Organization: Introduction, Thesis Statement, and Conclusion
Total: 4.00
Distinguished - Paper is logically organized with a well-written introduction, thesis statement, and conclusion.
Proficient - Paper is logically organized with an introduction, thesis statement, and conclusion. One of these requires improvement.
Basic - Paper is organized with an introduction, thesis statement, and conclusion. One or more of the introduction, thesis statement, and/or conclusion require improvement.
Below Expectations - Paper is loosely organized with an introduction, thesis statement, and conclusion. The introduction, thesis statement, and/or conclusion require much improvement.
Non-Performance - The introduction, thesis statement, and conclusion are either nonexistent or lack the components described in the assignment instructions.
Describes How the Type of Culture Influences Organizational Behavior
Total: 4.00
Distinguished - Comprehensively describes how the type of culture influences the behavior of the organization in a negative or positive manner.
Proficient - Describes how the type of culture influences the behavior of the organization in a negative or positive manner. The description is slightly underdeveloped.
Basic - Somewhat describes how the type of culture influences the behavior of the organization in a negative or positive manner. The description is underdeveloped.
Below Expectations - Attempts to describe how the type of culture influences the behavior of the organization in a negative or positive manner; however, the description is significantly underdeveloped.
Non-Performance - The description of how the type of culture influences organizational behavior is either nonexistent or lacks the components described in the assignment instructions.
Describes How the Modes of Communication Influence Organizational Behavior
Total: 4.00
Distinguished - Comprehensively describes how the modes of communication influence the behavior of the organization in a negative or positive manner.
Proficient - Describes how the modes of communication influence the behavior of the organization in a negative or positive manner. The description is slightly underdeveloped.
Basic - Somewhat describes how the modes of communication influence the behavior of the organization in a negative or positive manner. The description is underdeveloped.
Below Expectations - Attempts to describe how the modes of communication influence the behavior of the organization in a negative or positive manner; however, the description is significantly underdeveloped.
Non-Performance - The description of how the modes of communication influence the organizational behavior is either nonexistent or lacks the components described in the assignment instructions.
Describes How the Nature of Authority Influences Organizational Behavior
Total: 4.00
Distinguished - Comprehensively describes how the nature of authority influences the behavior of the organization in a negative or positive manner..
MGT380.W5A1.08.2014
Description:
Total Possible Score: 30.00
Applies and Explains One Leadership Theory
Total: 3.50
Distinguished - Expertly applies one of the leadership theories by fully
explaining how the theory works and includes at least one detailed, relevant
example. Demonstrates a thorough understanding of the theory.
Proficient - Accurately applies one of the leadership theories by providing a
sufficient explanation of how the theory works and includes a relevant example.
Demonstrates a sufficient understanding of the theory.
Basic - Applies one of the leadership theories by providing a rudimentary
explanation of how the theory works and includes an example that may not be
completely relevant. Demonstrates a rudimentary understanding of the theory.
Below Expectations - Attempts to explain one of the leadership theories.
Explanation may be lacking in substance, contain a completely irrelevant
example, or contain no example at all. Demonstrates a lack of understanding of
the theory.
Non-Performance - The paper is either nonexistent or fails to apply one of the
leadership theories, explain how the theory works and provide an example.
Power and Influence of Leader
Total: 4.50
Distinguished - Provides a fully developed and expertly crafted analysis of the
power and influence the leader has on followers. Includes the reaction from
followers and the possibility of alternatives. Expertly applies the concepts of
leadership from the text.
Proficient - Provides a sufficiently developed analysis of the power and
influence the leader has on followers. Includes the reaction from followers and
the possibility of alternatives. Sufficiently applies the concepts of leadership
from the text.
Basic - Provides an analysis of the power and influence the leader has on
followers. Analysis includes the reaction from followers and the possibility of
alternatives, but is not fully developed. Shows a rudimentary application of the
concepts of leadership from the text.
Below Expectations - Attempts to provide an analysis of the power and influence
the leader has on followers. Analysis is underdeveloped, does not include the
reaction of followers, and/or the possibility of alternatives. Shows little
application of the concepts of leadership from the text.
Non-Performance - The paper is either nonexistent or fails to provide an
analysis of the power and influence the leader has on followers.
Evaluate Transformational and Transactional Leadership
Total: 4.50
Distinguished - Thoroughly evaluates the role and effectiveness of transactional
and transformational leadership, providing detailed and specific examples.
Answer displays an expert understanding of both transactional and
transformational leadership.
Proficient - Evaluates the role and effectiveness of transactional and
transformational leade ...
Sheet1Openness Index for Selected countries- 2000 and 2015 .docxmaoanderton
Sheet1Openness Index for Selected countries- 2000 and 2015 CountryExport 2000Import 2000Openness 2000Export 2015Import 2015Openness 2015SingaporeHonk KongLuxembourgHungaryIrelandBelgiumNetherlandsTaiwanHondurasPhilippinesAustriaCosta RicaKoreaDenmarkSwitzerlandSwedenCanadaIndonesiaPortugalNicaraguaIcelandIsraelFinlandEcuadorGermanyNorwayTurkeyChilePolandMexicoSpainUKFranceItalyChinaSouth AfricaGreeceAustraliaUSJapan
Description:
Total Possible Score: 30.00
Distinguished - Expertly applies one of the leadership theories by fully explaining how the theory works and includes at least
one detailed, relevant example. Demonstrates a thorough understanding of the theory.
Proficient - Accurately applies one of the leadership theories by providing a sufficient explanation of how the theory works
and includes a relevant example. Demonstrates a sufficient understanding of the theory.
Basic - Applies one of the leadership theories by providing a rudimentary explanation of how the theory works and includes
an example that may not be completely relevant. Demonstrates a rudimentary understanding of the theory.
Below Expectations - Attempts to explain one of the leadership theories. Explanation may be lacking in substance, contain
a completely irrelevant example, or contain no example at all. Demonstrates a lack of understanding of the theory.
Non-Performance - The paper is either nonexistent or fails to apply one of the leadership theories, explain how the theory
works and provide an example.
Distinguished - Provides a fully developed and expertly crafted analysis of the power and influence the leader has on
followers. Includes the reaction from followers and the possibility of alternatives. Expertly applies the concepts of
leadership from the text.
Proficient - Provides a sufficiently developed analysis of the power and influence the leader has on followers. Includes the
reaction from followers and the possibility of alternatives. Sufficiently applies the concepts of leadership from the text.
Basic - Provides an analysis of the power and influence the leader has on followers. Analysis includes the reaction from
followers and the possibility of alternatives, but is not fully developed. Shows a rudimentary application of the concepts of
leadership from the text.
Below Expectations - Attempts to provide an analysis of the power and influence the leader has on followers. Analysis is
underdeveloped, does not include the reaction of followers, and/or the possibility of alternatives. Shows little application of
the concepts of leadership from the text.
Non-Performance - The paper is either nonexistent or fails to provide an analysis of the power and influence the leader has
on followers.
Distinguished - Thoroughly evaluates the role and effectiveness of transactional and transformational leadership, providing
detailed and specific examples. Answer displays an expert understanding of both transactional and transformational
leade.
Compensation PhilosophyEvaluate the current compensation phi.docxbartholomeocoombs
Compensation Philosophy
Evaluate the current compensation philosophy for your organization or an organization of your choosing (from a third-person perspective). Write a three-to-five page paper (not including the title and reference pages). Your paper should be written in a scholarly third-person tone; it should be in APA format. In addition to the introduction and conclusion, your paper should address the following:
Evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees.
Examine key factors within the internal and external environment including the mission and strategic focus of the organization, as well as the financial and cultural aspects of your organization (i.e., they cannot have a compensation philosophy where they “lead” the market if the organization does not have the financial resources) that should influence this philosophy. The proposed philosophy itself should be no more than a short paragraph.
Identify the key factors that should contribute to the organization’s development based on your proposed organizational philosophy.
Remember to write from a third-person perspective. Do not include wording like “my company’s philosophy is …” Instead include wording like “XYZ Company Name’s philosophy is …” Remember to write about the company and the company’s philosophy; do not refer to you or your connection to the company.
In addition to the text, cite at least two scholarly references to support your discussion.
Carefully review the
Grading Rubric (Links to an external site.)
for the criteria that will be used to evaluate your assignment.
Grading Rubric:
Total Possible Score
: 7.00
Evaluates the Organization’s Current Compensation Philosophy and Proposes Ways to Enhance or Revamp the Current Compensation Philosophy Organization and Its Employees
Total: 2.00
Distinguished - Accurately and thoroughly evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees.
Proficient - Accurately evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Minor details are missing.
Basic - Evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Relevant details are missing and/or inaccurate.
Below Expectations - Attempts to evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees; however, significant details are missing .
Compensation PhilosophyEvaluate the current compensation phi.docxannette228280
Compensation Philosophy
Evaluate the current compensation philosophy for your organization or an organization of your choosing (from a third-person perspective). Write a three-to-five page paper (not including the title and reference pages). Your paper should be written in a scholarly third-person tone; it should be in APA format. In addition to the introduction and conclusion, your paper should address the following:
Evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees.
Examine key factors within the internal and external environment including the mission and strategic focus of the organization, as well as the financial and cultural aspects of your organization (i.e., they cannot have a compensation philosophy where they “lead” the market if the organization does not have the financial resources) that should influence this philosophy. The proposed philosophy itself should be no more than a short paragraph.
Identify the key factors that should contribute to the organization’s development based on your proposed organizational philosophy.
Remember to write from a third-person perspective. Do not include wording like “my company’s philosophy is …” Instead include wording like “XYZ Company Name’s philosophy is …” Remember to write about the company and the company’s philosophy; do not refer to you or your connection to the company.
In addition to the text, cite at least two scholarly references to support your discussion.
Carefully review the
Grading Rubric (Links to an external site.)
for the criteria that will be used to evaluate your assignment.
Grading Rubric:
Total Possible Score
: 7.00
Evaluates the Organization’s Current Compensation Philosophy and Proposes Ways to Enhance or Revamp the Current Compensation Philosophy Organization and Its Employees
Total: 2.00
Distinguished - Accurately and thoroughly evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees.
Proficient - Accurately evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Minor details are missing.
Basic - Evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Relevant details are missing and/or inaccurate.
Below Expectations - Attempts to evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees; however, significant details are missing .
Now is the time when most of you are working on your final papers .docxcherishwinsland
Now is the time when most of you are working on your final papers for your BUS 119 course. I wanted to encourage you, acknowledge that this is a challenging assignment, and I wanted to give you a little help.
1) As you determine what kind of leader you're recruiting for in this paper, consider the parameters set down in the assignment -- justify the qualities you are seeking with a rationale that points back to the specific needs of the organization. If you say you are looking for a task-oriented leader, tell me what it is about the organization that requires this kind of leader. The announcement I posted last week covers this in depth.
2) Don't be afraid to get creative. Add more parameters -- is this a company that's had problems with community relations in the past? Has there been a major scandal to deal with in the past five years? Has a new competitor entered the marketplace? The more you can describe your company, the more you will be able to target the kind of leader you will need. The more creative you are, the higher your critical thinking score will probably be. Again, I know I've already said this, but I think it bears repeating.
3. If you need help creating citations for the sources on your reference page, or for in-text citations, you might try an automatic citation generator like
www.citationmachine.net (Links to an external site.)Links to an external site.
Just know that in order to get a correct citation on a site like this, the information you put into the generator must be correct.
4) For help with other aspects of APA style, you can go to the Library and Writing Center on the left side of your course home page. There's all kinds of other writing help there, as well.
5) For more help with writing, go the the Course Resources link on the left side of your course home page, where you'll find Writing Reviser and turnitin. I've mentioned these resources to you once before, but now may be the critical time when you need it.
6) Here's a sample paper (Links to an external site.)Links to an external site. that uses APA formatting.
7) Be sure to review the grading rubric. It will help you cover all the points that will be scored on your paper.
https://ashford.waypointoutcomes.com/assessment/4681/preview (Links to an external site.)Links to an external site.
The BEST of luck, everyone; I can't wait to read your papers. Have fun with this and write something that will make me laugh or cry or care!
Description:
Total Possible Score: 35.00
Explains What Being a Leader is and What Traits are Needed to Be an Effective Leader
Total: 4.00
Distinguished - Thoroughly explains what being a leader is and what traits are needed to be an effective leader.
Proficient - Explains what being a leader is and what traits are needed to be an effective leader. Minor details are missing.
Basic - Partially explains what being a leader is and what traits are needed to be an effective leader. Relevant details are missing.
Below Expectations .
SOC402.W5A1.07.2015
Description:
Total Possible Score: 25.00
Discusses the Chosen Issue from Both the Workplace and Societal Viewpoints,
Including the Positive and Negative Aspects of the Issue in Relation to the
Workplace, Society, and Workers, Especially the Unique Worker Groups who May be
Most Affected
Total: 6.00
Distinguished - Comprehensively discusses the chosen issue from both the
workplace and societal viewpoints, including the positive and negative aspects
of the issue in relation to the workplace, society, and workers, especially the
unique worker groups who may be most affected.
Proficient - Discusses the chosen issue from both the workplace and societal
viewpoints, including the positive and negative aspects of the issue in relation
to the workplace, society, and workers, especially the unique worker groups who
may be most affected. The discussion is slightly underdeveloped.
Basic - Minimally discusses the chosen issue from both the workplace and
societal viewpoints, including the positive and negative aspects of the issue in
relation to the workplace, society, and workers, especially the unique worker
groups who may be most affected. The discussion is underdeveloped.
Below Expectations - Attempts to discuss the chosen issue from both the
workplace and societal viewpoints, including the positive and negative aspects
of the issue in relation to the workplace, society, and workers, especially the
unique worker groups who may be most affected; however the discussion is
significantly underdeveloped.
Non-Performance - The discussion of the chosen issue from both the workplace and
societal viewpoints, including the positive and negative aspects of the issue in
relation to the workplace, society, and workers, especially the unique worker
groups who may be most affected is either nonexistent or lacks the components
described in the assignment instructions.
Analyzes how the Chosen Issue could be Positively Supported using Various Social
Controls
Total: 7.00
Distinguished - Comprehensively analyzes how the chosen issue could be
positively supported using various social controls.
Proficient - Analyzes how the chosen issue could be positively supported using
various social controls. The analysis is slightly underdeveloped.
Basic - Minimally analyzes how the chosen issue could be positively supported
using various social controls. The analysis is underdeveloped.
Below Expectations - Attempts to analyze how the chosen issue could be
positively supported using various social controls; however, the analysis is
significantly underdeveloped.
Non-Performance - The analysis of how the chosen issue could be positively
supported using various social controls are either nonexistent or lacks the
components described in the assignment instructions.
Recommends Interventions in these Areas as well as the P ...
DescriptionTotal Possible Score 8.00Defines Each TheoryTLinaCovington707
Description:
Total Possible Score: 8.00
Defines Each Theory
Total: 2.00
Distinguished - Provides a thorough definition of the major motivation and job satisfaction theories.
Proficient - Provides a definition of the major motivation and job satisfaction theories. One or more definitions are slightly underdeveloped.
Basic - Provides a limited definition of the major motivation and job satisfaction theories. One or more definitions are underdeveloped.
Below Expectations - Attempts to provide a definition of the major motivation and job satisfaction theories; however, one or more definitions are significantly underdeveloped.
Non-Performance - The definition of the major motivation and job satisfaction theories is either nonexistent or lacks the components described in the assignment instructions.
Describes a Specific Situation Related to Motivation and Job Satisfaction
Total: 1.00
Distinguished - Provides a thorough description of a specific situation related to motivation and job satisfaction.
Proficient - Provides a description of a specific situation related to motivation and job satisfaction. The description is slightly underdeveloped.
Basic - Provides a limited description of a specific situation related to motivation and job satisfaction. The description is underdeveloped.
Below Expectations - Attempts to provide a description of a specific situation related to motivation and job satisfaction; however, the description is significantly underdeveloped.
Non-Performance - The description of a specific situation related to motivation and job satisfaction is either nonexistent or lacks the components described in the assignment instructions.
Applies One of the Theories to the Situation
Total: 1.00
Distinguished - Comprehensively applies one of the theories to the situation. The application is supported with relevant examples from scholarly articles.
Proficient - Applies one of the theories to the situation. The application is supported with examples from scholarly articles, but is slightly underdeveloped.
Basic - Partially applies one of the theories to the situation. The application is somewhat supported with examples from scholarly articles, and is underdeveloped.
Below Expectations - Attempts to apply one of the theories to the situation; however, the application is not supported with examples from scholarly articles and is significantly underdeveloped.
Non-Performance - The application of one of the theories to the situation is either nonexistent or lacks the components described in the assignment instructions.
Discusses the Usefulness of the Theory in Explaining Employee Performance
Total: 1.00
Distinguished - Comprehensively discusses the usefulness of the theory in explaining employee performance. The discussion is supported with relevant examples from scholarly sources.
Proficient - Discusses the usefulness of the theory in explaining employee performance. The discussion is supported with examples from scholarly sources, but is sli ...
BUS370.W3A1.04.2021Description Total Possible ScoreVannaSchrader3
BUS370.W3A1.04.2021
Description:
Total Possible Score: 6.00
Identifies the Type of Change Occurring
Total: 1.00
Distinguished - Clearly and accurately identifies the type of change occurring.
Proficient - Identifies the type of change occurring. Minor details are slightly unclear or inaccurate.
Basic - Vaguely identifies the type of change occurring. Relevant details are unclear and/or inaccurate.
Below Expectations - Attempts to identify the type of change occurring; however, significant details are unclear and inaccurate.
Non-Performance - The identification of the type of change occurring is either nonexistent or lacks the components described in the assignment instructions.
Develops the Action Research Process
Total: 1.00
Distinguished - Comprehensively develops the action research process.
Proficient - Develops the action research process. Minor details are missing.
Basic - Partially develops the action research process. Relevant details are missing.
Below Expectations - Attempts to develop the action research process; however, significant details are missing.
Non-Performance - The development of the action research process is either nonexistent or lacks the components described in the assignment instructions.
Selects the Diagnostic Process for the Planning Phase and Defends the Reasoning for the Choice
Total: 1.00
Distinguished - Selects the appropriate diagnostic process for the planning phase and clearly defends the reasoning for the choice.
Proficient - Selects the diagnostic process for the planning phase and defends the reasoning for the choice. Minor details are missing or slightly unclear.
Basic - Selects a somewhat appropriate diagnostic process for the planning phase and partially defends the reasoning for the choice. Minor details are missing and/or slightly unclear.
Below Expectations - Attempts to select a diagnostic process for the planning phase and defend the reasoning for the choice; however, significant details are missing and unclear.
Non-Performance - The selection of a diagnostic process for the planning phase and defense of the reasoning for the choice are either nonexistent or lack the components described in the assignment instructions.
Classifies the Intervention Type
Total: 0.50
Distinguished - Accurately classifies the intervention type.
Proficient - Classifies the intervention type. Minor details are inaccurate.
Basic – Vaguely classifies the intervention type. Relevant details are inaccurate.
Below Expectations - Attempts to classify the intervention type; however, significant details are inaccurate.
Non-Performance - The classification of the intervention type is either nonexistent or lacks the components described in the assignment instructions.
Defines How to Implement the Intervention Type
Total: 0.50
Distinguished - Thoroughly defines how to implement the intervention type.
Proficient - Defines how to implement the intervention ...
MGT380.W5A1.08.2014
Description:
Total Possible Score: 30.00
Applies and Explains One Leadership Theory
Total: 3.50
Distinguished - Expertly applies one of the leadership theories by fully
explaining how the theory works and includes at least one detailed, relevant
example. Demonstrates a thorough understanding of the theory.
Proficient - Accurately applies one of the leadership theories by providing a
sufficient explanation of how the theory works and includes a relevant example.
Demonstrates a sufficient understanding of the theory.
Basic - Applies one of the leadership theories by providing a rudimentary
explanation of how the theory works and includes an example that may not be
completely relevant. Demonstrates a rudimentary understanding of the theory.
Below Expectations - Attempts to explain one of the leadership theories.
Explanation may be lacking in substance, contain a completely irrelevant
example, or contain no example at all. Demonstrates a lack of understanding of
the theory.
Non-Performance - The paper is either nonexistent or fails to apply one of the
leadership theories, explain how the theory works and provide an example.
Power and Influence of Leader
Total: 4.50
Distinguished - Provides a fully developed and expertly crafted analysis of the
power and influence the leader has on followers. Includes the reaction from
followers and the possibility of alternatives. Expertly applies the concepts of
leadership from the text.
Proficient - Provides a sufficiently developed analysis of the power and
influence the leader has on followers. Includes the reaction from followers and
the possibility of alternatives. Sufficiently applies the concepts of leadership
from the text.
Basic - Provides an analysis of the power and influence the leader has on
followers. Analysis includes the reaction from followers and the possibility of
alternatives, but is not fully developed. Shows a rudimentary application of the
concepts of leadership from the text.
Below Expectations - Attempts to provide an analysis of the power and influence
the leader has on followers. Analysis is underdeveloped, does not include the
reaction of followers, and/or the possibility of alternatives. Shows little
application of the concepts of leadership from the text.
Non-Performance - The paper is either nonexistent or fails to provide an
analysis of the power and influence the leader has on followers.
Evaluate Transformational and Transactional Leadership
Total: 4.50
Distinguished - Thoroughly evaluates the role and effectiveness of transactional
and transformational leadership, providing detailed and specific examples.
Answer displays an expert understanding of both transactional and
transformational leadership.
Proficient - Evaluates the role and effectiveness of transactional and
transformational leade ...
Sheet1Openness Index for Selected countries- 2000 and 2015 .docxmaoanderton
Sheet1Openness Index for Selected countries- 2000 and 2015 CountryExport 2000Import 2000Openness 2000Export 2015Import 2015Openness 2015SingaporeHonk KongLuxembourgHungaryIrelandBelgiumNetherlandsTaiwanHondurasPhilippinesAustriaCosta RicaKoreaDenmarkSwitzerlandSwedenCanadaIndonesiaPortugalNicaraguaIcelandIsraelFinlandEcuadorGermanyNorwayTurkeyChilePolandMexicoSpainUKFranceItalyChinaSouth AfricaGreeceAustraliaUSJapan
Description:
Total Possible Score: 30.00
Distinguished - Expertly applies one of the leadership theories by fully explaining how the theory works and includes at least
one detailed, relevant example. Demonstrates a thorough understanding of the theory.
Proficient - Accurately applies one of the leadership theories by providing a sufficient explanation of how the theory works
and includes a relevant example. Demonstrates a sufficient understanding of the theory.
Basic - Applies one of the leadership theories by providing a rudimentary explanation of how the theory works and includes
an example that may not be completely relevant. Demonstrates a rudimentary understanding of the theory.
Below Expectations - Attempts to explain one of the leadership theories. Explanation may be lacking in substance, contain
a completely irrelevant example, or contain no example at all. Demonstrates a lack of understanding of the theory.
Non-Performance - The paper is either nonexistent or fails to apply one of the leadership theories, explain how the theory
works and provide an example.
Distinguished - Provides a fully developed and expertly crafted analysis of the power and influence the leader has on
followers. Includes the reaction from followers and the possibility of alternatives. Expertly applies the concepts of
leadership from the text.
Proficient - Provides a sufficiently developed analysis of the power and influence the leader has on followers. Includes the
reaction from followers and the possibility of alternatives. Sufficiently applies the concepts of leadership from the text.
Basic - Provides an analysis of the power and influence the leader has on followers. Analysis includes the reaction from
followers and the possibility of alternatives, but is not fully developed. Shows a rudimentary application of the concepts of
leadership from the text.
Below Expectations - Attempts to provide an analysis of the power and influence the leader has on followers. Analysis is
underdeveloped, does not include the reaction of followers, and/or the possibility of alternatives. Shows little application of
the concepts of leadership from the text.
Non-Performance - The paper is either nonexistent or fails to provide an analysis of the power and influence the leader has
on followers.
Distinguished - Thoroughly evaluates the role and effectiveness of transactional and transformational leadership, providing
detailed and specific examples. Answer displays an expert understanding of both transactional and transformational
leade.
Compensation PhilosophyEvaluate the current compensation phi.docxbartholomeocoombs
Compensation Philosophy
Evaluate the current compensation philosophy for your organization or an organization of your choosing (from a third-person perspective). Write a three-to-five page paper (not including the title and reference pages). Your paper should be written in a scholarly third-person tone; it should be in APA format. In addition to the introduction and conclusion, your paper should address the following:
Evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees.
Examine key factors within the internal and external environment including the mission and strategic focus of the organization, as well as the financial and cultural aspects of your organization (i.e., they cannot have a compensation philosophy where they “lead” the market if the organization does not have the financial resources) that should influence this philosophy. The proposed philosophy itself should be no more than a short paragraph.
Identify the key factors that should contribute to the organization’s development based on your proposed organizational philosophy.
Remember to write from a third-person perspective. Do not include wording like “my company’s philosophy is …” Instead include wording like “XYZ Company Name’s philosophy is …” Remember to write about the company and the company’s philosophy; do not refer to you or your connection to the company.
In addition to the text, cite at least two scholarly references to support your discussion.
Carefully review the
Grading Rubric (Links to an external site.)
for the criteria that will be used to evaluate your assignment.
Grading Rubric:
Total Possible Score
: 7.00
Evaluates the Organization’s Current Compensation Philosophy and Proposes Ways to Enhance or Revamp the Current Compensation Philosophy Organization and Its Employees
Total: 2.00
Distinguished - Accurately and thoroughly evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees.
Proficient - Accurately evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Minor details are missing.
Basic - Evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Relevant details are missing and/or inaccurate.
Below Expectations - Attempts to evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees; however, significant details are missing .
Compensation PhilosophyEvaluate the current compensation phi.docxannette228280
Compensation Philosophy
Evaluate the current compensation philosophy for your organization or an organization of your choosing (from a third-person perspective). Write a three-to-five page paper (not including the title and reference pages). Your paper should be written in a scholarly third-person tone; it should be in APA format. In addition to the introduction and conclusion, your paper should address the following:
Evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees.
Examine key factors within the internal and external environment including the mission and strategic focus of the organization, as well as the financial and cultural aspects of your organization (i.e., they cannot have a compensation philosophy where they “lead” the market if the organization does not have the financial resources) that should influence this philosophy. The proposed philosophy itself should be no more than a short paragraph.
Identify the key factors that should contribute to the organization’s development based on your proposed organizational philosophy.
Remember to write from a third-person perspective. Do not include wording like “my company’s philosophy is …” Instead include wording like “XYZ Company Name’s philosophy is …” Remember to write about the company and the company’s philosophy; do not refer to you or your connection to the company.
In addition to the text, cite at least two scholarly references to support your discussion.
Carefully review the
Grading Rubric (Links to an external site.)
for the criteria that will be used to evaluate your assignment.
Grading Rubric:
Total Possible Score
: 7.00
Evaluates the Organization’s Current Compensation Philosophy and Proposes Ways to Enhance or Revamp the Current Compensation Philosophy Organization and Its Employees
Total: 2.00
Distinguished - Accurately and thoroughly evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees.
Proficient - Accurately evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Minor details are missing.
Basic - Evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Relevant details are missing and/or inaccurate.
Below Expectations - Attempts to evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees; however, significant details are missing .
Now is the time when most of you are working on your final papers .docxcherishwinsland
Now is the time when most of you are working on your final papers for your BUS 119 course. I wanted to encourage you, acknowledge that this is a challenging assignment, and I wanted to give you a little help.
1) As you determine what kind of leader you're recruiting for in this paper, consider the parameters set down in the assignment -- justify the qualities you are seeking with a rationale that points back to the specific needs of the organization. If you say you are looking for a task-oriented leader, tell me what it is about the organization that requires this kind of leader. The announcement I posted last week covers this in depth.
2) Don't be afraid to get creative. Add more parameters -- is this a company that's had problems with community relations in the past? Has there been a major scandal to deal with in the past five years? Has a new competitor entered the marketplace? The more you can describe your company, the more you will be able to target the kind of leader you will need. The more creative you are, the higher your critical thinking score will probably be. Again, I know I've already said this, but I think it bears repeating.
3. If you need help creating citations for the sources on your reference page, or for in-text citations, you might try an automatic citation generator like
www.citationmachine.net (Links to an external site.)Links to an external site.
Just know that in order to get a correct citation on a site like this, the information you put into the generator must be correct.
4) For help with other aspects of APA style, you can go to the Library and Writing Center on the left side of your course home page. There's all kinds of other writing help there, as well.
5) For more help with writing, go the the Course Resources link on the left side of your course home page, where you'll find Writing Reviser and turnitin. I've mentioned these resources to you once before, but now may be the critical time when you need it.
6) Here's a sample paper (Links to an external site.)Links to an external site. that uses APA formatting.
7) Be sure to review the grading rubric. It will help you cover all the points that will be scored on your paper.
https://ashford.waypointoutcomes.com/assessment/4681/preview (Links to an external site.)Links to an external site.
The BEST of luck, everyone; I can't wait to read your papers. Have fun with this and write something that will make me laugh or cry or care!
Description:
Total Possible Score: 35.00
Explains What Being a Leader is and What Traits are Needed to Be an Effective Leader
Total: 4.00
Distinguished - Thoroughly explains what being a leader is and what traits are needed to be an effective leader.
Proficient - Explains what being a leader is and what traits are needed to be an effective leader. Minor details are missing.
Basic - Partially explains what being a leader is and what traits are needed to be an effective leader. Relevant details are missing.
Below Expectations .
SOC402.W5A1.07.2015
Description:
Total Possible Score: 25.00
Discusses the Chosen Issue from Both the Workplace and Societal Viewpoints,
Including the Positive and Negative Aspects of the Issue in Relation to the
Workplace, Society, and Workers, Especially the Unique Worker Groups who May be
Most Affected
Total: 6.00
Distinguished - Comprehensively discusses the chosen issue from both the
workplace and societal viewpoints, including the positive and negative aspects
of the issue in relation to the workplace, society, and workers, especially the
unique worker groups who may be most affected.
Proficient - Discusses the chosen issue from both the workplace and societal
viewpoints, including the positive and negative aspects of the issue in relation
to the workplace, society, and workers, especially the unique worker groups who
may be most affected. The discussion is slightly underdeveloped.
Basic - Minimally discusses the chosen issue from both the workplace and
societal viewpoints, including the positive and negative aspects of the issue in
relation to the workplace, society, and workers, especially the unique worker
groups who may be most affected. The discussion is underdeveloped.
Below Expectations - Attempts to discuss the chosen issue from both the
workplace and societal viewpoints, including the positive and negative aspects
of the issue in relation to the workplace, society, and workers, especially the
unique worker groups who may be most affected; however the discussion is
significantly underdeveloped.
Non-Performance - The discussion of the chosen issue from both the workplace and
societal viewpoints, including the positive and negative aspects of the issue in
relation to the workplace, society, and workers, especially the unique worker
groups who may be most affected is either nonexistent or lacks the components
described in the assignment instructions.
Analyzes how the Chosen Issue could be Positively Supported using Various Social
Controls
Total: 7.00
Distinguished - Comprehensively analyzes how the chosen issue could be
positively supported using various social controls.
Proficient - Analyzes how the chosen issue could be positively supported using
various social controls. The analysis is slightly underdeveloped.
Basic - Minimally analyzes how the chosen issue could be positively supported
using various social controls. The analysis is underdeveloped.
Below Expectations - Attempts to analyze how the chosen issue could be
positively supported using various social controls; however, the analysis is
significantly underdeveloped.
Non-Performance - The analysis of how the chosen issue could be positively
supported using various social controls are either nonexistent or lacks the
components described in the assignment instructions.
Recommends Interventions in these Areas as well as the P ...
DescriptionTotal Possible Score 8.00Defines Each TheoryTLinaCovington707
Description:
Total Possible Score: 8.00
Defines Each Theory
Total: 2.00
Distinguished - Provides a thorough definition of the major motivation and job satisfaction theories.
Proficient - Provides a definition of the major motivation and job satisfaction theories. One or more definitions are slightly underdeveloped.
Basic - Provides a limited definition of the major motivation and job satisfaction theories. One or more definitions are underdeveloped.
Below Expectations - Attempts to provide a definition of the major motivation and job satisfaction theories; however, one or more definitions are significantly underdeveloped.
Non-Performance - The definition of the major motivation and job satisfaction theories is either nonexistent or lacks the components described in the assignment instructions.
Describes a Specific Situation Related to Motivation and Job Satisfaction
Total: 1.00
Distinguished - Provides a thorough description of a specific situation related to motivation and job satisfaction.
Proficient - Provides a description of a specific situation related to motivation and job satisfaction. The description is slightly underdeveloped.
Basic - Provides a limited description of a specific situation related to motivation and job satisfaction. The description is underdeveloped.
Below Expectations - Attempts to provide a description of a specific situation related to motivation and job satisfaction; however, the description is significantly underdeveloped.
Non-Performance - The description of a specific situation related to motivation and job satisfaction is either nonexistent or lacks the components described in the assignment instructions.
Applies One of the Theories to the Situation
Total: 1.00
Distinguished - Comprehensively applies one of the theories to the situation. The application is supported with relevant examples from scholarly articles.
Proficient - Applies one of the theories to the situation. The application is supported with examples from scholarly articles, but is slightly underdeveloped.
Basic - Partially applies one of the theories to the situation. The application is somewhat supported with examples from scholarly articles, and is underdeveloped.
Below Expectations - Attempts to apply one of the theories to the situation; however, the application is not supported with examples from scholarly articles and is significantly underdeveloped.
Non-Performance - The application of one of the theories to the situation is either nonexistent or lacks the components described in the assignment instructions.
Discusses the Usefulness of the Theory in Explaining Employee Performance
Total: 1.00
Distinguished - Comprehensively discusses the usefulness of the theory in explaining employee performance. The discussion is supported with relevant examples from scholarly sources.
Proficient - Discusses the usefulness of the theory in explaining employee performance. The discussion is supported with examples from scholarly sources, but is sli ...
BUS370.W3A1.04.2021Description Total Possible ScoreVannaSchrader3
BUS370.W3A1.04.2021
Description:
Total Possible Score: 6.00
Identifies the Type of Change Occurring
Total: 1.00
Distinguished - Clearly and accurately identifies the type of change occurring.
Proficient - Identifies the type of change occurring. Minor details are slightly unclear or inaccurate.
Basic - Vaguely identifies the type of change occurring. Relevant details are unclear and/or inaccurate.
Below Expectations - Attempts to identify the type of change occurring; however, significant details are unclear and inaccurate.
Non-Performance - The identification of the type of change occurring is either nonexistent or lacks the components described in the assignment instructions.
Develops the Action Research Process
Total: 1.00
Distinguished - Comprehensively develops the action research process.
Proficient - Develops the action research process. Minor details are missing.
Basic - Partially develops the action research process. Relevant details are missing.
Below Expectations - Attempts to develop the action research process; however, significant details are missing.
Non-Performance - The development of the action research process is either nonexistent or lacks the components described in the assignment instructions.
Selects the Diagnostic Process for the Planning Phase and Defends the Reasoning for the Choice
Total: 1.00
Distinguished - Selects the appropriate diagnostic process for the planning phase and clearly defends the reasoning for the choice.
Proficient - Selects the diagnostic process for the planning phase and defends the reasoning for the choice. Minor details are missing or slightly unclear.
Basic - Selects a somewhat appropriate diagnostic process for the planning phase and partially defends the reasoning for the choice. Minor details are missing and/or slightly unclear.
Below Expectations - Attempts to select a diagnostic process for the planning phase and defend the reasoning for the choice; however, significant details are missing and unclear.
Non-Performance - The selection of a diagnostic process for the planning phase and defense of the reasoning for the choice are either nonexistent or lack the components described in the assignment instructions.
Classifies the Intervention Type
Total: 0.50
Distinguished - Accurately classifies the intervention type.
Proficient - Classifies the intervention type. Minor details are inaccurate.
Basic – Vaguely classifies the intervention type. Relevant details are inaccurate.
Below Expectations - Attempts to classify the intervention type; however, significant details are inaccurate.
Non-Performance - The classification of the intervention type is either nonexistent or lacks the components described in the assignment instructions.
Defines How to Implement the Intervention Type
Total: 0.50
Distinguished - Thoroughly defines how to implement the intervention type.
Proficient - Defines how to implement the intervention ...
HR Performance Issues and MotivationThe relationship between the o.docxhoward4little59962
HR Performance Issues and Motivation
The relationship between the organization and its members can be greatly influenced by what motivates individuals to work. The style of leadership, job design, resources on the job, and environment can all have a significant effect on the satisfaction of employees and their performance. Performance is also influenced by individual motivations (e.g., social, recognition, financial reward, personal growth and development, and/or intrinsic satisfaction) and can equally impact the organization. There are many theories that attempt to explain the nature of motivation. Write a four- to five-page paper (excluding the title and reference pages) evaluating the relationship between motivation, job satisfaction, and work performance. Be sure to address the following:
Describe a performance issue which resulted from a motivational problem (what, why, who).
Use a content theory of motivation (e.g., Maslow, Alderfer, Herzberg, or McClelland) or a process theory (i.e., Adams, Locke, or Heider and Kelley) to explain how the issue creates a performance problem for the organization.
Use the theory of motivation you selected to describe an intervention/action to change the motivation/behavior and correct the performance problem.
Your paper must use a minimum of three scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center..
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
Total Possible Score
: 10.00
Describes the Performance Issue
Total: 1.50
Distinguished -
Thoroughly describes the motivational problem addressing what, why, and who.
Proficient - Describes the motivational problem addressing what, why, and who. Minor details are missing.
Basic - Partially describes the motivational problem addressing what, why, and who. Relevant details are missing.
Below Expectations - Attempts to describe the motivational problem addressing what, why, and who; however, significant details are missing.
Non-Performance - The description of the motivational problem is either nonexistent or lacks the components described in the assignment instructions.
Uses a Theory of Motivation to Explain the Problem
Total: 2.50
Distinguished - Thoroughly explains the problem using a theory of motivation.
Expertly applies the concepts and vocabulary from relevant scholarly sources.
Proficient - Explains the problem using a theory of motivation. Sufficiently applies the concepts and vocabulary from scholarly sources. The explanation is slightly underdeveloped.
Basic - Partially explains the problem using a theory of motivation. Somewhat applies the concepts and vocabulary from scholarly sources. The explanation is underdeveloped.
Below Expectations - Attempts to explain the problem using a theory of motivation; however, the explanation does not apply the concepts and vocabulary from scholarly sources and is signific.
COM425.W5A1.05.2015
Description:
Total Possible Score: 25.00
Develops an Introduction and Thesis Statement
Total: 2.00
Distinguished - Develops a comprehensive introduction, and includes a thesis
statement giving a clear direction and purpose of the paper.
Proficient - Develops an introduction, and includes a thesis statement giving
some direction and purpose of the paper.
Basic - Develops a limited introduction and includes a thesis statement that
somewhat gives direction and purpose of the paper.
Below Expectations - Develops an introduction and thesis statement; however, the
direction and purpose of the paper is unclear.
Non-Performance - The development of an introduction and thesis statement is
either nonexistent or lacks the components described in the assignment
instructions.
Identifies Five Concepts That Are Important For Successful Communication Within
an Organizational Setting
Total: 3.00
Distinguished - Clearly identifies five concepts that are important for
successful communication within an organizational setting.
Proficient - Identifies four concepts that are important for successful
communication within an organizational setting. Minor details are slightly
unclear.
Basic - Identifies three concepts that are important for successful
communication within an organizational setting. Relevant details are unclear.
Below Expectations - Identifies two or fewer concepts that are important for
successful communication within an organizational setting. Significant details
are unclear.
Non-Performance - The identification of five concepts that are important for
successful communication within an organizational setting is either nonexistent
or lacks the components described in the assignment instructions.
Discusses Why Each Concept Identified Is Necessary For Successful Communication
Total: 5.00
Distinguished - Clearly and comprehensively discusses why each concept
identified is necessary for successful communication. The discussion is fully
supported with scholarly sources.
Proficient - Clearly discusses why each concept identified is necessary for
successful communication. The discussion is supported with scholarly sources but
minor details are missing.
Basic - Partially discusses why each concept identified is necessary for
successful communication. The discussion is somewhat supported with scholarly
sources and relevant details are missing.
Below Expectations - Attempts to discuss why each concept identified is
necessary for successful communication; however, the discussion is not supported
with scholarly sources and significant details are missing.
Non-Performance - The discussion of why each concept identified is necessary for
successful communication is either nonexistent or lacks the components described
in the assignment instructions.
Explains How Best ...
Explain How these Aspects Work Together to Perform the Primary Fun.docxgitagrimston
Explain How these Aspects Work Together to Perform the Primary Function of HRM
Total: 5.00
Distinguished - Thoroughly and methodically explains how each of the aspects work together to perform the primary function of HRM. The explanation is professional and provides detailed examples that clearly demonstrate that new learning has occurred.
Proficient - Explains how each of the aspects work together to perform the primary function of HRM. The explanation is well constructed and provides several examples that demonstrate that new learning has occurred; however, a few minor details are missing.
Basic - Briefly explains how each of the aspects work together to perform the primary function of HRM. The explanation is somewhat complete, but provides few examples that demonstrate that new learning has occurred. Several key details are missing.
Below Expectations - Attempts to explain how each of the aspects work together to perform the primary function of HRM, but the explanation is too underdeveloped to be considered complete and does not demonstrate that new learning has occurred.
Non-Performance - The assignment is either nonexistent or fails to explain how these aspects work together to perform the primary function of HRM.
Are Any Aspects More Important than the Others? Why or Why Not?
Total: 4.00
Distinguished - Comprehensively explains whether or not any aspects are more important than others, including a detailed reasoning as to why. The explanation is professional and provides detailed examples that clearly demonstrate that new learning has occurred.
Proficient - Explains whether or not any aspects are more important than others, including reasoning as to why. The explanation well-written and provides a few examples that demonstrate that new learning has occurred. One or more minor details may be missing.
Basic - Briefly explains whether or not any aspects are more important than others, including a short reasoning as to why. The explanation is slightly underdeveloped and somewhat demonstrates that new learning has occurred. Several key details may be missing.
Below Expectations - Attempts to explain whether or not any aspects are more important than others, but the explanation is too underdeveloped to be considered complete and does not demonstrate that new learning has occurred.
Non-Performance - The assignment is either nonexistent or fails to determine whether or not and aspects are more important than others.
Optimizing the HRM Role for Shaping Organizational and Employee Behavior
Total: 4.00
Distinguished - Provides a comprehensive and thorough discussion addressing how the HRM role can be optimized for shaping organizational and employee behavior. The discussion is thought-provoking, creative, and utilizes vocabulary and concepts from the text.
Proficient - Provides a discussion addressing how the HRM role can be optimized for shaping organizational and employee behavior. The discussion is mostly complete and attempts to utilize voca ...
MGT415.W5A1.10.2014
Description:
Total Possible Score: 34.00
Introduction
Total: 2.00
Distinguished - Fully introduces the generic organization that will be the topic
of the research, including a clear description of the industry and a
organization type.
Proficient - Introduces the generic organization that will be the topic of the
research, including a description of the industry and a organization type. The
introduction is missing a few minor components.
Basic - Briefly introduces the generic organization that will be the topic of
the research, including a vague description of the organization type. The
introduction is missing a few major components.
Below Expectations - Attempts to introduce the generic organization that will be
the topic of the research, but the introduction is too underdeveloped to be
considered complete.
Non-Performance - The introduction is either nonexistent or lacks the components
described in the assignment instructions.
Impacting a Group’s Productivity
Total: 4.00
Distinguished - Thoroughly explains how each of the four problems could impact a
group’s productivity. The explanation includes clearly relevant examples to
illustrate each of the four problems.
Proficient - Clearly explains how at least four problems could impact a group’s
productivity. The explanation includes an example to illustrate some of the
problems provided.
Basic - Briefly explains how the four problems could impact a group’s
productivity, but the explanation is not entirely developed. The explanation
includes one or two examples to illustrate the problems provided.
Below Expectations - Attempts to explain how the four problems could impact a
group’s productivity, but the explanation is substantially underdeveloped and
fails to include any examples to illustrate the problems provided.
Non-Performance - The explanation of how the four problems could impact a
group’s productivity is either nonexistent or lacks the components described in
the assignment instructions.
Recommendations
Total: 4.00
Distinguished - Develops and describes logical and appropriate recommendations
for each of the four problems provided. The recommendations are clear and
professionally articulated with industry vocabulary.
Proficient - Develops and describes recommendations for each of the four
problems provided, but the applicability of the one or more of the
recommendations may not be entirely clear.
Basic - Develops and describes recommendations for each of the four problems
provided, but it is unclear how the recommendations will resolve the problems.
More detail is needed to demonstrate applicability.
Below Expectations - Attempts to develop and describe recommendations for each
of the four problems provided, but the recommendations do not resolve the
problems and/or are not applicable to the situatio ...
Communications Skill AssessmentMost of us have situations in whi.docxbrownliecarmella
Communications Skill Assessment
Most of us have situations in which we find it difficult to communicate. Improving your written communication skills and being comfortable speaking to people are extremely important. Develop a two- to three-page APA-formatted paper in which you analyze your personal communication skills. Be sure to address the following:
Describe the assessment you used to analyze your skills.
Discuss your communication gaps.
Describe any additional training you need in specific areas of communication.
Analyze how you can improve your current communication skills to prepare you for advancement in your profession.
Your paper must be two to three pages (not including title and reference pages) and must be formatted according to APA style as outlined in the approved APA style guide. You must cite three to four scholarly sources in addition to the textbook
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
Description
:
Total Possible Score
: 8.00
Describes the Assessment
Total: 1.50
Distinguished - Comprehensively describes the assessment used to analyze personal communication skills.
Proficient - Describes the assessment used to analyze personal communication skills. The description is slightly underdeveloped.
Basic - Partially describes the assessment used to analyze personal communication skills. The description is underdeveloped.
Below Expectations - Attempts to describe the assessment used to analyze personal communication skills; however, the description is significantly underdeveloped.
Non-Performance - The description of the assessment used is either nonexistent or lacks the components described in the assignment instructions.
Discusses Communication Gaps
Total: 1.50
Distinguished - Thoroughly discusses personal communication gaps.
Proficient - Discusses personal communication gaps. Minor details are missing.
Basic - Briefly discusses personal communication gaps. Relevant details are missing.
Below Expectations - Attempts to discuss personal communication gaps; however, significant details are missing.
Non-Performance - The discussion of communication gaps is either nonexistent or lacks the components described in the assignment instructions.
Describes Additional Training Needed in Specific Areas of Communication
Total: 1.50
Distinguished - Fully describes additional training needed in specific areas of communication.
Proficient - Describes additional training needed in specific areas of communication. The description is slightly underdeveloped.
Basic - Partially describes additional training needed in specific areas of communication. The description is underdeveloped.
Below Expectations - Attempts to describe additional training needed in specific areas of communication; however, the description is significantly underdeveloped.
Non-Performance - The description of additional training needed in specific areas of communication is either nonexistent or lacks the comp ...
MGT450.W5A1.06.2014
Description:
Total Possible Score: 19.00
Selects an Organization and Describes Its History, Products, and Major
Competitors
Total: 2.50
Distinguished - Selects an organization and thoroughly describes its history,
products, and major competitors.
Proficient - Selects an organization and describes its history, products, and
major competitors. Minor details are missing.
Basic - Selects an organization and partially describes its history, products,
and major competitors. Relevant details are missing.
Below Expectations - Selects an organization and attempts to describe its
history, products, and major competitors; however, significant details are
missing.
Non-Performance - The description of the selected organization’s history,
products, and major competitors is either nonexistent or lacks the components
described in the assignment instructions.
Explains the Current Situation of the Organization in the Market
Total: 2.00
Distinguished - Thoroughly explains the current situation of the organization in
the market.
Proficient - Explains the current situation of the organization in the market.
Minor details are missing.
Basic - Partially explains the current situation of the organization in the
market. Relevant details are missing.
Below Expectations - Attempts to explain the current situation of the
organization in the market; however, significant details are missing.
Non-Performance - The explanation of the current situation of the organization
in the market is either nonexistent or lacks the components described in the
assignment instructions.
Develops a SWOT Analysis to Determine Areas That Offer Opportunities for Change
Total: 4.00
Distinguished - Develops a comprehensive SWOT analysis to determine areas that
offer opportunities for change. The analysis is thoroughly supported with
scholarly sources.
Proficient - Develops a SWOT analysis to determine areas that offer
opportunities for change. The analysis is supported with scholarly sources but
is slightly underdeveloped.
Basic - Develops a limited SWOT analysis to determine areas that offer
opportunities for change. The analysis is minimally supported with scholarly
sources and/or is underdeveloped.
Below Expectations - Attempts to develop a SWOT analysis to determine areas that
offer opportunities for change; however, the analysis is not supported with
scholarly sources and/or is significantly underdeveloped.
Non-Performance - The development of SWOT analysis to determine areas that offer
opportunities for change is either nonexistent or lacks the components described
in the assignment instructions.
Chooses at Least Three Areas From the SWOT Analysis and Explains Why the Chosen
Areas are Essential to the Strategic Plan
Total: 4.00
Distinguished - Chooses at least three areas from th ...
DescriptionTotal Possible Score 9.00Selects Two Health SLinaCovington707
Description:
Total Possible Score: 9.00
Selects Two Health Services Agencies, the Year They Were Established/Created, Their 2015 Fiscal Budget, the Relationship They Have With Local Health Offices, the Approximate Number of Employees, the Estimated Size of the Population They Serve, and How the Chosen Agencies Were Impacted By the Affordable Care Act
Total: 4.00
Distinguished - Thoroughly describes two selected health agencies and in a detailed and organized manner, lists all of the required information.
Proficient - Describes two selected health agencies and, lists most of the required information. Minor details are missing.
Basic - Minimally describes two selected health agencies and, lists some of the required information. Relevant details are missing.
Below Expectations - Student attempts to describe two health agencies; however, does not list the required information, and significant details are missing.
Non-Performance - No coherent attempt to describe two health agencies.
Explains the Role Each Agency Serves in the Greater Health System and the Mechanism of This Interaction and its Frequency
Total: 3.00
Distinguished - Thoroughly explains the role each agency plays in the larger U.S. health system and fully describes how they interact with public health.
Proficient - Explains the role each agency plays in the larger U.S. health system and describes how they interact with public health. Minor details are missing.
Basic - Partially explains the role each agency plays in the larger U.S. health system and minimally describes how they interact with public health. Relevant details are missing.
Below Expectations - Attempts to explain the role each agency plays in the larger U.S. health system and describe how they interact with public health; however, significant details are missing.
Non-Performance - No coherent attempt to describe the role of the agencies and/or how they interact with public health.
Written Communication: Control of Syntax and Mechanics
Total: 0.50
Distinguished - Displays meticulous comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains no errors and is very easy to understand.
Proficient - Displays comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains only a few minor errors and is mostly easy to understand.
Basic - Displays basic comprehension of syntax and mechanics, such as spelling and grammar. Written work contains a few errors which may slightly distract the reader.
Below Expectations - Fails to display basic comprehension of syntax or mechanics, such as spelling and grammar. Written work contains major errors which distract the reader.
Non-Performance - The assignment is either nonexistent or lacks the components described in the instructions.
Written Communication: APA Formatting
Total: 0.50
Distinguished - Accurately uses APA formatting consistently throughout the paper, title page, ...
Introduction, Thesis Statement, and ClaimTotal 3.50Distinguis.docxmariuse18nolet
Introduction, Thesis Statement, and Claim
Total: 3.50
Distinguished - Provides a clear and focused introduction and thesis statement with claim that defines the issue or problem, addresses the importance of the topic, and thoroughly explains its relation to one’s field of study. The thesis statement is declarative and proposes an appropriate and feasible solution to the problem or issue.
Proficient - Provides a clear and focused introduction paragraph and thesis statement with claim that defines the issue or problem, addresses the importance of the topic, and explains its relation to one’s field of study. The thesis statement is declarative and proposes a solution to the problem or issue. Minor details are missing or the solution is slightly inappropriate or not feasible.
Basic - Provides a vague introduction paragraph and a thesis statement with claim that minimally defines the issue or problem, partially addresses the importance of the topic, and partially explains its relation to one’s field of study. The thesis statement is somewhat declarative and proposes a solution to the problem or issue. Relevant details are missing and/or the solution is inappropriate and/or not feasible.
Below Expectations - Attempts to provide an introduction paragraph and a thesis statement with claim; however, the thesis statement is not declarative, the solution to the problem or issue is entirely inappropriate and not feasible, and significant details are missing.
Non-Performance - The introduction, thesis statement and claim are either nonexistent or lack the components described in the assignment instructions.
Creates an Argument
Total: 7.00
Distinguished - Creates a complete argument, including claims and evidence without obvious logical fallacies that fully addresses one’s major field of study, what the perspective is, and how it informs one’s view of the topic.
Proficient - Creates an argument including claims and evidence without obvious logical fallacies that addresses one’s major field of study, what the perspective is, and how it informs one’s view of the topic. The argument is slightly underdeveloped.
Basic - Creates a partial argument, including some claims and evidence that vaguely addresses one’s major field of study, what the perspective is, and how it informs one’s view of the topic. The argument is underdeveloped and/or logical fallacies are present.
Below Expectations - Attempts to create an argument; however, does not include claims and evidence to address one’s major field of study, what the perspective is, and how it informs one’s view of the topic. The argument is significantly underdeveloped and many logical fallacies are present.
Non-Performance - The creation of an argument is either nonexistent or lacks the components described in the assignment instructions.
Evaluates Ethical Outcomes
Total: 4.00
Distinguished - Comprehensively and effectively evaluates the ethical outcomes that result from the position taken on the issue and thoro.
DescriptionTotal Possible Score 30.00Introduction Thesi.docxtheodorelove43763
Description:
Total Possible Score: 30.00
Introduction/ Thesis Statement
Total: 2.00
Distinguished - Introduction and thesis statement are thoroughly and comprehensively developed, giving a clear direction and purpose of the paper.
Proficient - Introduction and thesis statement are clearly developed and provide some direction and purpose of the paper.
Basic - Introduction and thesis statement are present and somewhat provide direction and purpose of the paper.
Below Expectations - Introduction and thesis statement are present, but incomplete. The direction and purpose of the paper is unclear.
Non-Performance - The introduction and thesis statement are either nonexistent or lack the components described in the assignment instructions.
Company Overview
Total: 5.00
Distinguished - Provides an exceptionally clear and detailed company overview.
Proficient - Provides a clear company overview. Some minor relevant information is missing.
Basic - Provides a minimal company overview. Many relevant details are missing.
Below Expectations - Attempts to provide a company overview. The overview is somewhat incomplete and/or inaccurate.
Non-Performance - The company overview is either nonexistent or lacks the components described in the assignment instructions.
Diagnoses the Need for Change
Total: 7.00
Distinguished - Comprehensively and accurately diagnoses the need for change within the selected organization.
Proficient - Diagnoses the need for change within the selected organization. Some relevant details may be missing.
Basic - Minimally diagnoses the need for change within the selected organization. Many relevant details may be missing.
Below Expectations - Attempts to diagnose the need for change within the selected organization. The need for change may be insufficiently described and/or inaccurate.
Non-Performance - The diagnosis of the need for change is either nonexistent or lacks the components described in the assignment instructions.
Presents a Plan to Transform the Organization
Total: 7.00
Distinguished - Presents a well-structured, highly detailed, and perceptive plan to transform the organization. Effectively uses Kotter’s 8-Step Approach in the development of the plan.
Proficient - Presents a concise plan to transform the organization. Uses Kotter’s 8-Step Approach in the development of plan. The plan is lacking some detail.
Basic - Presents a brief plan to transform the organization. Somewhat uses Kotter’s 8-Step Approach in the development of the plan. The plan lacks detail and/or organizational structure.
Below Expectations - Attempts to present a plan to transform the organization. May not use all elements of Kotter’s 8-Step Approach in the development of the plan. The plan lacks significant detail and/or there is little organizational structure.
Non-Performance - The plan to transform the organization is either nonexistent or lacks the components described in the assignment instructions.
Conclusion
Total: 3.00.
HCA421.W5A1.09.2021Description Total Possible ScoreJeanmarieColbert3
HCA421.W5A1.09.2021
Description:
Total Possible Score: 22.00
Analyzes the Internal Environment
Total: 2.00
Distinguished - Comprehensively analyzes the internal environment.
Proficient - Analyzes the internal environment. The analysis is slightly underdeveloped.
Basic - Minimally analyzes the internal environment. The analysis is underdeveloped.
Below Expectations - Attempts to analyze the internal environment; however, the analysis is significantly underdeveloped.
Non-Performance - The analysis of the internal environment is either nonexistent or lacks the components described in the assignment instructions.
Analyzes the External Environment
Total: 2.00
Distinguished - Comprehensively analyzes the external environment.
Proficient - Analyzes the external environment. The analysis is slightly underdeveloped.
Basic - Minimally analyzes the external environment. The analysis is underdeveloped.
Below Expectations - Attempts to analyze the external environment; however, the analysis is significantly underdeveloped.
Non-Performance - The analysis of external the environment is either nonexistent or lacks the components described in the assignment instructions.
Evaluates the Competitive Advantage of the Organization
Total: 3.00
Distinguished - Comprehensively and clearly evaluates the competitive advantage of the organization.
Proficient - Evaluates the competitive advantage of the organization. Minor details are missing or slightly unclear.
Basic - Minimally evaluates the competitive advantage of the organization. Relevant details are missing and/or unclear.
Below Expectations - Attempts to evaluate the competitive advantage of the organization; however, significant details are missing and unclear.
Non-Performance - The evaluation of the competitive advantage of the organization is either nonexistent or lacks the components described in the assignment instructions.
Examines the Role of Stakeholders
Total: 3.00
Distinguished - Thoroughly, clearly, and accurately examines the role of stakeholders.
Proficient - Examines the role of stakeholders. Minor details are missing, slightly unclear, or inaccurate.
Basic - Minimally examines the role of stakeholders. Relevant details are missing, unclear, and/or inaccurate.
Below Expectations - Attempts to examine the role of stakeholders; however, significant details are missing, unclear, and inaccurate.
Non-Performance - The examination of the role of stakeholders is either nonexistent or lacks the components described in the assignment instructions.
Assesses the Services Provided
Total: 3.00
Distinguished - Comprehensively and clearly assesses the services provided.
Proficient - Assesses the services provided. Minor details are missing or slightly unclear.
Basic - Minimally assesses the services provided. Relevant details ...
Childrens StoryKnowing how to address a variety of situations in .docxTawnaDelatorrejs
Children's Story
Knowing how to address a variety of situations in the early childhood setting and effectively partnering with parents to do so are important skills for all teachers and caregivers. For this assignment, you will choose one of the following scenarios:
Shane has a difficult time separating from his mother each morning. At drop off, he clings to her and screams uncontrollably. After she leaves, Shane continues to scream and cry until you are able to soothe him.
Lisa often gets frustrated when trying to play with other children. She takes toys from their hands and even hits children with the toys.
Next, address each of the following points according to the teaching approach/setting that best reflects your style in your desired classroom setting (e.g. Montessori, Reggio Emilia, Waldorf, traditional preschool, etc.):
Outline a specific plan for addressing the discipline or guidance scenario.
Explain how your plan would support the teaching approach/setting.
Describe how you will create an effective partnership with parents to address the discipline or guidance scenario.
Describe one or two possible obstacles you might encounter when implementing your plan.
Discuss how you will address these obstacles.
The paper should be three to four pages in addition to the title page and the reference page. Use at least two scholarly sources in addition to your text. Your paper should also be formatted according to APA style as outlined in the Ashford Writing Center.
Description
:
Total Possible Score
: 6.00
Outlines a Specific Plan for Addressing the Discipline or Guidance Scenario
Total: 1.25
Distinguished - Outlines in detail a specific plan for addressing the discipline or guidance scenario. The plan is well supported by scholarly sources.
Proficient - Outlines a specific plan for addressing the discipline or guidance scenario. The plan is supported by scholarly sources but is missing minor details.
Basic - Vaguely outlines a plan for addressing the discipline or guidance scenario; however, the plan may not be sufficiently supported by scholarly sources and is missing relevant details.
Below Expectations - Attempts to outline a plan for addressing the scenario; however, the plan is not sufficiently supported by scholarly sources and is missing significant details.
Non-Performance - The outline of a specific plan is either nonexistent or lacks the components described in the assignment instructions.
Explains How the Plan Supports the Teaching Approach/Setting
Total: 0.50
Distinguished - Clearly and comprehensively explains how the plan supports the chosen teaching approach/setting. The explanation is well supported by scholarly sources.
Proficient - Explains how the plan supports the chosen teaching approach/setting. The explanation is supported by scholarly sources but is slightly underdeveloped.
Basic - Briefly explains how the plan supports the chosen teaching approach/setting. The explanation may not be sufficiently supported by s.
AssignmentAnalysis of the Walt Disney CompanyRead the article,.docxedmondpburgess27164
Assignment
Analysis of the Walt Disney Company
Read the article, “The Walt Disney Company: A Corporate Strategy Analysis.” Evaluate the external environment (industry, market, and the general environment), and the internal situation (core competencies, brand reputation and loyalty, and customer-value proposition) of the Walt Disney company. Then, conduct a SWOT analysis detailing on the strengths, weaknesses, opportunities, and threats that may affect the organization. Finally, choose three or four areas from your SWOT analysis and explain why these areas are essential. (NOTE: This will become part of your final paper).
Your paper must include an introduction, a well-developed body, and a proper conclusion. Be sure to include a properly formatted reference page, using APA style as outlined in the Ashford Writing Center.
The paper
· Must be six to eight double-spaced pages in length (not including title and references pages) and formatted according to APA.
· Must include a separate title page with the following:
· Title of paper
· Student’s name
· Course name and number
· Instructor’s name
· Date submitted
· Must use at least three scholarly sources in addition to the course text.
· Must document all sources in APA style.
Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.
Carefully review the Grading Rubric below for the criteria that will be used to evaluate your assignment.
Grading Rubric
Total Possible Score: 7.00
Evaluates the External Environment and the Internal Situation of the Walt Disney Company
Total: 2.00
Distinguished - Thoroughly evaluates the external environment and the internal situation of the Walt Disney Company. The evaluation is fully supported with reference to the article and other scholarly sources.
Proficient - Evaluates the external environment and the internal situation of the Walt Disney Company. The evaluation is supported with reference to the article and other scholarly sources, but it is slightly underdeveloped.
Basic - Partially evaluates the external environment and the internal situation of the Walt Disney Company. The evaluation is minimally supported with reference to the article and other scholarly sources. The evaluation is underdeveloped.
Below Expectations - Attempts to evaluate the external environment and the internal situation of the Walt Disney Company; however, the evaluation is not supported with reference to the article and other scholarly sources and/or is significantly underdeveloped.
Non-Performance - The evaluation of the external environment and the internal situation of the Walt Disney Company is either nonexistent or lacks the components described in the assignment instructions.
Conducts a SWOT Analysis Detailing the Strengths, Weaknesses, Opportunities, and Threats That May Affect the Organization
Total: 1.00
Distinguished - Conducts a comprehensive SWOT analysis detailing the strengths, weaknesses, opportunit.
Contemporary LeadershipWrite a three page paper (not including tLinaCovington707
Contemporary Leadership
Write a three page paper (not including the title and reference pages) about a contemporary leadership situation that is familiar to you. Your paper needs to:
Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.
Identify the development level and style demonstrated in the situation.
Support your position with specific examples.
Explain whether the action taken was appropriate and effective.
Determine and discuss if the situational leadership approach would be useful in understanding the leadership applied to the situation.
In addition to the requirements above, your paper:
Must be double-spaced and 12 point font
Must be formatted according to APA style
Must include an introductory paragraph with a thesis statement
Must conclude with a restatement of the thesis and a conclusion paragraph
Must reference at least two scholarly resources
Must include a reference page written in APA format
Rubric
Identify the Development Level and Leadership Style
Total: 1.00
Distinguished - Thoroughly and comprehensively identifies the development level and leadership style demonstrated in the situation. Clearly describes the leadership style, supported by relevant examples.
Proficient - Identifies the development level and leadership style demonstrated in the situation. The discussion provides an example, but is missing one or more minor details.
Basic - Briefly describes the development level and leadership style demonstrated in the situation. The discussion lacks examples and detail.
Below Expectations - The discussion does not identify the development level and style demonstrated in the situation. The position is not supported by specific examples.
Non-Performance - The discussion of development level and style demonstrated is non-existent or lacks the components described in the assignment instructions.
Appropriate and Effective Action
Total: 1.00
Distinguished - Provides a comprehensive explanation of whether the correct action was taken. The response clearly addresses whether the action was appropriate and effective.
Proficient - Provides an explanation of whether the action taken was correct. Limited discussion on whether the action was appropriate and effective.
Basic - Provides a limited explanation of whether the action taken was correct. The response does not include rationale of why the action was appropriate and how it was effective.
Below Expectations - Provides a response that does not clearly explain whether the action taken was correct, appropriate, or effective. The response is vague and lacks support.
Non-Performance - The discussion of the action taken is non-existent or lacks the components described in the assignment instructions.
The Situational Leadership Approach
Total: 2.00
Distinguished - Clearly and comprehensively discusses the situational leadership approach, and provides detailed information on how the approa ...
Research PaperThe Research Paper will be a comprehensive researc.docxkhanpaulita
Research Paper
The Research Paper will be a comprehensive research review of the significant principles of management communications used to successfully achieve organizational objectives. For this assignment of a minimum of eight pages, you need to integrate material from the readings, multimedia, and class discussion boards, and also reflect on professional experience where possible. It is mandatory to include research from the classroom text as well as from six scholarly sources to support your views. Consider the validity of your resources carefully before using them in academic papers. Use at least one professional example to address the topics below.
The following components must be included in order for the paper to be complete:
Explain effective communication norms in a business setting.
Describe the role of interpersonal communication both as a manager and as an employee. What specific techniques have you used to overcome barriers to communication? Be sure to specify your role in the communication.
Explore the role of international and intercultural interpersonal communications in today’s global businesses.
Describe both verbal and nonverbal management communication.
Explain approaches for effective written management communication.
Analyze various approaches for engaging an audience during a presentation and encouraging active listening.
Describe effective methods of conflict resolution.
Analyze techniques for leading teams and group meetings.
Writing the Research Paper
The Research Paper:
Must be eight to ten double-spaced pages in length (not including the title and reference pages), and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must use at least six scholarly resources, including a minimum of three from the Ashford Online Library.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
Total Possible Score
: 25.00
Explains Effective Communication Norms in a Business Setting
Total: 2.00
Distinguished - Thoroughly explains effective communication norms in a business setting.
Proficient - Explains effective communication norms in a business setting. Minor details are missing.
Basic - Partially explains communication norms in a business setting. Relevant details are missing.
Below Expectations - Attempts to explain effective communication norms in a business setting; however, significant details are missing.
Non-Performance - The explan ...
DescriptionTotal Possible Score 25.00Distinguished -.docxcarolinef5
Description:
Total Possible Score: 25.00
Distinguished - Thoroughly compares and describes Arthur’s, Williams, and Amber’s leadership styles.
Proficient -Compares and describes Arthur’s, Williams, and Amber’s leadership styles. Minor details are missing or slightly
underdeveloped.
Basic - Partially compares and describes Arthur’s, William’s, and Amber’s leadership styles. Relevant details are missing and/or
underdeveloped.
Below Expectations - Attempts to compare and describe Arthur’s, William’s, and Amber’s leadership styles; however, significant
details are missing and underdeveloped.
Non-Performance - The comparision and description of Arthur’s, Williams, and Amber’s leadership styles are either nonexistent or
lack the components described in the assignment instructions.
Distinguished - Thoroughly explains how each manager can improve his/her own leadership and communication.
Proficient - Explains how each manager can improve his/her own leadership and communication. The explanation is slightly
underdeveloped.
Basic - Partially explains how each manager can improve his/her own leadership and communication. The explanation is
underdeveloped.
Below Expectations - Attempts to explain how each manager can improve his/her own leadership and communication; however, the
explanation is significantly underdeveloped.
Non-Performance - The explanation of how each manager can improve his/her own leadership and communication is either
nonexistent or lacks the components described in the assignment instructions.
Distinguished - Conducts a comprehensive market analysis of the major city that wasselected
Proficient - Conducts a market analysis of the major city that was selected. The analysis is slightly underdeveloped.
Basic - Conducts a limited market analysis of the major city that was selected. The analysis is underdeveloped.
Below Expectations - Attempts to conducts a market analysis of the major city that wasselected; however, the analysis is
significantly underdeveloped
Non-Performance - The market analysis of the major city you have selected is either nonexistent or lacks the components
described in the assignment instructions.
Distinguished - Makes a comprehensive, fully appropriate recommendation of how the organizational structure should be changed
to meet the firm’s goals and change the organization’s culture.
Proficient - Makes an appropriate recommendation of how the organizational structure should be changed to meet the firm’s goals
and change the organization’s culture. Minor details are missing or slightly underdeveloped.
Basic - Makes a somewhat appropriate recommendation of how the organizational structure should be changed to meet the firm’s
goals and change the organization’s culture. Relevant details are missing and/or underdeveloped.
Below Expectations - Attempts to make a recommendation of how the organizational structure should be changed to meet the firm’s
goals and change the organization’s culture; however, .
DescriptionTotal Possible Score 25.00Distinguished -.docxdonaldp2
Description:
Total Possible Score: 25.00
Distinguished - Thoroughly compares and describes Arthur’s, Williams, and Amber’s leadership styles.
Proficient -Compares and describes Arthur’s, Williams, and Amber’s leadership styles. Minor details are missing or slightly
underdeveloped.
Basic - Partially compares and describes Arthur’s, William’s, and Amber’s leadership styles. Relevant details are missing and/or
underdeveloped.
Below Expectations - Attempts to compare and describe Arthur’s, William’s, and Amber’s leadership styles; however, significant
details are missing and underdeveloped.
Non-Performance - The comparision and description of Arthur’s, Williams, and Amber’s leadership styles are either nonexistent or
lack the components described in the assignment instructions.
Distinguished - Thoroughly explains how each manager can improve his/her own leadership and communication.
Proficient - Explains how each manager can improve his/her own leadership and communication. The explanation is slightly
underdeveloped.
Basic - Partially explains how each manager can improve his/her own leadership and communication. The explanation is
underdeveloped.
Below Expectations - Attempts to explain how each manager can improve his/her own leadership and communication; however, the
explanation is significantly underdeveloped.
Non-Performance - The explanation of how each manager can improve his/her own leadership and communication is either
nonexistent or lacks the components described in the assignment instructions.
Distinguished - Conducts a comprehensive market analysis of the major city that wasselected
Proficient - Conducts a market analysis of the major city that was selected. The analysis is slightly underdeveloped.
Basic - Conducts a limited market analysis of the major city that was selected. The analysis is underdeveloped.
Below Expectations - Attempts to conducts a market analysis of the major city that wasselected; however, the analysis is
significantly underdeveloped
Non-Performance - The market analysis of the major city you have selected is either nonexistent or lacks the components
described in the assignment instructions.
Distinguished - Makes a comprehensive, fully appropriate recommendation of how the organizational structure should be changed
to meet the firm’s goals and change the organization’s culture.
Proficient - Makes an appropriate recommendation of how the organizational structure should be changed to meet the firm’s goals
and change the organization’s culture. Minor details are missing or slightly underdeveloped.
Basic - Makes a somewhat appropriate recommendation of how the organizational structure should be changed to meet the firm’s
goals and change the organization’s culture. Relevant details are missing and/or underdeveloped.
Below Expectations - Attempts to make a recommendation of how the organizational structure should be changed to meet the firm’s
goals and change the organization’s culture; however, .
State Data Graphical AnalysisAssignment 7VariablesPopu.docxwhitneyleman54422
State Data: Graphical Analysis
Assignment 7
Variables:
Population: In thousands
Income:
Illiteracy:
Life.Exp: Life expectancy
Murder:
HS.Grad: High school Graduation Rate
Frost:
Area:
state.abb:
state.area:
x: Latitude:
y: longitude:
state.division:
state.name:
state.region:
Honor Code:
Questions:
1. Make a histogram of Population variable using hist function. [4]
2. Color the above histogram yellow, increase number of breaks to 25. [4]
3. In the above histogram, add x label = Population, main = Distribution of State Population. Describe the distribution: Is it symmetric, right skewed, or left skewed? [4]
4. Make a Bar graph to show the distribution of state.region variable. [4]
5. Customize the above bargraph and color the bars red, blue, green, and yellow [4]
6. Scatterplot of Murder (y-axis) vs Frost (x-axis). [4]
7. Customizing the scatterplot in #6, x label = Frost, y label = Murder, main = Murder vs Frost. Is the form (linear or nonlinear), direction (positive or negative), strength (strong or weak)? [5]
8. Scatterplot matrix of Population + Income + Illiteracy + Life.Exp + Murder + HS.Grad + Frost + Area. Life.Exp has negative relationship with which two variables? Illiteracy has positive relationship with which variable? [5]
9. Make boxplots to compare distribution of HS.Grad across state.region. [4]
10. Color the above box plot red, blue, green, and yellow. [4]
11. Add x label as Region, Y label as High School Graduation, and main as High School Graduation across Regions. Which region has the highest median graduation rate? Which region has the lowest median graduation rate? [5]
12. Add varwidth = T in the above boxplots to display difference in number of observations. [3]
4/27/2018 https://ashford.waypointoutcomes.com/assessment/4680/preview
https://ashford.waypointoutcomes.com/assessment/4680/preview 1/3
Description:
Total Possible Score: 19.00
Distinguished - Thoroughly describes the foundation or project for social good.
Proficient - Describes the foundation or project for social good. Minor details are missing.
Basic - Partially describes the foundation or project for social good. Relevant details are missing.
Below Expectations - Attempts to describe the foundation or project for social good; however, significant details are missing.
Non-Performance - The description of the foundation or project for social good is either nonexistent or lacks the components
described in the assignment instructions.
Distinguished - Thoroughly discusses how the foundation reflects the personal values of the celebrity or athlete.
Proficient - Discusses how the foundation reflects the personal values of the celebrity or athlete. Minor details are missing.
Basic - Partially discusses how the foundation reflects the personal values of the celebrity or athlete. Relevant details are
missing.
Below Expectations - Attempts to discuss how the foundation refle.
Week 1 Assignment Grading GuideTotal Possible Score 8.00Dev.docxcelenarouzie
Week 1 Assignment Grading Guide
Total Possible Score: 8.00
Develops an Introduction With all Six Requirements
Total: 2.00
Distinguished - Comprehensively develops an introduction with all six requirements.
Proficient - Develops an introduction with all six requirements. The introduction is slightly underdeveloped.
Basic - Minimally develops an introduction. The introduction is underdeveloped.
Below Expectations - Attempts to develop an introduction; however, the introduction is significantly underdeveloped.
Non-Performance - The introduction is either nonexistent or lacks the components described in the assignment instructions.
Identifies at Least Four of the Key Business Goals of the Organization
Total: 2.00
Distinguished - Clearly and accurately identifies at least four of the key business goals of the organization.
Proficient - Identifies four of the key business goals of the organization. Minor details are missing, slightly unclear or inaccurate.
Basic - Partially identifies four of the key business goals of the organization. Relevant details are missing, unclear, and/or inaccurate.
Below Expectations - Attempts to identify fewer than four of the key business goals of the organization; however, significant details are missing, unclear, and inaccurate.
Non-Performance - The identification of four of the key business goals of the organization is either nonexistent or lacks the components described in the assignment instructions.
Analyzes the Management Technology Innovation (MTI) Capabilities of the Organization
Total: 3.00
Distinguished - Comprehensively analyzes the Management Technology Innovation (MTI) capabilities of the organization.
Proficient - Analyzes the Management Technology Innovation (MTI) capabilities of the organization. Minor details are missing.
Basic - Minimally analyzes the Management Technology Innovation (MTI) capabilities of the organization. Relevant details are missing.
Below Expectations - Attempts to analyze the Management Technology Innovation (MTI) capabilities of the organization; however, significant details are missing.
Non-Performance - The analysis of analyze the Management Technology Innovation (MTI) capabilities of the organization is either nonexistent or lacks the components described in the assignment instructions.
Written Communication: Control of Syntax and Mechanics
Total: 0.25
Distinguished - Displays meticulous comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains no errors and is very easy to understand.
Proficient - Displays comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains only a few minor errors and is mostly easy to understand.
Basic - Displays basic comprehension of syntax and mechanics, such as spelling and grammar. Written work contains a few errors which may slightly distract the reader.
Below Expectations - Fails to display basic comprehension of syn.
Strategic Planning ProcessIn a four- to five-page paper (exc.docxdarwinming1
Strategic Planning Process
In a four- to five-page paper (excluding the title and references pages), discuss the strategic planning process. In your paper:
Explain the basic steps in the planning process.
Describe the steps in the decision-making process, and predict how the personal attributes of the manager influence decision making.
Predict how the steps of the strategic planning process and the environmental factors that influence decision making impact the quality-productivity-profitability link.
Your paper must include in-text citations and references from at least three scholarly sources, in addition to the text, and be formatted according to APA style as outlined in the
Ashford Writing Center (Links to an external site.)Links to an external site.
.
Description
:
Total Possible Score
: 7.00
Explains the Basic Steps in the Planning Process
Total: 2.00
Distinguished - Comprehensively explains the basic steps in the planning process. The explanation includes supportive scholarly sources and concepts from the text.
Proficient - Explains the basic steps in the planning process. The explanation includes supportive scholarly sources and concepts from the text but is slightly underdeveloped.
Basic - Partially explains the basic steps in the planning process. The explanation includes some supportive scholarly sources and concepts from the text, but is underdeveloped.
Below Expectations - Attempts to explain the basic steps in the planning process; however, the explanation does not include supportive scholarly sources and concepts from the text and/or is significantly underdeveloped.
Non-Performance - The explanation of the basic steps in the planning process is either nonexistent or lacks the components described in the assignment instructions.
Describing the Steps in the Decision-Making Process and Predicts how the Personal Attributes of the Manager Influence Decision Making
Total: 2.00
Distinguished - Comprehensively describes the steps in the decision-making process and predicts how the personal attributes of the manager influence decision making. The description includes supportive scholarly sources and concepts from the text.
Proficient - Describes the steps in the decision-making process and predicts how the personal attributes of the manager influence decision making. The description includes supportive scholarly sources and concepts from the text. The description is slightly underdeveloped.
Basic - Partially describes the steps in the decision-making process and somewhat predicts how the personal attributes of the manager influence decision making. The description includes some supportive scholarly sources and concepts from the text. The description is underdeveloped.
Below Expectations - Attempts to describe the steps in the decision-making process and predict how the personal attributes of the manager influence decision making; however, the description does not include supportive scholarly sources and concep ...
Description Grading Rubric for assignmentTotal Possible Score.docxtheodorelove43763
Description: Grading Rubric for assignment
Total Possible Score: 8.00
Lesson Description
Total: 1.00
Distinguished - Includes the title of the model lesson, the subject, and grade levels, and a thorough one-paragraph introduction of the lesson.
Proficient - Includes the title of the model lesson, the subject, and grade levels, and a one-paragraph introduction of the lesson. The lesson description is slightly underdeveloped.
Basic - Includes the title of the model lesson, the subject, and grade levels, and a limited one-paragraph introduction of the lesson. The lesson description is underdeveloped.
Below Expectations - Attempts to include the title of the model lesson, the subject, and grade levels, and a one-paragraph introduction of the lesson; however, the lesson description is significantly underdeveloped.
Non-Performance - The inclusion of the title of the model lesson, the subject, and grade levels, and a one-paragraph introduction of the lesson is either nonexistent or lacks the components described in the instructions.
Principle 1
Total: 1.00
Distinguished - Comprehensively describes ways that multiple means of representation are included in the model lesson.
Proficient - Describes ways that multiple means of representation are included in the model lesson. The description is slightly underdeveloped.
Basic - Partially describes ways that multiple means of representation are included in the model lesson. The description is underdeveloped.
Below Expectations - Attempts to describe ways that multiple means of representation are included in the model lesson; however, the description is significantly underdeveloped.
Non-Performance - The description of ways that multiple means of representation are included in the model lesson is either nonexistent or lacks the components described in the instructions.
Principle 2
Total: 1.00
Distinguished - Comprehensively describes ways that multiple means of action and expression are included in the model lesson.
Proficient - Describe ways that multiple means of action and expression are included in the model lesson. The description is slightly underdeveloped.
Basic - Describe ways that multiple means of action and expression are included in the model lesson. The description is slightly underdeveloped.
Below Expectations - Describe ways that multiple means of action and expression are included in the model lesson. The description is slightly underdeveloped.
Non-Performance - The description of ways that multiple means of action and expression are included in the model lesson is either nonexistent or lacks the components described in the instructions.
Principle 3
Total: 1.00
Distinguished - Comprehensively describes ways that multiple means of engagement are included in the model lesson.
Proficient - Describes ways that multiple means of engagement are included in the model lesson. The description is slightly underdeveloped.
Basic - Partially describes ways that multiple means of engagement are i.
This modules animation What Is Communication provides background .docxhopeaustin33688
This module's animation What Is Communication? provides background for this assignment.
The six characteristics from which you should choose are:
Involves interdependent individuals
Is inherently rational
Exists on a continuum
Features verbal and nonverbal messages
Exists in varied forms
Varies in effectiveness
Write a 1-page essay that explains 2 of the 6 characteristics of interpersonal communication and illustrate how each one is demonstrated in your communication style. Include at least one quotation from your research. Cite your source in APA format.
.
▪Nursing Theory PowerPoint Presentation.This is a group project .docxhopeaustin33688
▪
Nursing Theory PowerPoint Presentation.
This is a group project this is my part…
Lydia Hall The 3 Cs Nursing Theory. (im doing the CORE, and the strengths and weakness of the whole theory)
WIKI Project Guideline:
1
4 to 6 slides plus a reference slide on the nursing theory
(THE CORE & the strengths and the weakness)
2 responsible to
create 2-3 voice-over PPT (FEMALE VOICE)
slides on their designated topic area.
3Please note that
APA
format is required within the PowerPoint presentation. Reference slides are required at the end of the presentation.
This assignment will be graded according to the following rubric:
Criteria
Points
WIKI content 8
APA in-text citation and reference page 4
Multimedia Inclusion 3
Total
15
.
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HR Performance Issues and Motivation
The relationship between the organization and its members can be greatly influenced by what motivates individuals to work. The style of leadership, job design, resources on the job, and environment can all have a significant effect on the satisfaction of employees and their performance. Performance is also influenced by individual motivations (e.g., social, recognition, financial reward, personal growth and development, and/or intrinsic satisfaction) and can equally impact the organization. There are many theories that attempt to explain the nature of motivation. Write a four- to five-page paper (excluding the title and reference pages) evaluating the relationship between motivation, job satisfaction, and work performance. Be sure to address the following:
Describe a performance issue which resulted from a motivational problem (what, why, who).
Use a content theory of motivation (e.g., Maslow, Alderfer, Herzberg, or McClelland) or a process theory (i.e., Adams, Locke, or Heider and Kelley) to explain how the issue creates a performance problem for the organization.
Use the theory of motivation you selected to describe an intervention/action to change the motivation/behavior and correct the performance problem.
Your paper must use a minimum of three scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center..
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
Total Possible Score
: 10.00
Describes the Performance Issue
Total: 1.50
Distinguished -
Thoroughly describes the motivational problem addressing what, why, and who.
Proficient - Describes the motivational problem addressing what, why, and who. Minor details are missing.
Basic - Partially describes the motivational problem addressing what, why, and who. Relevant details are missing.
Below Expectations - Attempts to describe the motivational problem addressing what, why, and who; however, significant details are missing.
Non-Performance - The description of the motivational problem is either nonexistent or lacks the components described in the assignment instructions.
Uses a Theory of Motivation to Explain the Problem
Total: 2.50
Distinguished - Thoroughly explains the problem using a theory of motivation.
Expertly applies the concepts and vocabulary from relevant scholarly sources.
Proficient - Explains the problem using a theory of motivation. Sufficiently applies the concepts and vocabulary from scholarly sources. The explanation is slightly underdeveloped.
Basic - Partially explains the problem using a theory of motivation. Somewhat applies the concepts and vocabulary from scholarly sources. The explanation is underdeveloped.
Below Expectations - Attempts to explain the problem using a theory of motivation; however, the explanation does not apply the concepts and vocabulary from scholarly sources and is signific.
COM425.W5A1.05.2015
Description:
Total Possible Score: 25.00
Develops an Introduction and Thesis Statement
Total: 2.00
Distinguished - Develops a comprehensive introduction, and includes a thesis
statement giving a clear direction and purpose of the paper.
Proficient - Develops an introduction, and includes a thesis statement giving
some direction and purpose of the paper.
Basic - Develops a limited introduction and includes a thesis statement that
somewhat gives direction and purpose of the paper.
Below Expectations - Develops an introduction and thesis statement; however, the
direction and purpose of the paper is unclear.
Non-Performance - The development of an introduction and thesis statement is
either nonexistent or lacks the components described in the assignment
instructions.
Identifies Five Concepts That Are Important For Successful Communication Within
an Organizational Setting
Total: 3.00
Distinguished - Clearly identifies five concepts that are important for
successful communication within an organizational setting.
Proficient - Identifies four concepts that are important for successful
communication within an organizational setting. Minor details are slightly
unclear.
Basic - Identifies three concepts that are important for successful
communication within an organizational setting. Relevant details are unclear.
Below Expectations - Identifies two or fewer concepts that are important for
successful communication within an organizational setting. Significant details
are unclear.
Non-Performance - The identification of five concepts that are important for
successful communication within an organizational setting is either nonexistent
or lacks the components described in the assignment instructions.
Discusses Why Each Concept Identified Is Necessary For Successful Communication
Total: 5.00
Distinguished - Clearly and comprehensively discusses why each concept
identified is necessary for successful communication. The discussion is fully
supported with scholarly sources.
Proficient - Clearly discusses why each concept identified is necessary for
successful communication. The discussion is supported with scholarly sources but
minor details are missing.
Basic - Partially discusses why each concept identified is necessary for
successful communication. The discussion is somewhat supported with scholarly
sources and relevant details are missing.
Below Expectations - Attempts to discuss why each concept identified is
necessary for successful communication; however, the discussion is not supported
with scholarly sources and significant details are missing.
Non-Performance - The discussion of why each concept identified is necessary for
successful communication is either nonexistent or lacks the components described
in the assignment instructions.
Explains How Best ...
Explain How these Aspects Work Together to Perform the Primary Fun.docxgitagrimston
Explain How these Aspects Work Together to Perform the Primary Function of HRM
Total: 5.00
Distinguished - Thoroughly and methodically explains how each of the aspects work together to perform the primary function of HRM. The explanation is professional and provides detailed examples that clearly demonstrate that new learning has occurred.
Proficient - Explains how each of the aspects work together to perform the primary function of HRM. The explanation is well constructed and provides several examples that demonstrate that new learning has occurred; however, a few minor details are missing.
Basic - Briefly explains how each of the aspects work together to perform the primary function of HRM. The explanation is somewhat complete, but provides few examples that demonstrate that new learning has occurred. Several key details are missing.
Below Expectations - Attempts to explain how each of the aspects work together to perform the primary function of HRM, but the explanation is too underdeveloped to be considered complete and does not demonstrate that new learning has occurred.
Non-Performance - The assignment is either nonexistent or fails to explain how these aspects work together to perform the primary function of HRM.
Are Any Aspects More Important than the Others? Why or Why Not?
Total: 4.00
Distinguished - Comprehensively explains whether or not any aspects are more important than others, including a detailed reasoning as to why. The explanation is professional and provides detailed examples that clearly demonstrate that new learning has occurred.
Proficient - Explains whether or not any aspects are more important than others, including reasoning as to why. The explanation well-written and provides a few examples that demonstrate that new learning has occurred. One or more minor details may be missing.
Basic - Briefly explains whether or not any aspects are more important than others, including a short reasoning as to why. The explanation is slightly underdeveloped and somewhat demonstrates that new learning has occurred. Several key details may be missing.
Below Expectations - Attempts to explain whether or not any aspects are more important than others, but the explanation is too underdeveloped to be considered complete and does not demonstrate that new learning has occurred.
Non-Performance - The assignment is either nonexistent or fails to determine whether or not and aspects are more important than others.
Optimizing the HRM Role for Shaping Organizational and Employee Behavior
Total: 4.00
Distinguished - Provides a comprehensive and thorough discussion addressing how the HRM role can be optimized for shaping organizational and employee behavior. The discussion is thought-provoking, creative, and utilizes vocabulary and concepts from the text.
Proficient - Provides a discussion addressing how the HRM role can be optimized for shaping organizational and employee behavior. The discussion is mostly complete and attempts to utilize voca ...
MGT415.W5A1.10.2014
Description:
Total Possible Score: 34.00
Introduction
Total: 2.00
Distinguished - Fully introduces the generic organization that will be the topic
of the research, including a clear description of the industry and a
organization type.
Proficient - Introduces the generic organization that will be the topic of the
research, including a description of the industry and a organization type. The
introduction is missing a few minor components.
Basic - Briefly introduces the generic organization that will be the topic of
the research, including a vague description of the organization type. The
introduction is missing a few major components.
Below Expectations - Attempts to introduce the generic organization that will be
the topic of the research, but the introduction is too underdeveloped to be
considered complete.
Non-Performance - The introduction is either nonexistent or lacks the components
described in the assignment instructions.
Impacting a Group’s Productivity
Total: 4.00
Distinguished - Thoroughly explains how each of the four problems could impact a
group’s productivity. The explanation includes clearly relevant examples to
illustrate each of the four problems.
Proficient - Clearly explains how at least four problems could impact a group’s
productivity. The explanation includes an example to illustrate some of the
problems provided.
Basic - Briefly explains how the four problems could impact a group’s
productivity, but the explanation is not entirely developed. The explanation
includes one or two examples to illustrate the problems provided.
Below Expectations - Attempts to explain how the four problems could impact a
group’s productivity, but the explanation is substantially underdeveloped and
fails to include any examples to illustrate the problems provided.
Non-Performance - The explanation of how the four problems could impact a
group’s productivity is either nonexistent or lacks the components described in
the assignment instructions.
Recommendations
Total: 4.00
Distinguished - Develops and describes logical and appropriate recommendations
for each of the four problems provided. The recommendations are clear and
professionally articulated with industry vocabulary.
Proficient - Develops and describes recommendations for each of the four
problems provided, but the applicability of the one or more of the
recommendations may not be entirely clear.
Basic - Develops and describes recommendations for each of the four problems
provided, but it is unclear how the recommendations will resolve the problems.
More detail is needed to demonstrate applicability.
Below Expectations - Attempts to develop and describe recommendations for each
of the four problems provided, but the recommendations do not resolve the
problems and/or are not applicable to the situatio ...
Communications Skill AssessmentMost of us have situations in whi.docxbrownliecarmella
Communications Skill Assessment
Most of us have situations in which we find it difficult to communicate. Improving your written communication skills and being comfortable speaking to people are extremely important. Develop a two- to three-page APA-formatted paper in which you analyze your personal communication skills. Be sure to address the following:
Describe the assessment you used to analyze your skills.
Discuss your communication gaps.
Describe any additional training you need in specific areas of communication.
Analyze how you can improve your current communication skills to prepare you for advancement in your profession.
Your paper must be two to three pages (not including title and reference pages) and must be formatted according to APA style as outlined in the approved APA style guide. You must cite three to four scholarly sources in addition to the textbook
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
Description
:
Total Possible Score
: 8.00
Describes the Assessment
Total: 1.50
Distinguished - Comprehensively describes the assessment used to analyze personal communication skills.
Proficient - Describes the assessment used to analyze personal communication skills. The description is slightly underdeveloped.
Basic - Partially describes the assessment used to analyze personal communication skills. The description is underdeveloped.
Below Expectations - Attempts to describe the assessment used to analyze personal communication skills; however, the description is significantly underdeveloped.
Non-Performance - The description of the assessment used is either nonexistent or lacks the components described in the assignment instructions.
Discusses Communication Gaps
Total: 1.50
Distinguished - Thoroughly discusses personal communication gaps.
Proficient - Discusses personal communication gaps. Minor details are missing.
Basic - Briefly discusses personal communication gaps. Relevant details are missing.
Below Expectations - Attempts to discuss personal communication gaps; however, significant details are missing.
Non-Performance - The discussion of communication gaps is either nonexistent or lacks the components described in the assignment instructions.
Describes Additional Training Needed in Specific Areas of Communication
Total: 1.50
Distinguished - Fully describes additional training needed in specific areas of communication.
Proficient - Describes additional training needed in specific areas of communication. The description is slightly underdeveloped.
Basic - Partially describes additional training needed in specific areas of communication. The description is underdeveloped.
Below Expectations - Attempts to describe additional training needed in specific areas of communication; however, the description is significantly underdeveloped.
Non-Performance - The description of additional training needed in specific areas of communication is either nonexistent or lacks the comp ...
MGT450.W5A1.06.2014
Description:
Total Possible Score: 19.00
Selects an Organization and Describes Its History, Products, and Major
Competitors
Total: 2.50
Distinguished - Selects an organization and thoroughly describes its history,
products, and major competitors.
Proficient - Selects an organization and describes its history, products, and
major competitors. Minor details are missing.
Basic - Selects an organization and partially describes its history, products,
and major competitors. Relevant details are missing.
Below Expectations - Selects an organization and attempts to describe its
history, products, and major competitors; however, significant details are
missing.
Non-Performance - The description of the selected organization’s history,
products, and major competitors is either nonexistent or lacks the components
described in the assignment instructions.
Explains the Current Situation of the Organization in the Market
Total: 2.00
Distinguished - Thoroughly explains the current situation of the organization in
the market.
Proficient - Explains the current situation of the organization in the market.
Minor details are missing.
Basic - Partially explains the current situation of the organization in the
market. Relevant details are missing.
Below Expectations - Attempts to explain the current situation of the
organization in the market; however, significant details are missing.
Non-Performance - The explanation of the current situation of the organization
in the market is either nonexistent or lacks the components described in the
assignment instructions.
Develops a SWOT Analysis to Determine Areas That Offer Opportunities for Change
Total: 4.00
Distinguished - Develops a comprehensive SWOT analysis to determine areas that
offer opportunities for change. The analysis is thoroughly supported with
scholarly sources.
Proficient - Develops a SWOT analysis to determine areas that offer
opportunities for change. The analysis is supported with scholarly sources but
is slightly underdeveloped.
Basic - Develops a limited SWOT analysis to determine areas that offer
opportunities for change. The analysis is minimally supported with scholarly
sources and/or is underdeveloped.
Below Expectations - Attempts to develop a SWOT analysis to determine areas that
offer opportunities for change; however, the analysis is not supported with
scholarly sources and/or is significantly underdeveloped.
Non-Performance - The development of SWOT analysis to determine areas that offer
opportunities for change is either nonexistent or lacks the components described
in the assignment instructions.
Chooses at Least Three Areas From the SWOT Analysis and Explains Why the Chosen
Areas are Essential to the Strategic Plan
Total: 4.00
Distinguished - Chooses at least three areas from th ...
DescriptionTotal Possible Score 9.00Selects Two Health SLinaCovington707
Description:
Total Possible Score: 9.00
Selects Two Health Services Agencies, the Year They Were Established/Created, Their 2015 Fiscal Budget, the Relationship They Have With Local Health Offices, the Approximate Number of Employees, the Estimated Size of the Population They Serve, and How the Chosen Agencies Were Impacted By the Affordable Care Act
Total: 4.00
Distinguished - Thoroughly describes two selected health agencies and in a detailed and organized manner, lists all of the required information.
Proficient - Describes two selected health agencies and, lists most of the required information. Minor details are missing.
Basic - Minimally describes two selected health agencies and, lists some of the required information. Relevant details are missing.
Below Expectations - Student attempts to describe two health agencies; however, does not list the required information, and significant details are missing.
Non-Performance - No coherent attempt to describe two health agencies.
Explains the Role Each Agency Serves in the Greater Health System and the Mechanism of This Interaction and its Frequency
Total: 3.00
Distinguished - Thoroughly explains the role each agency plays in the larger U.S. health system and fully describes how they interact with public health.
Proficient - Explains the role each agency plays in the larger U.S. health system and describes how they interact with public health. Minor details are missing.
Basic - Partially explains the role each agency plays in the larger U.S. health system and minimally describes how they interact with public health. Relevant details are missing.
Below Expectations - Attempts to explain the role each agency plays in the larger U.S. health system and describe how they interact with public health; however, significant details are missing.
Non-Performance - No coherent attempt to describe the role of the agencies and/or how they interact with public health.
Written Communication: Control of Syntax and Mechanics
Total: 0.50
Distinguished - Displays meticulous comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains no errors and is very easy to understand.
Proficient - Displays comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains only a few minor errors and is mostly easy to understand.
Basic - Displays basic comprehension of syntax and mechanics, such as spelling and grammar. Written work contains a few errors which may slightly distract the reader.
Below Expectations - Fails to display basic comprehension of syntax or mechanics, such as spelling and grammar. Written work contains major errors which distract the reader.
Non-Performance - The assignment is either nonexistent or lacks the components described in the instructions.
Written Communication: APA Formatting
Total: 0.50
Distinguished - Accurately uses APA formatting consistently throughout the paper, title page, ...
Introduction, Thesis Statement, and ClaimTotal 3.50Distinguis.docxmariuse18nolet
Introduction, Thesis Statement, and Claim
Total: 3.50
Distinguished - Provides a clear and focused introduction and thesis statement with claim that defines the issue or problem, addresses the importance of the topic, and thoroughly explains its relation to one’s field of study. The thesis statement is declarative and proposes an appropriate and feasible solution to the problem or issue.
Proficient - Provides a clear and focused introduction paragraph and thesis statement with claim that defines the issue or problem, addresses the importance of the topic, and explains its relation to one’s field of study. The thesis statement is declarative and proposes a solution to the problem or issue. Minor details are missing or the solution is slightly inappropriate or not feasible.
Basic - Provides a vague introduction paragraph and a thesis statement with claim that minimally defines the issue or problem, partially addresses the importance of the topic, and partially explains its relation to one’s field of study. The thesis statement is somewhat declarative and proposes a solution to the problem or issue. Relevant details are missing and/or the solution is inappropriate and/or not feasible.
Below Expectations - Attempts to provide an introduction paragraph and a thesis statement with claim; however, the thesis statement is not declarative, the solution to the problem or issue is entirely inappropriate and not feasible, and significant details are missing.
Non-Performance - The introduction, thesis statement and claim are either nonexistent or lack the components described in the assignment instructions.
Creates an Argument
Total: 7.00
Distinguished - Creates a complete argument, including claims and evidence without obvious logical fallacies that fully addresses one’s major field of study, what the perspective is, and how it informs one’s view of the topic.
Proficient - Creates an argument including claims and evidence without obvious logical fallacies that addresses one’s major field of study, what the perspective is, and how it informs one’s view of the topic. The argument is slightly underdeveloped.
Basic - Creates a partial argument, including some claims and evidence that vaguely addresses one’s major field of study, what the perspective is, and how it informs one’s view of the topic. The argument is underdeveloped and/or logical fallacies are present.
Below Expectations - Attempts to create an argument; however, does not include claims and evidence to address one’s major field of study, what the perspective is, and how it informs one’s view of the topic. The argument is significantly underdeveloped and many logical fallacies are present.
Non-Performance - The creation of an argument is either nonexistent or lacks the components described in the assignment instructions.
Evaluates Ethical Outcomes
Total: 4.00
Distinguished - Comprehensively and effectively evaluates the ethical outcomes that result from the position taken on the issue and thoro.
DescriptionTotal Possible Score 30.00Introduction Thesi.docxtheodorelove43763
Description:
Total Possible Score: 30.00
Introduction/ Thesis Statement
Total: 2.00
Distinguished - Introduction and thesis statement are thoroughly and comprehensively developed, giving a clear direction and purpose of the paper.
Proficient - Introduction and thesis statement are clearly developed and provide some direction and purpose of the paper.
Basic - Introduction and thesis statement are present and somewhat provide direction and purpose of the paper.
Below Expectations - Introduction and thesis statement are present, but incomplete. The direction and purpose of the paper is unclear.
Non-Performance - The introduction and thesis statement are either nonexistent or lack the components described in the assignment instructions.
Company Overview
Total: 5.00
Distinguished - Provides an exceptionally clear and detailed company overview.
Proficient - Provides a clear company overview. Some minor relevant information is missing.
Basic - Provides a minimal company overview. Many relevant details are missing.
Below Expectations - Attempts to provide a company overview. The overview is somewhat incomplete and/or inaccurate.
Non-Performance - The company overview is either nonexistent or lacks the components described in the assignment instructions.
Diagnoses the Need for Change
Total: 7.00
Distinguished - Comprehensively and accurately diagnoses the need for change within the selected organization.
Proficient - Diagnoses the need for change within the selected organization. Some relevant details may be missing.
Basic - Minimally diagnoses the need for change within the selected organization. Many relevant details may be missing.
Below Expectations - Attempts to diagnose the need for change within the selected organization. The need for change may be insufficiently described and/or inaccurate.
Non-Performance - The diagnosis of the need for change is either nonexistent or lacks the components described in the assignment instructions.
Presents a Plan to Transform the Organization
Total: 7.00
Distinguished - Presents a well-structured, highly detailed, and perceptive plan to transform the organization. Effectively uses Kotter’s 8-Step Approach in the development of the plan.
Proficient - Presents a concise plan to transform the organization. Uses Kotter’s 8-Step Approach in the development of plan. The plan is lacking some detail.
Basic - Presents a brief plan to transform the organization. Somewhat uses Kotter’s 8-Step Approach in the development of the plan. The plan lacks detail and/or organizational structure.
Below Expectations - Attempts to present a plan to transform the organization. May not use all elements of Kotter’s 8-Step Approach in the development of the plan. The plan lacks significant detail and/or there is little organizational structure.
Non-Performance - The plan to transform the organization is either nonexistent or lacks the components described in the assignment instructions.
Conclusion
Total: 3.00.
HCA421.W5A1.09.2021Description Total Possible ScoreJeanmarieColbert3
HCA421.W5A1.09.2021
Description:
Total Possible Score: 22.00
Analyzes the Internal Environment
Total: 2.00
Distinguished - Comprehensively analyzes the internal environment.
Proficient - Analyzes the internal environment. The analysis is slightly underdeveloped.
Basic - Minimally analyzes the internal environment. The analysis is underdeveloped.
Below Expectations - Attempts to analyze the internal environment; however, the analysis is significantly underdeveloped.
Non-Performance - The analysis of the internal environment is either nonexistent or lacks the components described in the assignment instructions.
Analyzes the External Environment
Total: 2.00
Distinguished - Comprehensively analyzes the external environment.
Proficient - Analyzes the external environment. The analysis is slightly underdeveloped.
Basic - Minimally analyzes the external environment. The analysis is underdeveloped.
Below Expectations - Attempts to analyze the external environment; however, the analysis is significantly underdeveloped.
Non-Performance - The analysis of external the environment is either nonexistent or lacks the components described in the assignment instructions.
Evaluates the Competitive Advantage of the Organization
Total: 3.00
Distinguished - Comprehensively and clearly evaluates the competitive advantage of the organization.
Proficient - Evaluates the competitive advantage of the organization. Minor details are missing or slightly unclear.
Basic - Minimally evaluates the competitive advantage of the organization. Relevant details are missing and/or unclear.
Below Expectations - Attempts to evaluate the competitive advantage of the organization; however, significant details are missing and unclear.
Non-Performance - The evaluation of the competitive advantage of the organization is either nonexistent or lacks the components described in the assignment instructions.
Examines the Role of Stakeholders
Total: 3.00
Distinguished - Thoroughly, clearly, and accurately examines the role of stakeholders.
Proficient - Examines the role of stakeholders. Minor details are missing, slightly unclear, or inaccurate.
Basic - Minimally examines the role of stakeholders. Relevant details are missing, unclear, and/or inaccurate.
Below Expectations - Attempts to examine the role of stakeholders; however, significant details are missing, unclear, and inaccurate.
Non-Performance - The examination of the role of stakeholders is either nonexistent or lacks the components described in the assignment instructions.
Assesses the Services Provided
Total: 3.00
Distinguished - Comprehensively and clearly assesses the services provided.
Proficient - Assesses the services provided. Minor details are missing or slightly unclear.
Basic - Minimally assesses the services provided. Relevant details ...
Childrens StoryKnowing how to address a variety of situations in .docxTawnaDelatorrejs
Children's Story
Knowing how to address a variety of situations in the early childhood setting and effectively partnering with parents to do so are important skills for all teachers and caregivers. For this assignment, you will choose one of the following scenarios:
Shane has a difficult time separating from his mother each morning. At drop off, he clings to her and screams uncontrollably. After she leaves, Shane continues to scream and cry until you are able to soothe him.
Lisa often gets frustrated when trying to play with other children. She takes toys from their hands and even hits children with the toys.
Next, address each of the following points according to the teaching approach/setting that best reflects your style in your desired classroom setting (e.g. Montessori, Reggio Emilia, Waldorf, traditional preschool, etc.):
Outline a specific plan for addressing the discipline or guidance scenario.
Explain how your plan would support the teaching approach/setting.
Describe how you will create an effective partnership with parents to address the discipline or guidance scenario.
Describe one or two possible obstacles you might encounter when implementing your plan.
Discuss how you will address these obstacles.
The paper should be three to four pages in addition to the title page and the reference page. Use at least two scholarly sources in addition to your text. Your paper should also be formatted according to APA style as outlined in the Ashford Writing Center.
Description
:
Total Possible Score
: 6.00
Outlines a Specific Plan for Addressing the Discipline or Guidance Scenario
Total: 1.25
Distinguished - Outlines in detail a specific plan for addressing the discipline or guidance scenario. The plan is well supported by scholarly sources.
Proficient - Outlines a specific plan for addressing the discipline or guidance scenario. The plan is supported by scholarly sources but is missing minor details.
Basic - Vaguely outlines a plan for addressing the discipline or guidance scenario; however, the plan may not be sufficiently supported by scholarly sources and is missing relevant details.
Below Expectations - Attempts to outline a plan for addressing the scenario; however, the plan is not sufficiently supported by scholarly sources and is missing significant details.
Non-Performance - The outline of a specific plan is either nonexistent or lacks the components described in the assignment instructions.
Explains How the Plan Supports the Teaching Approach/Setting
Total: 0.50
Distinguished - Clearly and comprehensively explains how the plan supports the chosen teaching approach/setting. The explanation is well supported by scholarly sources.
Proficient - Explains how the plan supports the chosen teaching approach/setting. The explanation is supported by scholarly sources but is slightly underdeveloped.
Basic - Briefly explains how the plan supports the chosen teaching approach/setting. The explanation may not be sufficiently supported by s.
AssignmentAnalysis of the Walt Disney CompanyRead the article,.docxedmondpburgess27164
Assignment
Analysis of the Walt Disney Company
Read the article, “The Walt Disney Company: A Corporate Strategy Analysis.” Evaluate the external environment (industry, market, and the general environment), and the internal situation (core competencies, brand reputation and loyalty, and customer-value proposition) of the Walt Disney company. Then, conduct a SWOT analysis detailing on the strengths, weaknesses, opportunities, and threats that may affect the organization. Finally, choose three or four areas from your SWOT analysis and explain why these areas are essential. (NOTE: This will become part of your final paper).
Your paper must include an introduction, a well-developed body, and a proper conclusion. Be sure to include a properly formatted reference page, using APA style as outlined in the Ashford Writing Center.
The paper
· Must be six to eight double-spaced pages in length (not including title and references pages) and formatted according to APA.
· Must include a separate title page with the following:
· Title of paper
· Student’s name
· Course name and number
· Instructor’s name
· Date submitted
· Must use at least three scholarly sources in addition to the course text.
· Must document all sources in APA style.
Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.
Carefully review the Grading Rubric below for the criteria that will be used to evaluate your assignment.
Grading Rubric
Total Possible Score: 7.00
Evaluates the External Environment and the Internal Situation of the Walt Disney Company
Total: 2.00
Distinguished - Thoroughly evaluates the external environment and the internal situation of the Walt Disney Company. The evaluation is fully supported with reference to the article and other scholarly sources.
Proficient - Evaluates the external environment and the internal situation of the Walt Disney Company. The evaluation is supported with reference to the article and other scholarly sources, but it is slightly underdeveloped.
Basic - Partially evaluates the external environment and the internal situation of the Walt Disney Company. The evaluation is minimally supported with reference to the article and other scholarly sources. The evaluation is underdeveloped.
Below Expectations - Attempts to evaluate the external environment and the internal situation of the Walt Disney Company; however, the evaluation is not supported with reference to the article and other scholarly sources and/or is significantly underdeveloped.
Non-Performance - The evaluation of the external environment and the internal situation of the Walt Disney Company is either nonexistent or lacks the components described in the assignment instructions.
Conducts a SWOT Analysis Detailing the Strengths, Weaknesses, Opportunities, and Threats That May Affect the Organization
Total: 1.00
Distinguished - Conducts a comprehensive SWOT analysis detailing the strengths, weaknesses, opportunit.
Contemporary LeadershipWrite a three page paper (not including tLinaCovington707
Contemporary Leadership
Write a three page paper (not including the title and reference pages) about a contemporary leadership situation that is familiar to you. Your paper needs to:
Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.
Identify the development level and style demonstrated in the situation.
Support your position with specific examples.
Explain whether the action taken was appropriate and effective.
Determine and discuss if the situational leadership approach would be useful in understanding the leadership applied to the situation.
In addition to the requirements above, your paper:
Must be double-spaced and 12 point font
Must be formatted according to APA style
Must include an introductory paragraph with a thesis statement
Must conclude with a restatement of the thesis and a conclusion paragraph
Must reference at least two scholarly resources
Must include a reference page written in APA format
Rubric
Identify the Development Level and Leadership Style
Total: 1.00
Distinguished - Thoroughly and comprehensively identifies the development level and leadership style demonstrated in the situation. Clearly describes the leadership style, supported by relevant examples.
Proficient - Identifies the development level and leadership style demonstrated in the situation. The discussion provides an example, but is missing one or more minor details.
Basic - Briefly describes the development level and leadership style demonstrated in the situation. The discussion lacks examples and detail.
Below Expectations - The discussion does not identify the development level and style demonstrated in the situation. The position is not supported by specific examples.
Non-Performance - The discussion of development level and style demonstrated is non-existent or lacks the components described in the assignment instructions.
Appropriate and Effective Action
Total: 1.00
Distinguished - Provides a comprehensive explanation of whether the correct action was taken. The response clearly addresses whether the action was appropriate and effective.
Proficient - Provides an explanation of whether the action taken was correct. Limited discussion on whether the action was appropriate and effective.
Basic - Provides a limited explanation of whether the action taken was correct. The response does not include rationale of why the action was appropriate and how it was effective.
Below Expectations - Provides a response that does not clearly explain whether the action taken was correct, appropriate, or effective. The response is vague and lacks support.
Non-Performance - The discussion of the action taken is non-existent or lacks the components described in the assignment instructions.
The Situational Leadership Approach
Total: 2.00
Distinguished - Clearly and comprehensively discusses the situational leadership approach, and provides detailed information on how the approa ...
Research PaperThe Research Paper will be a comprehensive researc.docxkhanpaulita
Research Paper
The Research Paper will be a comprehensive research review of the significant principles of management communications used to successfully achieve organizational objectives. For this assignment of a minimum of eight pages, you need to integrate material from the readings, multimedia, and class discussion boards, and also reflect on professional experience where possible. It is mandatory to include research from the classroom text as well as from six scholarly sources to support your views. Consider the validity of your resources carefully before using them in academic papers. Use at least one professional example to address the topics below.
The following components must be included in order for the paper to be complete:
Explain effective communication norms in a business setting.
Describe the role of interpersonal communication both as a manager and as an employee. What specific techniques have you used to overcome barriers to communication? Be sure to specify your role in the communication.
Explore the role of international and intercultural interpersonal communications in today’s global businesses.
Describe both verbal and nonverbal management communication.
Explain approaches for effective written management communication.
Analyze various approaches for engaging an audience during a presentation and encouraging active listening.
Describe effective methods of conflict resolution.
Analyze techniques for leading teams and group meetings.
Writing the Research Paper
The Research Paper:
Must be eight to ten double-spaced pages in length (not including the title and reference pages), and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must use at least six scholarly resources, including a minimum of three from the Ashford Online Library.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
Carefully review the
Grading Rubric
for the criteria that will be used to evaluate your assignment.
Total Possible Score
: 25.00
Explains Effective Communication Norms in a Business Setting
Total: 2.00
Distinguished - Thoroughly explains effective communication norms in a business setting.
Proficient - Explains effective communication norms in a business setting. Minor details are missing.
Basic - Partially explains communication norms in a business setting. Relevant details are missing.
Below Expectations - Attempts to explain effective communication norms in a business setting; however, significant details are missing.
Non-Performance - The explan ...
DescriptionTotal Possible Score 25.00Distinguished -.docxcarolinef5
Description:
Total Possible Score: 25.00
Distinguished - Thoroughly compares and describes Arthur’s, Williams, and Amber’s leadership styles.
Proficient -Compares and describes Arthur’s, Williams, and Amber’s leadership styles. Minor details are missing or slightly
underdeveloped.
Basic - Partially compares and describes Arthur’s, William’s, and Amber’s leadership styles. Relevant details are missing and/or
underdeveloped.
Below Expectations - Attempts to compare and describe Arthur’s, William’s, and Amber’s leadership styles; however, significant
details are missing and underdeveloped.
Non-Performance - The comparision and description of Arthur’s, Williams, and Amber’s leadership styles are either nonexistent or
lack the components described in the assignment instructions.
Distinguished - Thoroughly explains how each manager can improve his/her own leadership and communication.
Proficient - Explains how each manager can improve his/her own leadership and communication. The explanation is slightly
underdeveloped.
Basic - Partially explains how each manager can improve his/her own leadership and communication. The explanation is
underdeveloped.
Below Expectations - Attempts to explain how each manager can improve his/her own leadership and communication; however, the
explanation is significantly underdeveloped.
Non-Performance - The explanation of how each manager can improve his/her own leadership and communication is either
nonexistent or lacks the components described in the assignment instructions.
Distinguished - Conducts a comprehensive market analysis of the major city that wasselected
Proficient - Conducts a market analysis of the major city that was selected. The analysis is slightly underdeveloped.
Basic - Conducts a limited market analysis of the major city that was selected. The analysis is underdeveloped.
Below Expectations - Attempts to conducts a market analysis of the major city that wasselected; however, the analysis is
significantly underdeveloped
Non-Performance - The market analysis of the major city you have selected is either nonexistent or lacks the components
described in the assignment instructions.
Distinguished - Makes a comprehensive, fully appropriate recommendation of how the organizational structure should be changed
to meet the firm’s goals and change the organization’s culture.
Proficient - Makes an appropriate recommendation of how the organizational structure should be changed to meet the firm’s goals
and change the organization’s culture. Minor details are missing or slightly underdeveloped.
Basic - Makes a somewhat appropriate recommendation of how the organizational structure should be changed to meet the firm’s
goals and change the organization’s culture. Relevant details are missing and/or underdeveloped.
Below Expectations - Attempts to make a recommendation of how the organizational structure should be changed to meet the firm’s
goals and change the organization’s culture; however, .
DescriptionTotal Possible Score 25.00Distinguished -.docxdonaldp2
Description:
Total Possible Score: 25.00
Distinguished - Thoroughly compares and describes Arthur’s, Williams, and Amber’s leadership styles.
Proficient -Compares and describes Arthur’s, Williams, and Amber’s leadership styles. Minor details are missing or slightly
underdeveloped.
Basic - Partially compares and describes Arthur’s, William’s, and Amber’s leadership styles. Relevant details are missing and/or
underdeveloped.
Below Expectations - Attempts to compare and describe Arthur’s, William’s, and Amber’s leadership styles; however, significant
details are missing and underdeveloped.
Non-Performance - The comparision and description of Arthur’s, Williams, and Amber’s leadership styles are either nonexistent or
lack the components described in the assignment instructions.
Distinguished - Thoroughly explains how each manager can improve his/her own leadership and communication.
Proficient - Explains how each manager can improve his/her own leadership and communication. The explanation is slightly
underdeveloped.
Basic - Partially explains how each manager can improve his/her own leadership and communication. The explanation is
underdeveloped.
Below Expectations - Attempts to explain how each manager can improve his/her own leadership and communication; however, the
explanation is significantly underdeveloped.
Non-Performance - The explanation of how each manager can improve his/her own leadership and communication is either
nonexistent or lacks the components described in the assignment instructions.
Distinguished - Conducts a comprehensive market analysis of the major city that wasselected
Proficient - Conducts a market analysis of the major city that was selected. The analysis is slightly underdeveloped.
Basic - Conducts a limited market analysis of the major city that was selected. The analysis is underdeveloped.
Below Expectations - Attempts to conducts a market analysis of the major city that wasselected; however, the analysis is
significantly underdeveloped
Non-Performance - The market analysis of the major city you have selected is either nonexistent or lacks the components
described in the assignment instructions.
Distinguished - Makes a comprehensive, fully appropriate recommendation of how the organizational structure should be changed
to meet the firm’s goals and change the organization’s culture.
Proficient - Makes an appropriate recommendation of how the organizational structure should be changed to meet the firm’s goals
and change the organization’s culture. Minor details are missing or slightly underdeveloped.
Basic - Makes a somewhat appropriate recommendation of how the organizational structure should be changed to meet the firm’s
goals and change the organization’s culture. Relevant details are missing and/or underdeveloped.
Below Expectations - Attempts to make a recommendation of how the organizational structure should be changed to meet the firm’s
goals and change the organization’s culture; however, .
State Data Graphical AnalysisAssignment 7VariablesPopu.docxwhitneyleman54422
State Data: Graphical Analysis
Assignment 7
Variables:
Population: In thousands
Income:
Illiteracy:
Life.Exp: Life expectancy
Murder:
HS.Grad: High school Graduation Rate
Frost:
Area:
state.abb:
state.area:
x: Latitude:
y: longitude:
state.division:
state.name:
state.region:
Honor Code:
Questions:
1. Make a histogram of Population variable using hist function. [4]
2. Color the above histogram yellow, increase number of breaks to 25. [4]
3. In the above histogram, add x label = Population, main = Distribution of State Population. Describe the distribution: Is it symmetric, right skewed, or left skewed? [4]
4. Make a Bar graph to show the distribution of state.region variable. [4]
5. Customize the above bargraph and color the bars red, blue, green, and yellow [4]
6. Scatterplot of Murder (y-axis) vs Frost (x-axis). [4]
7. Customizing the scatterplot in #6, x label = Frost, y label = Murder, main = Murder vs Frost. Is the form (linear or nonlinear), direction (positive or negative), strength (strong or weak)? [5]
8. Scatterplot matrix of Population + Income + Illiteracy + Life.Exp + Murder + HS.Grad + Frost + Area. Life.Exp has negative relationship with which two variables? Illiteracy has positive relationship with which variable? [5]
9. Make boxplots to compare distribution of HS.Grad across state.region. [4]
10. Color the above box plot red, blue, green, and yellow. [4]
11. Add x label as Region, Y label as High School Graduation, and main as High School Graduation across Regions. Which region has the highest median graduation rate? Which region has the lowest median graduation rate? [5]
12. Add varwidth = T in the above boxplots to display difference in number of observations. [3]
4/27/2018 https://ashford.waypointoutcomes.com/assessment/4680/preview
https://ashford.waypointoutcomes.com/assessment/4680/preview 1/3
Description:
Total Possible Score: 19.00
Distinguished - Thoroughly describes the foundation or project for social good.
Proficient - Describes the foundation or project for social good. Minor details are missing.
Basic - Partially describes the foundation or project for social good. Relevant details are missing.
Below Expectations - Attempts to describe the foundation or project for social good; however, significant details are missing.
Non-Performance - The description of the foundation or project for social good is either nonexistent or lacks the components
described in the assignment instructions.
Distinguished - Thoroughly discusses how the foundation reflects the personal values of the celebrity or athlete.
Proficient - Discusses how the foundation reflects the personal values of the celebrity or athlete. Minor details are missing.
Basic - Partially discusses how the foundation reflects the personal values of the celebrity or athlete. Relevant details are
missing.
Below Expectations - Attempts to discuss how the foundation refle.
Week 1 Assignment Grading GuideTotal Possible Score 8.00Dev.docxcelenarouzie
Week 1 Assignment Grading Guide
Total Possible Score: 8.00
Develops an Introduction With all Six Requirements
Total: 2.00
Distinguished - Comprehensively develops an introduction with all six requirements.
Proficient - Develops an introduction with all six requirements. The introduction is slightly underdeveloped.
Basic - Minimally develops an introduction. The introduction is underdeveloped.
Below Expectations - Attempts to develop an introduction; however, the introduction is significantly underdeveloped.
Non-Performance - The introduction is either nonexistent or lacks the components described in the assignment instructions.
Identifies at Least Four of the Key Business Goals of the Organization
Total: 2.00
Distinguished - Clearly and accurately identifies at least four of the key business goals of the organization.
Proficient - Identifies four of the key business goals of the organization. Minor details are missing, slightly unclear or inaccurate.
Basic - Partially identifies four of the key business goals of the organization. Relevant details are missing, unclear, and/or inaccurate.
Below Expectations - Attempts to identify fewer than four of the key business goals of the organization; however, significant details are missing, unclear, and inaccurate.
Non-Performance - The identification of four of the key business goals of the organization is either nonexistent or lacks the components described in the assignment instructions.
Analyzes the Management Technology Innovation (MTI) Capabilities of the Organization
Total: 3.00
Distinguished - Comprehensively analyzes the Management Technology Innovation (MTI) capabilities of the organization.
Proficient - Analyzes the Management Technology Innovation (MTI) capabilities of the organization. Minor details are missing.
Basic - Minimally analyzes the Management Technology Innovation (MTI) capabilities of the organization. Relevant details are missing.
Below Expectations - Attempts to analyze the Management Technology Innovation (MTI) capabilities of the organization; however, significant details are missing.
Non-Performance - The analysis of analyze the Management Technology Innovation (MTI) capabilities of the organization is either nonexistent or lacks the components described in the assignment instructions.
Written Communication: Control of Syntax and Mechanics
Total: 0.25
Distinguished - Displays meticulous comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains no errors and is very easy to understand.
Proficient - Displays comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains only a few minor errors and is mostly easy to understand.
Basic - Displays basic comprehension of syntax and mechanics, such as spelling and grammar. Written work contains a few errors which may slightly distract the reader.
Below Expectations - Fails to display basic comprehension of syn.
Strategic Planning ProcessIn a four- to five-page paper (exc.docxdarwinming1
Strategic Planning Process
In a four- to five-page paper (excluding the title and references pages), discuss the strategic planning process. In your paper:
Explain the basic steps in the planning process.
Describe the steps in the decision-making process, and predict how the personal attributes of the manager influence decision making.
Predict how the steps of the strategic planning process and the environmental factors that influence decision making impact the quality-productivity-profitability link.
Your paper must include in-text citations and references from at least three scholarly sources, in addition to the text, and be formatted according to APA style as outlined in the
Ashford Writing Center (Links to an external site.)Links to an external site.
.
Description
:
Total Possible Score
: 7.00
Explains the Basic Steps in the Planning Process
Total: 2.00
Distinguished - Comprehensively explains the basic steps in the planning process. The explanation includes supportive scholarly sources and concepts from the text.
Proficient - Explains the basic steps in the planning process. The explanation includes supportive scholarly sources and concepts from the text but is slightly underdeveloped.
Basic - Partially explains the basic steps in the planning process. The explanation includes some supportive scholarly sources and concepts from the text, but is underdeveloped.
Below Expectations - Attempts to explain the basic steps in the planning process; however, the explanation does not include supportive scholarly sources and concepts from the text and/or is significantly underdeveloped.
Non-Performance - The explanation of the basic steps in the planning process is either nonexistent or lacks the components described in the assignment instructions.
Describing the Steps in the Decision-Making Process and Predicts how the Personal Attributes of the Manager Influence Decision Making
Total: 2.00
Distinguished - Comprehensively describes the steps in the decision-making process and predicts how the personal attributes of the manager influence decision making. The description includes supportive scholarly sources and concepts from the text.
Proficient - Describes the steps in the decision-making process and predicts how the personal attributes of the manager influence decision making. The description includes supportive scholarly sources and concepts from the text. The description is slightly underdeveloped.
Basic - Partially describes the steps in the decision-making process and somewhat predicts how the personal attributes of the manager influence decision making. The description includes some supportive scholarly sources and concepts from the text. The description is underdeveloped.
Below Expectations - Attempts to describe the steps in the decision-making process and predict how the personal attributes of the manager influence decision making; however, the description does not include supportive scholarly sources and concep ...
Description Grading Rubric for assignmentTotal Possible Score.docxtheodorelove43763
Description: Grading Rubric for assignment
Total Possible Score: 8.00
Lesson Description
Total: 1.00
Distinguished - Includes the title of the model lesson, the subject, and grade levels, and a thorough one-paragraph introduction of the lesson.
Proficient - Includes the title of the model lesson, the subject, and grade levels, and a one-paragraph introduction of the lesson. The lesson description is slightly underdeveloped.
Basic - Includes the title of the model lesson, the subject, and grade levels, and a limited one-paragraph introduction of the lesson. The lesson description is underdeveloped.
Below Expectations - Attempts to include the title of the model lesson, the subject, and grade levels, and a one-paragraph introduction of the lesson; however, the lesson description is significantly underdeveloped.
Non-Performance - The inclusion of the title of the model lesson, the subject, and grade levels, and a one-paragraph introduction of the lesson is either nonexistent or lacks the components described in the instructions.
Principle 1
Total: 1.00
Distinguished - Comprehensively describes ways that multiple means of representation are included in the model lesson.
Proficient - Describes ways that multiple means of representation are included in the model lesson. The description is slightly underdeveloped.
Basic - Partially describes ways that multiple means of representation are included in the model lesson. The description is underdeveloped.
Below Expectations - Attempts to describe ways that multiple means of representation are included in the model lesson; however, the description is significantly underdeveloped.
Non-Performance - The description of ways that multiple means of representation are included in the model lesson is either nonexistent or lacks the components described in the instructions.
Principle 2
Total: 1.00
Distinguished - Comprehensively describes ways that multiple means of action and expression are included in the model lesson.
Proficient - Describe ways that multiple means of action and expression are included in the model lesson. The description is slightly underdeveloped.
Basic - Describe ways that multiple means of action and expression are included in the model lesson. The description is slightly underdeveloped.
Below Expectations - Describe ways that multiple means of action and expression are included in the model lesson. The description is slightly underdeveloped.
Non-Performance - The description of ways that multiple means of action and expression are included in the model lesson is either nonexistent or lacks the components described in the instructions.
Principle 3
Total: 1.00
Distinguished - Comprehensively describes ways that multiple means of engagement are included in the model lesson.
Proficient - Describes ways that multiple means of engagement are included in the model lesson. The description is slightly underdeveloped.
Basic - Partially describes ways that multiple means of engagement are i.
Similar to Organization Introduction, Thesis Statement, and ConclusionTota.docx (20)
This modules animation What Is Communication provides background .docxhopeaustin33688
This module's animation What Is Communication? provides background for this assignment.
The six characteristics from which you should choose are:
Involves interdependent individuals
Is inherently rational
Exists on a continuum
Features verbal and nonverbal messages
Exists in varied forms
Varies in effectiveness
Write a 1-page essay that explains 2 of the 6 characteristics of interpersonal communication and illustrate how each one is demonstrated in your communication style. Include at least one quotation from your research. Cite your source in APA format.
.
▪Nursing Theory PowerPoint Presentation.This is a group project .docxhopeaustin33688
▪
Nursing Theory PowerPoint Presentation.
This is a group project this is my part…
Lydia Hall The 3 Cs Nursing Theory. (im doing the CORE, and the strengths and weakness of the whole theory)
WIKI Project Guideline:
1
4 to 6 slides plus a reference slide on the nursing theory
(THE CORE & the strengths and the weakness)
2 responsible to
create 2-3 voice-over PPT (FEMALE VOICE)
slides on their designated topic area.
3Please note that
APA
format is required within the PowerPoint presentation. Reference slides are required at the end of the presentation.
This assignment will be graded according to the following rubric:
Criteria
Points
WIKI content 8
APA in-text citation and reference page 4
Multimedia Inclusion 3
Total
15
.
••You are required to write a story; explaining and analyzing .docxhopeaustin33688
•
•
You are required to write a story;
explaining and analyzing
how a certain independent variable ( at the individual, group or organization levels) affects a
dependent
variable (
behaviour
or attitude),
•
You will freely select your story from “ life” : from college, home, neighborhood, a book , a video/ movie, TV…etc. as long as the
story has two clear dependent and independent variables.
•
You will finish with
a conclusion
that lists
both variables
and their
relationship (cause and effect).
.
•Required to read American Mashup A Popular Culture Reader. Ed. A.docxhopeaustin33688
•Required to read American Mashup: A Popular Culture Reader. Ed. Aaron Michael Morales. Boston: Pearson, 2012.
After reading Richard Willig’s “ ‘CSI Effect’ Has Juries Wanting More Evidence” in
American Mashup
on pages 204-210. Consider the types of sources Willig uses to support his main claims. please present at least four (4) specific examples of Willig’s sources. For each source, please identify what that person’s professional ability is and explain how that person’s position of authority helps Willig build his own credibility with readers.
.
• ntercultural Activity Presentation Final SubmissionResourc.docxhopeaustin33688
•
ntercultural
Activity Presentation Final Submission
Resources
•
Intercultural Activity Presentation Final Submission Scoring Guide
.
•
Writing Feedback Tool
.
•
APA Style and Format
.
•
Using Adobe Connect
.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
•
Competency 3:
Demonstrate knowledge, skills, and attitudes to increase intercultural competence.
•
Compare differing cultures.
•
Discuss the potential impact cultural differences have on communication efforts.
•
Competency 4:
Analyze how nonverbal communication (body language) influences intercultural communication.
•
Analyze how nonverbal communication affects intercultural communication.
•
Competency 5:
Communicate effectively in a variety of formats and contexts.
•
Integrate cross-cultural experiences with course material.
•
Write coherently to support a central idea in appropriate format with correct grammar, usage, and mechanics.
Instructions
This is the second part of your course project. For this assignment, create a 5–7 minute Adobe Connect video presentation with a visual component (PowerPoint) in which you narrate and describe an intercultural activity and experience. Complete the following for your presentation:
•
Engage in an intercultural activity or activities with a culture other than your own. You may focus on the same culture you investigated for your Unit 9 paper or choose one that is new to you; however, you must choose a different culture than the one from whom you interviewed someone in Unit 5. Some suggestions for activities to engage in include:
•
Eating at an ethnic restaurant.
•
Visiting a courthouse, jail, military installation, school, retirement home, and other ethnically-diverse institution.
•
Visiting a part of town that is culturally different.
•
Visiting or attending a service of another world religion.
•
Attending a celebration or an ethnically diverse craft fair.
•
Going to a shop that is associated with a particular ethnic group.
•
Visiting a school that teaches ESL (English as a Second Language) or ELL (English Language Learners).
•
Visiting an international student organization at a college or university.
•
Visiting or socializing with people from other cultures.
•
To add perspective and context to your presentation, gather resources such as informal interviews with people from the respective culture, corresponding text readings and articles, Web sites, and media presentations.
•
In your presentation, specifically address the following, using examples and illustrations from your intercultural experience(s) and the resources you collected:
•
Compare the culture you engaged in with your own.
•
Discuss the potential impact cultural differences have on communication.
•
Analyze how nonverbal communication affects intercultural communication.
•
Summarize your thoughts, questions, and viewpoints regarding your experience.
•
.
•Read Chapter 15 from your textbookEthical Controversy Ident.docxhopeaustin33688
•Read Chapter 15 from your textbook
Ethical Controversy
Identify a current ethical controversy that you want to learn more about in business, media, technology, medicine, or bioethics. Write a
three-page analysis
on the major sides in the controversy. In your analysis paper, you need to:
Define the issue and include the following details:
People involved
Field (business, media, technology, medicine, or bioethics)
Purpose
Time period
Discuss the major positions being taken in the debate.
Conclude with your own reflections and opinions on the subject.
Submission Requirements:
Write the paper in APA format including introduction, body, and conclusion.
Add the following sections in APA format:
Cover Page
Header
Page Numbers
References Page
Use 12-point Arial font and double space.
.
· ResearchWorks Cited Page (minimum of 5 reputable resources.docxhopeaustin33688
·
Research/Works Cited Page (minimum of 5 reputable resources And 5 Pages or 1400 words )
:
I need someone to write my research paper with minimum of 5 reputable reseources and 5 pages or 1400 words . And the the research topic is
Gay Issues.
Research
Clearly defined academic research
:
Did your display/project provide Theory, Data, Studies, Organizations,
Solution
s, Forms of Activism and/or Awareness?
Organization
is your information presented in a way that is well organized and coherent? When you verbally share what you know do you demonstrate an educated knowledge of the topic?
Time
did you put in time for planning, developing your project and to educate the class?
On the attachment I have attached my Presentation about
Gay Issues and My old work of writing so that you can write with same level of writing.
Gay Issues
.
‘The Other Side of Immigration’ Questions1. What does one spea.docxhopeaustin33688
‘
The Other Side of Immigration’ Questions
1. What does one speaker in the film mean by migration is not the problem? Do most Mexican immigrants want to stay in the US?
2. Describe how undocumented immigrants create a fantasy for those Mexicans planning to immigrate.
3. How does NAFTA (North American Free Trade Agreement) play a part in the rural Mexicans’ inability to make a living? Be specific.
4. What is the significance of government not providing subsidies or revealing funding opportunities to the agricultural/pastoral communities?
5. Name two solutions to reducing undocumented immigration that were mentioned in the film. How would they work?
From the movie '
The Other Side of Immigration'
.
•Topic What is an ethical leader and how do ethical leaders differ .docxhopeaustin33688
•Topic: What is an ethical leader and how do ethical leaders differ from other leaders? What are the factors that promote or hinder the development of ethical leadership in organisations (e.g., personal characteristics of leaders and what characteristics of a leader‘s environment)?
• 2500 words (+/- 10%) in essay format
•Requirements: MINIMUM of 8 peer reviewed academic journal articles
–Text book or reference books are additional references
–General websites/blogs , newpapers, magazines are not acceptable references
•Submission method: Upload a soft copy of a Microsoft Word Document ( .doc or .docx format) to Turnitin on Moodle
•Correct Harvard Anglia referencing is important
.
·Term Paper International TerrorismDue Week 10 and worth .docxhopeaustin33688
·
Term Paper: International Terrorism
Due Week 10 and worth 200 points
Choose an international terrorist group from the following list, and use the Internet or Strayer databases to research the origin, purpose, and effects on the U.S. or targeted countries.
·
Hezbollah
·
HAMAS
·
Al Qaeda (AQ)
·
Al-Shabaab
·
Haqqani Network (HQN)
Write a ten to fifteen (10-15) page paper in which you:
6.
Provide a brief description of the group, and summarize its origins.
7.
Explain the group’s major motivation(s) (beliefs or causes), and / or its justification for engaging in terrorism.
8.
Describe the group’s major sources of both financial and non-financial support.
9.
Evaluate the importance of the group’s use of media to aid in its terrorist activities. Indicate, at a minimum, the group’s purpose for using the media, the image being portrayed, and the preferred methods of communication.
10.
Determine whether or not the group has a legitimate complaint or demand. Defend your response.
11.
Determine whether or not the group and its activities are of importance to the U.S., and explain the key reasons that they are or are not significant.
12.
Analyze the response of the U.S. to the group or its activities, regardless of whether or not either the group or its activities directly threaten or target the U.S. Determine whether or not that response has been effective. Support your answer with examples of such effectiveness—or the lack thereof.
13.
Suggest the major changes you would make geared toward increasing the efficiency of the U.S.’s response to the group. Justify your response.
14.
Use at least five (5) quality resources in this assignment
And
·
Assignment 5: Senior Seminar Project
Due Week 10 and worth 200 points
In Week 1, you chose a topic area and problem or challenge within that area. Throughout this course, you have researched the dynamics of the problem. The final piece of your project is to develop a viable solution that considers resources, policy, stakeholders, organizational readiness, administrative structures and other internal and external factors, as applicable. Using the papers you have written throughout this course, consolidate your findings into a succinct project.
Write a ten (10) page paper that as a minimum, your project should include:
1.
Identify the topical area (e.g., local police department, community jail, border patrol)
2.
Define a problem or challenge within your topical area that you understand in some depth or have an interest in (examples include high crime rate, poor morale, high levels of violence or recidivism, high number of civilian complaints of harassment, inadequate equipment). Outline the context of the problem or challenge, including the history and any policy decisions that have contributed to the situation.
3.
Describe how internal or external stakeholders have influenced the situation in a positive or negative way. How will you consider stakeholders in your so.
•Prepare a 4-5 page draft Code of Ethics paper sharing the following.docxhopeaustin33688
•Prepare a 4-5 page draft Code of Ethics paper sharing the following:
1) your world view; how you see good and bad, right and wrong, and how you respond to issues. Examine human resources management and
2) share your organization’s core values or principles.
Comment
3) on the validity of those values (are they consistent?).
4) How does everything you shared (#1, 2, 3) impact HR decisions in the workplace? Comment on how you see truth?
Is there such a thing as absolute truth? If so, what is it?
I want her on Wednesday morning at 10
.
·Sketch the context for, define, and tell the significanceafter.docxhopeaustin33688
·
Sketch the context for, define, and tell the significance/after-effect of each, in terms of late-19th & early-20th-century American history & culture: from Sinclair book (The Jungle)
200 word:
1-
1-
National Labor Relations Act (1935) & Fair Labor Standards Act (1938)
·
give the context for, define, and tell the significance/after-effect of each of the following, in terms of 20th-century US culture/history: from Englehardt book (The End of Victory Culture)
200 word:
1-1-
anti-war protests (1967-71) and the "counter-culture"
2-
2-
Vietnam Veterans Memorial (dedicated 1982) [not covered in book; see
http://virtualwall.org/
]
3-
3-
"Authorization of Use of Military Force against Terrorists" Resolution (Sept. 14, 2001)
·
Essays : 250 to 300 word please
choose one of these as you like:
1.
Why was Socialism considered a "radical" ideology and why didn't it flourish in early 20th century America?
2.
In what ways was the Progressive Era (1906-20) truly "progressive" or not; and the "New Deal" (1933-38) really "new" or not, especially in regards to the health, safety and daily lives of U.S. workers and consumers?
.
• Each thread is 650 words• Each thread and reply references at le.docxhopeaustin33688
• Each thread is 650 words
• Each thread and reply references at least 3 peer-reviewed sources and 1 biblical integration.
• All sources are cited in current APA format.
• Proper spelling and grammar are used.
• Sentences are complete, clear, and concise.
***Pepsi Launched a new global Branding campaign based on the cocept of live in the moment called "Live For Now." It did extensive research prior to the campaign's lauch. What research should be done to determine if the campaign is resonating with worldwide audiences?***
.
ØFind a Food borne epidemicIllness that occurred in the U.S. in.docxhopeaustin33688
Ø
Find a Food borne epidemic/Illness that occurred in the U.S. in the last 5 years
Ø
Describe what caused it, how it happened, and how it could have been prevented
Ø
What steps were taken to rectify the situation, both short term and long term
1-2 pages
.
Organizational BehaviorDisney Animation - John LasseterThe case focu.docxhopeaustin33688
Organizational BehaviorDisney Animation - John LasseterThe case focuses on John Lasseter, who currently is the creative head of Disney Animation Studios and Pixar Animation Studios, both of which are owned by The Walt Disney Company. The case chronicles Lasseter’s interests in animation from a young age, the relationship he developed with the Disney organization, his developing interest in computer-animation and consequent demise at Disney Studios, his subsequent award-winning success with computer animation at Pixar Studios, and his recent ascension to creative head of Disney’s Animation Studio as part of the Pixar-Disney merger.The case provides a marvelous illustration of the many types of interpersonal power ¾ reward, coercive, legitimate, referent, and expert that exist within an organization. The case also shows how power can be used to promote the well-being of the organization and its members or to benefit specific people’s interests at the expense of others’ interests. Herein, the two faces of power positive and negative come into play. Another linkage between the chapter material and the case occurs in the form of concerns about the ethical versus unethical use of power. Finally, the case can be used to explore the concepts of organizational politics and political behavior in organizations. Organizational politics often has a negative connotation, and some of the case facts lend themselves to reinforcing this negative connotation.Power and Politics in the Fall and Rise of John LasseterJohn Lasseter grew up in a family heavily involved in artistic expression. Lasseter was drawn to cartoons as a youngster. As a freshman in high school he read a book entitled The Art of Animation. The book, about the making of the Disney animated film Sleeping Beauty, proved to be a revelation for Lasseter. He discovered that people could earn a living by developing cartoons. He started writing letters to The Walt Disney Company Studios regarding his interest in creating cartoons. Studio representatives, who corresponded with Lasseter many times, told him to get a great art education, after which they would teach him animation.When Disney started a Character Animation Program at the California Institute of Arts film school, Lasseter enrolled in the program after encouragement from the studio. Classes were taught by extremely talented Disney animators who also shared stories about working with Walt Disney himself. During summer breaks, jobs at Disneyland further fueled Lasseter’s passion for working as an animator for Disney Studios. Full of excitement, Lasseter joined the Disney animation staff in 1979 after graduation. However, he soon met with disappointment.According to Lasseter, “[t]he animation studio wasn’t being run by these great Disney artists like our teachers at Cal Arts, but by lesser artists and businesspeople who rose through attrition as the grand old men retired.” Lasseter was told, “[y]ou put in your time for 20 years and do what you’r.
Organizational Behavior Case Study on LeadershipName Tan Yee .docxhopeaustin33688
Organizational Behavior Case Study on Leadership
Name: Tan Yee Li Fiona
Student ID: S3447594
Course: RMIT Business (Management)
Leadership, ethics and organizational failure in a post-colonial context: a case study of genocide in Rwanda.
Introduction
Groups, teams and states are major characteristics of organizational life. It is believed that majority of the organization’s practices need a lot of coordination through working as a team and a group.The leadership of an organization is important in terms of the development of the goals and objectives. Leaders within an organization are responsible for developing the goals and objectives of the organization. In most cases, the success of an organization is usually attributed to the leaders of the organization. The genocide in Rwanda was instigated by the hostility between the Hutu and Tutsi as a result of polarization of the two ethnic groups by the colonial era. The colonization process favored one group over the other. It is believed that the leadership of Rwanda at the time played a major role. Leadership in every country plays a major role in the unity of the nation and in fostering peace and co-existence between different ethnic groups. Therefore the leadership of Rwanda at the time failed to quell the existence of animosity between the Hutu and the Tutsi leading to the experience of genocide that led to mass killings. The paper aims at discussing leadership, ethics and organizational failure in a post-colonial context with a case study of genocide in Rwanda. Main emphasis is laid on organizational failure that instigated the genocide and in particular the correlation between the key leaders and geo-political relations (Scott, 1998).
Leadership traits and concepts
Leadership is considered as the ability to influence the followers towards the achievement of set goals and objectives. Leadership is closely related to management which is aimed at ensuring compliance from the organizational members. The trait theory of leadership is important in terms of defining leadership. The characteristics of the leader can be used for the determination of their leadership styles. According to the behavioral theories of leadership, the specific behaviors of the leaders differentiate the leaders from the non leaders. According to the traits theory of leadership, social, physical, personality or intellectual traits can be used for the purpose of differentiating the leaders from the non leaders. According to the theory, the leader is also supposed to be qualified and open. The contingency theory on the other hand analyzes the environment in which the leader operates. Situational leadership theory examines the ability of the followers to readily accept the instructions of the leaders. There are also various styles of leadership and it plays an important role in determining the potential of the leaders. The charismatic leaders usually portray unconventional behaviors and usually understand. On the other.
ORGANIZATIONAL ASSESSMENT WORKSHEET
Organizational Profile
This category is a snapshot of the organization, the key influences that affect how it operates, and the key challenges that it faces.
- Briefly describe the organization, including its services; its size; its geographic community; its key patient or customer groups; the number of patients it services; and its current facilities, equipment, and technology.
- Briefly describe the organization’s key challenges
Leadership
This category examines how the organizational leaders address values, directions, and performance expectations as well as how focused they are on customers, stakeholders, empowerment, innovation, and learning. This category also examines how the organization addresses its responsibilities to the public and how it supports the community.
- Based on the above indicators, describe one to three key strengths of the organization’s leadership.
- Based on the above indicators, describe one to three areas in which the organization’s leadership can improve.
Strategic Planning
This category examines how the organization develops strategic objectives and action plans and how progress toward the chosen strategic objectives is measured.
- Based on the above indicators, describe one to three key strengths of the organization’s strategic planning.
- Based on the above indicators, describe one to three areas of the organization’s strategic planning that can be improved.
Focus on Patients, Other customers, and Markets
This category examines how the organization determines requirements, expectations, and preferences of patients, other customers, and markets. It also examines how the organization builds relationships with patients and other customers and determines the key factors that lead to their acquisition, satisfaction, loyalty, and retention and to healthcare service expansion.
- Based on the above indicators, describe one to three key strengths in how the organization focuses on patients, other customers, and markets.
- Based on the above indicators, describe one to three opportunities that the organization can take to improve how it focuses on patients, customers, and markets.
Measurement, analysis, and Knowledge Management
This category examines how the organization selects, gathers, analyzes, manages, and improves its data, information, and knowledge assets.
- Based on the above indicators, describe one to three key strengths of the organization’s measurement, analysis, and knowledge management approaches.
- Based on the above indicators, describe one to three opportunities that the organization can take to improve its measurement, analysis, and knowledge management approaches.
Staff Focus
This category examines how the organization’s work systems and staff learning and motivation enable all staff to develop and utilize their full potential in alignment with the organization’s ove.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
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Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
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Biological screening of herbal drugs: Introduction and Need for
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Antifertility, Toxicity studies as per OECD guidelines
Organization Introduction, Thesis Statement, and ConclusionTota.docx
1. Organization: Introduction, Thesis Statement, and Conclusion
Total: 4.00
Distinguished - Paper is logically organized with a well-written
introduction, thesis statement, and conclusion.
Proficient - Paper is logically organized with an introduction,
thesis statement, and conclusion. One of these requires
improvement.
Basic - Paper is organized with an introduction, thesis
statement, and conclusion. One or more of the introduction,
thesis statement, and/or conclusion require improvement.
Below Expectations - Paper is loosely organized with an
introduction, thesis statement, and conclusion. The introduction,
thesis statement, and/or conclusion require much improvement.
Non-Performance - The introduction, thesis statement, and
conclusion are either nonexistent or lack the components
described in the assignment instructions.
Describes How the Type of Culture Influences Organizational
Behavior
Total: 4.00
Distinguished - Comprehensively describes how the type of
culture influences the behavior of the organization in a negative
or positive manner.
Proficient - Describes how the type of culture influences the
behavior of the organization in a negative or positive manner.
The description is slightly underdeveloped.
Basic - Somewhat describes how the type of culture influences
the behavior of the organization in a negative or positive
manner. The description is underdeveloped.
Below Expectations - Attempts to describe how the type of
culture influences the behavior of the organization in a negative
or positive manner; however, the description is significantly
underdeveloped.
Non-Performance - The description of how the type of culture
2. influences organizational behavior is either nonexistent or lacks
the components described in the assignment instructions.
Describes How the Modes of Communication Influence
Organizational Behavior
Total: 4.00
Distinguished - Comprehensively describes how the modes of
communication influence the behavior of the organization in a
negative or positive manner.
Proficient - Describes how the modes of communication
influence the behavior of the organization in a negative or
positive manner. The description is slightly underdeveloped.
Basic - Somewhat describes how the modes of communication
influence the behavior of the organization in a negative or
positive manner. The description is underdeveloped.
Below Expectations - Attempts to describe how the modes of
communication influence the behavior of the organization in a
negative or positive manner; however, the description is
significantly underdeveloped.
Non-Performance - The description of how the modes of
communication influence the organizational behavior is either
nonexistent or lacks the components described in the assignment
instructions.
Describes How the Nature of Authority Influences
Organizational Behavior
Total: 4.00
Distinguished - Comprehensively describes how the nature of
authority influences the behavior of the organization in a
negative or positive manner.
Proficient - Describes how the nature of authority influences the
behavior of the organization in a negative or positive manner.
The description is slightly underdeveloped.
Basic - Somewhat describes how the nature of authority
influences the behavior of the organization in a negative or
positive manner. The description is underdeveloped.
3. Below Expectations - Attempts to describe how the nature of
authority influences the behavior of the organization in a
negative or positive manner; however, the description is
significantly underdeveloped.
Non-Performance - The description of how the nature of
authority influences the organizational behavior is either
nonexistent or lacks the components described in the assignment
instructions.
Describes How Virtual Elements Influence Organizational
Behavior
Total: 4.00
Distinguished - Comprehensively describes how virtual
elements influence the behavior of the organization in a
negative or positive manner.
Proficient - Describes how virtual elements influence the
behavior of the organization in a negative or positive manner.
The description is slightly underdeveloped.
Basic - Somewhat describes how virtual elements influence the
behavior of the organization in a negative or positive manner.
The description is underdeveloped.
Below Expectations - Attempts to describe how virtual elements
influence the behavior of the organization in a negative or
positive manner; however, the description is significantly
underdeveloped.
Non-Performance - The description of how virtual elements
influence organizational behavior is either nonexistent or lacks
the components described in the assignment instructions.
Describes How Areas of EQ (Emotional Quotient) Influence
Organizational Behavior
Total: 4.00
Distinguished - Comprehensively describes how areas of EQ
influence the behavior of the organization in a negative or
positive manner.
Proficient - Describes how areas of EQ influence the behavior
4. of the organization in a negative or positive manner. The
description is slightly underdeveloped.
Basic - Somewhat describes how areas of EQ influence the
behavior of the organization in a negative or positive manner.
The description is underdeveloped.
Below Expectations - Attempts to describe how areas of EQ
influence the behavior of the organization in a negative or
positive manner; however, the description is significantly
underdeveloped.
Non-Performance - The description of how EQ influences
organizational behavior is either nonexistent or lacks the
components described in the assignment instructions.
Describes How Motivational Techniques Influence
Organizational Behavior
Total: 4.00
Distinguished - Comprehensively describes how motivational
techniques influence the behavior of the organization in a
negative or positive manner.
Proficient - Describes how motivational techniques influence
the behavior of the organization in a negative or positive
manner. The description is slightly underdeveloped.
Basic - Somewhat describes how motivational techniques
influence the behavior of the organization in a negative or
positive manner. The description is underdeveloped.
Below Expectations - Attempts to describe how motivational
techniques influence the behavior of the organization in a
negative or positive manner; however, the description is
significantly underdeveloped.
Non-Performance - The description of how motivational
techniques influence organizational behavior is either
nonexistent or lacks the components described in the assignment
instructions.
Written Communication: Content Development
Total: 0.85
5. Distinguished - Uses appropriate, pertinent, and persuasive
content to discover and develop sophisticated ideas within the
context of the discipline, shaping the work as a whole.
Proficient - Uses appropriate and pertinent content to discover
ideas within the context of the discipline, shaping the work as a
whole.
Basic - Uses appropriate and pertinent content, but does not
apply it toward discovering or developing ideas. Overall,
content assists in shaping the written work.
Below Expectations - Uses content, though it may be unrelated
or inappropriate to the topic. Content does not contribute
toward the development of the written work, and may distract
the reader from its purpose.
Non-Performance - The assignment is either nonexistent or
lacks the components described in the instructions.
Integrative Learning: Connects to Experience
Total: 0.85
Distinguished - Creates meaningful correlations among
experiences outside of the classroom to deepen understanding of
field of study and to broaden own viewpoints.
Proficient - Compares life experiences and academic knowledge
to distinguish differences and similarities while acknowledging
perspectives other than own.
Basic - Recognizes correlation between life experiences,
academic texts, and ideas perceived as similar and related to
own interests.
Below Expectations - Briefly comments about connections
between life experiences and academic texts.
Non-Performance - The assignment is either nonexistent or
lacks the components described in the instructions.
Written Communication: Control of Syntax and Mechanics
Total: 0.80
Distinguished - Displays meticulous comprehension and
organization of syntax and mechanics, such as spelling and
6. grammar. Written work contains no errors, and is very easy to
understand.
Proficient - Displays comprehension and organization of syntax
and mechanics, such as spelling and grammar. Written work
contains only a few minor errors, and is mostly easy to
understand.
Basic - Displays basic comprehension of syntax and mechanics,
such as spelling and grammar. Written work contains a few
errors, which may slightly distract the reader.
Below Expectations - Fails to display basic comprehension of
syntax or mechanics, such as spelling and grammar. Written
work contains major errors, which distract the reader.
Non-Performance - The assignment is either nonexistent or
lacks the components described in the instructions.
Written Communication: APA Formatting
Total: 0.80
Distinguished - Accurately uses APA formatting consistently
throughout the paper, title page, and reference page.
Proficient - Exhibits APA formatting throughout the paper.
However, layout contains a few minor errors.
Basic - Exhibits basic knowledge of APA formatting throughout
the paper. However, layout does not meet all APA requirements.
Below Expectations - Fails to exhibit basic knowledge of APA
formatting. There are frequent errors, making the layout
difficult to distinguish as APA.
Non-Performance - The assignment is either nonexistent or
lacks the components described in the instructions.
Written Communication: Page Requirement
Total: 0.85
Distinguished - The length of the paper is equivalent to the
required number of correctly formatted pages.
Proficient - The length of the paper is nearly equivalent to the
required number of correctly formatted pages.
Basic - The length of the paper is equivalent to at least three
7. quarters of the required number of correctly formatted pages.
Below Expectations - The length of the paper is equivalent to at
least one half of the required number of correctly formatted
pages.
Non-Performance - The assignment is either nonexistent or
lacks the components described in the instructions.
Written Communication: Source Requirement
Total: 0.85
Distinguished - Uses more than the required number of
scholarly sources, providing compelling evidence to support
ideas. All sources on the reference page are used and cited
correctly within the body of the assignment.
Proficient - Uses required number of scholarly sources to
support ideas. All sources on the reference page are used and
cited correctly within the body of the assignment.
Basic - Uses less than the required number of sources to support
ideas. Some sources may not be scholarly. Most sources on the
reference page are used within the body of the assignment.
Citations may not be formatted correctly.
Below Expectations - Uses inadequate number of sources that
provide little or no support for ideas. Sources used may not be
scholarly. Most sources on the reference page are not used
within the body of the assignment. Citations are not formatted
correctly.
Non-Performance - The assignment is either nonexistent or
lacks the components described in the instructions.
1
Forbes School of Business APA Style Standards
8. These standards are excerpted from the 6
th
edition of the Publication Manual of the American
Psychological Association, published in 2010. These standards
are intended to provide an
overview of APA formatting necessary for Ashford University
writing assignments.
o Manuscript Format
d be 1 inch.
-point font and is
double-spaced
throughout.
of each page, ½
inch from the top, and are consecutive from the title page
through any
appendices. Preliminary pages contain numbers in lowercase
Roman
numerals.
o Title Page
9. o The term “Running head: YOUR TITLE” appears on first page
(i.e. Title Page) in the header. All subsequent pages contain
YOUR TITLE, but do not include the words “Running head,”
which is only for the title page.
o The running head needs to be left justified and on the same
line
as the page number throughout the document.
o The running head can be the title of the manuscript or a
shortened version of it.
o The title should concisely reflect the main idea of the
manuscript.
o The title should be typed with initial capitalizations for
nouns,
verbs, adjectives, and any prepositions five or more letters in
length.
o The title should be centered between the left and right
margins,
10. and positioned in the upper half of the page.
o Recommended title length: no more than 12 words.
or
o Abstract
2
of the
manuscript and it allows readers to survey the contents of the
manuscript
quickly.
script is
longer than 15-double
spaced pages, excluding the title page and reference page.
–250 words.
(after the title page).
11. ould appear with initial capitalization
and lowercase
letters, centered, at the top of the page, like a title.
indentation.
o The Introduction
f an abstract is
included]) and the
full title of the paper is centered one inch from the top of the
page with initial
capitalizations and lowercase letters (not underlined, boldfaced,
or italicized)
and is double-spaced above the first paragraph of text.
the thesis, the
statement of purpose, the argument, or the specific problem
under study.
o The Body
part of the paper (i.e. biggest).
topic/argument/problem/idea and discuss
12. it.
o The Summary/Conclusion
er and
restate the main idea
or argument.
and draw
inferences and conclusions from the research.
“Conclusion.”
o Reference List (See below, Standard 3, for specifics on
creating the Reference List)
sources used in the
paper which enable readers to easily retrieve the
sources/materials that were
cited.
eference cited in text must appear in the reference list.
13. o Any ideas that are not your own or are not common
knowledge must have an author-
date citation within the manuscript.
3
o In-text citations must at least follow the APA 6
th
edition standards related to citation
structure, citation of work from multiple authors, citation of
works with no author,
citation of direct quotes, and citation of electronic sources.
o Common Format Examples:
-text citation: Goodson (2013) found that higher
concentrations of
sulfur increased the odor of the spring water.
or
Parenthetical citation: Significant variation from the mean
results in a
14. higher probability of failure (Baker, 2012).
-text citation: Lawrence, Patrick, Evans and Smith (2009)
found…
[Use as first citation in text.]
ound…
[Use as subsequent first citation per paragraph thereafter.]
th
ed.) says, “When a work has no
identified author, cite in the text the first few words of the
reference
list entry (usually the title) and the year. Use double quotation
marks
around the title of an article, a chapter, or a web page and
italicize the
title of a periodical, a book, or a report” (p. 176).
o Parenthetical citation: High temperature is a common
predictor
of decreased employee morale in certain work areas
15. (“Workplace Dynamics,” 2013).
or
In-text citation: The book The Managers Perspective (2011)
outlined the…
or
Parenthetical citation: Garbage output is a predictor of
economic health (Anonymous, 2008).
o Citing quoted information (Periodical):
"Quote" (Kotter, 2012, para. 2).
or
As stated by Deming (1991), "quote" (para. 5).
o Citing quoted information (Books, Reference Books, &
Book Chapters):
"Quote" (Hersey & Blanchard, 1993, p. 47).
or
As stated by Laudon & Laudon (2012), "Quote" (p. 47).
16. 4
o Citing paraphrased information:
Paraphrased text (Mintzberg, 2002).
or
According to Mintzberg (2002), paraphrased text.
use paragraph
numbers (use the abbreviation “para.”). If the document
includes headings
but does not provide page or paragraph numbers, cite the
heading and the
number of the paragraph following the heading.
(Chandler, 2010, "Training Managers," para. 2).
into text and
enclose the quotation with double quotation marks. If the
quotation comprises
of 40 or more words, display it in a freestanding block of text
and omit the
quotation marks.
17. o All manuscripts must have a reference list which begins after
the
summary/conclusion of the manuscript, on a separate page.
o The title of the page (i.e. References) should be centered and
not underlined,
boldfaced, or italicized.
o Reference list entries should be double-spaced, with the first
line of each reference
beginning at the left margin, and the second and subsequent
lines indented one-half
inch or seven spaces (a hanging indent). Double-spacing is also
used between entries.
o Entries should be in alphabetical order by the surname of the
first author followed by
initials of the author’s given name.
o Alphabetize group authors, such as associations or
government agencies, by the first
significant word of the name (e.g. The American Psychological
Association would be
alphabetized by “A” not “T”).
o Only if the work is signed “Anonymous” would you begin the
entry with the word
18. Anonymous spelled out and alphabetize the entry as if
Anonymous were a true name.
o A reference should contain the author name, date of
publication, title of the work and
publication date.
o Format:
Author's Last Name, Initials. (Publication Year). Title of
article. Title of
Periodical, volume # (issue #), pp–pp. doi:xx.xxxxxxxxxx
Cohen, A. (2006, December 10). The entrepreneurial mentality.
International Business Times, pp. A1, A4.
5
Stewart, T, (2012, December). Stockholder vs. stakeholder: The
true
power struggle. Corporate Governance and Ethics, 45(6), 30–31.
19. If no digital object identifier (DOI) is assigned, include the
home page URL
for the periodical using this format:
Retrieved from http://www.xxxxxxxxx.xxx
Author's Last Name, Initials. (Publication Year). Title of book.
Location:
Publisher.
or
Author's Last Name, Initials. (Publication Year). Title of book.
Retrieved
from http://www.xxxxxxx.xxx
or
Author's Last Name, Initials. (Publication Year). Title of book.
doi:xxxxxxx
or
Editor's Last Name, Initials. (Ed.). (Publication Year). Title of
book.
20. Location: Publisher.
o These standards should be applied to all FSB written
assignments.
o Within discussion forums, APA citations and reference lists
may be required for all
posts. It is at the discretion of the faculty as to what the
requirement will be for each
course.
Links to supplemental APA citation, referencing, and formatting
examples from the Ashford
University Writing Center include:
APA Checklist: https://awc.ashford.edu/cd-apa-checklist.html
Sample Title Page:
https://awc.ashford.edu/PDFHandouts/sample_apa_title_page.pd
f
Sample References List:
https://awc.ashford.edu/PDFHandouts/APA_References_List_Sa
mple.pdf
Sample Formatted Paper: https://awc.ashford.edu/research-
papers-sample.html
Comprehensive APA Reference List Models:
22. · Think Your Office Is Soulless? Check Out This Amazon
Fulfillment Center
Each of the dozen buildings on Amazon's Seattle campus is
named for a milestone in the company's history--Wainwright,
for instance, honors its first customer. Bezos and I meet in a
six-floor structure known as Day One North. The name means
far more than the fact that Amazon, like every company in the
universe, opened on a certain date (in this case, it's July 16,
1995). No, Day One is a central motivating idea for Bezos, who
has been reminding the public since his first letter to
shareholders in 1997 that we are only at Day One in the
development of both the Internet and his ambitious retail
enterprise. In one recent update for shareholders he went so far
as to assert, with typical I-know-something-you-don't flair, that
"the alarm clock hasn't even gone off yet." So I ask Bezos:
"What exactly does the rest of day one look like?" He pauses to
think, then exclaims, "We're still asleep at that!"
He's a liar.
Amazon is a company that is anything but asleep. Amazon, in
fact, is an eyes-wide-open army fighting--and winning--a battle
that no one can map as well as its general. Yes, it is still the
ruthless king of books--especially after Apple's recent loss in a
book price-fixing suit. But nearly two decades after its real day
one, the e-commerce giant has evolved light-years from being
just a book peddler. More than 209 million active customers
rely on Amazon for everything from flat-panel TVs to dog food.
Over the past five years, the retailer has snatched up its most
sophisticated competition--shoe seller Zappos and Quidsi,
parent of such sites as Diapers.com, Soap.com, Wag.com, and
BeautyBar.com. It has purchased the robot maker Kiva Systems,
because robots accelerate the speed at which Amazon can
assemble customer orders, sometimes getting it down to 20
minutes from click to ship. Annual sales have quadrupled over
the same period to a whopping $61 billion. Along the way,
incidentally, Amazon also became the world's most trusted
23. company. Consumers voted it so in a recent Harris Poll,
usurping the spot formerly held by Apple.
RELATED ARTICLE
· Retail's Game Of Thrones: Citizens of these kingdoms know
the stakes--you innovate or you die.
Amazon has done a lot more than become a stellar retailer. It
has reinvented, disrupted, redefined, and renovated the global
marketplace. Last year, e-commerce sales around the world
surpassed $1 trillion for the first time; Amazon accounted for
more than 5% of that volume. This seemingly inevitable shift
has claimed plenty of victims, with more to come. Big-box
retailers like Circuit City and Best Buy bore the brunt of
Amazon's digital assault, while shopping-mall mainstays such
as Sears and JCPenney have also seen sales tank. Malls in
general, which once seemed to offer some shelter from the
online pummeling, have been hollowed out. By Green Street
Advisors' estimate, 10% of the country's large malls will close
in the next decade. It has become painfully clear that the chance
to sift through bins of sweaters simply isn't enough of a draw
for shoppers anymore. "It has been this way in retail forever,"
says Kevin Sterneckert, a research VP at Gartner who focuses
on shopping trends, and who lays out a strategy that should
blow nobody's mind: "If you don't innovate and address who
your customers are, you become irrelevant." And now that
means fending off threats from every phone, tablet, and laptop
on the planet.
Amazon's increasing dominance is now less about what it sells
than how it sells. And that portends a second wave of change
that will further devastate competitors and transform retail
again. It's not just "1-Click Ordering" on Amazon's mobile app,
which is tailor-made for impulse buying. It's not just the
company's "Subscribe & Save" feature, which lets customers
schedule regular replenishments of essentials like toilet paper
and deodorant. It's not just Amazon's "Lockers" program, in
which huge metal cabinets are installed at 7-Elevens and Staples
24. in select cities, letting customers securely pick up packages at
their convenience instead of risking missed (or stolen)
deliveries.
AMAZONFRESH IS REALLY A TROJAN HORSE. IT'S NOT
ABOUT WINNING IN GROCERY SERVICES. IT'S ABOUT
DOMINATING THE MARKET IN SAME-DAY DELIVERIES.
No, it's all this, plus something more primal: speed. Bezos has
turned Amazon into an unprecedented speed demon that can
give you anything you want. Right. Now. To best understand
Amazon's aggressive game plan--and its true ambitions--you
need to begin with Amazon Prime, the company's $79-per-year,
second-day delivery program. "I think Amazon Prime is the best
bargain in the history of shopping," Bezos tells me, noting that
the service now includes free shipping on more than 15 million
items, up from the 1 million it launched with in 2005. Prime
members also gain access to more than 40,000 streaming Instant
Video programs and 300,000 free books in the Kindle Owners'
Lending Library. As annoying as this might be to Netflix, it is
not intended primarily as an assault on that business. Rather,
Bezos is willing to lose money on shipping and services in
exchange for loyalty. Those 10 million Prime members (up from
5 million two years ago, according to Morningstar) are
practically addicted to using Amazon. The average Prime
member spends an astounding $1,224 a year on Amazon, which
is $700 more than a regular user. Members' purchases and
membership fees make up more than a third of Amazon's U.S.
profit. And memberships are projected to rise 150%, to 25
million, by 2017.
Nadia Shouraboura of Hointer, a new store that represents how
retail must adapt in the Age of Amazon
Robbie Schwietzer, VP of Prime, is more candid than his boss
when explaining Prime's true purpose: "Once you become a
Prime member, your human nature takes over. You want to
leverage your $79 as much as possible," he says. "Not only do
you buy more, but you buy in a broader set of categories. You
discover all the selections we have that you otherwise wouldn't
25. have thought to look to Amazon for." And what you buy at
Amazon you won't buy from your local retailer.
Prime is phase one in a three-tiered scheme that also involves
expanding Amazon's local fulfillment capabilities and a nascent
program called AmazonFresh. Together, these pillars will
remake consumers' expectations about retail. Bezos seems to
relish the coming changes. "In the old world, you could make a
living by hoping that your customer didn't know whether your
price was actually competitive. That's a very"--Bezos pauses for
a second to rummage for the least insulting word--"tenuous
strategy in the new world. [Now] you can't convince people you
have the low price; you actually have to have the low price. You
can't persuade people that your delivery speeds are fast; you
actually have to have fast delivery speeds!" With that last
challenge, he erupts in a thunderous laugh, throwing his cleanly
depilated head so far back that you can see the dark fillings on
his upper molars. He really does seem to know something the
rest of us don't. We're still asleep, he says? The alarm clock at
Amazon went off hours ago. Whether the rest of the retail world
has woken up yet is another question.
Amazon's 1-million-square-foot Phoenix fulfillment center
produces a steady and syncopated rhythm. It is the turn of
mechanical conveyor belts, the thud of boxes hitting metal, the
beeping of forklifts moving to and fro, and the hum of more
than 100 industrial-size air conditioners whirring away. This is
the sound of speed--a sonic representation of what it takes to
serve millions of customers scattered across the globe.
In centers like this one, of which there are 89 globally (with
more to come), Amazon has built the complex machinery to
make sure a product will ship out in less than 2.5 hours from the
time a customer clicks place your order. From that click, a set
of algorithms calculates the customer's location, desired
shipping speed, and product availability; it then dispatches the
purchase request to "pickers" on duty at the nearest fulfillment
center. The system directs the new order to the picker who is
26. closest on the floor to that product, popping up with a bleep on
the picker's handheld scanner gun. These men and women roam
the sea of product shelves with carts, guided by Amazon's
steady hand to the precise location of the product on the color-
coded shelves. The picker gathers the item and puts it into a bin
with other customer orders. And from there, the item zooms off
on a conveyor belt to a boxing station, where a computer
instructs a worker on what size box to grab and what items
belong in that box. After the packer completes an order, the
word success lights up in big green letters on a nearby computer
screen. Then the package goes back on a conveyor, where the
fastest delivery method is calculated by scanning the box, which
is then kicked down a winding chute to the appropriate truck.
AMAZON-PROOF RETAIL
How one store merges digital and physical
If anyone can design a brick-and-mortar store for an e-
commerce world, it should be Nadia Shouraboura. She used to
be Amazon's VP of global supply chain and fulfillment
technology and has since created Hointer, a fully automated
store run on software algorithms and machinery. She calls it a
"microwarehouse" that marries digital's instant gratification
with in-store benefits. "In apparel, this will win," she predicts.
It works like this:
STEP 1. SEARCH
A customer enters the spare store, where there's only one of
every product in view. She pulls up the Hointer app, scans the
QR code on a pair of jeans she likes, and enters her size.
STEP 2. DELIVER
Within 30 seconds of scanning the code, a pair of jeans in her
size travels through a chute and lands in her dressing room. She
can scan as many items as she likes.
STEP 3. REFINE
Inside the dressing room, she tries on the jeans, but they're too
baggy. So she chucks them down another chute and selects a
smaller size from the app.
STEP 4. PURCHASE
27. The jeans fit! She pays on her phone or swipes her card at a
kiosk, and leaves the store with her purchase. No sales clerk
necessary.
The process is efficient, but still lower tech than it could be.
Although Amazon shelled out $775 million last year for those
orange Kiva robots, it says it's still "evaluating" how to deploy
the bots, and they're nowhere to be seen here. "Fulfillment by
Amazon" is still a very human endeavor--and the company's
creativity thrives within that limitation. A team at the Phoenix
center is constantly thinking of ways to chip away at the 2.5-
hour processing time. For instance, when products arrive from
Amazon's vendors and the 2 million third-party merchants who
sell their goods on the site, workers now scan them into
Amazon's inventory system (again, with a handheld gun) instead
of entering the details manually. Also, products have been
stowed on shelves in what otherwise might appear to be a
random way--for example, a single stuffed teddy bear might be
next to a college biology book--because it reduces the potential
distance a worker must trek between popular products that
might be ordered together. Small tweaks like these have an
impact: In the past two years, Amazon has reduced the time it
took to move a product by a quarter. During the past holiday
season, the company processed 306 items per second worldwide.
These centers aren't just about warehouse speed, though:
They're also about proximity. Over the past several years, Bezos
has poured billions into building them in areas closer and closer
to customers. The Phoenix warehouse, one of four in the region,
serves a metro area of nearly 4 million. Robbinsville, New
Jersey, is roughly one hour from 8 million New Yorkers.
Patterson, California, is an hour and a half from 7 million
people living in the San Francisco Bay Area. Three locations in
Texas--Coppell, Haslet, and Schertz--will serve not only the
nearly 9 million citizens of the Dallas and San Antonio metro
areas but also the other 17 million or so customers in the state
(and possibly neighboring states too) who live only a few
hundred miles away.
28. "What you see happening," Bezos explains, "is that we can have
inventory geographically near major urban populations. If we
can be smart enough--and when I say 'smart enough,' I mean
have the right technology, the right software systems, machine-
learning tools--to position inventory in all the right places, over
time, your items never get on an airplane. It's lower cost, less
fuel burned, and faster delivery."
The holy grail of shipping--same-day delivery--is tantalizingly
within reach. Amazon already offers that service in select cities,
what it calls "local express" delivery, but the big trick is to do it
nationally. And the crucial element of this ambitious plan is
revealed by something wonkier than a bunch of buildings. It is
something only an accountant could see coming: a cunning shift
in tax strategy.
"IN THE NEW DIGITAL WORLD," SAYS BEZOS, "YOU
CAN'T CONVINCE PEOPLE YOU HAVE THE LOW PRICE;
YOU ACTUALLY HAVE TO HAVE THE LOW PRICE."
If you were a competitor who knew what to listen for, you'd
practically hear the Jaws theme every time Bezos said the
word taxes. For years, Amazon fervently avoided establishing
what is called a "tax nexus"--that is, a large-enough physical
presence--in states that could potentially force it to collect sales
tax from its customers, something brick-and-mortar and mom-
and-pop stores had long argued would finally remove Amazon's
unfair pricing advantage. In states that dared to challenge
Amazon, the company would quickly yank operations. The
scrutiny even extended to its sale of products by other
merchants. "We had to be very careful, even with the third-party
business, about not incurring tax-nexus stuff," recalls John
Rossman, a former Amazon executive and current managing
director at Alvarez and Marsal, a Seattle-based consulting firm.
But Amazon has since changed its mind. It determined that the
benefits of more fulfillment centers--and all the speed they'll
provide--will outweigh the tax cost they'll incur. So it began
negotiating with states for tax incentives. South Carolina agreed
to let the company slide without collecting sales tax until 2016,
29. in exchange for bringing 2,000 jobs to the state. In California,
Amazon was given a year to start collecting taxes in exchange
for building three new warehouses. And at the end of 2011,
Amazon even threw its support behind a federal bill that would
mandate all online retailers with sales of more than $1 million
to collect tax in states in which they sold to customers. In 2012
alone, Amazon spent $2.5 million lobbying for issues that
included what's known as the Marketplace Fairness Act--the
same law, essentially, it had once moved heaven and earth to
eradicate. The bill recently cleared the U.S. Senate and awaits
passage in the House.
"The general perception is companies thinking, Oh, great,
finally a level playing field," Rossman says. "But other retailers
are going to regret the day. Sales tax was one of the few things
impeding Amazon from expanding. Now it's like wherever
Amazon wants to be, whatever Amazon wants to do, they are
going to do it."
There's yet another weapon in Amazon's offensive, and it's
ready for rollout. It's called AmazonFresh, a grocery delivery
service that has long been available only in Seattle. The site has
a selection of 100,000 items, and from my hotel room in that
city on a recent Saturday at 11 a.m., I gave it a try. I clicked on
chips, bananas, apples, yogurt, and a case of bottled water--
along with a DVD of Silver Linings Playbook and a Moleskine
reporter's notebook. After checking out and paying the $10
delivery fee, I requested my goods to arrive during the 7 p.m. to
8 p.m window. At 7:15 that evening, De, my AmazonFresh
delivery woman, showed up in the lobby. She helped carry my
bags up the elevator and to my hotel room, and tried several
times to refuse a $5 tip for the trouble I put her through in the
name of research. It was simple, easy--and for Amazon
competitors, very threatening.
De and the Kiva robots are central to what Amazon sees as the
future of shopping: whatever you want, whenever you want it,
wherever you want it, as fast as you demand it. AmazonFresh is
30. expected to expand soon to 20 more urban markets--including
some outside America. Los Angeles became the second
AmazonFresh market, this past June, and customers there were
offered something the folks in Seattle must wish they got: a free
trial of Prime Fresh, the upgrade version of Amazon Prime,
which provides free shipping of products and free delivery of
groceries for orders over $35. Subscribers will pay an annual
fee of $299. Considering that grocery delivery otherwise costs
between $8 and $10 each time (depending on order size), the
subscription covers itself after about 30 deliveries--which busy
families will quickly exceed.
Bezos, in his cagey, friendly way, seems more excited about my
Fresh experience than he is about describing Fresh's future. He
seems almost surprised that the service worked so well at a
hotel, given that it was designed for home delivery. "Thank
you!" he shouts. After peppering me with questions on how,
precisely, the delivery went down, he finally gets around to
addressing the service's business purpose.
WE WON'T INVEST IN A COMPANY UNLESS THEY CAN
TELL US WHY THEY WON'T GET STEAMROLLED BY
AMAZON.
"We'd been doing a very efficient job with our current
distribution model for a wide variety of things," Bezos says.
"Diapers? Fine, no problem. Even Cheerios. But there are a
bunch of products that you can't just wrap up in a cardboard box
and ship 'em. It doesn't work for milk. It doesn't work for
hamburger." So he developed a service that would work--not
because he suddenly wanted to become your full-service grocer
but because of how often people buy food.
AmazonFresh is actually a Trojan horse, a service designed for
a much greater purpose. "It was articulated [in the initial,
internal pitch to Bezos] that this would work with the broader
rollout of same-day delivery," says Tom Furphy, a former
Amazon executive who launched Fresh in 2007 and ran it until
2009. Creating a same-day delivery service poses tremendous
logistical and economic hurdles. It's the so-called last-mile
31. problem--you can ship trucks' worth of packages from a
warehouse easily enough, but getting an individual package to
wind its way through a single neighborhood and arrive at a
single consumer's door isn't easy. The volume of freight and
frequency of delivery must outweigh the costs of fuel and time,
or else this last mile is wildly expensive. You can't hire a
battalion of Des unless they earn their keep. So by expanding
grocery delivery, Amazon hopes to transform monthly
customers to weekly--or even thrice-weekly--customers. And
that, in turn, will produce the kind of order volume that makes
same-day delivery worth investing in. "Think of the synergy
between Prime, same-day delivery, and Fresh," says Furphy.
"When all of those things start working in concert, it can be a
very beautiful thing."
AmazonFresh is arguably the last link in Bezos's big plan: to
make Amazon the dominant servicer--not just seller--of the
entire retail experience. The difference is crucial. Third-party
sellers, retailers large and small, now account for 40% of
Amazon's product sales. Amazon generally gets up to a 20%
slice of each transaction. Those sellers are also highly
incentivized to use Fulfillment by Amazon (known as FBA).
Rather than shipping their products themselves after a sale is
made on the Amazon site, these retailers let Amazon do the
heavy lifting, picking and packing at places like the Phoenix
center. For the sellers, an FBA agreement grants them access to
Prime shipping speeds, which can help them win new customers
and can allow them to sell at slightly higher prices. For
Amazon, FBA increases sales, profits, and the likelihood that
any shopper can find any item on its website.
NOW YOU HAVE SMART BRICK-AND-MORTAR STORES
SAYING, 'WHY ISN'T OUR EXPERIENCE MORE
INTUITIVE, AS IT IS ON THE WEB?'
The burgeoning AmazonFresh transportation network will help
expand these numbers. In Los Angeles and Seattle, a fleet of
Fresh trucks delivers everything from full-course meals to
32. chocolate from local merchants. The bright green branded
trucks--with polite drivers in branded uniforms--let Amazon
personify its brand, giving it the same kind of trustworthy
familiarity that fueled the rise of UPS in the 1930s. "If you have
all kinds of fly-by-night operations coming to your door, people
don't like that," says Yossi Sheffi, professor and director of the
MIT Center for Transportation and Logistics. "It's different with
someone in a U.S. Postal Service or FedEx uniform. Those
brands inspire confidence."
As Amazon evolves into a same-day delivery service, its active
transportation fleet could become yet another competitive
advantage. By supplementing its long-term relationships with
UPS and FedEx with its own Fresh trucks, Amazon may well be
able to deliver faster than retailers that depend entirely on
outside services. "Pretty soon, if you're a retailer with your
online business, you're going to be faced with a choice," says
Brian Walker, a former analyst at Forrester Research who is
now with Hybris, a provider of e-commerce software. "You're
not going to be able to match Amazon, so you're going to have
to consider partnering with them and leveraging their network."
This shift could even turn Amazon into a competitor to UPS and
FedEx, the long-standing duopoly of next-day U.S. shipping. "If
Amazon could do it at enough scale, they could offer shipping
at a great value and still eke out some margin," says Walker. "In
classic Amazon fashion, they could leverage the infrastructure
they've built for themselves, take a disruptive approach to the
pricing, and run it as an efficiency play."
Amazon has been down this road before. Its Web Services began
as an efficient, reliable back end to handle its own web
operations--then became so adept that it now provides digital
services for an enormous range of customers, including Netflix
and, reportedly, Apple. It's not impossible to imagine Amazon
doing the same with shipping. Last year, the company cut its
shipping costs as a percentage of sales from 5.4% to 4.5%. As it
builds more distribution centers, installs more lockers, and
builds out its fleet, Amazon is likely to drive those efficiency
33. costs down even further.
So is Amazon Freight Services Bezos's next mission? When I
ask, the laugh lines vanish from his face as if someone flipped a
switch on his back. He contends that same-day delivery is too
expensive outside of urban markets and that it only makes sense
for Amazon to deliver its own products within the Fresh
program. In China, he explains, Amazon does in fact deliver
products via many couriers and bicycle messengers. "But in a
country like the United States," he says, "we have such a
sophisticated last-mile delivery system that it makes more sense
for Amazon to use that system to reach its customers in a rapid
and accurate way." When I ask whether he would consider, say,
buying UPS, with its 90,000 trucks--or even more radically,
purchasing the foundering USPS, with its 213,000 vehicles
running daily through America's cities and towns--Bezos scoffs.
But he won't precisely say no.
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Rivals aren't waiting for an answer. EBay has launched eBay
Now, a $5 service that uses its own branded couriers in New
York, San Francisco, and San Jose, to fetch products from local
retail stores like Best Buy and Toys "R" Us and deliver them to
customers within an hour. Google, fully aware that Amazon's
market share in product search is substantial (now 30% to
Google's 13%), has launched a pilot service called Google
Shopping Express, which partners with courier companies.
Walmart--which has booted all Kindles from its stores--started
testing same-day delivery in select cities during the last holiday
season, shipping items directly from its stores. (Joel Anderson,
chief executive of Walmart.com, even suggested paying in-store
shoppers to deliver online orders to other customers the same
day. Come for a handsaw, leave with a job!)
These are the sort of ideas that retailers--both e-commerce and
physical, large and small--will have to consider as Amazon
34. expands. Guys like Jeff Jordan, partner at well-known venture
firm Andreessen Horowitz, will make sure of it. His firm
follows and invests in direct-to-consumer businesses. "We won't
invest in a company," he says, "unless they can tell us why they
won't get steamrolled by Amazon."
Given the astounding growth of Amazon, and the seemingly
infinite ways it has defied the critics, Bezos may have proved
himself the best CEO in the world at taking the long view. But
he doesn't like talking about it. "Did you bring the crystal ball?
I left mine at home today," he quips. He does, however, like
discussing what the future might bring for his customers. In
fact, he likes talking about his customer so much that the word
can seem like a conversational tic; he used it 40 times, by my
count, in just one interview. "It's impossible to imagine that 10
years from now, I could interview an Amazon customer and they
would tell me, 'Yeah, I really love Amazon. I just wish your
prices were a little higher,'" he says. "Or, 'I just wish you'd
deliver a little more slowly.'" In Bezos's world, the goal of the
coming decade is a lot like the goal of the past two: Be cheap.
Be fast. That's how you win.
There is, naturally, no guarantee that Bezos will simply win and
win and win. The bigger Amazon gets, the greater the number
and variety of stakeholders required to make the Amazon
machine hum. Many seem to be getting increasingly frustrated.
Consider Amazon's third-party sellers--that group making up
40% of the company's product sales. Earlier this year, Amazon
issued a series of fee hikes for use of its fulfillment services,
ranging from as low as 5 cents per smallish unit to as much as
$100 for heavier or awkwardly shaped items (like a whiteboard,
say, or roll-away bed). Many sellers took to Amazon's forums to
complain, and others threatened to go to eBay, which mostly
leaves fulfillment to its sellers. "I think Amazon is a necessary
evil," says Louisa Eyler, distributor for Lock Laces, a shoelace
product that sells as many as 3,000 units per week on Amazon.
After the price hike, Eyler says her total fees for the $7.99 item
35. went from $2.37 to $3.62. She says Amazon now makes more
per unit than she does.
Or consider the frustrations of Amazon employees, who are
striking at two of its eight German facilities in an effort to
wrest higher wages and overtime pay. At the height of the
conflict, on June 17, 1,300 workers walked off the job. (It is
one of Amazon's largest walk-offs in its biggest foreign market,
and could result in shipping delays.) Meanwhile, Amazon
workers in the U.S. have filed a lawsuit claiming that they've
been subject to excessive security checks--to search for pilfered
items--at warehouses. The suit alleges their wait could last as
long as 25 minutes, an inconvenience Amazon would never
subject its customers to. "It means there's a broken process
somewhere," says Annette Gleneicki, an executive at Confirmit,
a software company that helps businesses capture customer and
employee feedback. "[Bezos] clearly inspires passion in his
employees, but that's only sustainable for so long."
The company could be vulnerable on other fronts as well.
Target and Walgreens have "geo-fenced" their stores so their
mobile apps can guide customers directly to the products they
desire. Walmart and Macy's have begun making their stores do
double-duty, both as a place to shop and a warehouse from
which to ship products. (The strategy seems to be paying off for
Macy's, which recently reported a jump in first-quarter profit
and is now fulfilling 10% of its online purchases from its
stores.) They're proving that retail won't go away--it'll learn and
adapt. "Now you have smart brick-and-mortar stores saying,
Why isn't our experience more intuitive, as it is on the web?"
says Doug Stephens, author of The Retail Revival: Re-
Imagining Business for the New Age of Consumerism. "We
should know a consumer when they walk in, and what they
bought before, in the same way as Amazon's recommendation
engine."
Bezos won't admit to any deep concern. While Amazon's paper-
thin profits continue to perplex observers (the company netted
only $82 million in the first quarter of 2013), the three primary
36. weapons in its retail takeover--fulfillment centers, Amazon
Prime, and now AmazonFresh--are coming to maturity. If the
next year tells us anything about Amazon's future, it should
reveal whether Bezos's decision to plow billions back into these
operations will give the company an end-to-end service
advantage that might be nearly impossible for its competitors to
overcome.
The sun seems to be setting on Bezos's big Day One. Before we
part ways in Seattle, I ask him what we can expect to see on
Day Two. "Day Two will be when the rate of change slows," he
replies. "But there's still so much you can do with technology to
improve the customer experience. And that's the sense in which
I believe it's still Day One, and that it's early in the day. If
anything, the rate of change is accelerating."
Of course, Bezos is the accelerator.
[Photo by Pari Dukovic, grooming: Erin Skipley; José
Mandojana (Shouraboura)]