontological ethical
tradition Identify the statement about manipulation that you would
completely agree with
Discussions in ethics about employee health and safety tend to focus
on the relative risks workers face and the level of acceptable
workplace risk because
According to the article “corporate Citizenship Performance:
Measuring(and Reporting) Success,” best practices in reporting the
success in reaching CSR goals include which of the following?
Some employers might decide to treat employees well as a means to
produce greater workplace harmony and productivity. This approach
is reminiscent of __ ethics.
Defenders of the market approach contend that environmental
problems are economic problems that deserve economic solutions.
Fundamentally, environmental problems involve the
Critical Systems Heuristics (CSH), which was developed by Ulrich
and discussed by cordoba and Campbell in their article Implementing
CSR Initiatives the contribution of systemic thinking, facilitates
3. reflection on system boundaries and consists of twelve questions
about a plan as a system . According to Ulrich, CSH does which of
the following?
According to the Economic Model of CSR , the responsibility of
business manages is to
When would a values-based organization rely on the personal
integrity of its workforce when decisions need to made ?
When of the following statement is true about ethical decision
making in business ?
According to Bhattacharya et al.., in the article ‘’Strengthening
Stakeholder- Company Relationships Through Mutually Beneficial
Corporate social Responsibility Initiative ‘’values are driven by both
psychosocial benefits and stakeholder perceptions of and involvement
in CSR initiatives . When stakeholders achieve desirable values
though CSR initiatives, they are likely to
Sustainable business and sustainable economic, ethical and
environment sustainability. This is often called the --------------
General vulnerability occurs when
Identify the challenge faced by the acceptable-risk approach to
health and safety.
The distinction between compliance-based and integrity –based
cultures is most evident in
When professionals have a professional and ethical obligation to
clients, duties that override their own personal interests, they are said
to have
The duty of care involves the exercise of reasonable care by a
member to ensure that
21. The model advanced by bhattacharya et al ,, in the article
Strengthening stakeholder –company relationships through mutually
beneficial corporate social responsibility Initiatives, Proposes that
CSR leads to behaviors directed not only toward the company and the
cause but also toward other stakeholders. The authors suggest that
future research on social initiatives should include which of the
following?
22. From a utilitarian perspective, individual rights to privacy or the
right to control information about oneself may be outweighed in cases
where
4. 23. According to porter and Kramer, in “the Link between
compertitive advantage and corporate social responsibility,” each
company must select issues that intersect with its particular business.
They suggest three categories into which social initiatives be placed
and then ranked based on their potential impact. These categories are
24. Which of the following statements reflects the deontological
ethical tradition?
25. From the perspective of the narrow view of CSR, only
philanthropy done for reputational and financial ends is ethically
responsible. Identify the correct justification for this persopective.
26.In his article “ Getting sound advice on social initiatives,”Grover
contends that companies today face a common challenge __ how to
develop workable programs that will help them move forward
strategically on corporate social responsibility initiatives that matter
to customers and employees. An approach that worked well for his
organization was to
27. The Triple bottom line approach measures the business success of
sustainable businesses and sustainable economic development in
terms of which three factors?
28. Kathy, you best friend and classmate, asks you to help her with a
challenging ethical predicament. Which of the following would be
your first step in the decision –making process?
29. CSR literature assumes a tension between the pursuit of profit and
social responsibility. How can organizations overcome this tension?
30. Which of the following explains the term Satisficing ?
*******************************************************
MGT 567 Week 1 DQ 1
For more classes visit
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5. What might be some benefits and costs of acting unethically in
business? Distinguish between benefits and harms to the individual
and benefits and harms to the firm.Describe an event or decision that
you would judge to be clearly unethical. What circumstances, if any,
might exist in which this situation would be ethical?
*******************************************************
MGT 567 Week 1 DQ 2
For more classes visit
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What might be some benefits and costs of acting unethically in
business? Distinguish between benefits and harms to the individual
and benefits and harms to the firm.
*******************************************************
MGT 567 Week 1 Ethical Dilemma Analysis
For more classes visit
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6. You are the VP of Human Resources for the company where you
currently work or a medium-sized company with which you are
familiar. Sales and profits have dropped sharply because of a
downturn in the economy. The company owner wants you to take
immediate action to reduce incentive payments for salespeople and
implement a month-long layoff for all production workers. He does
not want to affect management employees in any way. Although his
requests are within the letter of the law, you try to determine if they
are also ethical.
Select a pro or con position for the situation. Pro would support the
owner's position as ethical, while con would be against it as unethical.
Compose a 1,100-1,400 word situation analysis to be directed to the
owner outlining your concerns. In your analysis, be sure to include the
following:
Differentiate between the company’s legal and ethical responsibilities.
PRO: Analyze the ethical reasons for the owner’s decision.
CON: Develop an alternate approach for the owner’s consideration
that might be more appropriate from both a legal and ethical
standpoint.
Examine the ethical decision-making process used to arrive at either
the owner’s approach or the alternate approach and discuss this as
evidence for the owner.
Use appropriate examples to illustrate your points.
Format assignment consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
*******************************************************
MGT 567 Week 1 Individual Assignment Legal
and Ethical Responsibilities Paper
7. For more classes visit
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Imagine you are the VP of Human Resources of a medium-sized,
privately held manufacturing company. Sales and profits have
dropped sharply because of a downturn in the economy. The company
owner wants you to take immediate action to reduce incentive
payments for salespeople and implement a month-long layoff for all
production workers. He does not want to affect management
employees in any way. Although his requests are within the letter of
the law, they do not seem to be ethical in your opinion.Compose a
memo of no more than 900 words to the owner outlining your
concerns and emphasizing the difference between legal and ethical
responsibilities.Use appropriate examples to illustrate your
points.Include an alternate approach for the owner’s consideration
that would be more appropriate from both a legal and ethical
standpoint.
*******************************************************
MGT 567 Week 2 DQ 1
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8. Organizational cultures are typically identified as compliance-based
or values-based. Describe the type of tradition at your organization.
Which type of tradition would you prefer to work in and why?The
statement has been made that employers cannot be responsible for
providing an ideally safe and healthy workplace. Instead, discussions
in ethics about employee health and safety tend to focus on the
relative risks workers face and the level of acceptable workplace risk.
Do you agree with this statement? Why or why not?
*******************************************************
MGT 567 Week 2 DQ 2
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One element that affects a firm's culture is its employee population.
While a corporate culture can shape an employee's attitudes, it will do
so more easily if people with those attitudes are hired in the first
place. How would you develop a recruitment and selection process
that would most successfully allow you to hire the best workers for
your particular culture?
*******************************************************
MGT 567 Week 2 Team Assignment Introduction
to Company Culture Guide (Score 8/10)
For more classes visit
9. www.snaptutorial.com
Select a place of employment of one of the team members or an
organization in an industry the team members are interested in. The
team is tasked with doing an evaluation of the organization in order to
create a new “Introduction to Our Company Culture” guide for
employees.
Prepare a 1,050-word evaluation for the selected organization. Include
the company’s mission statement, vision statement, and any
applicable code of ethics.
Evaluate the cultural values of the organization.
Discuss whether this is a value-based or compliance-based culture and
support this with examples.
Examine the employee relationship values of the organization.
Discuss whether the culture is team-based or individual based.
Discuss whether or not the values are articulated in the company’s
mission and vision statements.
Analyze the importance of the code of ethics.
Discuss how the code of ethics relates to the cultural values of the
organization.
Format consistent with APA guidelines.
Create an “Introduction to Our Company Culture” guide in an
appropriate format for the organization based on the evaluation
performed by the team. This can be done as a presentation with
speaker notes using Microsoft® PowerPoint®, Publisher®, Word, or
sites such as Glogster® and PiktoChart®. The guide should convey
the company culture and values in a visual and interesting way.
Click the Assignment Files tab to submit your assignment.
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MGT 567 Week 3 DQ 1
10. For more classes visit
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Organizations are increasingly monitoring employees' work using
various types of technology. What types of monitoring does your
organization use? What, if any, issues have arisen from these
practices? How were they (or should they have been) resolved?
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MGT 567 Week 3 DQ 2
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Drug testing in the workplace is a somewhat controversial issue in
terms of employer responsibilities and employee rights. What are
some of the elements of controversy regarding this issue? What is
your opinion regarding those elements?
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MGT 567 Week 3 Privacy and Security in the
workplace (2 Papers)
11. For more classes visit
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You are working as a human resource consultant at your current place
of employment or one in an industry in which you are familiar. The
organization is facing privacy and security issues. While there, an
employee of the company was fired after sharing a photo of himself
engaged the use of illegal drugs while wearing a shirt with the
company logo on it. This photo was shared over social media and
viewed by clients of the company as well as other employees.
Prepare a 1,100-1,400 word analysis of the situation on the potential
legal and ethical implications. Include the following:
Examine the ways in which the company differentiates between the
employer’s right to protect its interests and the employees’ rights to
be free from wrongful intrusions into their personal affairs.
Discuss the effects of social media on the ability of organizations to
differentiate between employee privacy and company interests.
Recommend an approach to take if the organization does not currently
have a differentiation in place.
Evaluate the uses of technology that affect employee privacy.
Examine ways in which the organization monitors employees. If the
company does not have a specific policy in place, what are possible
processes that might be implemented?
Analyze the methods the organization uses to protect employees’
personal information. If the company does not have a policy in place,
how might they do this?
Analyze the manner in which the company’s policies regarding
privacy and technology are reflected in their company values. If the
policies are not aligned with the company values, what are some ways
they might change this?
12. Recommend changes the company can make to align these policies
with the organizational values and goals. Include a rationale for these
recommendations.
Cite a minimum of three scholarly sources.
Format consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
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MGT 567 Week 4 DQ 1
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Many people contend that the primary question of corporate social
responsibility (CSR) is the extent to which a business has social
responsibilities that go beyond producing needed goods and services
within the law. How then, should an organization go about identifying
its social responsibility values?
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MGT 567 Week 4 DQ 2
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13. The Federal Trade Commission regulates advertising on the basis of
two criteria: deception and unfairness. How can an ad be unfair? Who
gets hurt by deceptive advertising?
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MGT 567 Week 4 Learning Team Assignment
Corporate Social Responsibility Presentation
For more classes visit
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Imagine that ABC Company, a medium-sized business-to-business
manufacturing company in the United States, has hired your team as
consultants to help the company develop and implement social
initiatives.
Select a company in the manufacturing industry. This can be a
company a team member works for or one with which the team
members are familiar. The organization should be medium sized and
has hired the team as consultants to help the company develop and
implement social initiatives.
The team has decided that the best starting point will be to benchmark
practices employed by local organizations in the team's selected
location and use that information to help the company articulate its
14. position regarding corporate social responsibility (CSR) and ensure its
marketing and environmental approaches are consistent with that
position.
Research a local manufacturing organization and locate the following:
The corporate social responsibility (CSR) values
The CSR model (economic, philanthropic, social web, integrative)
most closely associated with the values
The benefits and drawbacks of the organization's CSR initiatives
Marketing values and examples of ethical and unethical means the
company could use to influence people through advertising--including
ethical and unethical target markets
Product safety guidelines employed by the company
Marketing methods that promote sustainability
Accounting/Financial compliance measures
Environmental values and whether they are in the market, regulatory,
or sustainability category
Methods used by the company to protect the environment--including
green initiatives, guidelines for green products, and animal treatment
guidelines
Develop a 16- to 20-slide presentation including detailed speaker
notes or voiceover in which you include the following:
Determine which of the 4 primary models of corporate social
responsibility (CSR) would be most applicable and beneficial to the
team's selected company.
Develop a corporate social responsibility statement for the selected
company based on the model selected. Provide examples from the
team's research to support the approach for the statement.
Recommend marketing and environmental sustainability values the
selected company should adopt that align with its CSR policy.
Provide examples from the team's research to support the approach.
Examine the accounting and financial compliance values the company
engages in and relate this to the CSR policy. Provide examples from
the team's research.
Justify all recommendations using research and examples.
Cite a minimum of 3 scholarly sources.
Format the assignment consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
15. *******************************************************
MGT 567 Week 4 Team Assignment CSR Model
Presentation (2 PPT)
For more classes visit
www.snaptutorial.com
Select a company in the manufacturing industry. This can be a
company a team member works for or one with which the team
members are familiar. The organization should be medium sized and
has hired the team as consultants to help the company develop and
implement social initiatives.
The team has decided that the best starting point will be to benchmark
practices employed by local organizations in the team's selected
location and use that information to help the company articulate its
position regarding corporate social responsibility (CSR) and ensure its
marketing and environmental approaches are consistent with that
position.
Research a local manufacturing organization and locate the following:
The corporate social responsibility (CSR) values
The CSR model (economic, philanthropic, social web, integrative)
most closely associated with the values
The benefits and drawbacks of the organization's CSR initiatives
Marketing values and examples of ethical and unethical means the
company could use to influence people through advertising--including
ethical and unethical target markets
Product safety guidelines employed by the company
16. Marketing methods that promote sustainability
Accounting/Financial compliance measures
Environmental values and whether they are in the market, regulatory,
or sustainability category
Methods used by the company to protect the environment--including
green initiatives, guidelines for green products, and animal treatment
guidelines
Develop a 16- to 20-slide presentation including detailed speaker
notes or voiceover in which you include the following:
Determine which of the 4 primary models of corporate social
responsibility (CSR) would be most applicable and beneficial to the
team's selected company.
Develop a corporate social responsibility statement for the selected
company based on the model selected. Provide examples from the
team's research to support the approach for the statement.
Recommend marketing and environmental sustainability values the
selected company should adopt that align with its CSR policy.
Provide examples from the team's research to support the approach.
Examine the accounting and financial compliance values the company
engages in and relate this to the CSR policy. Provide examples from
the team's research.
Justify all recommendations using research and examples.
Cite a minimum of 3 scholarly sources.
Format the assignment consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
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MGT 567 Week 5 DQ 1
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17. Kenneth Dayton, former Chairman of the Dayton-Hudson
Corporation, as said that "if business does not serve society, society
will not long tolerate our profits or even our existence." This logic
suggests that CSR benefits not only society but the business as well
by securing its place within a society. What other reasons are there for
a business to engage in social responsibility activities?
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MGT 567 Week 5 DQ 2
For more classes visit
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Pick a company with which you have done a substantial amount of
business over the past year (personally or professionally). Find a CSR
or CSR statement for the company. To what extent are the company's
social initiatives described? Are meaningful elements of these
initiatives provided? If not, what elements would you want to see to
evaluate the effectiveness of the initiatives?
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MGT 567 Week 5 Learning Team Assignment
Corporate Social Responsibility Presentation
For more classes visit
18. www.snaptutorial.com
Imagine that ABC Company, a medium-sized business-to-business
manufacturing company in the United States, has hired your team as
consultants to help the company develop and implement social
initiatives.Your team has decided that the best starting point will be to
benchmark practices employed by well-known publicly held
organizations and use that information to help ABC company
articulate its position regarding corporate social responsibility and
ensure its marketing and environmental approaches are consistent
with that position.Select and research a well-known publicly held
manufacturing organization. Some examples include the
following:Procter and GambleJohnson and JohnsonColgate-
PalmolivePepsiCoCoca-ColaIdentify the following for the selected
organization:The corporate social responsibility (CSR) valuesThe
CSR model (economic, philanthropic, social web, integrative) most
closely associated with the values The benefits and drawbacks of the
organization’s CSR initiativesMarketing values and examples of
ethical and unethical means the company could use to influence
people through advertising—including ethical and unethical target
marketsProduct safety guidelines employed by the
companyMarketing methods that promote
sustainabilityEnvironmental values and whether they are in the
market, regulatory, or sustainability categoryMethods used by the
company to protect the environment—including green initiatives,
guidelines for green products, and animal treatment
guidelinesDetermine which of the four primary models of CSR would
be most applicable and beneficial to ABC Company and explain the
reasons behind the selection.Write a CSR statement for ABC
Company based on the model selected. Provide examples from the
team’s research to support your approach.Recommend marketing and
environmental sustainability values ABC Company should adopt that
will align with its CSR policy. Provide examples from the team’s
research to support your approach.Compile the information and your
19. team’s recommendations into a Microsoft® PowerPoint®
presentation to be delivered to ABC Company’s leadership team.
Justify your recommendations with examples from the team’s
research.Include the following in your presentation:15 to 20
slidesDetailed speaker notes with supporting informationAt least four
reference citationsFormat your presentation consistent with APA
guidelines.
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MGT 567 Week 5 Social Initiative Evaluation
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The company you work for is interested in expanding their
involvement in social initiatives, but they are looking for direction on
how to do this and what initiatives might be best for the organization
and reflect their values.
Research your company's mission, vision, values statements, Code of
Ethics, and current CSR statement.
Complete the Social Initiatives Evaluation Worksheet.
Prepare a 550-700 word statement for your organization's values. The
statement includes:
Discuss how your identified initiatives relate to the company's values.
Determine ways the initiatives might benefit the organization in
nontangible ways such as image.
Format consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
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20. MGT 567 Week 6 Individual Assignment
Planning and Evaluating Social Initiatives
Paper
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Implementation Plan Template; University of Phoenix Material:Social
Initiatives Worksheet
Use the information developed by the team in Week Five regarding
the recommended approach to corporate social responsibility (CSR)
for ABC Company.
Develop an implementation plan of no more than 1,050 words
including actions, persons responsible, and timelines for the selected
initiatives. Use the Social Initiatives Worksheet to identify one to
three social initiatives and outline key points and action steps.
Complete the Social Initiatives Implementation Plan using the
template provided. Required elements of the project are included in
the template in red. Insert your information in the appropriate places,
deleting the red instructions prior to submitting the final
Implementation Plan. Be sure to include the following as noted on the
template:
What social initiative(s) should ABC Company embark on to support
its organizational values and model of CSR?
Of the initiative(s) selected, what aspect(s) would be most appropriate
to evaluate and why? What are the goals for those initiatives?
21. What actions need to be taken to implement the initiatives? Who is
responsible? What is the timing?
Who are the internal and external stakeholders and what effect does
the specific initiative have on them?
How will the initiatives’ success be measured? By what methods?
What resources will be necessary?
Create tools to evaluate the results of the social initiatives. Consider
surveys, interviews, focus groups, and so forth.
Provide a sample in the appendix section of your paper of at least one
tool you will use to measure the success of an initiative.
Describe how that tool will be used and the resources that will be
necessary to use the tool.
Discuss how results will be evaluated and recommendations made
based on those results.
Cite at least five references in your paper.
Format your paper consistent with APA guidelines
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MGT 567 Week 6 Team Assignment CSR
Implementation Plan (2 Set)
For more classes visit
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Use the information developed by the team in Week 4 regarding the
recommended approach to corporate social responsibility (CSR) for
the team's selected company.
Prepare an Implementation Plan, either as a 1,100-1400 word plan or
a 20- to 24-slide presentation including detailed speaker notes or
voiceover which will include actions, persons responsible, and
22. timelines of the initiatives. The Implementation Plan should include
all elements shown in the Social Initiatives Implementation Plan
Outline.
Identify 2-3 social initiatives.
Outline key points and actions steps.
Analyze social initiatives that the company should embark on to
support its organizational values and model of corporate social
responsibility (CSR).
Discuss those aspects that would be most appropriate to evaluate and
include a rationale as to why this is.
Identify the goals for the identified initiatives.
Recommend actions to be taken to implement the initiatives.
Determine who is responsible and the timing.
Identify the internal and external stakeholders.
Discuss the effect the initiatives might have on the stakeholders.
Determine how the success of the initiatives will be measured and
what tools and resources will be necessary.
Create tools to evaluate the results of the social initiatives. Consider
surveys, focus groups, and so forth.
Provide a sample of the tools in the appendix section of the
Implementation Plan.
Describe how the tool will be used and the resources necessary to use
the tool.
Discuss how results will be evaluated and recommendations made
based on those results.
Cite a minimum of five scholarly references.
Format the assignment consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
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