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Must use the websites provided below for in text citations and references. Homework assignment. Respond to two discussion post by fellow classmate. Use only class materials in your responses . All responses to your classmates must have support from the class material, PROVIDED BELOW . This means any and all opinions, facts or conclusions must show support from the weekly class materials and/or case study facts, PROVIDED BELOW . APA in text citations, reference list and sound writing mechanics are required. Question #1 Using the side bars found in this week's content tab, along with our reading material, explain how the trends are altering or making job performance harder to manage. · Be sure to identify in the answer what is meant by job performance . · Explain how the trend affects performance behavior. · Identify the challenge the trend has for the manager. ******My homework is to provide a response to this student answer to this question, Response must have in text citations AND references from the course material below****** Student Answer/Post: Trends are altering or making job performance harder to manage because things have changed from what they use to be. There are 10 trends that have been identified that need to be addressed in order to improve job performance. One of the trends that affect performance behavior is that "Organizations are clamoring for more agile, diverse, and younger leaders, as well as new leadership models that capture the “digital way” to run businesses." (Bersin, J. ,Pelster, B., Schwartz, J., & van der Vyver, B. , 2017) Older, more experienced workers are quickly being replaced by millennial as digital programs are being integrated into the workplace. They find it difficult to perform at the pace as their younger counterparts. Not being able to be as productive as they once did is difficult. Millennial perform differently than Baby Boomers and Managers are finding it harder to track individual performances as teams are now being used more and more to complete projects. Within those teams, there is generally a great diversity and different levels of experience therefore it is easier to track the groups progress as opposed to the individual. Job Performance is formally defined as the value of the set of employee behaviors that contribute either positively or negatively to organizational goal accomplishment. (Coquitt,J., Lepine, J., & Wesson, M., 2013) Job performance behavior can be affect if you are struggling to perform at a level in which you are not accustomed to. Some older employees find it harder to keep when the pace has picked up due to the integration of new computer programs, faster working millennial, and even the demand in which the deadlines have been set. The working world is fast moving in the direction of computers. These programs are becoming so advanced, Managers are struggling to stay one step ahead. The future of technology is here and whether we are ready for it or not and ...
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Learning Activity #1Using the side bars found in this weeks con.docx
Learning Activity #1
Using the side bars found in this week's content tab, along with our reading material, explain how the trends are altering or making job performance harder to manage.
Be sure to identify in the answer what is meant by job performance.
Explain how the trend affects performance behavior.
Identify the challenge the trend has for the manager.
Learning Activity #2
Using the side bars found in this week's content tab, along with our reading material, explain how the trends are altering or making job commitment harder to manage.
Be sure to identify in the answer what is meant by job commitment.
Explain how the trend affects job commitment.
Identify the challenge the trend has for the manager.
Reading material:
By now, you might be asking yourself: Who is responsible for Organizational Behavior in an organization? In a sense, the answer is everyone! Although Organizational Behavior is an area of study, it cuts across all areas of organizational functioning.
Managers in all departments must know how to motivate their employees, how to keep people satisfied with their jobs, how to communicate fairly, how to make teams function effectively, and how to design jobs most effectively. In short, dealing with people at work is everybody’s responsibility. So, no matter what job you do in a company knowing something about Organizational Behavior is sure to help you do it better.
There are two goals every effective organization needs its employees to meet, strong job performance and organizational commitment. Coincidentally, most employees are concerned with two goals in their work life, doing a job well and to remain working for a company that they respect. In the weeks to come we will look at the skills needed by managers to create the behavioral synergy needed between employee and organization to meet the primary goals of employee job performance and commitment. This week we will examine the characteristic behavior that defines “good” job performance and organizational commitment.
THEME # 1: Job Performance: What is it and what is considered good job performance?
We start our discussion this week with job performance. Understanding our own performance behavior is important to every employee and understanding the performance of an employee within their unit or division is critical for managerial success.
Job Performance is formally defined as the value of the set of employee behaviors that contribute either positively or negatively to organizational goal accomplishment. (Coquitt,J., Lepine, J., & Wesson, M., 2013) Defining good and bad performance this way suggest behaviors in the workplace that are within employee control while defining those that are not acceptable. For example, if you were a waiter at a restaurant that prides itself on service and you texted your boyfriend during your break that behavior is not relevant to job performance. However, if you were texting in the kitchen resulting in the delay of food .
BSL 4000, Managing Diversity in Organizations 1 Course Lea
BSL 4000, Managing Diversity in Organizations 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
5. Examine workplace diversity data.
5.1 Analyze the demographics of gender in the workplace regarding position, pay, and
expectations.
5.2 Explain the advantages and disadvantages of flexible schedules and work responsibilities.
5.3 Explain work-life balance as it relates to achieving greater results for the organization.
7. Discuss the effects of employer-provided child and elder care on employee satisfaction and turnover.
7.1 Determine the potential human resources benefits of offering child and elder care in an
organization.
Course/Unit
Learning Outcomes
Learning Activity
5.1
Unit Lesson
Chapters 9 and 10
Unit V Project
5.2
Unit Lesson
Chapter 10
Unit V Project
5.3
Unit Lesson
Chapters 9 and 10
Unit V Project
7.1
Unit Lesson
Chapter 10
Unit V Project
Reading Assignment
Chapter 9: Sex and Gender, pp. 249-276
Chapter 10: Work and Family, pp. 285-304
Unit Lesson
Sam, the Human Resources Director, has placed an ad in local social media and on the company website for
two project managers. She has received several applications. After reviewing many resumes, she has
narrowed the choices to five applicants to interview. She sets up the individual interviews.
McGuire Consulting provides contracting services in business consulting, finances, and technology. The firm
was started 60 years ago by the father of the current president of the company. Several of the family
members work in the firm, and some family issues carry over into the business.
Pat is a 38-year-old veteran with 20 years of service working as a signals operator. He completed his Master
of Business Administration (MBA) degree with a Management of Information Systems concentration. He is
looking to transition to the private sector as a project manager. He holds a certification from the Project
Management Institute. He has no prior project management experience in the private sector. He retired as a
noncommissioned officer. He is applying for a project manager position working on a large office rollout for
UNIT V STUDY GUIDE
Gender and Work-Life Balance
BSL 4000, Managing Diversity in Organizations 2
UNIT x STUDY GUIDE
Title
the new office of a premier client. Pat would be answering to the director of technology projects: the brother-
in-law of McGuire’s president.
Savannah has applied for a project manager position as part of a systems administration project. She has
her MBA in Project Management with a Bachelor of Arts in Computer Science and Math. She chose to leave
her old employer of 10 years as a project lead, primarily running a call center for trouble tickets within the
organization. She is returning to the workforce in a paid position after taking six years off to raise her
children, who are now in preschool and first grade. She is nervous about being gone a ...
Do you think workplace diversity should be driven by balancing dif
Do you think workplace diversity should be driven by balancing differences or by hiring and selecting the most qualified person for the position? Why?
Minimum Requirements: Kindly address the discussion question(s) by submitting a Reflective Response. Reflective is defined as characterized by or manifesting careful thought: a thoughtful essay. occupied with or given to thought; contemplative; meditative; reflective: in a thoughtful mood, careful, heedful, or mindful.
BSL 4000, Managing Diversity in Organizations 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
5. Examine workplace diversity data.
5.1 Analyze the demographics of gender in the workplace regarding position, pay, and
expectations.
5.2 Explain the advantages and disadvantages of flexible schedules and work responsibilities.
5.3 Explain work-life balance as it relates to achieving greater results for the organization.
7. Discuss the effects of employer-provided child and elder care on employee satisfaction and turnover.
7.1 Determine the potential human resources benefits of offering child and elder care in an
organization.
Course/Unit
Learning Outcomes
Learning Activity
5.1
Unit Lesson
Chapters 9 and 10
Unit V Project
5.2
Unit Lesson
Chapter 10
Unit V Project
5.3
Unit Lesson
Chapters 9 and 10
Unit V Project
7.1
Unit Lesson
Chapter 10
Unit V Project
Required Unit Resources
Chapter 9: Sex and Gender, pp. 249-276
Chapter 10: Work and Family, pp. 285-304
Unit Lesson
Sam, the Human Resources Director, has placed an ad in local social media and on the company website for
two project managers. She has received several applications. After reviewing many resumes, she has
narrowed the choices to five applicants to interview. She sets up the individual interviews.
McGuire Consulting provides contracting services in business consulting, finances, and technology. The firm
was started 60 years ago by the father of the current president of the company. Several of the family
members work in the firm, and some family issues carry over into the business.
Pat is a 38-year-old veteran with 20 years of service working as a signals operator. He completed his Master
of Business Administration (MBA) degree with a Management of Information Systems concentration. He is
looking to transition to the private sector as a project manager. He holds a certification from the Project
Management Institute. He has no prior project management experience in the private sector. He retired as a
noncommissioned officer. He is applying for a project manager position working on a large office rollout for
UNIT V STUDY GUIDE
Gender and Work-Life Balance
BSL 4000, Managing Diversity in Organizations 2
UNIT x STUDY GUIDE
Title
the new office of a premier client. Pat would be answering to the director of technology projects: the brother-
in-law of McGuire’s president.
Sava ...
WRTG 293 students, Your first writing assignment will be .docx
WRTG 293 students,
Your first writing assignment will be to rewrite a set of instructions. The scenario for this
assignment is described below.
________________________
You have just taken a position as a student worker for the Communications Arts Department at
Anderson College. You began your job last week.
Anderson College has an enrollment of 10,000 students. Among this student population, 20% of
the students are international students for whom English is not a native language, 10% of the
students are dual-enrollment high school students, 20% of the students are graduate students, and
the remaining 50% of the student population consists of a mixture of adult learners and
traditional students.
Anderson adopted LEO as its learning management system two years ago. Anderson uses LEO
for both its online classes and its hybrid classes.
Since moving to LEO, Dr. Richard Johnson, Dean of the Undergraduate School at Anderson, and
Dr. Lynn Peterson, Dean of the Graduate School at Anderson, have noticed that both students
taking classes at Anderson and instructors teaching at Anderson are often not aware of the
different settings one can choose to view discussions in LEO. This lack of awareness has caused
confusion and frustration as students and faculty members have attempted to navigate through
the discussions in their classes.
Dr. Johnson and Dr. Peterson tried to address this problem two months ago. At that time, they
asked the previous student worker to write instructions on how to change the settings for
discussions in LEO for the optimal viewing arrangement.
The previous student worker wrote some instructions. However, the worker wrote them very
unprofessionally and poorly. They cannot be distributed to students in their current form.
Moreover, shortly after the student worker finished the instructions, he left his position for
another job.
As a result, Anderson College now has a set of poorly designed instructions that it cannot send
out to students and faculty members. Meanwhile, students and faculty members are still
experiencing frustration with the system, and they need a document that guides them through
how to adjust their settings in LEO for viewing discussions.
Dr. Johnson, who is your immediate supervisor, has now asked you, the new student worker, to
rewrite the instructions that the previous student worker wrote. He has asked you to use the
same graphics the previous student worker used. He has also suggested that you use arrows to
point to sections of the graphics if such arrows can help in understanding specific steps in the
instructions.
Keep in mind that potentially 10,000 students will be using the instructions, in addition to
various faculty members. The instructions should be clear, professional, and well designed.
Moreover, you will want to consider the different types of students at Anderson College,
including their backgrounds and their var.
Defense presentation
This study aims to determine the factors that affect the job performance of Grade 12 senior high school teachers at Bukidnon National High School. Specifically, it seeks to identify which factors motivate or demotivate teachers the most and how this can help future employers understand how to motivate employees. The study will focus on teachers and staff at the school and consider independent variables like compensation, relationships, colleague motivation, and satisfaction, and how they influence the dependent variable of teacher work performance. The results could help the school improve policies to attract more applicants and help employers learn how to better motivate their workers.
Discussion 2 Key Life Area Goals, Objectives, and Action PlansNow
Discussion 2: Key Life Area Goals, Objectives, and Action Plans
Now that you have submitted your completed Capstone Project, it is time to look back on your work and reflect through the creation of a brief slideshow presentation. This will also provide other class members with the opportunity to share their own work and garner new information from yours.
Assignment:
Respond to two of your colleagues’ PowerPoints that contain a perspective other than yours. Your response will typically be 2–3 paragraphs in length, as a general expectation.
· View Two (2) of Colleagues’ powerpoint presentation “See attachment”
· Share an insight about what you learned from having read your colleagues’ postings and discuss how and why your colleague’s posting resonated with you professionally and personally. (Note: This may be a great opportunity to help you think about passions you share with your colleagues who could become part of your Walden network.)
· Offer an example from your experience or observation that validates what your colleague discussed.
· Offer specific suggestions that will help your colleague build upon his or her perceptions as a leader.
· Offer further assessment from having read your colleague’s post that could impact a leader’s effectiveness.
· Share how something your colleague discussed changed the way you consider your own leadership qualities.
· See Colleagues Powerpoint
· No plagiarism
1st Colleague – Jimena Patane
RE: Discussion 1: Research Paper Track - Week 7
Top of Form
Conclusion
The research shows that forgiveness is a skill that leads to resolving conflicts between people in organizations by preserving and strengthening the relationships. Strong relations lead to positive change, better levels of well-being, higher employee engagement, and profitability. Organizations should address the act of forgiveness as a way to promote collaboration and build trust with employees.
Forgiveness is a crucial component of effective conflict management and provides employees with psychological safety. Designing environments that not only reduce stress and anxiety but also foster relationships results in higher levels of engagement and productivity.
Ayoko (2008) describes the potential reactions and emotions people face during a conflict:
· Aggressive Emotions: Distrustful, resentful, angry
· Positive Receptive Emotions: Confident, curious, optimistic
· Avoidant Emotions: fearful, vulnerable, uncertain
The know-how to manage the process and feelings during conflict would help influence how relationships evolve in an organization.
Recommendation
The secret is in institutionalizing mechanisms to manage conflict effectively. Not to be confused with micromanaging employee relationships. It means to pay attention to our behaviors and talk about them. It means to train leaders and employees on how conflict is managed and why it is important to forgive, and the impact on the relationships and the workplace culture.
The recommendatio ...
Questions
The document discusses important questions for potential college students to consider regarding career preparation and readiness for the workforce. It emphasizes that a college degree alone is not enough, and students should see "career" as an action verb requiring adaptability. It stresses gaining experience through internships or co-ops to be able to demonstrate to employers how one's skills solve their problems. The document also notes that many future jobs have yet to be created and an entrepreneurial mindset is important for navigating rapid changes in technology and the global economy.
Succession Planning Assistance.docx
The document discusses a succession planning project for key leadership positions at a company called Biotech. It provides background on the project and outlines the steps required, which include reviewing leadership competencies, upcoming positions, and profiles of 5 internal candidates being considered to fill the positions. The candidates' profiles describe their current roles, experience, leadership styles, and thoughts on future opportunities at Biotech.
Recommended
Learning Activity #1Using the side bars found in this weeks con.docx
Learning Activity #1
Using the side bars found in this week's content tab, along with our reading material, explain how the trends are altering or making job performance harder to manage.
Be sure to identify in the answer what is meant by job performance.
Explain how the trend affects performance behavior.
Identify the challenge the trend has for the manager.
Learning Activity #2
Using the side bars found in this week's content tab, along with our reading material, explain how the trends are altering or making job commitment harder to manage.
Be sure to identify in the answer what is meant by job commitment.
Explain how the trend affects job commitment.
Identify the challenge the trend has for the manager.
Reading material:
By now, you might be asking yourself: Who is responsible for Organizational Behavior in an organization? In a sense, the answer is everyone! Although Organizational Behavior is an area of study, it cuts across all areas of organizational functioning.
Managers in all departments must know how to motivate their employees, how to keep people satisfied with their jobs, how to communicate fairly, how to make teams function effectively, and how to design jobs most effectively. In short, dealing with people at work is everybody’s responsibility. So, no matter what job you do in a company knowing something about Organizational Behavior is sure to help you do it better.
There are two goals every effective organization needs its employees to meet, strong job performance and organizational commitment. Coincidentally, most employees are concerned with two goals in their work life, doing a job well and to remain working for a company that they respect. In the weeks to come we will look at the skills needed by managers to create the behavioral synergy needed between employee and organization to meet the primary goals of employee job performance and commitment. This week we will examine the characteristic behavior that defines “good” job performance and organizational commitment.
THEME # 1: Job Performance: What is it and what is considered good job performance?
We start our discussion this week with job performance. Understanding our own performance behavior is important to every employee and understanding the performance of an employee within their unit or division is critical for managerial success.
Job Performance is formally defined as the value of the set of employee behaviors that contribute either positively or negatively to organizational goal accomplishment. (Coquitt,J., Lepine, J., & Wesson, M., 2013) Defining good and bad performance this way suggest behaviors in the workplace that are within employee control while defining those that are not acceptable. For example, if you were a waiter at a restaurant that prides itself on service and you texted your boyfriend during your break that behavior is not relevant to job performance. However, if you were texting in the kitchen resulting in the delay of food .
BSL 4000, Managing Diversity in Organizations 1 Course Lea
BSL 4000, Managing Diversity in Organizations 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
5. Examine workplace diversity data.
5.1 Analyze the demographics of gender in the workplace regarding position, pay, and
expectations.
5.2 Explain the advantages and disadvantages of flexible schedules and work responsibilities.
5.3 Explain work-life balance as it relates to achieving greater results for the organization.
7. Discuss the effects of employer-provided child and elder care on employee satisfaction and turnover.
7.1 Determine the potential human resources benefits of offering child and elder care in an
organization.
Course/Unit
Learning Outcomes
Learning Activity
5.1
Unit Lesson
Chapters 9 and 10
Unit V Project
5.2
Unit Lesson
Chapter 10
Unit V Project
5.3
Unit Lesson
Chapters 9 and 10
Unit V Project
7.1
Unit Lesson
Chapter 10
Unit V Project
Reading Assignment
Chapter 9: Sex and Gender, pp. 249-276
Chapter 10: Work and Family, pp. 285-304
Unit Lesson
Sam, the Human Resources Director, has placed an ad in local social media and on the company website for
two project managers. She has received several applications. After reviewing many resumes, she has
narrowed the choices to five applicants to interview. She sets up the individual interviews.
McGuire Consulting provides contracting services in business consulting, finances, and technology. The firm
was started 60 years ago by the father of the current president of the company. Several of the family
members work in the firm, and some family issues carry over into the business.
Pat is a 38-year-old veteran with 20 years of service working as a signals operator. He completed his Master
of Business Administration (MBA) degree with a Management of Information Systems concentration. He is
looking to transition to the private sector as a project manager. He holds a certification from the Project
Management Institute. He has no prior project management experience in the private sector. He retired as a
noncommissioned officer. He is applying for a project manager position working on a large office rollout for
UNIT V STUDY GUIDE
Gender and Work-Life Balance
BSL 4000, Managing Diversity in Organizations 2
UNIT x STUDY GUIDE
Title
the new office of a premier client. Pat would be answering to the director of technology projects: the brother-
in-law of McGuire’s president.
Savannah has applied for a project manager position as part of a systems administration project. She has
her MBA in Project Management with a Bachelor of Arts in Computer Science and Math. She chose to leave
her old employer of 10 years as a project lead, primarily running a call center for trouble tickets within the
organization. She is returning to the workforce in a paid position after taking six years off to raise her
children, who are now in preschool and first grade. She is nervous about being gone a ...
Do you think workplace diversity should be driven by balancing dif
Do you think workplace diversity should be driven by balancing differences or by hiring and selecting the most qualified person for the position? Why?
Minimum Requirements: Kindly address the discussion question(s) by submitting a Reflective Response. Reflective is defined as characterized by or manifesting careful thought: a thoughtful essay. occupied with or given to thought; contemplative; meditative; reflective: in a thoughtful mood, careful, heedful, or mindful.
BSL 4000, Managing Diversity in Organizations 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
5. Examine workplace diversity data.
5.1 Analyze the demographics of gender in the workplace regarding position, pay, and
expectations.
5.2 Explain the advantages and disadvantages of flexible schedules and work responsibilities.
5.3 Explain work-life balance as it relates to achieving greater results for the organization.
7. Discuss the effects of employer-provided child and elder care on employee satisfaction and turnover.
7.1 Determine the potential human resources benefits of offering child and elder care in an
organization.
Course/Unit
Learning Outcomes
Learning Activity
5.1
Unit Lesson
Chapters 9 and 10
Unit V Project
5.2
Unit Lesson
Chapter 10
Unit V Project
5.3
Unit Lesson
Chapters 9 and 10
Unit V Project
7.1
Unit Lesson
Chapter 10
Unit V Project
Required Unit Resources
Chapter 9: Sex and Gender, pp. 249-276
Chapter 10: Work and Family, pp. 285-304
Unit Lesson
Sam, the Human Resources Director, has placed an ad in local social media and on the company website for
two project managers. She has received several applications. After reviewing many resumes, she has
narrowed the choices to five applicants to interview. She sets up the individual interviews.
McGuire Consulting provides contracting services in business consulting, finances, and technology. The firm
was started 60 years ago by the father of the current president of the company. Several of the family
members work in the firm, and some family issues carry over into the business.
Pat is a 38-year-old veteran with 20 years of service working as a signals operator. He completed his Master
of Business Administration (MBA) degree with a Management of Information Systems concentration. He is
looking to transition to the private sector as a project manager. He holds a certification from the Project
Management Institute. He has no prior project management experience in the private sector. He retired as a
noncommissioned officer. He is applying for a project manager position working on a large office rollout for
UNIT V STUDY GUIDE
Gender and Work-Life Balance
BSL 4000, Managing Diversity in Organizations 2
UNIT x STUDY GUIDE
Title
the new office of a premier client. Pat would be answering to the director of technology projects: the brother-
in-law of McGuire’s president.
Sava ...
WRTG 293 students, Your first writing assignment will be .docx
WRTG 293 students,
Your first writing assignment will be to rewrite a set of instructions. The scenario for this
assignment is described below.
________________________
You have just taken a position as a student worker for the Communications Arts Department at
Anderson College. You began your job last week.
Anderson College has an enrollment of 10,000 students. Among this student population, 20% of
the students are international students for whom English is not a native language, 10% of the
students are dual-enrollment high school students, 20% of the students are graduate students, and
the remaining 50% of the student population consists of a mixture of adult learners and
traditional students.
Anderson adopted LEO as its learning management system two years ago. Anderson uses LEO
for both its online classes and its hybrid classes.
Since moving to LEO, Dr. Richard Johnson, Dean of the Undergraduate School at Anderson, and
Dr. Lynn Peterson, Dean of the Graduate School at Anderson, have noticed that both students
taking classes at Anderson and instructors teaching at Anderson are often not aware of the
different settings one can choose to view discussions in LEO. This lack of awareness has caused
confusion and frustration as students and faculty members have attempted to navigate through
the discussions in their classes.
Dr. Johnson and Dr. Peterson tried to address this problem two months ago. At that time, they
asked the previous student worker to write instructions on how to change the settings for
discussions in LEO for the optimal viewing arrangement.
The previous student worker wrote some instructions. However, the worker wrote them very
unprofessionally and poorly. They cannot be distributed to students in their current form.
Moreover, shortly after the student worker finished the instructions, he left his position for
another job.
As a result, Anderson College now has a set of poorly designed instructions that it cannot send
out to students and faculty members. Meanwhile, students and faculty members are still
experiencing frustration with the system, and they need a document that guides them through
how to adjust their settings in LEO for viewing discussions.
Dr. Johnson, who is your immediate supervisor, has now asked you, the new student worker, to
rewrite the instructions that the previous student worker wrote. He has asked you to use the
same graphics the previous student worker used. He has also suggested that you use arrows to
point to sections of the graphics if such arrows can help in understanding specific steps in the
instructions.
Keep in mind that potentially 10,000 students will be using the instructions, in addition to
various faculty members. The instructions should be clear, professional, and well designed.
Moreover, you will want to consider the different types of students at Anderson College,
including their backgrounds and their var.
Defense presentation
This study aims to determine the factors that affect the job performance of Grade 12 senior high school teachers at Bukidnon National High School. Specifically, it seeks to identify which factors motivate or demotivate teachers the most and how this can help future employers understand how to motivate employees. The study will focus on teachers and staff at the school and consider independent variables like compensation, relationships, colleague motivation, and satisfaction, and how they influence the dependent variable of teacher work performance. The results could help the school improve policies to attract more applicants and help employers learn how to better motivate their workers.
Discussion 2 Key Life Area Goals, Objectives, and Action PlansNow
Discussion 2: Key Life Area Goals, Objectives, and Action Plans
Now that you have submitted your completed Capstone Project, it is time to look back on your work and reflect through the creation of a brief slideshow presentation. This will also provide other class members with the opportunity to share their own work and garner new information from yours.
Assignment:
Respond to two of your colleagues’ PowerPoints that contain a perspective other than yours. Your response will typically be 2–3 paragraphs in length, as a general expectation.
· View Two (2) of Colleagues’ powerpoint presentation “See attachment”
· Share an insight about what you learned from having read your colleagues’ postings and discuss how and why your colleague’s posting resonated with you professionally and personally. (Note: This may be a great opportunity to help you think about passions you share with your colleagues who could become part of your Walden network.)
· Offer an example from your experience or observation that validates what your colleague discussed.
· Offer specific suggestions that will help your colleague build upon his or her perceptions as a leader.
· Offer further assessment from having read your colleague’s post that could impact a leader’s effectiveness.
· Share how something your colleague discussed changed the way you consider your own leadership qualities.
· See Colleagues Powerpoint
· No plagiarism
1st Colleague – Jimena Patane
RE: Discussion 1: Research Paper Track - Week 7
Top of Form
Conclusion
The research shows that forgiveness is a skill that leads to resolving conflicts between people in organizations by preserving and strengthening the relationships. Strong relations lead to positive change, better levels of well-being, higher employee engagement, and profitability. Organizations should address the act of forgiveness as a way to promote collaboration and build trust with employees.
Forgiveness is a crucial component of effective conflict management and provides employees with psychological safety. Designing environments that not only reduce stress and anxiety but also foster relationships results in higher levels of engagement and productivity.
Ayoko (2008) describes the potential reactions and emotions people face during a conflict:
· Aggressive Emotions: Distrustful, resentful, angry
· Positive Receptive Emotions: Confident, curious, optimistic
· Avoidant Emotions: fearful, vulnerable, uncertain
The know-how to manage the process and feelings during conflict would help influence how relationships evolve in an organization.
Recommendation
The secret is in institutionalizing mechanisms to manage conflict effectively. Not to be confused with micromanaging employee relationships. It means to pay attention to our behaviors and talk about them. It means to train leaders and employees on how conflict is managed and why it is important to forgive, and the impact on the relationships and the workplace culture.
The recommendatio ...
Questions
The document discusses important questions for potential college students to consider regarding career preparation and readiness for the workforce. It emphasizes that a college degree alone is not enough, and students should see "career" as an action verb requiring adaptability. It stresses gaining experience through internships or co-ops to be able to demonstrate to employers how one's skills solve their problems. The document also notes that many future jobs have yet to be created and an entrepreneurial mindset is important for navigating rapid changes in technology and the global economy.
Succession Planning Assistance.docx
The document discusses a succession planning project for key leadership positions at a company called Biotech. It provides background on the project and outlines the steps required, which include reviewing leadership competencies, upcoming positions, and profiles of 5 internal candidates being considered to fill the positions. The candidates' profiles describe their current roles, experience, leadership styles, and thoughts on future opportunities at Biotech.
Sample assignment on employee engagement
This document discusses employee engagement and strategies to improve it. It begins by defining employee engagement and explaining its importance for retaining talented workers. It then discusses challenges to engagement like it not always leading directly to productivity. Several factors that influence engagement are outlined, both internal like job responsibilities and growth opportunities, and external like competing career options. Finally, it describes strategies organizations can use to boost engagement, such as recognition of good work, providing motivation, and leadership opportunities.
Job Matching Experiences of Cotabato State University (CSU) Public Administra...
This document discusses a study examining the job matching experiences of Cotabato State University (CSU) public administration students. It utilized a descriptive survey approach including questionnaires, interviews, and observations. The study aimed to determine the effects of job matching and its experiences on students, and identify the importance of finding a job. It demonstrated that CSU worked hard to make students more competitive, skilled, and successful professionals.
Organizational change process final 4
Initial communication will be made by way of a Slideshow of new structure to teachers involved in the changes. Students will be informed by teachers in the first days of the new schedule. Everyone else will be notified by newsletters sent by email and paper. These newsletters will be sent to parents/guardians and other stakeholders involved in the change.
Computers and printers would be the extent of the tech needed for the communication.
After one month a survey will be sent out by email to discover level of concern and overall opinion of stakeholders. This survey will include options for response to new scheduling.
Negative comments will be looked at individually and evaluated for validity, if questions exist follow up questionnaires will be sent if possible.
The survey will help in being able to explain any confusion from the new program. Long term goals of increasing test scores will only be seen after two years. Till the two years have passed, open communication lines will remain open to further address any misunderstandings in the plan.
Factors that affect the on the-job training of
The document discusses factors that affect the on-the-job training of business students undergoing practicum at the University of Manila. It identifies factors such as work attitude, habits, competence, personality, linkage to cooperating firms, benefits/incentives, and problems encountered. The study aims to assess these factors and determine how they influence students' training experiences and performance, in order to improve the school's practicum program.
Factors that affect the on the-job training of
The document discusses factors that affect the on-the-job training of business students undergoing practicum at the University of Manila. It identifies factors such as work attitude, habits, competence, personality, linkage to cooperating firms, benefits/incentives, and problems encountered. The study aims to assess these factors and determine how they influence students' training experiences and performance, in order to improve the school's practicum program.
Factors that affect the on the-job training of
The document discusses factors that affect the on-the-job training of business students undergoing practicum at the University of Manila. It identifies factors such as work attitude, competence, personality, benefits/incentives, and problems encountered. The study aims to assess these factors and determine how students rate them. It also seeks to understand problems students face during training and which factors need improvement.
Factors that affect the on the-job training of
The document discusses factors that affect the on-the-job training of business students from the University of Manila who are undergoing practicum. It identifies factors such as work attitude, competence, personality, benefits/incentives, and problems encountered. The study aims to assess these factors and determine how students rate them. It also seeks to understand differences in ratings based on student demographics and identify areas for improvement.
Employee Engagement - Ryan Gunhold
The document discusses employee engagement and creating a magnetic culture in the workplace. It defines employee engagement as employees being motivated, committed, involved in their work, and inspiring others. Conducting an internal analysis of engagement establishes a foundation for improving company culture and achieving organizational success. The document also outlines key drivers of engagement, ways to create an engaged culture, and an action planning process to increase engagement levels.
To complete your repliesRead the threads of your classmates.docx
To complete your replies:
Read the threads of your classmates and the articles which are referenced (this is why it is imperative that the articles be accessible via working URL links). Expect to spend some time
each day
reviewing all threads and replies, even those in which you are not involved.
Write a reply of at least 200 words to at least 3 of your classmates’ threads. You should expect to answer questions posed within each discussion thread. Student interaction is key to success in this course.
3 days ago
Heather Atwell
DB post: Goal Setting
Collapse
Top of Form
Goal Setting
Definition
: “The process of motivating employees and clarifying their role perceptions by establishing performance objectives” (McShane & Von Glinow, 2015, pg.140)
Summary
: The article,
Making sure your employees succeed
(Gallo, 2011)
,
is directed at managers as an outline on how to help employees set and achieve goals. The outline begins with the suggestion that an employee’s goals should be tied to the company’s goals and that this connection needs to be apparent to the employee. Next, the author suggests that the goals should to be attainable but challenging and these goals must be a part of a written plan for success. The manager needs to monitor the employee and their work to verify if goals are being met. In addition, the supervisor should have plans in place that lists actions to take when goals are met and when they are not. The article ends with a list of do’s and don’ts:
List of “DO” items:
“Connect individuals’ goals to broader organization objectives
Show employees that you are a partner in achieving their goals
Learn about and incorporate employees’ personal interests into their professional goals” (Gallo, 2011)
List of “DON’T” items:
“Allow employees to set goals alone
Take a hands-off approach to high performers — they need input and feedback to meet their goals as well
Ignore failures — be sure people have the opportunity to learn when they don’t achieve go”
(Gallo, 2011)
Discussion:
Goal setting is a process used by many organizations to improve employee performance. When employee performance is improved, then the overall performance of the organization improves. For the process of goal setting to work, the employee must have ownership of the goals and be a part of the creation of the goals. Creating a plan of success for an employee is a joint effort between the employee and the supervisor. “The key is to be [a] hands-on [supervisor] while giving your people the room they need to succeed on their own” (Gallo, 2011) According to McShane & Von Glinow (2015, pg. 140), the “acronym—SMARTER—captures the characteristics of good goal setting fairly well.” S.M.A.R.T.E.R. stands for specific, measurable, achievable, relevant, time-framed, exciting and reviewed. (McShane & Von Glinow, 2015, pg. 140-141) An employee desires to understand the goals that are being set. For this reason, the goals need to be specific and easy to ...
Current Issues in Leadership 1 Unit IV Upon completio.docx
Current Issues in Leadership 1
Unit IV
Upon completion of this unit, students should be able to:
7. Analyze how leaders foster employee motivation and morale in an ever-changing workforce.
7.1 Examine ways to leverage knowledge to increase employee motivation.
7.2 Explain effective methods of increasing workplace morale.
8. Develop a comprehensive personal leadership training plan that utilizes different leadership
techniques.
8.1 Ascertain individual knowledge that contributes to one’s leadership skills.
Course/Unit
Learning Outcomes
Learning Activity
7.1
Unit Lesson
All Required Unit Resources
Unit IV PowerPoint Presentation
7.2 Unit IV PowerPoint Presentation
8.1 Unit IV PowerPoint Presentation
Required Unit Resources
In order to access the following resources, click the links below.
Davis, A. (2010). Saving morale: How communications can re-engage employees. Public Relations Strategist,
16(1), 6–10.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=48851895&site=ehost-live&scope=site
Fard, H. D., Rostamy, A. A. A., & Taghiloo, H. (2009). How types of organisational cultures contribute in
shaping learning organisations. Singapore Management Review, 31(1), 49–61.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=36002344&site=ehost-live&scope=site
Klann, G. (2004). Morale victories: How leaders can build positive energy. Leadership in Action, 24(4), 7–12.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=17070411&site=ehost-live&scope=site
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence
on individual and unit performance. Academy of Management Journal, 57(5), 1434–1452.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=98835633&site=ehost-live&scope=site
Sarkissian, A. (n.d.). How does empowerment affect an employee's motivation and performance?
http://smallbusiness.chron.com/empowerment-affect-employees-motivation-performance-64535.html
Wetlaufer, S. (1999). Organizing for empowerment: An interview with AES’s Roger Sant and Dennis Bakke.
https://hbr.org/1999/01/organizing-for-empowerment-an-interview-with-aess-roger-sant-and-dennis-
bakke
UNIT IV STUDY GUIDE
Motivation and Morale
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=48851895&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=48851895&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=360023.
Multi-Generational TeamsWorkforce consisting of .docx
Multi-Generational Teams
Workforce consisting of employees from different generations.
Consists of different generations such as baby boomer generation, the millennial generation, generation z and generation x.
Organization could possibly work with teams of people ranging from four to six different generations at one time in coming years.
Multi-Generational Teams: Multi-Generation Teams refers to workforces comprised of employees from distinct generations such as Gen x, millennial and baby boomers. It is predicted that in the near future organizations will be working with a workforce ranging from four to six different generations at one time. Thus, it is very important for the organizations to learn how to manage multi-generational teams today.
2
Challenges to effective management of multi-generational teams
Communication protocol.
Presence of different preferred forms of communication.
Different environmental context.
Application of non-verbal communication such as body language.
In management of multi-generational teams, the form of responses received by the managers depends on the kind of generation being asked. That is, generation Y normally prefer using text messages to communicate while the baby boomers and the older Gen Xers normally prefer using emails or phone calls. Moreover, the communication style used depend of the environmental context. For instance, when there is heavy emotions involved, a person can prefer using voice or body language to be more persuasive despite the kind of generation that is communicating. Thus, for effective management of multi-generational team, the managers need to know how to communicate to various generations.
3
Challenges to effective management of multi-generational teams
Work from home options.
Advanced technology has made working from remotely more feasible.
Not all tasks can be performed remotely
Not every employee is effective when working from his/her home.
Managers need to change managing style.
The advanced technology has made it possible for the employees to work from home. The ability of the employees to work remotely is one of the challenges for effective management of multi-generational teams. This is due to the fact that not every person is independent enough to work remotely and also not all tasks can be performed remotely. Thus, to effectively manage multi-generational teams, managers need to change there managing style. There are chances that younger employees is more suited to working remotely compared to the older generation since they are more adept with technology.
4
Challenges to effective management of multi-generational teams
Employee to employee relations.
There is a dramatic change in the way employees conduct themselves in workplace from the past.
That is, there is enhancement in what is supposed to be talked in the workplace.
Today people are expressing more of themselves at workplace.
Those who are more reluctant to sharing their perso ...
Multi-Generational TeamsWorkforce consisting of .docx
Multi-Generational Teams
Workforce consisting of employees from different generations.
Consists of different generations such as baby boomer generation, the millennial generation, generation z and generation x.
Organization could possibly work with teams of people ranging from four to six different generations at one time in coming years.
Multi-Generational Teams: Multi-Generation Teams refers to workforces comprised of employees from distinct generations such as Gen x, millennial and baby boomers. It is predicted that in the near future organizations will be working with a workforce ranging from four to six different generations at one time. Thus, it is very important for the organizations to learn how to manage multi-generational teams today.
2
Challenges to effective management of multi-generational teams
Communication protocol.
Presence of different preferred forms of communication.
Different environmental context.
Application of non-verbal communication such as body language.
In management of multi-generational teams, the form of responses received by the managers depends on the kind of generation being asked. That is, generation Y normally prefer using text messages to communicate while the baby boomers and the older Gen Xers normally prefer using emails or phone calls. Moreover, the communication style used depend of the environmental context. For instance, when there is heavy emotions involved, a person can prefer using voice or body language to be more persuasive despite the kind of generation that is communicating. Thus, for effective management of multi-generational team, the managers need to know how to communicate to various generations.
3
Challenges to effective management of multi-generational teams
Work from home options.
Advanced technology has made working from remotely more feasible.
Not all tasks can be performed remotely
Not every employee is effective when working from his/her home.
Managers need to change managing style.
The advanced technology has made it possible for the employees to work from home. The ability of the employees to work remotely is one of the challenges for effective management of multi-generational teams. This is due to the fact that not every person is independent enough to work remotely and also not all tasks can be performed remotely. Thus, to effectively manage multi-generational teams, managers need to change there managing style. There are chances that younger employees is more suited to working remotely compared to the older generation since they are more adept with technology.
4
Challenges to effective management of multi-generational teams
Employee to employee relations.
There is a dramatic change in the way employees conduct themselves in workplace from the past.
That is, there is enhancement in what is supposed to be talked in the workplace.
Today people are expressing more of themselves at workplace.
Those who are more reluctant to sharing their perso.
Post #1Employee empowerment has allowed organizations to have qu.docx
Post #1
Employee empowerment has allowed organizations to have quicker response times to customers for resolutions, but my thoughts of this quick solution being beneficial shifted as I read Senge’s studies. “Today, many executives are articulating a new philosophy revolving around ‘empowering people.’ But few organizations are working hard to introduce tools and methods to actually help people to make more intelligent decisions, especially decisions that improve systemwide performance” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 40). It is important for organizations to consider the impact of the training systems, as well as how to evaluate their effectiveness. Without the proper ‘tools’ it is difficult for employees to make decisions that are best for both the business and the customer. This also makes it difficult for leaders to be confident in backing their employees decisions or in holding them accountable to the decisions made when effective learning systems were not developed prior to training. “Once we learn to distinguish our assumptions from the ‘data’ upon which those assumptions are based, we are forever more aware of our own thinking” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 43).
“Motivation also appears to be an important correlate of leadership” (Vidic, Burton, South, Pickering, & Start, 2016). By utilizing the teachings of each section and putting them into practice within real life situations I can support my learning while also utilizing success stories of the implementation of my practices of the materials to share with the class for discussions. Many of the teachings discussed in this week’s material would work for the current organization I work for. Senge mentions situations where employees are placed into quick training courses that only last a few days, but later the training is not reinforced or further developed upon. Organizations will then give up on the current training practices as they believe them not to be effective. In the organization I work for there is always change. Changes in culture, leadership, and even training styles. There is an opportunity to evaluate the importance of each change prior to implementation and utilize different metrics to evaluate success which could include quantity, but most importantly quality of the results with the success of the organization.
References
Senge, P., Kleiner, A., Roberts, C., Ross, R., & Smith, B. (1994). The fifth discipline fieldbook: strategies and tools for building a learning organization. New York: Doubleday.
Vidic, Z., Burton, D., South, G., Pickering, A. M., & Start, A. (2016). Emotional and Motivational Correlates of Leadership Styles: A Comprehensive Framework for Understanding Effective Leaders. Journal Of Leadership Studies, (3), 22. doi:10.1002/jls.21485
Post #2
I found it interesting how Kleiner, Roberts, Ross , Senge & Smith (1994) discussed team development as a learning organization. They note that team members “develop new skill.
Building Employee Retention vs. Loyalty
The document summarizes a webinar on building employee retention vs loyalty. It provides instructions on how to listen via phone or computer. It introduces the speakers and agenda which includes setting goals, using compensation to promote retention, leveraging career options, and supporting generational differences.
I have placed a sample of a discussion submission that has one mor
This document provides instructions and requirements for an online graduate course in organizational leadership. It outlines technical requirements, textbooks, course objectives, teaching strategies, and grading criteria. Students are expected to participate in weekly discussion forums, submit case study questions, complete two group business briefings, and take a midterm and final exam. The course aims to develop cognitive understanding of leadership theories as well as interpersonal and leadership skills through self-paced online learning and collaboration with peers.
I need to reply to each one of these with 100 words or more. The ins.docx
I need to reply to each one of these with 100 words or more. The instructor is Suzanne Minacrine please reply to her just a little more and be a more pacific when answering her questions she very very very stricct. I need to pass her class with an "B" average so far I am not I have 75.8% right now and I only have 2 weeks left of her class. Can you please help me to pass this course thank you so much for your time and help regarding this matter. Make sure your comments and questions to them are on a Master's Level PLEASE. Please ask them some questions as well thanks. Plesase be sure to put the name by each reply so therefore, I can know which one belong to who.
Student 1: Jason burkhalter
Hello Michelle,
Some things you read will say that given increase in salaries is not a good reward system. I personally do not think those people know what they are talking about. For me at least the most important thing is my family and taking care of them. So, if I receive more money at work I will be able to provide for them better. So, if I know I might get an increase in pay if I go above and beyond I am more apt to do. how do you few this subject, do you feel like increase in pay is a good type of reward system?
Student 2: Ann Lai
Examine your organization and leadership through the following questions:
1. How does your organization/leaders link rewards and appreciation to standards of excellence?
I work on a site that employees around 20 people. Having such a small group makes rewards and incentives easier to hand out. Our supervisors take turns buying or bringing in lunch for everyone particularly when we have had an event, big projects, inspections, and audits. Anytime the team pulls together and completes projects, works extra hours, does tasks outside of their job description, and offers their assistance to other departments the leaders do something to show their appreciation for the above and beyond effort. Sometimes this means buying lunch, hosting a cookout, bringing in donuts, giving employees paid time off that doesn’t count against their vacation time, etc. It shows that the better we perform the more we get from our leaders and the quality of life increases.
2. Are standards clear and how are they communicated? What changes would you recommend?
Standards are made very clear, again, because we are such a small group. Getting everyone together for daily meetings to discuss daily and upcoming taskers, going over how things need to be done, expectations as far as quality, quantity, and time frame of work, and clarifications can be made easily with everyone present to ensure everyone hears the same information exactly as it needed to be explained. Occasionally our leaders leave pass down to the team leads which usually means something gets forgotten or left out. Leaving a logbook for each shift to consult upon starting their shift would ensure both shifts are aware of what the other shift accomplished and what still need to.
Best Practice for Managing Graduate Transition from Education to Employment
This document provides recommendations for organizations to better manage graduate transitions from education to employment. It discusses the challenges graduates face during transitions and how poor onboarding can negatively impact employee retention. It recommends organizations implement strategies to attract graduates, such as offering flexible work schedules and opportunities for work-life balance. For onboarding, the document suggests setting long-term goals, providing frequent feedback and appraisals, and ensuring leadership demonstrates supportive listening skills. Teaching methods like on-the-job training and peer interaction are also recommended for effectively passing on new skills. Implementing some of these attraction and onboarding strategies can help graduates transition more smoothly and boost retention.
Running head CLIENT PROBLEM 1CLIENT PROBLEM.docx
This document discusses human resource challenges at MTS Systems Corporation. It identifies retention of skilled workers as a major challenge, as employees seek promotion and to meet changing expectations and motivations. Younger generations are less loyal and more driven by recognition, while older generations value financial rewards more. The company must evaluate workplace needs and focus on career growth, creativity, collaboration, and mission to engage employees. Effective communication between generations and a culture of respect are also important to address human resource issues and improve performance at MTS Systems Corporation.
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docx
Running head: NEEDS ASSESSMENT 1
NEEDS ASSESSMENT 5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
A needs assessment is a systematic process of exploring the way things are at the present and the way they should be ideally. These factors are usually crucial in the performance at an individual level to the organizational level (Rouda & Kusy, 1995). A needs assessment is a continuous process of evaluation, with the objective of connecting the performance problems experienced in an organization and performance opportunities to human performance efforts that are specific. It also involves the process of differentiating the specific performance problems which will be solved through additional training from those that need other management measures. The main aim of this paper is to develop a needs assessment for MTS Systems Corporation.
The management problem at MTS is a human resources management problem One of the biggest challenges is the retention of workers who are skilled and talented. There are also generational differences amongst the work force, bringing with it a challenge in that the different groups respond differently to different situations, hence need to be handled differently. The management also has to deal with communication at the workplace and keeping the employees motivated in order to enhance performance. The performance of the company is impressive, with strong growth and revenue of around seven hundred and eighty million dollars. The bottom line is also very encouraging. This performance, however, is way below the expected performance which was projected to be over a billion dollars in revenue and a quarter billion dollars in profits. This goal hasn’t been achieved yet but based on the strong performance of the organization, together with good management, the target may be achieved.
The mission of the organization is to be a leader in innovation in the manufacture of measurement and testing solutions so as to enable the success of their customers. The mission is related to the desired performance in that it the mission statement will provide a drive for the staff to be the best in what they do, and in this way improving the performance of the organization as a whole. The management problems are experienced within the whole company and aren’t just experienced within specific departments.
In conducting a needs assessment, several steps will be followed. One will be performing a GAP analysis. This step will seek at establishing the actual level of performance of the organization and the employees in comparison to the standards which have been set (Rouda & Kusy, 1995). In order to do this, the current situation will be determined first. The skills, knowledge and abilities that the current employees have. This analysis ought to take into consideration the goals of the organization, the business climate and constraints, both internal and external. The desired si ...
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10/20/14, 11:21 PMIEB Wireframe
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The Nature of Motivation
Page 287
LO 9-1 Explain what motivation is and why managers need to be concerned about it.
Motivation may be defined as psychological forces that determine the direction of a person's behavior in an
organization, a person's level of effort, and a person's level of persistence in the face of obstacles.19 The
direction of a person's behavior refers to the many possible behaviors a person could engage in. For example,
employees at SAS are encouraged to be creative and develop new software that will meet customers' future
needs. Effort refers to how hard people work. Employees at SAS exert high levels of effort to provide
superior software solutions for business customers. Persistence refers to whether, when faced with
roadblocks and obstacles, people keep trying or give up. Setbacks and obstacles are part of research and
development work; at SAS, employees persist through these difficulties to develop new sophisticated
software.
motivation Psychological forces that determine the direction of a person's behavior in an organization, a
person's level of effort, and a person's level of persistence.
Motivation is central to management because it explains why people behave the way they do in
organizations20—why employees at SAS continue to develop new software that is used by SAS customers
around the world. Motivation also explains why a waiter is polite or rude and why a kindergarten teacher
really tries to get children to enjoy learning or just goes through the motions. It explains why some managers
truly put their organizations' best interests first whereas others are more concerned with maximizing their
salaries and why—more generally—some workers put forth twice as much effort as others.
Motivation can come from intrinsic or extrinsic sources. Intrinsically motivated behavior is behavior that is
performed for its own sake; the source of motivation is actually performing the behavior, and motivation
comes from doing the work itself. Many managers are intrinsically motivated; they derive a sense of
accomplishment and achievement from helping the organization achieve its goals and gain competitive
advantages. Jobs that are interesting and challenging are more likely to lead to intrinsic motivation than are
jobs that are boring or do not use a person's skills and abilities. An elementary school teacher who really
enjoys teaching children, a computer programmer who loves solving programming problems, and a
commercial photographer who relishes taking creative photographs are all intrinsically motivated. For these
individuals, motivation comes from performing their jobs—teaching children, finding bugs in computer
programs, and taking pictures.
intrinsically motivated behavior Behavior that is performed for its own sake.
Extrinsically motivated behavior is behavior that is performed to acquire material or social r.
12-15 page paper with 5 slide PowerPoint on an current management .docx
12-15 page paper with 5 slide PowerPoint on an current management issue, MY ISSUES:
(OPEN COMMUNICATION)
PAPER WILL BE SUBMITTED TO TURNIN!
APA, (6
TH
ED.) paper has to included title page& table of content
No pronouns
Cite all quantitative data
Cite all quotes ( try not to use quotations)
Intro ½ page
Background ¾ page
Literature review 4-5 page
Analysis 3-4 page ( detailed information)
Conclusion ¾ page ( WHAT,WHY,HOW,WHOM)
References page-Minimum of 20 published scholarly sources current as possible
Abstract (these questions has to be answered)
Clear statement of problem or issue
Methods or procedures summarized
Results summarized
Conclusions summarized
DUES BY MAY28 5PM
.
12Working With FamiliesThe Case of Carol and JosephCa.docx
12
Working With Families:
The Case of Carol and Joseph
Carol is a 23-year-old, heterosexual, Caucasian female and the
mother of a 1-year-old baby girl. She is currently unemployed,
having previously worked for a house cleaning company. The
baby is healthy and developmentally on target, and she and the
parents appear to be well bonded with one another. Carol lives in
a rented house with her husband, Joseph. Joseph is a 27-year-old,
heterosexual, Hispanic male. He was recently arrested at their
home for a drug deal, which he asserts was a setup. Both parents
were charged with child endangerment because weapons were
found in the child’s crib and drugs were found in the home. The
parents assert that the child never sleeps in the crib but in their
bed. As a result of the parents’ arrest, social services was notified,
and the child was temporarily placed in a kinship care arrangement
with the maternal grandmother, who resides nearby. As a
result of Joseph’s arrest, he was fired from the cleaning company
where he worked, and the family is now experiencing financial
difficulties.
After initial contact was made with the parents, a number of
concerns were noted and the family was recommended for additional
case management. Carol’s mother indicated that she had
concerns about Carol’s drinking habits and stated that Carol’s
father and grandfather were alcoholics. She and the father separated
when Carol was a baby, and Carol has had only limited
contact with him. There appears to be significant tension between
the grandmother and Carol and Joseph. I addressed the alcohol
issue with both parents, who denied there was a problem, but
shortly after the discussion, Carol was involved in a serious car
accident with the baby in the car. She was determined to have been
under the influence of alcohol. I advised Carol that she could not
have any unsupervised contact with her child until she completed
intensive inpatient substance abuse treatment. I made arrangements
for her placement, but after a week, she was discharged
for noncompliance with the rules. She was then referred to an
intensive outpatient program and began therapy there. Initially
her attendance was erratic because she had lost her license as a
result of the DUI. Eventually, however, she became engaged in the
program and began to address her issues. She acknowledged that
she had started using drugs at a very young age but said that she
had only begun drinking in the previous year or so. We discussed
the genetics of her family, and she said that she realized that she
had deteriorated rapidly since beginning to drink and knew that
she simply could not drink alcohol.
Joseph’s mother is deceased, and his father travels extensively
in his job and is not available as a support. Joseph was
very devoted to his mother and was devastated by her premature
death. We discussed the strengths that he and Carol demonstrated
in staying together and working out their p.
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This document discusses a study examining the job matching experiences of Cotabato State University (CSU) public administration students. It utilized a descriptive survey approach including questionnaires, interviews, and observations. The study aimed to determine the effects of job matching and its experiences on students, and identify the importance of finding a job. It demonstrated that CSU worked hard to make students more competitive, skilled, and successful professionals.
Organizational change process final 4
Initial communication will be made by way of a Slideshow of new structure to teachers involved in the changes. Students will be informed by teachers in the first days of the new schedule. Everyone else will be notified by newsletters sent by email and paper. These newsletters will be sent to parents/guardians and other stakeholders involved in the change.
Computers and printers would be the extent of the tech needed for the communication.
After one month a survey will be sent out by email to discover level of concern and overall opinion of stakeholders. This survey will include options for response to new scheduling.
Negative comments will be looked at individually and evaluated for validity, if questions exist follow up questionnaires will be sent if possible.
The survey will help in being able to explain any confusion from the new program. Long term goals of increasing test scores will only be seen after two years. Till the two years have passed, open communication lines will remain open to further address any misunderstandings in the plan.
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The document discusses factors that affect the on-the-job training of business students undergoing practicum at the University of Manila. It identifies factors such as work attitude, habits, competence, personality, linkage to cooperating firms, benefits/incentives, and problems encountered. The study aims to assess these factors and determine how they influence students' training experiences and performance, in order to improve the school's practicum program.
Factors that affect the on the-job training of
The document discusses factors that affect the on-the-job training of business students undergoing practicum at the University of Manila. It identifies factors such as work attitude, habits, competence, personality, linkage to cooperating firms, benefits/incentives, and problems encountered. The study aims to assess these factors and determine how they influence students' training experiences and performance, in order to improve the school's practicum program.
Factors that affect the on the-job training of
The document discusses factors that affect the on-the-job training of business students undergoing practicum at the University of Manila. It identifies factors such as work attitude, competence, personality, benefits/incentives, and problems encountered. The study aims to assess these factors and determine how students rate them. It also seeks to understand problems students face during training and which factors need improvement.
Factors that affect the on the-job training of
The document discusses factors that affect the on-the-job training of business students from the University of Manila who are undergoing practicum. It identifies factors such as work attitude, competence, personality, benefits/incentives, and problems encountered. The study aims to assess these factors and determine how students rate them. It also seeks to understand differences in ratings based on student demographics and identify areas for improvement.
Employee Engagement - Ryan Gunhold
The document discusses employee engagement and creating a magnetic culture in the workplace. It defines employee engagement as employees being motivated, committed, involved in their work, and inspiring others. Conducting an internal analysis of engagement establishes a foundation for improving company culture and achieving organizational success. The document also outlines key drivers of engagement, ways to create an engaged culture, and an action planning process to increase engagement levels.
To complete your repliesRead the threads of your classmates.docx
To complete your replies:
Read the threads of your classmates and the articles which are referenced (this is why it is imperative that the articles be accessible via working URL links). Expect to spend some time
each day
reviewing all threads and replies, even those in which you are not involved.
Write a reply of at least 200 words to at least 3 of your classmates’ threads. You should expect to answer questions posed within each discussion thread. Student interaction is key to success in this course.
3 days ago
Heather Atwell
DB post: Goal Setting
Collapse
Top of Form
Goal Setting
Definition
: “The process of motivating employees and clarifying their role perceptions by establishing performance objectives” (McShane & Von Glinow, 2015, pg.140)
Summary
: The article,
Making sure your employees succeed
(Gallo, 2011)
,
is directed at managers as an outline on how to help employees set and achieve goals. The outline begins with the suggestion that an employee’s goals should be tied to the company’s goals and that this connection needs to be apparent to the employee. Next, the author suggests that the goals should to be attainable but challenging and these goals must be a part of a written plan for success. The manager needs to monitor the employee and their work to verify if goals are being met. In addition, the supervisor should have plans in place that lists actions to take when goals are met and when they are not. The article ends with a list of do’s and don’ts:
List of “DO” items:
“Connect individuals’ goals to broader organization objectives
Show employees that you are a partner in achieving their goals
Learn about and incorporate employees’ personal interests into their professional goals” (Gallo, 2011)
List of “DON’T” items:
“Allow employees to set goals alone
Take a hands-off approach to high performers — they need input and feedback to meet their goals as well
Ignore failures — be sure people have the opportunity to learn when they don’t achieve go”
(Gallo, 2011)
Discussion:
Goal setting is a process used by many organizations to improve employee performance. When employee performance is improved, then the overall performance of the organization improves. For the process of goal setting to work, the employee must have ownership of the goals and be a part of the creation of the goals. Creating a plan of success for an employee is a joint effort between the employee and the supervisor. “The key is to be [a] hands-on [supervisor] while giving your people the room they need to succeed on their own” (Gallo, 2011) According to McShane & Von Glinow (2015, pg. 140), the “acronym—SMARTER—captures the characteristics of good goal setting fairly well.” S.M.A.R.T.E.R. stands for specific, measurable, achievable, relevant, time-framed, exciting and reviewed. (McShane & Von Glinow, 2015, pg. 140-141) An employee desires to understand the goals that are being set. For this reason, the goals need to be specific and easy to ...
Current Issues in Leadership 1 Unit IV Upon completio.docx
Current Issues in Leadership 1
Unit IV
Upon completion of this unit, students should be able to:
7. Analyze how leaders foster employee motivation and morale in an ever-changing workforce.
7.1 Examine ways to leverage knowledge to increase employee motivation.
7.2 Explain effective methods of increasing workplace morale.
8. Develop a comprehensive personal leadership training plan that utilizes different leadership
techniques.
8.1 Ascertain individual knowledge that contributes to one’s leadership skills.
Course/Unit
Learning Outcomes
Learning Activity
7.1
Unit Lesson
All Required Unit Resources
Unit IV PowerPoint Presentation
7.2 Unit IV PowerPoint Presentation
8.1 Unit IV PowerPoint Presentation
Required Unit Resources
In order to access the following resources, click the links below.
Davis, A. (2010). Saving morale: How communications can re-engage employees. Public Relations Strategist,
16(1), 6–10.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=48851895&site=ehost-live&scope=site
Fard, H. D., Rostamy, A. A. A., & Taghiloo, H. (2009). How types of organisational cultures contribute in
shaping learning organisations. Singapore Management Review, 31(1), 49–61.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=36002344&site=ehost-live&scope=site
Klann, G. (2004). Morale victories: How leaders can build positive energy. Leadership in Action, 24(4), 7–12.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=17070411&site=ehost-live&scope=site
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence
on individual and unit performance. Academy of Management Journal, 57(5), 1434–1452.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=bth&AN=98835633&site=ehost-live&scope=site
Sarkissian, A. (n.d.). How does empowerment affect an employee's motivation and performance?
http://smallbusiness.chron.com/empowerment-affect-employees-motivation-performance-64535.html
Wetlaufer, S. (1999). Organizing for empowerment: An interview with AES’s Roger Sant and Dennis Bakke.
https://hbr.org/1999/01/organizing-for-empowerment-an-interview-with-aess-roger-sant-and-dennis-
bakke
UNIT IV STUDY GUIDE
Motivation and Morale
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=48851895&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=48851895&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=360023.
Multi-Generational TeamsWorkforce consisting of .docx
Multi-Generational Teams
Workforce consisting of employees from different generations.
Consists of different generations such as baby boomer generation, the millennial generation, generation z and generation x.
Organization could possibly work with teams of people ranging from four to six different generations at one time in coming years.
Multi-Generational Teams: Multi-Generation Teams refers to workforces comprised of employees from distinct generations such as Gen x, millennial and baby boomers. It is predicted that in the near future organizations will be working with a workforce ranging from four to six different generations at one time. Thus, it is very important for the organizations to learn how to manage multi-generational teams today.
2
Challenges to effective management of multi-generational teams
Communication protocol.
Presence of different preferred forms of communication.
Different environmental context.
Application of non-verbal communication such as body language.
In management of multi-generational teams, the form of responses received by the managers depends on the kind of generation being asked. That is, generation Y normally prefer using text messages to communicate while the baby boomers and the older Gen Xers normally prefer using emails or phone calls. Moreover, the communication style used depend of the environmental context. For instance, when there is heavy emotions involved, a person can prefer using voice or body language to be more persuasive despite the kind of generation that is communicating. Thus, for effective management of multi-generational team, the managers need to know how to communicate to various generations.
3
Challenges to effective management of multi-generational teams
Work from home options.
Advanced technology has made working from remotely more feasible.
Not all tasks can be performed remotely
Not every employee is effective when working from his/her home.
Managers need to change managing style.
The advanced technology has made it possible for the employees to work from home. The ability of the employees to work remotely is one of the challenges for effective management of multi-generational teams. This is due to the fact that not every person is independent enough to work remotely and also not all tasks can be performed remotely. Thus, to effectively manage multi-generational teams, managers need to change there managing style. There are chances that younger employees is more suited to working remotely compared to the older generation since they are more adept with technology.
4
Challenges to effective management of multi-generational teams
Employee to employee relations.
There is a dramatic change in the way employees conduct themselves in workplace from the past.
That is, there is enhancement in what is supposed to be talked in the workplace.
Today people are expressing more of themselves at workplace.
Those who are more reluctant to sharing their perso ...
Multi-Generational TeamsWorkforce consisting of .docx
Multi-Generational Teams
Workforce consisting of employees from different generations.
Consists of different generations such as baby boomer generation, the millennial generation, generation z and generation x.
Organization could possibly work with teams of people ranging from four to six different generations at one time in coming years.
Multi-Generational Teams: Multi-Generation Teams refers to workforces comprised of employees from distinct generations such as Gen x, millennial and baby boomers. It is predicted that in the near future organizations will be working with a workforce ranging from four to six different generations at one time. Thus, it is very important for the organizations to learn how to manage multi-generational teams today.
2
Challenges to effective management of multi-generational teams
Communication protocol.
Presence of different preferred forms of communication.
Different environmental context.
Application of non-verbal communication such as body language.
In management of multi-generational teams, the form of responses received by the managers depends on the kind of generation being asked. That is, generation Y normally prefer using text messages to communicate while the baby boomers and the older Gen Xers normally prefer using emails or phone calls. Moreover, the communication style used depend of the environmental context. For instance, when there is heavy emotions involved, a person can prefer using voice or body language to be more persuasive despite the kind of generation that is communicating. Thus, for effective management of multi-generational team, the managers need to know how to communicate to various generations.
3
Challenges to effective management of multi-generational teams
Work from home options.
Advanced technology has made working from remotely more feasible.
Not all tasks can be performed remotely
Not every employee is effective when working from his/her home.
Managers need to change managing style.
The advanced technology has made it possible for the employees to work from home. The ability of the employees to work remotely is one of the challenges for effective management of multi-generational teams. This is due to the fact that not every person is independent enough to work remotely and also not all tasks can be performed remotely. Thus, to effectively manage multi-generational teams, managers need to change there managing style. There are chances that younger employees is more suited to working remotely compared to the older generation since they are more adept with technology.
4
Challenges to effective management of multi-generational teams
Employee to employee relations.
There is a dramatic change in the way employees conduct themselves in workplace from the past.
That is, there is enhancement in what is supposed to be talked in the workplace.
Today people are expressing more of themselves at workplace.
Those who are more reluctant to sharing their perso.
Post #1Employee empowerment has allowed organizations to have qu.docx
Post #1
Employee empowerment has allowed organizations to have quicker response times to customers for resolutions, but my thoughts of this quick solution being beneficial shifted as I read Senge’s studies. “Today, many executives are articulating a new philosophy revolving around ‘empowering people.’ But few organizations are working hard to introduce tools and methods to actually help people to make more intelligent decisions, especially decisions that improve systemwide performance” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 40). It is important for organizations to consider the impact of the training systems, as well as how to evaluate their effectiveness. Without the proper ‘tools’ it is difficult for employees to make decisions that are best for both the business and the customer. This also makes it difficult for leaders to be confident in backing their employees decisions or in holding them accountable to the decisions made when effective learning systems were not developed prior to training. “Once we learn to distinguish our assumptions from the ‘data’ upon which those assumptions are based, we are forever more aware of our own thinking” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 43).
“Motivation also appears to be an important correlate of leadership” (Vidic, Burton, South, Pickering, & Start, 2016). By utilizing the teachings of each section and putting them into practice within real life situations I can support my learning while also utilizing success stories of the implementation of my practices of the materials to share with the class for discussions. Many of the teachings discussed in this week’s material would work for the current organization I work for. Senge mentions situations where employees are placed into quick training courses that only last a few days, but later the training is not reinforced or further developed upon. Organizations will then give up on the current training practices as they believe them not to be effective. In the organization I work for there is always change. Changes in culture, leadership, and even training styles. There is an opportunity to evaluate the importance of each change prior to implementation and utilize different metrics to evaluate success which could include quantity, but most importantly quality of the results with the success of the organization.
References
Senge, P., Kleiner, A., Roberts, C., Ross, R., & Smith, B. (1994). The fifth discipline fieldbook: strategies and tools for building a learning organization. New York: Doubleday.
Vidic, Z., Burton, D., South, G., Pickering, A. M., & Start, A. (2016). Emotional and Motivational Correlates of Leadership Styles: A Comprehensive Framework for Understanding Effective Leaders. Journal Of Leadership Studies, (3), 22. doi:10.1002/jls.21485
Post #2
I found it interesting how Kleiner, Roberts, Ross , Senge & Smith (1994) discussed team development as a learning organization. They note that team members “develop new skill.
Building Employee Retention vs. Loyalty
The document summarizes a webinar on building employee retention vs loyalty. It provides instructions on how to listen via phone or computer. It introduces the speakers and agenda which includes setting goals, using compensation to promote retention, leveraging career options, and supporting generational differences.
I have placed a sample of a discussion submission that has one mor
This document provides instructions and requirements for an online graduate course in organizational leadership. It outlines technical requirements, textbooks, course objectives, teaching strategies, and grading criteria. Students are expected to participate in weekly discussion forums, submit case study questions, complete two group business briefings, and take a midterm and final exam. The course aims to develop cognitive understanding of leadership theories as well as interpersonal and leadership skills through self-paced online learning and collaboration with peers.
I need to reply to each one of these with 100 words or more. The ins.docx
I need to reply to each one of these with 100 words or more. The instructor is Suzanne Minacrine please reply to her just a little more and be a more pacific when answering her questions she very very very stricct. I need to pass her class with an "B" average so far I am not I have 75.8% right now and I only have 2 weeks left of her class. Can you please help me to pass this course thank you so much for your time and help regarding this matter. Make sure your comments and questions to them are on a Master's Level PLEASE. Please ask them some questions as well thanks. Plesase be sure to put the name by each reply so therefore, I can know which one belong to who.
Student 1: Jason burkhalter
Hello Michelle,
Some things you read will say that given increase in salaries is not a good reward system. I personally do not think those people know what they are talking about. For me at least the most important thing is my family and taking care of them. So, if I receive more money at work I will be able to provide for them better. So, if I know I might get an increase in pay if I go above and beyond I am more apt to do. how do you few this subject, do you feel like increase in pay is a good type of reward system?
Student 2: Ann Lai
Examine your organization and leadership through the following questions:
1. How does your organization/leaders link rewards and appreciation to standards of excellence?
I work on a site that employees around 20 people. Having such a small group makes rewards and incentives easier to hand out. Our supervisors take turns buying or bringing in lunch for everyone particularly when we have had an event, big projects, inspections, and audits. Anytime the team pulls together and completes projects, works extra hours, does tasks outside of their job description, and offers their assistance to other departments the leaders do something to show their appreciation for the above and beyond effort. Sometimes this means buying lunch, hosting a cookout, bringing in donuts, giving employees paid time off that doesn’t count against their vacation time, etc. It shows that the better we perform the more we get from our leaders and the quality of life increases.
2. Are standards clear and how are they communicated? What changes would you recommend?
Standards are made very clear, again, because we are such a small group. Getting everyone together for daily meetings to discuss daily and upcoming taskers, going over how things need to be done, expectations as far as quality, quantity, and time frame of work, and clarifications can be made easily with everyone present to ensure everyone hears the same information exactly as it needed to be explained. Occasionally our leaders leave pass down to the team leads which usually means something gets forgotten or left out. Leaving a logbook for each shift to consult upon starting their shift would ensure both shifts are aware of what the other shift accomplished and what still need to.
Best Practice for Managing Graduate Transition from Education to Employment
This document provides recommendations for organizations to better manage graduate transitions from education to employment. It discusses the challenges graduates face during transitions and how poor onboarding can negatively impact employee retention. It recommends organizations implement strategies to attract graduates, such as offering flexible work schedules and opportunities for work-life balance. For onboarding, the document suggests setting long-term goals, providing frequent feedback and appraisals, and ensuring leadership demonstrates supportive listening skills. Teaching methods like on-the-job training and peer interaction are also recommended for effectively passing on new skills. Implementing some of these attraction and onboarding strategies can help graduates transition more smoothly and boost retention.
Running head CLIENT PROBLEM 1CLIENT PROBLEM.docx
This document discusses human resource challenges at MTS Systems Corporation. It identifies retention of skilled workers as a major challenge, as employees seek promotion and to meet changing expectations and motivations. Younger generations are less loyal and more driven by recognition, while older generations value financial rewards more. The company must evaluate workplace needs and focus on career growth, creativity, collaboration, and mission to engage employees. Effective communication between generations and a culture of respect are also important to address human resource issues and improve performance at MTS Systems Corporation.
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docx
Running head: NEEDS ASSESSMENT 1
NEEDS ASSESSMENT 5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
A needs assessment is a systematic process of exploring the way things are at the present and the way they should be ideally. These factors are usually crucial in the performance at an individual level to the organizational level (Rouda & Kusy, 1995). A needs assessment is a continuous process of evaluation, with the objective of connecting the performance problems experienced in an organization and performance opportunities to human performance efforts that are specific. It also involves the process of differentiating the specific performance problems which will be solved through additional training from those that need other management measures. The main aim of this paper is to develop a needs assessment for MTS Systems Corporation.
The management problem at MTS is a human resources management problem One of the biggest challenges is the retention of workers who are skilled and talented. There are also generational differences amongst the work force, bringing with it a challenge in that the different groups respond differently to different situations, hence need to be handled differently. The management also has to deal with communication at the workplace and keeping the employees motivated in order to enhance performance. The performance of the company is impressive, with strong growth and revenue of around seven hundred and eighty million dollars. The bottom line is also very encouraging. This performance, however, is way below the expected performance which was projected to be over a billion dollars in revenue and a quarter billion dollars in profits. This goal hasn’t been achieved yet but based on the strong performance of the organization, together with good management, the target may be achieved.
The mission of the organization is to be a leader in innovation in the manufacture of measurement and testing solutions so as to enable the success of their customers. The mission is related to the desired performance in that it the mission statement will provide a drive for the staff to be the best in what they do, and in this way improving the performance of the organization as a whole. The management problems are experienced within the whole company and aren’t just experienced within specific departments.
In conducting a needs assessment, several steps will be followed. One will be performing a GAP analysis. This step will seek at establishing the actual level of performance of the organization and the employees in comparison to the standards which have been set (Rouda & Kusy, 1995). In order to do this, the current situation will be determined first. The skills, knowledge and abilities that the current employees have. This analysis ought to take into consideration the goals of the organization, the business climate and constraints, both internal and external. The desired si ...
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The Nature of Motivation
Page 287
LO 9-1 Explain what motivation is and why managers need to be concerned about it.
Motivation may be defined as psychological forces that determine the direction of a person's behavior in an
organization, a person's level of effort, and a person's level of persistence in the face of obstacles.19 The
direction of a person's behavior refers to the many possible behaviors a person could engage in. For example,
employees at SAS are encouraged to be creative and develop new software that will meet customers' future
needs. Effort refers to how hard people work. Employees at SAS exert high levels of effort to provide
superior software solutions for business customers. Persistence refers to whether, when faced with
roadblocks and obstacles, people keep trying or give up. Setbacks and obstacles are part of research and
development work; at SAS, employees persist through these difficulties to develop new sophisticated
software.
motivation Psychological forces that determine the direction of a person's behavior in an organization, a
person's level of effort, and a person's level of persistence.
Motivation is central to management because it explains why people behave the way they do in
organizations20—why employees at SAS continue to develop new software that is used by SAS customers
around the world. Motivation also explains why a waiter is polite or rude and why a kindergarten teacher
really tries to get children to enjoy learning or just goes through the motions. It explains why some managers
truly put their organizations' best interests first whereas others are more concerned with maximizing their
salaries and why—more generally—some workers put forth twice as much effort as others.
Motivation can come from intrinsic or extrinsic sources. Intrinsically motivated behavior is behavior that is
performed for its own sake; the source of motivation is actually performing the behavior, and motivation
comes from doing the work itself. Many managers are intrinsically motivated; they derive a sense of
accomplishment and achievement from helping the organization achieve its goals and gain competitive
advantages. Jobs that are interesting and challenging are more likely to lead to intrinsic motivation than are
jobs that are boring or do not use a person's skills and abilities. An elementary school teacher who really
enjoys teaching children, a computer programmer who loves solving programming problems, and a
commercial photographer who relishes taking creative photographs are all intrinsically motivated. For these
individuals, motivation comes from performing their jobs—teaching children, finding bugs in computer
programs, and taking pictures.
intrinsically motivated behavior Behavior that is performed for its own sake.
Extrinsically motivated behavior is behavior that is performed to acquire material or social r.
Similar to Must use the websites provided below for in text citations and refer (20)
Job Matching Experiences of Cotabato State University (CSU) Public Administra...
Job Matching Experiences of Cotabato State University (CSU) Public Administra...
To complete your repliesRead the threads of your classmates.docx
To complete your repliesRead the threads of your classmates.docx
Current Issues in Leadership 1 Unit IV Upon completio.docx
Current Issues in Leadership 1 Unit IV Upon completio.docx
Multi-Generational TeamsWorkforce consisting of .docx
Multi-Generational TeamsWorkforce consisting of .docx
Multi-Generational TeamsWorkforce consisting of .docx
Multi-Generational TeamsWorkforce consisting of .docx
Post #1Employee empowerment has allowed organizations to have qu.docx
Post #1Employee empowerment has allowed organizations to have qu.docx
I have placed a sample of a discussion submission that has one mor
I have placed a sample of a discussion submission that has one mor
I need to reply to each one of these with 100 words or more. The ins.docx
I need to reply to each one of these with 100 words or more. The ins.docx
Best Practice for Managing Graduate Transition from Education to Employment
Best Practice for Managing Graduate Transition from Education to Employment
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docx
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docx
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More from AlyciaGold776
12-15 page paper with 5 slide PowerPoint on an current management .docx
12-15 page paper with 5 slide PowerPoint on an current management issue, MY ISSUES:
(OPEN COMMUNICATION)
PAPER WILL BE SUBMITTED TO TURNIN!
APA, (6
TH
ED.) paper has to included title page& table of content
No pronouns
Cite all quantitative data
Cite all quotes ( try not to use quotations)
Intro ½ page
Background ¾ page
Literature review 4-5 page
Analysis 3-4 page ( detailed information)
Conclusion ¾ page ( WHAT,WHY,HOW,WHOM)
References page-Minimum of 20 published scholarly sources current as possible
Abstract (these questions has to be answered)
Clear statement of problem or issue
Methods or procedures summarized
Results summarized
Conclusions summarized
DUES BY MAY28 5PM
.
12Working With FamiliesThe Case of Carol and JosephCa.docx
12
Working With Families:
The Case of Carol and Joseph
Carol is a 23-year-old, heterosexual, Caucasian female and the
mother of a 1-year-old baby girl. She is currently unemployed,
having previously worked for a house cleaning company. The
baby is healthy and developmentally on target, and she and the
parents appear to be well bonded with one another. Carol lives in
a rented house with her husband, Joseph. Joseph is a 27-year-old,
heterosexual, Hispanic male. He was recently arrested at their
home for a drug deal, which he asserts was a setup. Both parents
were charged with child endangerment because weapons were
found in the child’s crib and drugs were found in the home. The
parents assert that the child never sleeps in the crib but in their
bed. As a result of the parents’ arrest, social services was notified,
and the child was temporarily placed in a kinship care arrangement
with the maternal grandmother, who resides nearby. As a
result of Joseph’s arrest, he was fired from the cleaning company
where he worked, and the family is now experiencing financial
difficulties.
After initial contact was made with the parents, a number of
concerns were noted and the family was recommended for additional
case management. Carol’s mother indicated that she had
concerns about Carol’s drinking habits and stated that Carol’s
father and grandfather were alcoholics. She and the father separated
when Carol was a baby, and Carol has had only limited
contact with him. There appears to be significant tension between
the grandmother and Carol and Joseph. I addressed the alcohol
issue with both parents, who denied there was a problem, but
shortly after the discussion, Carol was involved in a serious car
accident with the baby in the car. She was determined to have been
under the influence of alcohol. I advised Carol that she could not
have any unsupervised contact with her child until she completed
intensive inpatient substance abuse treatment. I made arrangements
for her placement, but after a week, she was discharged
for noncompliance with the rules. She was then referred to an
intensive outpatient program and began therapy there. Initially
her attendance was erratic because she had lost her license as a
result of the DUI. Eventually, however, she became engaged in the
program and began to address her issues. She acknowledged that
she had started using drugs at a very young age but said that she
had only begun drinking in the previous year or so. We discussed
the genetics of her family, and she said that she realized that she
had deteriorated rapidly since beginning to drink and knew that
she simply could not drink alcohol.
Joseph’s mother is deceased, and his father travels extensively
in his job and is not available as a support. Joseph was
very devoted to his mother and was devastated by her premature
death. We discussed the strengths that he and Carol demonstrated
in staying together and working out their p.
12 pages The papers must be typed (12 point font) in Times N.docx
1
2
pages
The papers must be typed (12 point font) in Times New Roman Font; double-spaced (unless otherwise noted), with one inch margins.
the organization should be a business or company basis.
Provide the links for the company's news.
You show up for work in a new organization or “parachute” into the organization (often knowing little about the organization).
This analytical paper describes how you observe and orient in this new environment to more fully understand the organization’s behavior.
address the deeper
currents of culture
as well as how
processes
and
mission
drive behavior.
address your place in this organization (from which perspective are you writing), not merely from a “job description” perspective, but from at the individual and group levels of analysis.
While not limited to these topics
address leadership, motivation, communications, and ethics.
In addition to incorporating
a wide variety of specific OB distinctions from the course
, the paper must
analyze
(not merely describe) the organization’s behavior from each zoom level:
individual, group, organization, and inter-organizational.
t
h
ird-person perspective
to analyze the organization.
The paper requires you to think deeply about OB in a specific organization.
use an organization you have experience with or research one where you would like to work.
Ideally, from reading this paper, professor should have the experience of being there with you and gain a valuable understanding of this organization.
Another way to look at this paper is as the document which uncovers the currents of organizational behavior in a methodical way.
The exercise of writing this paper provides you with a template for analyzing your next organization’s behavior, to avoid organizational pitfalls, and more quickly make a valuable contribution.
Organizational behavior concepts include: (analyze at least 8 concepts below from
individual, group, organization, and inter-organizational as well as the culture perspective
)
Diversity
Attitudes and Job Satisfaction
Emotions and Moods
Personality and Values
Perception and Individual Decision Making
Motivation Concepts and Application
Foundations of Group Behavior & Understanding Work Teams
Communication
Leadership
Inter-Organizational Behavior
Power and Politics
Conflict and Negotiation
Foundations of Organizational Structure
Organizational Culture
Organizational Change and Stress Management
.
12 new times roman 4-6 pages double spaced apply ONE of t.docx
12 new times roman
4-6 pages
double spaced
apply ONE of the theories listed below to
The Jack-Roller: A Delinquent Boys Own Story
by Clifford R. Shaw book.
Then make prediction on what happened to Stanley (protagonist of the book) BASED on the theory chosen.
Follow the guidelines CAREFULLY
Theories to choose from
·
Gottfredson and Hirschi: Self-Control Theory
·
Sampson and Laub: Age-graded Theory of Informal Social Control
·
Moffitt: Developmental Taxonomy
.
112016 @1000 a.m. 100 percent original 400-600 words with at leas.docx
11/20/16 @10:00 a.m. 100 percent original 400-600 words with at least 2 references APA format
To further support the acquisition of a new electronic health record (EHR) system, the chief information officer (CIO) has asked you, as an information technology (IT) manager, to meet with the nursing department heads to summarize the differences and the application of relational and object-oriented databases within an EHR system.
.
10–12 slides (not incl. title or ref slides) with speakers notes.docx
10–12 slides (not incl. title or ref slides) with speaker's notes
In learning about energy sources and non-fossil fuel sources, multiple technological advances were identified. These can reduce people's footprint on the planet and reduce the burden on fossil fuels.
Using already existing technology, describe ways in which people could reduce the need for external electrical and heat energy.
In completing this, you should be able to create a house that does not rely on public utilities.
Think of houses that exist in remote areas, where these public services do not reach; how can this be accomplished?
Be sure to include primary sources as well as ensure that your references are documented on the slides as they are being used. It is critical that your presentation tells a story, and is not prescribed by the prompts listed above.
.
11.1 - write a servlet that uses doGet to return a markup document t.docx
11.1 - write a servlet that uses doGet to return a markup document that provides your name, electronic mail address, and mailing address, along with a brief autobiography. test your servlet with a simple markup document.
11.2 write a servlet that returns a randomly chosen greeting from a list of five different greeting. The greetings must be stored as constant strings in the program.
.
10–15 slides with 150–200 words in the notes page.Using all 3 .docx
10–15 slides with 150–200 words in the notes page.
Using all
3 Financial Statements
(See attachment) please provide an analysis on Apix’s
assets, liabilities, cash, and profit
. As well, choose
2 additional components
on each of the sheets, and provide your initial impression on the company financial situation.
Need done by Monday morning.
Thanks Friend
.
10686_fm_ptg01_pi-xx.indd 4 121112 228 PMPart o.docx
This document provides information about the classification of vowels in American English. It includes a chart that shows the placement of vowels in terms of tongue height (high, mid, low) and tongue position (front, central, back). The chart classifies monophthongs and diphthongs according to these criteria. It also includes a phonetic alphabet that can be used for transcribing English pronunciation.
12-20 slides needed for the business plan report provided. (SEE ATT.docx
12-20 slides needed for the business plan report provided. (SEE ATTACHED FILE) This is a new bar called Wonderland, presentation needs to be eye capturing and intriguing to make people want to buy in to the idea to make a reality.
Format
Powerpoint presentation
APA
Reference slides needed
SECOND ATTACHED FILE (PPT PRESENTATION) SHOWS HOW I STARTED IT
I posted wrong file
.
1000+ word essay MLA styleTopic Judging others is human nature..docx
1000+ word essay MLA style
Topic
: Judging others is human nature. Some of us may practice fighting the urge to be judgmental more than others, but it is a very active battle. What lessons can you argue the characters from “ A Good Man Is Hard To Find by Flannery Oconnor” and “Young Goodman Brown by Nathaniel Hawthorne” teach readers regarding the dangers of being judgmental?
Please use these strategy questions as the professor is looking for them to be addressed in the writing.
Do you have a lead-in to “hook” your reader? (an example, anecdote, scenario, startling statistic, or provocative question.)
How much background is required to properly acquaint readers with your issue?
Will your claim be placed early (introduction) or delayed (conclusion) in your paper?
What is your supporting evidence?
Have you located authoritative (expert) sources that add credibility to your argument?
Have you considered addressing opposing viewpoints?
Are you willing to make some concessions (compromises) toward opposing sides?
What type of tone (serious, comical, sarcastic, inquisitive) best relates your message to reach your audience?
One written, have you maintained a third person voice? (no “I” or “you” statements)
How will you conclude in a meaningful way? (call your readers to take action, explain why the topic has a global importance, or offer a common ground compromise that benefits all sides?)
I wanted to make the instructions clear so I am not penalized when it comes to grading.
All paragraphs should have a topic sentence and supporting sentences explaining one idea and not multiple ideas.
Things I got hit on, on past papers on here.
Intro
Opposition
Supporting argument
Conclusion
Works cited page
looking for an A+
also have a 2000 word research paper coming up soon that i'm willinng to pay good for will be posting soon
.
1000 - 1500 words in APA format. Draft Final PlanYou work for a p.docx
1000 - 1500 words in APA format. Draft /Final Plan
You work for a popular consumer electronics company that sells products such as cell phones, tablets, and personal computers. The vice president of operations has talked to you about setting up a warehousing and distribution process that can support business expansions globally. He has asked you to develop a recommendation that will help build a business plan. You need to focus on the areas of transportation regulations and policies, transportation methodologies, warehousing, distribution, and inventory management.
The company is looking to start its global expansion in the European Union and China. You will focus your analysis and recommendations for this report on importing goods into those areas from the United States and fulfilling customer orders from in-region warehousing or distribution centers. Your outline should include the following:
Part I:
Transportation Regulations and Policies
Define the goal
Explain the relevance
National security
Public safety
Environment
Unrestrained competition
Part II:
Transportation Methodologies
Economic viability
Practical use
Applications in domestic and global markets
Part III:
Warehousing and Distribution
Principles
Design
Storage and handling
Information systems and information technology
Third-party logistics providers (3PL)
Part IV:
Inventory Management
Inventory functions for intermediate and final products
Packaging techniques
.
1000 words an 5 referencesResource Blossoms Up! Case Study .docx
1000 words an 5 references
Resource
: Blossoms Up! Case Study and Email No. 3
Numerous emails have been sitting in the HR Director's in-box for two months. Smith is highly agitated that none of his have been responded to. Now that you are hired, he has asked you to address the emails immediately.
Read
Email No. 3
concerning a report needed to respond to Smith's direction that the company have its own retirement plan such as a 401(k) plan, the laws affecting such plans, and what to do about funding it since the company is in a cost-cutting mode.
Complete
Smith's directions and the instructions in the email.
Use
headings to appropriately signal the topics and keep your document organized.
Use
a minimum of five in-text citation sources within your paper and identify them in your APA correctly formatted References page.
Click
the Assignment Files tab to submit your assignment.
.
1000+ word essay MLA styleTopic While Abraham Lincoln and John .docx
1000+ word essay MLA style
Topic:
While Abraham Lincoln and John F. Kennedy were superior national leaders, everyday persons also take on the responsibilities and risks of leadership, as illustrated by Robert, The blind man, in Raymond Carver’s “Cathedral”. On the other hand, Lieutenant Jimmy Cross in Tim O’Brien’s “the things they carried” believes he has neglected his duties as the leader of his platoon.
If you were conducting a leadership workshop for your college or local community, how could you use these four individuals to illustrate key points of your presentation? What other examples—contemporary or historical, fictional or factual—might you use to illustrate leadership qualities?
In doing so, consider the Core Value of Integrity emphasized in this course. This assignment asks you to address qualities of leadership. What is the relationship between integrity and leadership? Please include in your writing your own definition of Integrity and whether those in leadership roles are assumed to have (or demonstrate) integrity.
Please use these strategy questions as the professor is looking for them to be addressed in the writing.
Do you have a lead-in to “hook” your reader? (an example, anecdote, scenario, startling statistic, or provocative question.)
How much background is required to properly acquaint readers with your issue?
Will your claim be placed early (introduction) or delayed (conclusion) in your paper?
What is your supporting evidence?
Have you located authoritative (expert) sources that add credibility to your argument?
Have you considered addressing opposing viewpoints?
Are you willing to make some concessions (compromises) toward opposing sides?
What type of tone (serious, comical, sarcastic, inquisitive) best relates your message to reach your audience?
One written, have you maintained a third person voice? (no “I” or “you” statements)
How will you conclude in a meaningful way? (call your readers to take action, explain why the topic has a global importance, or offer a common ground compromise that benefits all sides?)
I wanted to make the instructions clear so I am not penalized when it comes to grading.
All paragraphs should have a topic sentence and supporting sentences explaining one idea and not multiple ideas.
Things I got hit on, on past papers on here.
Intro
Opposition
Supporting argument
Conclusion
Works cited page
.
1000 words and dont use the InternetFrom the book answer the qu.docx
1000 words and don't use the Internet
From the book answer the questions
A. Did any of these authors have followed historical methods of Said's book ( Orientalism) or subaltern historians? Please give an example to prove your argument.
B. How do these histories of non-westren women contribute to non-westten historiograph?
.
100 original 0 plagiarism, with introduction and conclusion.I.docx
The document requests a 950-word paper by June 6th at 7 pm that describes changes during middle childhood and adolescence regarding family and peer relationships and their influence on future development. It requires evaluation of functional and dysfunctional family dynamics, determination of peer impacts, examination of additional adolescent pressures, and discussion of moral development, sourced from a minimum of two peer-reviewed sources and formatted per APA style.
100 Original Work.Graduate Level Writing Required.DUE .docx
100% Original Work.
Graduate Level Writing Required.
DUE: Sunday, June 12, 2020 by 5pm Eastern Standard Time.
Background:
Views on justice impact many areas of criminal justice, including the concepts of fairness, equality, and impartiality, and influence the ethical standards you apply in various situations in the field. Your views on justice and how you act in situations will affect the opinions others have of you in the communities you serve. Views on justice also impact actions taken and decisions made that affect the wider population.
Write
a 1,150- to 1,400-word paper describing the origins of the concept of justice and how you believe they are defined today.
Include the following:
-Explain Aristotle’s ethical ideas of distributive and procedural justice.
-Compare substantive justice and procedural justice, including how procedural justice impacts wrongful convictions and moral perceptions of racial discrimination, such as the Central Park Five and the story of Brian Banks, a former football star.
-Explain how you understand justice as defined by today’s modern criminal justice agencies. Include reasoning and examples in your explanation to support your opinion.
Include at least four additional scholarly reference.
Format your paper consistent with APA guidelines
.
Must Be Graduate Level Writing
100% Original Work
.
10-1 Discussion Typical vs. Atypical DevelopmentThroughout this c.docx
10-1 Discussion: Typical vs. Atypical Development
Throughout this course, we have explored different aspects of development, and research has presented a variety of influences in the form of biological, social, emotional, and cognitive domains. At the end of nearly every chapter reading, a holistic position began to emerge that acknowledges the contribution by each domain. In our final discussion, reflect on whether a holistic approach is just as effective for accounting for atypical development as it is for typical development. Utilize examples from the course to support your position, or consider using an issue of atypical development to provide context (e.g., autism or antisocial behavior).
*******JUST NEEDS TO BE 2 TO 3 PARAGREAPHS WITH REFERENCES**********
.
100 words only 1 APA REFERENCEThe traditional approach for ide.docx
100 words only 1 APA REFERENCE
The traditional approach for identifying qualified applicants is often driven by old traditions like looking at resumes, degree, years of experience, and even looks. What other, more quantifiable measures might be used when hiring a new employee? Be specific.
.
100 Words minimumDiscussion TopicWhat is the difference betwe.docx
100 Words minimum
Discussion Topic:
What is the difference between “community intervention” and “intervention in the community”? How can health advocates thoroughly address each in, for example, public policymaking of one of the following (choose one and discuss or choose a health concern of your own liking):
Youth violence
Asthma in children
Walking track and other public access to exercise/fitness
Heart disease
Lack of availability of health food (in stores, restaurants, etc.)
.
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12 new times roman 4-6 pages double spaced apply ONE of t.docx
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10686_fm_ptg01_pi-xx.indd 4 121112 228 PMPart o.docx
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12-20 slides needed for the business plan report provided. (SEE ATT.docx
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1000 - 1500 words in APA format. Draft Final PlanYou work for a p.docx
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1000 words an 5 referencesResource Blossoms Up! Case Study .docx
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