Running Head: IMPACT ANALYSIS
IMPACT ANALYSIS 5
Impact Analysis
Nicholas J Ceo
American Military University
January 2017
Introduction
Impact analysis involves identification of overall consequences that result from implementation of a given change in an organization. Prior impact analysis is designed to eliminate unexpected and possible issues that may occur when accommodating change. The criteria look at proposed changes and the overall impact to ensure it is managed. Sometimes analysis calls for experimenting given changes on a small scale before they are initiated. Therefore, each solution is subject to sidelining and scrutiny for possible adverse impacts with positive impacts being looked at on a minor level.
Coaching
Coaching is a solution suggested for employees in retention and improvement of excellent skills. The impact of such a program lies in its cost. To implement the program, the company will incur expenses that may result in bankruptcy especially in the department of strategic planning. Clients will have a positive gain of getting new skills, but in the long run, the company will make losses.
Coaching also disrupts the company’s timelines and operations. This can be noticed in rescheduling operations to create time for coaching and even do preliminary practices based on the knowledge imparted.
The short-term impacts on clients and the entire human resource lie in delayed production and delivery. This is because the otherwise useful time is spent in learning new skills and exercising them. Furthermore, some information offered during coaching may differ with the skills already available. This will create confusion among the employees as they are not used to the skills. The result will be disruption of operations, and thus the company may realize losses.
Continuous Process Improvement
The process involves a gradual change in processes. Accommodating such a change lies in the difficulties it offers to the organization regarding finance. To implement bitwise changes, an organization must be ready to pause given programs which in turn affects other operations. For instance, a maintenance operation on its halts almost the entire production process. This reduces the working hours of employees hence may require compensation for time lost. The company, in turn, makes losses for paying for costs of unproductive time.
The process may also disrupt managerial operations. This is because the primary stakeholders will have to undertake supervision and oversight during process improvement. The later adds to the time lost and costs of compensation as well.
With the disruptions at work, some employs may resort to resignation since they may not cope with the changes. Take for example introduction of computers in an institution where clients do not know the machine, and they have to use it; some will prefer migration rather than learning the skill.
Brainstorming
Brainstorming is a useful method of finding possible solutions a ...
Running head: CLIENT SELECTION 2
CLIENT SELECTION
Nicholas J Ceo
American Military University
6 December 2017
MTS Systems Corporation is a supplier of test systems as well as industrial position sensors all over the globe. The company deals with hardware and software solutions with the aim of accelerating and improving the design, development, and manufacture of products and structures. MTS operates in two segments, one which deals with sensors and the other with tests. The test department focuses on providing testing solutions that include software, hardware, and testing services. The sensors segment is keen on providing products to be used in mobile equipment and industrial tools manufacture in order to automate their operations, thus enhancing safety and productivity of the end users. The organization also provides tools to measure displacement in fluids, for instance, liquid levels for clients in industrial processes.
The organization provides a solution is an organization that seeks to pioneer in technology and provides unmatched expertise. Engineers depend on accuracy, certainty, and measurements to do their work, to conduct research and transform ideas into results that are tangible and working. MTS Systems is a corporation that is fully dedicated to this transformation in a manner that is faster, more efficient, easier and more successful. The company was established in 1966 with its headquarters at Eden Prairie, Minnesota and has since that time worked in partnerships with engineers worldwide.
MTS Systems has had impressive performance over the years with revenues of about seven hundred and eighty million dollars in the 2016-2017 financial year, up from six hundred and fifty million dollars the previous year. This represents a 38.4% growth in revenue. Profitability has also grown over the years, and the strong performance is expected to continue into the near future. Nevertheless, the performance would be much better if the existing management problems are dealt with.
Running head: CLIENT PROBLEM 1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be ...
Running head COMPREHENSIVE MANAGEMENT REPORT .docxsusanschei
Running head: COMPREHENSIVE MANAGEMENT REPORT 1
COMPREHENSIVE MANAGEMENT REPORT 21
Comprehensive Management Report
Nicholas J Ceo
American Military University
17 January 2017
An Overview of MTS Systems Corporation
MTS Systems Corporation is a supplier of test systems as well as industrial position sensors all over the globe. The company deals with hardware and software solutions with the aim of accelerating and improving the design, development, and manufacture of products and structures. MTS operates in two segments, where in one segment it deals with sensors and in the other, with tests. The test department focuses on providing testing solutions that include software, hardware, and testing services. The sensors segment is keen on providing products to be used in mobile equipment and industrial tools manufacture in order to automate their operations, thus enhancing safety and productivity of the end users. The organization also provides tools to measure displacement in fluids, for instance, liquid levels for clients in industrial processes.
The organization provides a solution is an organization that seeks to pioneer in technology and provides unmatched expertise. Engineers depend on accuracy, certainty, and measurements to do their work, to conduct research and transform ideas into results that are tangible and working. MTS Systems is a corporation that is fully dedicated to this transformation in a manner that is faster, more efficient, easier and more successful. The company was established in 1966 with its headquarters at Eden Prairie, Minnesota, and has since worked in partnership with engineers worldwide.
MTS Systems has posted an impressive performance over the years, with revenues of about seven hundred and eighty million dollars in the 2016/2017 financial year, up from six hundred and fifty million dollars the previous financial year. This represents a 38.4% growth in revenue. Its profitability has also grown over the years, and the strong performance is expected to continue into the near future. However, it is important to note that the performance would be much better if the existing management problems were dealt with comprehensively and conclusively.
In order to arrive at a conclusive solution to the management problems facing MTS Systems, the company must begin with a comprehensive needs assessment that will open the eyes of the management to the reality facing their company. Oftentimes, managers just know that their organization is facing some challenges, but are likely to ignore such problems or fail to take their time to understand the gravity of such problems until they bring an organization to its knees. This is because it takes effort to carry out a needs assessment that ends up solving a problem in a company. Following below is a detailed needs assessment of the management problems bedevilin ...
Running head CLIENT PROBLEM 1CLIENT PROBLEM.docxsusanschei
Running head: CLIENT PROBLEM 1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be put in place to mitigate the effects of this challenge.
One of the biggest challenge in the workplace today is retention of skilled and talented workers. The way the workforce is constituted today, there is a need for more than a good salary to keep the talented people motivated and satisfied. It has been observed that employees move and job-hop as they seek to move up the ladder at the shortest time possible and also in an attempt to meet their expectations and motivations which are ever-changing and dynamic. The situation has been compounded by the generational difference in the company where there are older generations and the millennial, who are driven, motivated and simulated by different factors. For instance, the older generations are much more loyal to the place of work and are less likely to job-hop. They are also more patient and are much more responsive to financial rewards. On the other hand, the younger generations are less loyal to the company they work for, are less patient and will respond better to recognition as well as feeling valued.
Today, managers have woken up to the realization that their skilled staff has more options on their hands, especially now that there are more advances in technology, given the explosion in startup and entrepreneurs who are revolutionizing the way things are done. Managers have to evaluate the hunger in the workplace and focus on feeding it (Bondarouk & Ruel, 2009). There is need to focus on much more than just providing a potential opportunity for promotion and job security. Managers should focus on working with the other members of top management in order to define roles, come up with career progression paths that are extensive, enhancing creativity in the workplace, enhancing the working environment, encouraging a culture of collaboration and providing a system-wide mission that will be adopted by employees in their daily operations.
Management of human resources extends even to the communication amongst the different generations that are found within the workspace in the organization. A youn ...
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docxSUBHI7
Running head: NEEDS ASSESSMENT 1
NEEDS ASSESSMENT 5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
A needs assessment is a systematic process of exploring the way things are at the present and the way they should be ideally. These factors are usually crucial in the performance at an individual level to the organizational level (Rouda & Kusy, 1995). A needs assessment is a continuous process of evaluation, with the objective of connecting the performance problems experienced in an organization and performance opportunities to human performance efforts that are specific. It also involves the process of differentiating the specific performance problems which will be solved through additional training from those that need other management measures. The main aim of this paper is to develop a needs assessment for MTS Systems Corporation.
The management problem at MTS is a human resources management problem One of the biggest challenges is the retention of workers who are skilled and talented. There are also generational differences amongst the work force, bringing with it a challenge in that the different groups respond differently to different situations, hence need to be handled differently. The management also has to deal with communication at the workplace and keeping the employees motivated in order to enhance performance. The performance of the company is impressive, with strong growth and revenue of around seven hundred and eighty million dollars. The bottom line is also very encouraging. This performance, however, is way below the expected performance which was projected to be over a billion dollars in revenue and a quarter billion dollars in profits. This goal hasn’t been achieved yet but based on the strong performance of the organization, together with good management, the target may be achieved.
The mission of the organization is to be a leader in innovation in the manufacture of measurement and testing solutions so as to enable the success of their customers. The mission is related to the desired performance in that it the mission statement will provide a drive for the staff to be the best in what they do, and in this way improving the performance of the organization as a whole. The management problems are experienced within the whole company and aren’t just experienced within specific departments.
In conducting a needs assessment, several steps will be followed. One will be performing a GAP analysis. This step will seek at establishing the actual level of performance of the organization and the employees in comparison to the standards which have been set (Rouda & Kusy, 1995). In order to do this, the current situation will be determined first. The skills, knowledge and abilities that the current employees have. This analysis ought to take into consideration the goals of the organization, the business climate and constraints, both internal and external. The desired si ...
Running head RISKS AND REWARDS 1RISKS AND REWAR.docxtoltonkendal
Running head: RISKS AND REWARDS 1
RISKS AND REWARDS 2
Risks and Rewards
Nicholas J Ceo
American Military University
27 December 2017
Risks and Rewards
Risk analysis of each proposed solution
Each of the different solutions proposed to address the problems and issues facing MTS Systems Corporation has a positive impact on client satisfaction. Besides this, it helps the organization retain its best talent and develop the skills and experiences of their employees (Thornton, 2004). Nonetheless, implementing these solutions is not a guaranteed direction to success; there are some underlying threats that need to be identified before they adversely affect the organization. The risk assessment of every solution is as follows;
i. Brainstorming
This method calls for participation of the thoughts and ideas of the organization’s employees. The underlying risk in this method is that the top management may receive contributions from only the talkative members of the workforce who may not have the right information to help solve the challenge. Nonetheless, this is a good approach to improve communication across different departments and job classes. Another risk of this approach is that there be a division between the different generations of the employees; for example, a case where the millennials would not prefer to share with the older generation due to fear of being undermined.
ii. Coaching
This practice involves employee training to enhance skill, experience, and knowledge. Coaching will bring changes in the structuring of the roles and responsibilities of some of the employees. There more experienced employees will be required to guide the un-experienced employees. Taking this action introduces the risk of the passing of misleading or biased information and knowledge from one generation to another making it hard to identify the cause of failure (Aartsengel, & Kurtoglu, 2013). It will also be necessary for each department to have a trainer. This will cost the organization an extra salary for the training services.
iii. Pink Bat Thinking Method
Improving the relationship between the management and the employees through this method poses a risk to the adherence of the protocol and the respect of authority in the corporation. MTS Company may change some of the organization’s operations in order to favor the employee and end up losing some of its customers due to the changing of the business image.
iv. Checklist Method
This might is a cost-effective approach which only engages the efforts of MTS top management. By coordinating this process among the different concerned stakeholders, the company will be able to have different ideas on ways to retain most of its skilled and talented employees. However, when ranking the issues hindering the company from achieving its goals, it might not show the exact situation on the ground as the issues keep changing time and again. The risk, in this case, is relying so ...
Human and Social Factors of Change That Affect Leadership Dynamics in the Wor...inventionjournals
The effective management of change must be based on a clear understanding of human behavior at work. Most people are not detached from their work but experience a range of emotional involvement’s through their membership of the organization, they feel threatened and disoriented by the challenge of change. Emotions such as uncertainty, frustration are common reactions. It is understandable therefore that people often adopt a defensive and negative attitude, and demonstrate resistance to change
Running head: CLIENT SELECTION 2
CLIENT SELECTION
Nicholas J Ceo
American Military University
6 December 2017
MTS Systems Corporation is a supplier of test systems as well as industrial position sensors all over the globe. The company deals with hardware and software solutions with the aim of accelerating and improving the design, development, and manufacture of products and structures. MTS operates in two segments, one which deals with sensors and the other with tests. The test department focuses on providing testing solutions that include software, hardware, and testing services. The sensors segment is keen on providing products to be used in mobile equipment and industrial tools manufacture in order to automate their operations, thus enhancing safety and productivity of the end users. The organization also provides tools to measure displacement in fluids, for instance, liquid levels for clients in industrial processes.
The organization provides a solution is an organization that seeks to pioneer in technology and provides unmatched expertise. Engineers depend on accuracy, certainty, and measurements to do their work, to conduct research and transform ideas into results that are tangible and working. MTS Systems is a corporation that is fully dedicated to this transformation in a manner that is faster, more efficient, easier and more successful. The company was established in 1966 with its headquarters at Eden Prairie, Minnesota and has since that time worked in partnerships with engineers worldwide.
MTS Systems has had impressive performance over the years with revenues of about seven hundred and eighty million dollars in the 2016-2017 financial year, up from six hundred and fifty million dollars the previous year. This represents a 38.4% growth in revenue. Profitability has also grown over the years, and the strong performance is expected to continue into the near future. Nevertheless, the performance would be much better if the existing management problems are dealt with.
Running head: CLIENT PROBLEM 1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be ...
Running head COMPREHENSIVE MANAGEMENT REPORT .docxsusanschei
Running head: COMPREHENSIVE MANAGEMENT REPORT 1
COMPREHENSIVE MANAGEMENT REPORT 21
Comprehensive Management Report
Nicholas J Ceo
American Military University
17 January 2017
An Overview of MTS Systems Corporation
MTS Systems Corporation is a supplier of test systems as well as industrial position sensors all over the globe. The company deals with hardware and software solutions with the aim of accelerating and improving the design, development, and manufacture of products and structures. MTS operates in two segments, where in one segment it deals with sensors and in the other, with tests. The test department focuses on providing testing solutions that include software, hardware, and testing services. The sensors segment is keen on providing products to be used in mobile equipment and industrial tools manufacture in order to automate their operations, thus enhancing safety and productivity of the end users. The organization also provides tools to measure displacement in fluids, for instance, liquid levels for clients in industrial processes.
The organization provides a solution is an organization that seeks to pioneer in technology and provides unmatched expertise. Engineers depend on accuracy, certainty, and measurements to do their work, to conduct research and transform ideas into results that are tangible and working. MTS Systems is a corporation that is fully dedicated to this transformation in a manner that is faster, more efficient, easier and more successful. The company was established in 1966 with its headquarters at Eden Prairie, Minnesota, and has since worked in partnership with engineers worldwide.
MTS Systems has posted an impressive performance over the years, with revenues of about seven hundred and eighty million dollars in the 2016/2017 financial year, up from six hundred and fifty million dollars the previous financial year. This represents a 38.4% growth in revenue. Its profitability has also grown over the years, and the strong performance is expected to continue into the near future. However, it is important to note that the performance would be much better if the existing management problems were dealt with comprehensively and conclusively.
In order to arrive at a conclusive solution to the management problems facing MTS Systems, the company must begin with a comprehensive needs assessment that will open the eyes of the management to the reality facing their company. Oftentimes, managers just know that their organization is facing some challenges, but are likely to ignore such problems or fail to take their time to understand the gravity of such problems until they bring an organization to its knees. This is because it takes effort to carry out a needs assessment that ends up solving a problem in a company. Following below is a detailed needs assessment of the management problems bedevilin ...
Running head CLIENT PROBLEM 1CLIENT PROBLEM.docxsusanschei
Running head: CLIENT PROBLEM 1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be put in place to mitigate the effects of this challenge.
One of the biggest challenge in the workplace today is retention of skilled and talented workers. The way the workforce is constituted today, there is a need for more than a good salary to keep the talented people motivated and satisfied. It has been observed that employees move and job-hop as they seek to move up the ladder at the shortest time possible and also in an attempt to meet their expectations and motivations which are ever-changing and dynamic. The situation has been compounded by the generational difference in the company where there are older generations and the millennial, who are driven, motivated and simulated by different factors. For instance, the older generations are much more loyal to the place of work and are less likely to job-hop. They are also more patient and are much more responsive to financial rewards. On the other hand, the younger generations are less loyal to the company they work for, are less patient and will respond better to recognition as well as feeling valued.
Today, managers have woken up to the realization that their skilled staff has more options on their hands, especially now that there are more advances in technology, given the explosion in startup and entrepreneurs who are revolutionizing the way things are done. Managers have to evaluate the hunger in the workplace and focus on feeding it (Bondarouk & Ruel, 2009). There is need to focus on much more than just providing a potential opportunity for promotion and job security. Managers should focus on working with the other members of top management in order to define roles, come up with career progression paths that are extensive, enhancing creativity in the workplace, enhancing the working environment, encouraging a culture of collaboration and providing a system-wide mission that will be adopted by employees in their daily operations.
Management of human resources extends even to the communication amongst the different generations that are found within the workspace in the organization. A youn ...
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docxSUBHI7
Running head: NEEDS ASSESSMENT 1
NEEDS ASSESSMENT 5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
A needs assessment is a systematic process of exploring the way things are at the present and the way they should be ideally. These factors are usually crucial in the performance at an individual level to the organizational level (Rouda & Kusy, 1995). A needs assessment is a continuous process of evaluation, with the objective of connecting the performance problems experienced in an organization and performance opportunities to human performance efforts that are specific. It also involves the process of differentiating the specific performance problems which will be solved through additional training from those that need other management measures. The main aim of this paper is to develop a needs assessment for MTS Systems Corporation.
The management problem at MTS is a human resources management problem One of the biggest challenges is the retention of workers who are skilled and talented. There are also generational differences amongst the work force, bringing with it a challenge in that the different groups respond differently to different situations, hence need to be handled differently. The management also has to deal with communication at the workplace and keeping the employees motivated in order to enhance performance. The performance of the company is impressive, with strong growth and revenue of around seven hundred and eighty million dollars. The bottom line is also very encouraging. This performance, however, is way below the expected performance which was projected to be over a billion dollars in revenue and a quarter billion dollars in profits. This goal hasn’t been achieved yet but based on the strong performance of the organization, together with good management, the target may be achieved.
The mission of the organization is to be a leader in innovation in the manufacture of measurement and testing solutions so as to enable the success of their customers. The mission is related to the desired performance in that it the mission statement will provide a drive for the staff to be the best in what they do, and in this way improving the performance of the organization as a whole. The management problems are experienced within the whole company and aren’t just experienced within specific departments.
In conducting a needs assessment, several steps will be followed. One will be performing a GAP analysis. This step will seek at establishing the actual level of performance of the organization and the employees in comparison to the standards which have been set (Rouda & Kusy, 1995). In order to do this, the current situation will be determined first. The skills, knowledge and abilities that the current employees have. This analysis ought to take into consideration the goals of the organization, the business climate and constraints, both internal and external. The desired si ...
Running head RISKS AND REWARDS 1RISKS AND REWAR.docxtoltonkendal
Running head: RISKS AND REWARDS 1
RISKS AND REWARDS 2
Risks and Rewards
Nicholas J Ceo
American Military University
27 December 2017
Risks and Rewards
Risk analysis of each proposed solution
Each of the different solutions proposed to address the problems and issues facing MTS Systems Corporation has a positive impact on client satisfaction. Besides this, it helps the organization retain its best talent and develop the skills and experiences of their employees (Thornton, 2004). Nonetheless, implementing these solutions is not a guaranteed direction to success; there are some underlying threats that need to be identified before they adversely affect the organization. The risk assessment of every solution is as follows;
i. Brainstorming
This method calls for participation of the thoughts and ideas of the organization’s employees. The underlying risk in this method is that the top management may receive contributions from only the talkative members of the workforce who may not have the right information to help solve the challenge. Nonetheless, this is a good approach to improve communication across different departments and job classes. Another risk of this approach is that there be a division between the different generations of the employees; for example, a case where the millennials would not prefer to share with the older generation due to fear of being undermined.
ii. Coaching
This practice involves employee training to enhance skill, experience, and knowledge. Coaching will bring changes in the structuring of the roles and responsibilities of some of the employees. There more experienced employees will be required to guide the un-experienced employees. Taking this action introduces the risk of the passing of misleading or biased information and knowledge from one generation to another making it hard to identify the cause of failure (Aartsengel, & Kurtoglu, 2013). It will also be necessary for each department to have a trainer. This will cost the organization an extra salary for the training services.
iii. Pink Bat Thinking Method
Improving the relationship between the management and the employees through this method poses a risk to the adherence of the protocol and the respect of authority in the corporation. MTS Company may change some of the organization’s operations in order to favor the employee and end up losing some of its customers due to the changing of the business image.
iv. Checklist Method
This might is a cost-effective approach which only engages the efforts of MTS top management. By coordinating this process among the different concerned stakeholders, the company will be able to have different ideas on ways to retain most of its skilled and talented employees. However, when ranking the issues hindering the company from achieving its goals, it might not show the exact situation on the ground as the issues keep changing time and again. The risk, in this case, is relying so ...
Human and Social Factors of Change That Affect Leadership Dynamics in the Wor...inventionjournals
The effective management of change must be based on a clear understanding of human behavior at work. Most people are not detached from their work but experience a range of emotional involvement’s through their membership of the organization, they feel threatened and disoriented by the challenge of change. Emotions such as uncertainty, frustration are common reactions. It is understandable therefore that people often adopt a defensive and negative attitude, and demonstrate resistance to change
Running header STRATEGY, PLANNING, AND SELECTION11STRATEGY, .docxrtodd599
Running header: STRATEGY, PLANNING, AND SELECTION 1 1
STRATEGY, PLANNING, AND SELECTION 5
Strategy, Planning & Selection
Melissa Miller
Professor: Dr. Robert Waldo
Strayer University
Global Campus
HRM 599: Human Resources Management Capstone
April 21, 2019
Introduction
A human resource manager has the responsibility for managing the human resource within an organization. The functions in managing the human resource include: recruiting of new employees, compensation of employees in cases of accidents or termination of their contracts, ensuring that the employee receives their benefits, designing work that should be done by employees, and establishing the relationships between colleagues and colleagues and the management in the organization. The primary purpose of human resource managers is to ensure that the productions of an organization increase with the human resources available. So, they have to motivate the employees towards the achievement of the organization’s goals.
Furthermore, they have a role in acquisition, development and retaining the talent that will ensure that the organization competes effectively with its competitors. Human resource managers should also arrange the workforce in a manner that will ensure they deliver effective and hence maximize the production of the organization (VIRÁG & ALBU, 2014). Therefore, this paper analyses some aspects of human resource management.
Business Strategies
Businesses have their distinctive features, and they are unique in the way they do their things. The way various companies market their products, conduct their sales, acquire their customers, and manage their employees will reveal the values of each business. There are multiple strategies in business that can be used or adjusted to suit the needs of the company so that they can improve their businesses. It is essential for human resource managers to understand the strategies of marketing that will enable them the company to compete effectively with other companies. Cost leadership strategy uses price as the basis of competition. In this strategy, the prices are kept low to attract more customers.
Additionally, differentiation is also a strategy in business. In this strategy, the companies provide either unique products or services to compete effectively with their competitors. Lastly, focus niche is also another strategy in business. Focus niche is whereby the enterprises focus on a specific target market to sell their products. Therefore, it is essential for an organization to enhance these business strategies so that they can improve their performance.
Cost leadership strategy will work best for a local organization. In cost leadership, the price is an essential factor in the competition. It is the best for local organizations because the retailers can obtain their goods in massive quantities from the wholesalers at low prices. The retailers for them to thrive in the market they will have to lower their costs for them to.
Why Do We Need Strong Change Management in the Way We Look at Remote Work Pol...Qandle
A systematic strategy for dealing with the shift or transformation of corporate goals, fundamental values, procedures, or technology is known as change management.
IntroductionOmnicare Inc. is a specialized pharmacy that provide.docxmariuse18nolet
Introduction
Omnicare Inc. is a specialized pharmacy that provides medication to long term care facilities and nursing homes (Omnicare, n.d.). I currently work for Omnicare, Inc. and we have been going through transformational changes over the last several months. One of the changes is offshoring, or outsourcing overseas or outside the company. Offshoring and outsourcing can be risky, but it is used to minimize costs and increase profits within an organization. The reason there is a risk is because quality and service could be impacted with the change. Some internal stakeholders were affected by the offshoring because there were layoffs, but other external stakeholders were not affected in a negative way. Due to the changes and offshoring, profit was higher; therefore more money could be made (Worley, 2012).
The reason there was these changes within the organization was because of extremely poor management choices and money not being used wisely. It was a risk that executives were willing to make to attempt to lower overhead costs and increase profit margins. Before offshoring there was no clear path and no one person in charge of specific departments. The left hand did not know what the right hand was doing and we were on the verge of a complete collapse because of such poor choices. There was also a lot of conflict within certain departments and they felt it would limit the conflicts as well.
In my opinion, it was a terrible choice and impacted customers greatly. The quality of service was impacted and wait times were much longer to speak with someone to be assisted. It also impacted many families who were laid off and no longer had a job. I think there were other ways to curb the costs then offshoring and outsourcing. It left many employees feeling no security as so many changes were being made. There was also a lot more work that was left on remaining workers which then lowered the morale.
Transformational Change
Transformational change is driven by organizations needing to reinvent and create new visions and implement new structures in assisting with the company’s overall goals and objectives. This could be a new system for streamlining, change of goals, or other new technology. These are all considered transformational changes because it is an internal process that will impact the entire organization and allow the company to reposition themselves within the market. A firm cannot just keep doing what it has been doing because other competitors will end up passing them with new improvements and changes and the firm could lose customers and even go under because they are not willing to adapt to the changes in the market (Carter, 2014).
A managers role in transformational change is very simple, influence, inspire, and lead. Managers need to be able to influence their associates by setting a great example and being a positive role model during the change. They should also be able to inspire and motivate their associates so that they can co.
Foundation of Organization Design (MGMT673)Reading Materia.docxVannaJoy20
Foundation of Organization Design
(MGMT673)
Reading Material
Building Motivation
Communicate Why the Redesign is Needed
People need a compelling reason to change. With all of the changes being requested and demanded of people in the current world, people must be convinced that change is necessary.
Even when leadership initiates organizational change, it is often experienced as just one more unrealistic and often absurd demand. Employees are likely to respond in a passive-aggressive manner and simply do things the same. The previously engaged workforce may suddenly start misplacing things, ignoring e-mails, and spending hours talking with colleagues about what is happening. It is the leadership’s responsibility to not only have a vision but to also see that motivation for the change effort is high. Consultants can be helpful to management in this regard, but ultimately it is management’s responsibility. An offhand announcement of a redesign can literally bring production to a halt in a business. Even though management feels the redesign is in the employees’ best interest, if they are not properly prepared and brought in, the employees are likely to respond to the news in a way that will not move things forward. In fact, without a timely and wise explanation of why changes are needed, they may see the redesign as irresponsibility on the part of management.
Communicating Credible Reasons and Expectations for the Redesign
Management must take the time not only to provide a clear vision of the redesign but to also communicate why the redesign is necessary. The cost of not taking time to communicate credible reasons as to why the redesign was done and providing credible expectations of what it will take to realize the benefits of the redesign, will cost the company dearly.
One way to build support is to involve employees and other stakeholders in the diagnosis and redesign. This takes time, but it helps employees understand why the redesign is important and builds motivation for making it work. However, if management already has its mind made up and is going to do what it wants to do regardless, involvement can backfire in a big way.
At the least, a communication campaign is essential. The campaign must be honest because employees and other stakeholders can see through the spin and hype.
Do not Ignore Resistance
Resistance is feedback. Figure out why it is there, and do not force it. Like the plumber or mechanic who forces a part to fit, the likely result is generally a broken part. Force generally does not work and is nearly always expensive and time-consuming. Resistance is natural. Ohm’s lawapplies to human behavior much like it does in physics—there is always resistance. Good managers and consultants learn from the resistance and manage it.
Managing the Changing Relationships
Acknowledge Changing Relationships and Responsibilities
Redesigns nearly always change relationships and responsibilities. Not addressing these lead to conf.
Running head PROPOSAL 1PROPOSAL4Proposal .docxjeanettehully
Running head: PROPOSAL 1
PROPOSAL4
Proposal for Organizational Learning Issues
Penny Williams
HRM 562: Developing a Learning Organization
Dr. Allan Beck
August 26, 2019
Proposal for Organizational Learning Issues
All firms tend to face a wide range of challenges. These challenges hinder the effective delivery of services and objectives. In the organization transition management, some specific concerns in ABC Company have risen threatening the existential integrity of the organization. It is important to note that all firms have goals that determine the courses of their operations. It is also critical to observe that within the organization and among the different ranks of the workers in ABC there are different levels of understanding when it comes to the organizational goals. A good example to illustrate this disparity is the fact that the executives and the top management may understand or have a clear sight of the destination while the junior workers have a hazy blurred sight of the target. In fact, some might not even goals at all. As a result, these workers will operate like rudderless ships and consequently there is a loss of focus and poor productivity in general (Cameron & Green, 2017).
Secondly, different firms have different training systems tasked with the primary role of preparing the workers to tackle their tasks and enhance the achievement of the firm’s objectives r goals. In the case of ABC Company, it is vividly clear that the organization has a sophisticated training system that is preventing the firm from achieving human resource demands. In such circumstances, employees and staff fail to come to terms with the goals of training that the organization is championing for. This has had a tremendous impact on the quality of production. Finally, the is the lack of teamwork amongst workers. This is further fueled by the lack of understanding the importance as well as the value of teamwork which presents a concern with the best interest of the organization at heart. For ABC to develop and serve the proper functions and goals that are set out to be achieved, there must be an assessment of the concerns addressed to set up an avenue for better and prosperous organizational future.
With regard to the issues raised, it is recommended that the organization pioneers and invests in helping its workers understand the organizational goals of the workers across the different ranks. Most importantly the junior workers must show a clear understanding of the direction that the organization is striving to take as well as a pre-conceived destination or direction. The best approach to accomplish this is to improve communication channels and standards among the leaders of the firm and the employees. When leaders create a communication barrier between the administration and the workers which can be characterized as a one-way communication or a top to bottom type of communication, it becomes difficult for the provision of the reverse type o ...
2Change ImplementationDeyanira DiazSouthern New Ha.docxstandfordabbot
2
Change Implementation
Deyanira Diaz
Southern New Hampshire University
MBA 687
Dr. Rivero
October 2, 2022
Change Implementation
Organizational change is a complex process that requires detailed planning to succeed. A change management plan is, therefore, needed to ensure successful implementation. The plan helps manage the change process and controls schedule, scope, budget, resources, and communication. A change management plan also helps manage employee responses to organizational change. Employees respond differently to change. Some will be eager to use new processes and procedures, while others will resist. Bad communication, fear of the unknown, lack of support from the management, lack of understanding of the reason for the change, and fear of failure are some of the reasons why employees resist organizational change. No matter the reaction, a change management plan should provide a complete roadmap, as well as, tools to successfully implement change and support employees as they transition through change. In this report, I will analyze the pre-implementation and implementation stages of the change management plan in the U.S. branch.
Key Stakeholders and their Significance
Key stakeholders are individuals or groups with an interest in a change initiative and can either affect or be affected by the change. The president, the vice president, and business unit leaders are the key stakeholders in the change process. These individuals want to see successful change implementation to ensure company goals are met. Their main roles include creating a change vision and communicating change throughout the organization.
Each stakeholder’s role plays a significant part in gaining acceptance, buy-in, as well as, support for change across the organization and departments. As indicated above, one major role of the key stakeholders is to create a change vision. A change vision gives employees a picture of what the company will look like in the future after change implementation (Tanner, 2021). Also, a change vision tells employees why they should let go of the past and embrace the future. In other words, having a vision of change helps employees understand the reason for the change and the benefits it can bring. This, in turn, will create buy-in, support, and acceptance for the proposed change. Besides that, key stakeholders communicate the proposed change across departments and throughout the organization. Effective communication can encourage employees to embrace change and make them aware of the objectives and vision for change (Hasanaj, 2022). Additionally, effective communication can help the organization to convince employees that the existing state of affairs is no longer suitable. It can also encourage employees to support and accept the new state. It is necessary to be honest and clear when communicating change to create buy-in. It is also important to communicate how the change will affect employees to keep them engaged.
Every s.
Module 4- M4 Assignment 2RA 5
B7401:AO1 Organizational Behavior
Sharon Reed
Argosy University
Dr. Kemp
April 5, 2015
Abstract
In this paper a problem was defined in an organization and behavior theory was use. Theory was use to bring about a change in the organization, including climate and employee motivation. The organization is a non-profit human service organization.
Today’s organizations need to experience changes almost continually if they are to stay viable. Some changes may be somewhat minor as in the situation of putting in new software program or fairly major, as in the circumstances of refocusing a complete marketing plan, fighting off an aggressive takeover, or altering an organization in the face of unrelenting foreign competition. Organizational change frequently arises out of problems faced by an organization. In various cases, though, organizations change under the momentum enlightened leaders who recognized that there was a problem.
Schmid (2010) describes organization change as “the process which occurs in the Human Service Organization as an end result of interior stress that cause changes and alterations in the organization’s main going on, strategies, structures , goals, and service programs.” Furthermore, precisely, planned organizational change contains leadership and the gathering of workers to reposition the organization to a wanted future situation by using change procedures which includes both human and technological features of the organization.
The organization that called the Brockton Multi Service Inc., (BAMSI) which is a large Non- Profit Human Service Agency. The human services business is multifaceted and includes choices made by government, social and company leaders. A product is not vended, but instead a service is provided to adults with disabilities in a residential setting. Many of the individuals in residential services have severe and mild to moderate disabilities and problematic behaviors. The workers play an essential part for adults with problematic behaviors. They assume an array of tasks which includes giving medications, helping individuals with do it yourself needs, escorting individuals to and from a variety of community events.
Challenging behaviors are behaviors that are described as being difficult or inadequate adaptation by others showing the behavior or by the person showing the behavior. Challenging behaviors are those conducts that come into struggles with what is expected in the person’s community. Problematic behaviors are behaviors which frequently separate the individual from their community or are behaviors that can be obstacles to the person living or remaining in a particular community. Problematic behaviors differ in seriousness and intensity. What is decided to be a problematic behavior can vary depending on what is allowed by the person, a community or by ...
Case Study 1 Applying Theory to PracticeSocial scientists hav.docxcowinhelen
Case Study 1: Applying Theory to Practice
Social scientists have proposed a number of theories to explain juvenile delinquency. Each has its own strengths and weaknesses. For this assignment, go to the following Website, located at http://listverse.com/2011/05/14/top-10-young-killers/ and select one of the juvenile case studies.
After reading the case, select one (1) of the psychological theories discussed in Chapter 4 of the text.
Write a two to three (2-3) page paper in which you:
1. Summarize three (3) key aspects of the juvenile case study that you selected.
2. Highlight at least three (3) factors that you believe are important for one to understand the origins of the juvenile’s delinquent behavior.
3. Apply at least two (2) concepts from the theory that you chose from the text that would help explain the juvenile’s behavior.
4. Identify one (1) appropriate strategy geared toward preventing delinquency that is consistent with the theory you chose.
5. Use at least three (3) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.
Discussion-
"The Changing Family System"
Using what you’ve learned this week, respond to the following prompts in your post:
· Explain at least two (2) roles that different parenting styles play in shaping the overall behavior of children. Next, indicate the significant impacts that each role has in contributing to delinquent behavior among juveniles.
· Think about the following question: Should juvenile delinquents be removed from their home and parent(s) and placed in a foster home or group home if the child continues to commit criminal acts after repeated attempts at treatment and confinement? Based on this question, discuss your thoughts on this subject. Provide support for your response.
Discussion-
"Exploring Monopolies and Oligopolies"
Watch this video, Oligopolies and Monopolistic Competition, to help you prepare for this week’s discussion.
Reply to these prompts by using the company for which you currently work, a business with which your familiar, or a dream business you want to start:
· With your selected business in mind, determine if it is competitive, monopolistic competitive, an oligopoly, or pure monopoly. Explain how you drew your conclusion about its market structure.
· How does the business/firm in this industry determine the price it will charge for the products or services it sells?
Discussion-
"Considering Tradeoffs You Make Every Day"
Let's talk about two tradeoffs we face every day: how we spend our time and money.
We can only do two things with income: spend it or save it. Time is the ultimate resource. We can choose to spend time working to earn an income or we can do other things, broadly classified as leisure. Reply to these prompts to start your discussion:
· How does a change in interest rate affect your decision to spend or save? How would a change in the interest rate affect a firm's decision to invest or save?
· How might an increas.
Case Study - Option 3 BarbaraBarbara is a 22 year old woman who h.docxcowinhelen
Case Study - Option 3: Barbara
Barbara is a 22 year old woman who has recently graduated from college with a psychology degree. She is currently working as a waitress at a popular restaurant near campus, and says she has always planned to attend law school. Barbara was born in a New Orleans, Louisiana. Her mother is an African American who is an assistant manager at a grocery store. Her father is Caucasian and works at a department store. Barbara reports that she was a shy, unattractive child, but that in general her early childhood was "pretty happy." Barbara says that during elementary school, she was constantly harassed by classmates about being of mixed race. Still, she says that she felt very close to her family during this period. She now insists that "I am not black or white, I am me."
Barbara is sexually active and engages in sexual activity with different men at least 1 time a week. Barbara indicates that she does not need protection because she is on the pill. She says she is simply too young to settle down. During her junior year of high school, Barbara had her first serious boyfriend, Morris, who was a high school classmate. She describes the relationship as warm and supportive and they became sexually active during her senior year of high school. They broke up soon after the first sexual interaction. In college, Barbara has dated and she acknowledges some bisexual experimentation. Barbara says that she prefers heterosexual relationships, however.
Although Barbara appears to be a natural athlete, she leads a relatively sedentary lifestyle. She does not exercise regularly and indicates that it is just not enjoyable.
Barbara does not like her job at the restaurant, but seems unwilling to look for other employment. She says that she feels "very jittery" whenever she gets ready for work, and she uses any excuse to take days off. She also refuses to associate with fellow employees, and reports getting very anxious when she was given a surprise birthday party. Recently, she has lost interest in cleaning her house and seldom cooks for herself. She also attends less to her personal grooming.
Diagnosis – Social Anxiety Disorder/Minor Depression
DSM-5 – Diagnostic Criteria for Social Anxiety Disorder
1. Fear or anxiety specific to social settings, in which a person feels noticed, observed, or scrutinized.
2. Typically the individual will fear that they will display their anxiety and experience social rejection,
3. Social interaction will consistently provoke distress,
4. Social interactions are either avoided, or painfully and reluctantly endured,
5. The fear and anxiety will be grossly disproportionate to the actual situation,
6. The fear, anxiety or other distress around social situations will persist for six months or longer and
7. Cause personal distress and impairment of functioning in one or more domains, such as interpersonal or occupational functioning,
8. The fear or anxiety cannot be attributed to a medical disorder, s.
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Introduction
A human resource manager has the responsibility for managing the human resource within an organization. The functions in managing the human resource include: recruiting of new employees, compensation of employees in cases of accidents or termination of their contracts, ensuring that the employee receives their benefits, designing work that should be done by employees, and establishing the relationships between colleagues and colleagues and the management in the organization. The primary purpose of human resource managers is to ensure that the productions of an organization increase with the human resources available. So, they have to motivate the employees towards the achievement of the organization’s goals.
Furthermore, they have a role in acquisition, development and retaining the talent that will ensure that the organization competes effectively with its competitors. Human resource managers should also arrange the workforce in a manner that will ensure they deliver effective and hence maximize the production of the organization (VIRÁG & ALBU, 2014). Therefore, this paper analyses some aspects of human resource management.
Business Strategies
Businesses have their distinctive features, and they are unique in the way they do their things. The way various companies market their products, conduct their sales, acquire their customers, and manage their employees will reveal the values of each business. There are multiple strategies in business that can be used or adjusted to suit the needs of the company so that they can improve their businesses. It is essential for human resource managers to understand the strategies of marketing that will enable them the company to compete effectively with other companies. Cost leadership strategy uses price as the basis of competition. In this strategy, the prices are kept low to attract more customers.
Additionally, differentiation is also a strategy in business. In this strategy, the companies provide either unique products or services to compete effectively with their competitors. Lastly, focus niche is also another strategy in business. Focus niche is whereby the enterprises focus on a specific target market to sell their products. Therefore, it is essential for an organization to enhance these business strategies so that they can improve their performance.
Cost leadership strategy will work best for a local organization. In cost leadership, the price is an essential factor in the competition. It is the best for local organizations because the retailers can obtain their goods in massive quantities from the wholesalers at low prices. The retailers for them to thrive in the market they will have to lower their costs for them to.
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A systematic strategy for dealing with the shift or transformation of corporate goals, fundamental values, procedures, or technology is known as change management.
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Omnicare Inc. is a specialized pharmacy that provides medication to long term care facilities and nursing homes (Omnicare, n.d.). I currently work for Omnicare, Inc. and we have been going through transformational changes over the last several months. One of the changes is offshoring, or outsourcing overseas or outside the company. Offshoring and outsourcing can be risky, but it is used to minimize costs and increase profits within an organization. The reason there is a risk is because quality and service could be impacted with the change. Some internal stakeholders were affected by the offshoring because there were layoffs, but other external stakeholders were not affected in a negative way. Due to the changes and offshoring, profit was higher; therefore more money could be made (Worley, 2012).
The reason there was these changes within the organization was because of extremely poor management choices and money not being used wisely. It was a risk that executives were willing to make to attempt to lower overhead costs and increase profit margins. Before offshoring there was no clear path and no one person in charge of specific departments. The left hand did not know what the right hand was doing and we were on the verge of a complete collapse because of such poor choices. There was also a lot of conflict within certain departments and they felt it would limit the conflicts as well.
In my opinion, it was a terrible choice and impacted customers greatly. The quality of service was impacted and wait times were much longer to speak with someone to be assisted. It also impacted many families who were laid off and no longer had a job. I think there were other ways to curb the costs then offshoring and outsourcing. It left many employees feeling no security as so many changes were being made. There was also a lot more work that was left on remaining workers which then lowered the morale.
Transformational Change
Transformational change is driven by organizations needing to reinvent and create new visions and implement new structures in assisting with the company’s overall goals and objectives. This could be a new system for streamlining, change of goals, or other new technology. These are all considered transformational changes because it is an internal process that will impact the entire organization and allow the company to reposition themselves within the market. A firm cannot just keep doing what it has been doing because other competitors will end up passing them with new improvements and changes and the firm could lose customers and even go under because they are not willing to adapt to the changes in the market (Carter, 2014).
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Communicate Why the Redesign is Needed
People need a compelling reason to change. With all of the changes being requested and demanded of people in the current world, people must be convinced that change is necessary.
Even when leadership initiates organizational change, it is often experienced as just one more unrealistic and often absurd demand. Employees are likely to respond in a passive-aggressive manner and simply do things the same. The previously engaged workforce may suddenly start misplacing things, ignoring e-mails, and spending hours talking with colleagues about what is happening. It is the leadership’s responsibility to not only have a vision but to also see that motivation for the change effort is high. Consultants can be helpful to management in this regard, but ultimately it is management’s responsibility. An offhand announcement of a redesign can literally bring production to a halt in a business. Even though management feels the redesign is in the employees’ best interest, if they are not properly prepared and brought in, the employees are likely to respond to the news in a way that will not move things forward. In fact, without a timely and wise explanation of why changes are needed, they may see the redesign as irresponsibility on the part of management.
Communicating Credible Reasons and Expectations for the Redesign
Management must take the time not only to provide a clear vision of the redesign but to also communicate why the redesign is necessary. The cost of not taking time to communicate credible reasons as to why the redesign was done and providing credible expectations of what it will take to realize the benefits of the redesign, will cost the company dearly.
One way to build support is to involve employees and other stakeholders in the diagnosis and redesign. This takes time, but it helps employees understand why the redesign is important and builds motivation for making it work. However, if management already has its mind made up and is going to do what it wants to do regardless, involvement can backfire in a big way.
At the least, a communication campaign is essential. The campaign must be honest because employees and other stakeholders can see through the spin and hype.
Do not Ignore Resistance
Resistance is feedback. Figure out why it is there, and do not force it. Like the plumber or mechanic who forces a part to fit, the likely result is generally a broken part. Force generally does not work and is nearly always expensive and time-consuming. Resistance is natural. Ohm’s lawapplies to human behavior much like it does in physics—there is always resistance. Good managers and consultants learn from the resistance and manage it.
Managing the Changing Relationships
Acknowledge Changing Relationships and Responsibilities
Redesigns nearly always change relationships and responsibilities. Not addressing these lead to conf.
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Proposal for Organizational Learning Issues
Penny Williams
HRM 562: Developing a Learning Organization
Dr. Allan Beck
August 26, 2019
Proposal for Organizational Learning Issues
All firms tend to face a wide range of challenges. These challenges hinder the effective delivery of services and objectives. In the organization transition management, some specific concerns in ABC Company have risen threatening the existential integrity of the organization. It is important to note that all firms have goals that determine the courses of their operations. It is also critical to observe that within the organization and among the different ranks of the workers in ABC there are different levels of understanding when it comes to the organizational goals. A good example to illustrate this disparity is the fact that the executives and the top management may understand or have a clear sight of the destination while the junior workers have a hazy blurred sight of the target. In fact, some might not even goals at all. As a result, these workers will operate like rudderless ships and consequently there is a loss of focus and poor productivity in general (Cameron & Green, 2017).
Secondly, different firms have different training systems tasked with the primary role of preparing the workers to tackle their tasks and enhance the achievement of the firm’s objectives r goals. In the case of ABC Company, it is vividly clear that the organization has a sophisticated training system that is preventing the firm from achieving human resource demands. In such circumstances, employees and staff fail to come to terms with the goals of training that the organization is championing for. This has had a tremendous impact on the quality of production. Finally, the is the lack of teamwork amongst workers. This is further fueled by the lack of understanding the importance as well as the value of teamwork which presents a concern with the best interest of the organization at heart. For ABC to develop and serve the proper functions and goals that are set out to be achieved, there must be an assessment of the concerns addressed to set up an avenue for better and prosperous organizational future.
With regard to the issues raised, it is recommended that the organization pioneers and invests in helping its workers understand the organizational goals of the workers across the different ranks. Most importantly the junior workers must show a clear understanding of the direction that the organization is striving to take as well as a pre-conceived destination or direction. The best approach to accomplish this is to improve communication channels and standards among the leaders of the firm and the employees. When leaders create a communication barrier between the administration and the workers which can be characterized as a one-way communication or a top to bottom type of communication, it becomes difficult for the provision of the reverse type o ...
2Change ImplementationDeyanira DiazSouthern New Ha.docxstandfordabbot
2
Change Implementation
Deyanira Diaz
Southern New Hampshire University
MBA 687
Dr. Rivero
October 2, 2022
Change Implementation
Organizational change is a complex process that requires detailed planning to succeed. A change management plan is, therefore, needed to ensure successful implementation. The plan helps manage the change process and controls schedule, scope, budget, resources, and communication. A change management plan also helps manage employee responses to organizational change. Employees respond differently to change. Some will be eager to use new processes and procedures, while others will resist. Bad communication, fear of the unknown, lack of support from the management, lack of understanding of the reason for the change, and fear of failure are some of the reasons why employees resist organizational change. No matter the reaction, a change management plan should provide a complete roadmap, as well as, tools to successfully implement change and support employees as they transition through change. In this report, I will analyze the pre-implementation and implementation stages of the change management plan in the U.S. branch.
Key Stakeholders and their Significance
Key stakeholders are individuals or groups with an interest in a change initiative and can either affect or be affected by the change. The president, the vice president, and business unit leaders are the key stakeholders in the change process. These individuals want to see successful change implementation to ensure company goals are met. Their main roles include creating a change vision and communicating change throughout the organization.
Each stakeholder’s role plays a significant part in gaining acceptance, buy-in, as well as, support for change across the organization and departments. As indicated above, one major role of the key stakeholders is to create a change vision. A change vision gives employees a picture of what the company will look like in the future after change implementation (Tanner, 2021). Also, a change vision tells employees why they should let go of the past and embrace the future. In other words, having a vision of change helps employees understand the reason for the change and the benefits it can bring. This, in turn, will create buy-in, support, and acceptance for the proposed change. Besides that, key stakeholders communicate the proposed change across departments and throughout the organization. Effective communication can encourage employees to embrace change and make them aware of the objectives and vision for change (Hasanaj, 2022). Additionally, effective communication can help the organization to convince employees that the existing state of affairs is no longer suitable. It can also encourage employees to support and accept the new state. It is necessary to be honest and clear when communicating change to create buy-in. It is also important to communicate how the change will affect employees to keep them engaged.
Every s.
Module 4- M4 Assignment 2RA 5
B7401:AO1 Organizational Behavior
Sharon Reed
Argosy University
Dr. Kemp
April 5, 2015
Abstract
In this paper a problem was defined in an organization and behavior theory was use. Theory was use to bring about a change in the organization, including climate and employee motivation. The organization is a non-profit human service organization.
Today’s organizations need to experience changes almost continually if they are to stay viable. Some changes may be somewhat minor as in the situation of putting in new software program or fairly major, as in the circumstances of refocusing a complete marketing plan, fighting off an aggressive takeover, or altering an organization in the face of unrelenting foreign competition. Organizational change frequently arises out of problems faced by an organization. In various cases, though, organizations change under the momentum enlightened leaders who recognized that there was a problem.
Schmid (2010) describes organization change as “the process which occurs in the Human Service Organization as an end result of interior stress that cause changes and alterations in the organization’s main going on, strategies, structures , goals, and service programs.” Furthermore, precisely, planned organizational change contains leadership and the gathering of workers to reposition the organization to a wanted future situation by using change procedures which includes both human and technological features of the organization.
The organization that called the Brockton Multi Service Inc., (BAMSI) which is a large Non- Profit Human Service Agency. The human services business is multifaceted and includes choices made by government, social and company leaders. A product is not vended, but instead a service is provided to adults with disabilities in a residential setting. Many of the individuals in residential services have severe and mild to moderate disabilities and problematic behaviors. The workers play an essential part for adults with problematic behaviors. They assume an array of tasks which includes giving medications, helping individuals with do it yourself needs, escorting individuals to and from a variety of community events.
Challenging behaviors are behaviors that are described as being difficult or inadequate adaptation by others showing the behavior or by the person showing the behavior. Challenging behaviors are those conducts that come into struggles with what is expected in the person’s community. Problematic behaviors are behaviors which frequently separate the individual from their community or are behaviors that can be obstacles to the person living or remaining in a particular community. Problematic behaviors differ in seriousness and intensity. What is decided to be a problematic behavior can vary depending on what is allowed by the person, a community or by ...
Case Study 1 Applying Theory to PracticeSocial scientists hav.docxcowinhelen
Case Study 1: Applying Theory to Practice
Social scientists have proposed a number of theories to explain juvenile delinquency. Each has its own strengths and weaknesses. For this assignment, go to the following Website, located at http://listverse.com/2011/05/14/top-10-young-killers/ and select one of the juvenile case studies.
After reading the case, select one (1) of the psychological theories discussed in Chapter 4 of the text.
Write a two to three (2-3) page paper in which you:
1. Summarize three (3) key aspects of the juvenile case study that you selected.
2. Highlight at least three (3) factors that you believe are important for one to understand the origins of the juvenile’s delinquent behavior.
3. Apply at least two (2) concepts from the theory that you chose from the text that would help explain the juvenile’s behavior.
4. Identify one (1) appropriate strategy geared toward preventing delinquency that is consistent with the theory you chose.
5. Use at least three (3) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.
Discussion-
"The Changing Family System"
Using what you’ve learned this week, respond to the following prompts in your post:
· Explain at least two (2) roles that different parenting styles play in shaping the overall behavior of children. Next, indicate the significant impacts that each role has in contributing to delinquent behavior among juveniles.
· Think about the following question: Should juvenile delinquents be removed from their home and parent(s) and placed in a foster home or group home if the child continues to commit criminal acts after repeated attempts at treatment and confinement? Based on this question, discuss your thoughts on this subject. Provide support for your response.
Discussion-
"Exploring Monopolies and Oligopolies"
Watch this video, Oligopolies and Monopolistic Competition, to help you prepare for this week’s discussion.
Reply to these prompts by using the company for which you currently work, a business with which your familiar, or a dream business you want to start:
· With your selected business in mind, determine if it is competitive, monopolistic competitive, an oligopoly, or pure monopoly. Explain how you drew your conclusion about its market structure.
· How does the business/firm in this industry determine the price it will charge for the products or services it sells?
Discussion-
"Considering Tradeoffs You Make Every Day"
Let's talk about two tradeoffs we face every day: how we spend our time and money.
We can only do two things with income: spend it or save it. Time is the ultimate resource. We can choose to spend time working to earn an income or we can do other things, broadly classified as leisure. Reply to these prompts to start your discussion:
· How does a change in interest rate affect your decision to spend or save? How would a change in the interest rate affect a firm's decision to invest or save?
· How might an increas.
Case Study - Option 3 BarbaraBarbara is a 22 year old woman who h.docxcowinhelen
Case Study - Option 3: Barbara
Barbara is a 22 year old woman who has recently graduated from college with a psychology degree. She is currently working as a waitress at a popular restaurant near campus, and says she has always planned to attend law school. Barbara was born in a New Orleans, Louisiana. Her mother is an African American who is an assistant manager at a grocery store. Her father is Caucasian and works at a department store. Barbara reports that she was a shy, unattractive child, but that in general her early childhood was "pretty happy." Barbara says that during elementary school, she was constantly harassed by classmates about being of mixed race. Still, she says that she felt very close to her family during this period. She now insists that "I am not black or white, I am me."
Barbara is sexually active and engages in sexual activity with different men at least 1 time a week. Barbara indicates that she does not need protection because she is on the pill. She says she is simply too young to settle down. During her junior year of high school, Barbara had her first serious boyfriend, Morris, who was a high school classmate. She describes the relationship as warm and supportive and they became sexually active during her senior year of high school. They broke up soon after the first sexual interaction. In college, Barbara has dated and she acknowledges some bisexual experimentation. Barbara says that she prefers heterosexual relationships, however.
Although Barbara appears to be a natural athlete, she leads a relatively sedentary lifestyle. She does not exercise regularly and indicates that it is just not enjoyable.
Barbara does not like her job at the restaurant, but seems unwilling to look for other employment. She says that she feels "very jittery" whenever she gets ready for work, and she uses any excuse to take days off. She also refuses to associate with fellow employees, and reports getting very anxious when she was given a surprise birthday party. Recently, she has lost interest in cleaning her house and seldom cooks for herself. She also attends less to her personal grooming.
Diagnosis – Social Anxiety Disorder/Minor Depression
DSM-5 – Diagnostic Criteria for Social Anxiety Disorder
1. Fear or anxiety specific to social settings, in which a person feels noticed, observed, or scrutinized.
2. Typically the individual will fear that they will display their anxiety and experience social rejection,
3. Social interaction will consistently provoke distress,
4. Social interactions are either avoided, or painfully and reluctantly endured,
5. The fear and anxiety will be grossly disproportionate to the actual situation,
6. The fear, anxiety or other distress around social situations will persist for six months or longer and
7. Cause personal distress and impairment of functioning in one or more domains, such as interpersonal or occupational functioning,
8. The fear or anxiety cannot be attributed to a medical disorder, s.
Case Study - Cyberterrorism—A New RealityWhen hackers claiming .docxcowinhelen
Case Study - Cyberterrorism—A New Reality:
When hackers claiming to support the Syrian regime of Bashar Al-Assad attacked and disabled the website of Al Jazeera, the Qatar-based satellite news channel, in September 2012, the act was another act of hacktivism, purporting to promote a specific political agenda over another. Hacktivism has become a very visible form of expressing dissent. Even though there have been numerous incidents reported by the media, the first case of hacktivism was documented in 1989 when a member of the Cult of the Dead Cow hacker collective named Omega coined the term in 1996. However, hacktivism is not the only form of cyber protest and conflict that has everyone from ICT professionals to governments scrambling for solutions. Individuals, enterprises, and governments alike rely in many instances almost completely on network computing technologies, including cloud computing. The international and ever-evolving nature of the Internet along with inadequate law enforcement and the anonymity the global architecture offers creates opportunities for hackers to attack vulnerable nodes for personal, financial, or political gain.
The Internet is also rapidly becoming the political and advocacy platform of choice, bringing with it both positive and negative consequences. Increasingly sophisticated off-the-shelf technologies and easy access to the Internet are significantly increasing incidents of cyberterrorism, netwars, and cyberwarfare. The following are a few examples.
• According to The Israel Electric Company, Israel is attacked 1,000 times a minute by cyberterrorists targeting the country’s infrastructure—water, electricity, communications, and other services.• The New York Times, quoting military officials, said there was a seventeen-fold increase in cyberattacks targeting the US critical infrastructure between 2009 and 2011.• The 2010 Data Breach Investigations Report has data recording more than 900 instances of computer hacking and other data breaches in the past seven years, resulting in some 900 million compromised records. In 2012, the same study listed 855 breaches, resulting in 174 million compromised records in 2011 alone, up from 4 million in 2010.• Another study of 49 breaches in 2011 reported that the average organizational cost of a data breach (including detection, internal response, notification, post notification cost) was $5.5 million. This number was down from $7.2 million in 2010.14 The Telegraph (London) reported that “India blamed a new ‘cyber-jihad’ by Pakistani militant groups for the exodus of thousands of people from India’s north-eastern minorities from its main southern cities in August after text messages warning them to flee went viral.”
There have been recorded instances of nations allegedly engaging in cyberwarfare. The Center for the Study of Technology and Society has identified five methods by which cyberwarfare can be used as a means of military action. These include defacing or di.
Case Study - APA paper with min 4 page content Review the Blai.docxcowinhelen
Case Study - APA paper with min 4 page content
Review the
Blaine
case on the capital structure by understanding the case well enough to help the CEO make informed analysis and decisions on the issues listed in the second paragraph.
I want you to, of course, show me that you understand the situation but then to add the
.
Case Study - Global Mobile Corporation Damn it, .docxcowinhelen
Case Study - Global Mobile Corporation
“Damn it, he's done it again!”
Charlie Newburg had to get up and walk around his office, he was so frustrated. He had been
reviewing the most recent design, parts, and assembly specifications for Global Mobile's latest
smart phone (code named: Nonphixhun) that had been released for production the previous
Thursday. The files had just come back to Charlie's engineering services department with a
caustic note that began, “This one can't be produced, either…” It was the fourth time production
had returned the design.
Newburg, director of engineering for the Global Mobile Corporation, was normally a quiet
person. But the Nonphixhun project was stretching his patience; it was beginning to appear like
several other new products that had hit delays and problems in the transition from design to
production during the eight months Charlie had worked for Global Mobile. These problems were
nothing new at Global Mobile's Asian factory; Charlie's predecessor in the engineering job had
run afoul of them, too, and had finally been fired for protesting too vehemently about the other
departments. But the Nonphixhun phone should have been different. Charlie and the firm's
president, Hannah Hoover, had video-conferenced two months earlier (on July 3, 2006) with the
factory superintendent, Tyson Wang, to smooth the way for the new phone's design. He thought
back to the meeting …
• “Now, we all know there's a tight deadline on the Nonphixhun,” Hannah Hoover said, “and
Charlie's done well to ask us to talk about its introduction. I'm counting on both of you to find
any snags in the system, and to work together to get that first production run out by October
2. Can you do it?” “We can do it in production if we get a clean design two weeks from
now, as scheduled,” answered Tyson Wang, the factory manager. “Charlie and I have already
talked about that, of course. I've spoken with our circuit board and other parts suppliers and
scheduled assembly capacity, and we'll be ready. If the design goes over schedule, though, I'll
have to fill in with other runs, and it will cost us a bundle to break in for the Nonphixhun.
How does it look in engineering, Charlie?” “I've just reviewed the design for the second
time,” Charlie replied. “If Marianne Price can keep the salespeople out of our hair, and avoid
any more last minute changes, we've got a shot. I've pulled my technical support people off of
three other overdue jobs to get this one out. But, Tyson, that means we can't spring engineers
loose to confer with your production people on other manufacturing problems.” “Well
Charlie, most of those problems are caused by the engineers, and we need them to resolve the
difficulties. We've all agreed that production problems come from both of us bowing to sales
pressure, and putting equipment into production before the designs are really ready. That's
just wh.
Case Study #3Apple Suppliers & Labor PracticesWith its h.docxcowinhelen
Case Study #3
Apple Suppliers & Labor Practices
With its highly coveted line of consumer electronics, Apple has a cult following among loyal consumers. During the 2014 holiday season, 74.5 million iPhones were sold. Demand like this meant that Apple was in line to make over $52 billion in profits in 2015, the largest annual profit ever generated from a company’s operations. Despite its consistent financial performance year over year, Apple’s robust profit margin hides a more complicated set of business ethics. Similar to many products sold in the U.S., Apple does not manufacture most its goods domestically. Most of the component sourcing and factory production is done overseas in conditions that critics have argued are dangerous to workers and harmful to the environment.
For example, tin is a major component in Apple’s products and much of it is sourced in Indonesia. Although there are mines that source tin ethically, there are also many that do not. One study found workers—many of them children—working in unsafe conditions, digging tin out by hand in mines prone to landslides that could bury workers alive. About 70% of the tin used in electronic devices such as smartphones and tablets comes from these more dangerous, small-scale mines. An investigation by the BBC revealed how perilous these working conditions can be. In interviews with miners, a 12-yearold working at the bottom of a 70-foot cliff of sand said: “I worry about landslides. The earth slipping from up there to the bottom. It could happen.”
Apple defends its practices by saying it only has so much control over monitoring and regulating its component sources. The company justifies its sourcing practices by saying that it is a complex process, with tens of thousands of miners selling tin, many of them through middle-men. In a statement to the BBC, Apple said “the simplest course of action would be for Apple to unilaterally refuse any tin from Indonesian mines. That would be easy for us to do and would certainly shield us from criticism. But that would also be the lazy and cowardly path, since it would do nothing to improve the situation. We have chosen to stay engaged and attempt to drive changes on the ground.”
In an effort for greater transparency, Apple has released annual reports detailing their work with suppliers and labor practices. While more recent investigations have shown some improvements to suppliers’ working conditions, Apple continues to face criticism as consumer demand for iPhones and other products continues to grow.
Essay directions –
Students will have to identify and analyze the above ethical dilemma. Write a 750 – 1000 word, double-spaced paper, and APA style.
Students are expected to identify the key stakeholders, discussion of the implications of the ethical dilemma, and answer the case study questions. Each paper should have the following sections: • Introduction of the case• The ethical dilemma • Stakeholders • Questions • Conclusions • References .
CASE STUDY (Individual) Scotland In terms of its physical l.docxcowinhelen
CASE STUDY (Individual): Scotland
* In terms of its physical landscape, where is the region that is experiencing a devolutionary process located and what type of climate is prevalent? (use Figure 2.5 and 2.4 of the textbook).
* According to the sources you have consulted, do these physical/natural characteristics have played any role in the historical background for this devolutionary process? How?
* How do the people that inhabit the region you are studying speak about their relationship to the land and the environment? Do they express any ideas on biodiversity conservation?
* Do they say anything about their homeland? If the region you are studying has a website (official or not), what role do maps play on their web site/s?
* Is this region located close to or far from the center of power of the country (the national capital city)?
* Does this condition have any impact on the reasons why they would like to gain at-least more autonomy to make their own decisions?
* According to the source/s you have consulted, what are the main reason/s why this population would like to break-up from the country in which they live in?
Do this/these source/s mention any explanation/s based on cultural or ethnic characteristics? For example, speaking a different language? Which one? Professing a different religion? Which one? Economic disparities
.
Case Study #2 T.D. enjoys caring for the children and young peop.docxcowinhelen
Case Study #2
T.D. enjoys caring for the children and young people in the schools where she works, but sometimes she is faced with tough situations such as suspected child abuse and neglect, teen pregnancy, and alcohol and drug use among teenagers. She works hard to ensure that the children in her schools receive the best care possible.
Question:
Several third graders reports having received no breakfast at home for more than a week. T.D. is exercising Advocacy for the students under her care. What type of actions she might be doing to exercise advocacy for the students?
Discuss this:
Moral distress is a frequent situation where health care providers should face. Please define and discuss a personal experience where you have faced Moral distress in your practice.
Discuss how health promotion relates to morality.
Discuss your insights about your own communication strengths and weaknesses. Identify situations in which it may be difficult for you to establish or terminate a therapeutic relationship.
*
formatted and cited in current APA style with support from at least 2 academic sources.
.
CASE STUDY #2 Chief Complaint I have pain in my belly”.docxcowinhelen
CASE STUDY #2
Chief Complaint:
“I have pain in my belly”
History of Present Illness (HPI):
A 25-year-old female presents to the emergency room (ER) with complaints of severe abdominal pain for 2 weeks . The pain is sharp and crampy It hurts if I run, sit down hard, or if I have sex
PMH:
Patient denies
Drug Hx:
Birth control
Allergies:
NKA
Subjective:
Nausea and vomiting, Last menstrual period 5 days ago, New sexual partner about 2 months ago, No condoms, he hates them No pain, blood or difficulty with urination
Objective Data:
PE:
B/P 138/90; temperature 99°F; (RR) 20; (HR) 110, regular; oxygen saturation (PO2) 96%; pain 5/10
General:
acute distress and severe pain
HEENT:
Atraumatic, normocephalic, PERRLA, EOMI, conjunctiva and sclera clear; nares patent, nasopharynx clear, good dentition. Piercing in her right nostril and lower lip.
Lungs:
CTA AP&L
Card:
S1S2 without rub or gallop
Abd:
INSPECTION: no masses or thrills noted; no discoloration and skin is warm to; no tattoos or piercings; abdomen is nondistended and round
• AUSCULTATION: bowel sounds (BS) are normal in all four quadrants, no bruits noted
• PALPATION: on palpation, abdomen is tender to touch in four quadrants; tenderness noted on light palpation, deep palpation reveals no masses, spleen and liver unremarkable
• PERCUSSION: tympany heard in all quadrants, no dullness noted in abdominal area
GU:
• EXTERNAL: mature hair distribution; no external lesions on labia
• INTROITUS: slight green-gray discharge, no lesions
• VAGINAL: normal rugae; moderate amount of green discharge on vaginal walls
• CERVIX: nulliparous os with small amount of purulent discharge from os with positive cervical motion tenderness (CMT)
• UTERUS: ante-flexed, normal size, shape, and position
• ADNEXA: bilateral tenderness with fullness; both ovaries without masses
• RECTAL: deferred
• VAGINAL DISCHARGE: green in color
Ext:
no cyanosis, clubbing or edema
Integument:
intact without lesions masses or rashes
Neuro:
No obvious deficits and CN grossly intact II-XII
Then answer the following questions:
What other subjective data would you obtain?
What other objective findings would you look for?
What diagnostic exams do you want to order?
Name 3 differential diagnoses based on this patient presenting symptoms?
Give rationales for your each differential diagnosis.
-
Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources.
.
Case Study #1Jennifer is a 29-year-old administrative assistan.docxcowinhelen
Case Study #1
Jennifer is a 29-year-old administrative assistant married to Antonio, an Italian engineer, whom Jennifer met four years earlier while on a business trip for her marketing company. The couple now lives in Nebraska, where Antonio works for the county's transportation department and Jennifer commutes an hour each way to her marketing office. They have been trying to start a family for over a year. Eight months ago, Jennifer miscarried in her second month of pregnancy. Antonio's parents love Jennifer and often ask her if she is expecting again, hoping to encourage her to focus on her next baby. Jennifer's mother passed away two years ago and her father's health is rapidly deteriorating. Jennifer faces the probability of placing her father in a skilled nursing care facility within the next few months, against his wishes.
At work, Jennifer runs a tight ship. She is organized and prepares lists to assure that everything is done according to schedule. Everyone counts on Jennifer and she takes pride in never letting people down.
Jennifer has visited her physician numerous times in the last six months, complaining of headaches, backaches, and indigestion. Jennifer insists that she is happy and is not feeling stressed, yet she finds herself making more mistakes at work, unable to keep up with housework, and feeling tired and overwhelmed; she has begun to question her effectiveness as an employee, wife, daughter, and potential mother. Her pains seem to be increasing, but her doctor cannot find a physical cause for her discomfort.
Case Study #2
Michael is a 40-year-old airline pilot who has recently begun to experience chest pains. The chest pains began when Michael signed his final divorce papers, ending his 15-year marriage. He fought for joint custody of his two children, ages 12 and 10, but although he wants to be with them more frequently, he only sees them every two weeks. This schedule is, in great part, a result of his employer's announcement that budget constraints would result in layoffs. Michael worries that without his job he will be unable to support his children and lose the new townhouse that he purchased. Michael's chest pains are becoming more frequent and he fears that he may be dying.
Review case studies 1 and 2.
Choose one case study.
Complete the following questions in 150 to 200 words each. Be as detailed as possible and use the information you have learned throughout this course.
• What are the causes of stress in Michael’s or Jennifer’s life? How is stress affecting Michael’s or Jennifer’s health?
• How are these stressors affecting Michael’s or Jennifer’s self-concept and self-esteem?
• How might Michael’s or Jennifer’s situation illustrate adjustment? How might this situation become an opportunity for personal growth?
• What defensive coping methods is Michael or Jennifer using? What active coping methods might be healthier for Michael or Jennifer to use? Explain why you would recom.
Case Study # 2 –Danny’s Unhappy DutyEmployee ProfilesCaro.docxcowinhelen
Case Study # 2 –Danny’s Unhappy Duty
Employee Profiles
:
Carol Brown, Danny Winthrop, Thomas Fletcher
Carol, the Department Secretary for Purchasing and General Stores, has been
working at St. Louis Memorial Hospital for sixteen years, four of which have
been for the present Manager, Dan Winthrop. Carol likes her Boss, who gives
his employees more leeway than most. Carol’s main interests are her work and
her home—traits also typical of the other people who work in the Department.
Carol feels she is part of a close, cooperative group of employees.
Dan, or Danny, as he likes to be called, arrived at St. Louis Memorial four years
ago as a replacement for a Department manager who had been at the Hospital
for a number of years. Danny’s predecessor, Bill Taylor, was very strict in
everything from insisting that employees take exactly one-half hour for lunch
breaks to not having a coffee pot in the Department. When Danny came on
board as a Department Manager, his management style was much less strict.
The result was that Danny’s employees were much happier, and began to meet
and exceed expectations in getting their work done. St. Louis Memorial’s
previous CEO was a good friend and frequently complimented Danny on his
efficient and effective staff. Now a new CEO, Thomas Fletcher, has been hired
by the Hospital’s Board of Directors. Things are about to change.
Thomas Fletcher, new CEO and a recent graduate from a superior school of
hospital management, has always believed in “doing things by the book”.
Thomas originally had wanted to become a doctor, but decided two years into
the process that it was going to take him too long, and that he would be better
off becoming an administrator. He likes the idea of being an administrator,
and wants to be a good one. He has decided to start out his career at St. Louis
Memorial, of the smaller hospitals in the St. Louis area, but hopes to progress to a
a much larger facility in about four years, once he develops a track record at
St. Louis Memorial.
The Challenge: Communication, Criticism and Discipline, Leadership, Motivation,
Rules and Policies
Danny knows his employees quite well. They are generally a happy, cohesive, and cooperative group. They joke around a lot among themselves, but get the work done more than satisfactorily. All of them seem to give a
gr.
Case Study – Multicultural ParadeRead the Case below, and answe.docxcowinhelen
Case Study – Multicultural Parade
Read the Case below, and answer the following questions:
(No references needed, 2 pages double space, label the answer without copying the question in the paper)
1. What images come to mind when you hear the term “costume”? In what ways might it be considered demeaning?
2. Often people conflate “culture,” “ethnicity,” “heritage,” “race,” and “nationality,” or use them interchangeably. How are these concepts different from one another? Is a “Multicultural Day” different than an “International Day”?
3. How is Ms. Morrison’s definition of “cultural clothing” different from her definition of “ethnic heritage”? Did her explanation clarify things for Keisha and Emily?
4. How might activities that require students to share part of their ethnic heritage alienate students or contribute to students’ and teachers’ existing stereotypes and biases?
5. Connect to 3 of the core themes:
(Equity in Education/ Theories of Learning, Culture, and Identity/ Teaching and Learning in a Multicultural Society/ Research and Educational Knowledge )
-------------------------------------------------------------------------------------------------------------------------------
Case Study:
In an effort to celebrate the growing racial and ethnic diversity at Eastern School, the school’s Diversity Committee decided to sponsor Multicultural Day. Numerous performers were hired for assemblies and presentations. During the day’s feature event, the “Culture Parade,” students were asked to showcase cultural clothing as they walked through the hallways. Teachers were encouraged by the committee to discuss clothing from countries outside the United States and to invite students who had such clothing to bring it to school for the parade.
Ms. Morrison was excited about Multicultural Day because many of her students had parents who were immigrants. She imagined the day as an opportunity for those students to teach others about their cultures.
A week before the event, Ms. Morrison brought a kilt to class and explained its significance to the students. “This represents my Scottish heritage,” she said, “and I am proud to show it to you today.” She then asked whether students had “special costumes” at home that represented their cultures. Several students raised their hands, which prompted Ms. Morrison to discuss the events planned for Multicultural Day, including the parade.
During dismissal the day before the parade Ms. Morrison announced, “Don’t forget to bring your costumes to class tomorrow!”
The next day, Ms. Morrison was pleased to see several Hmong and Liberian students came with bags of clothing. She saw that two other students, Emily and Keisha, brought clothing, so she inquired about what was in their bags. Emily, a white student excitedly pulled out her soccer uniform, and Keisha, an African American student, pulled jeans and her favorite sweatshirt out of her bag. Ms. Morrison told the two girls she appreciated the.
Case Study THE INVISIBLE SPONSOR1BackgroundSome execut.docxcowinhelen
Case Study : THE INVISIBLE SPONSOR1
Background
Some executives prefer to micromanage projects whereas other executives
are fearful of making a decision because, if they were to make the wrong
decision, it could impact their career. In this case study, the president of the company assigned one of the vice presidents to act as the project sponsor on a project designed to build tooling for a client. The sponsor, however, was reluctant to make any decisions.
Assigning the VP
Moreland Company was well-respected as a tooling design-and-build
company. Moreland was project-driven because all of its income came
from projects. Moreland was also reasonably mature in project management.
When the previous VP for engineering retired, Moreland hired an executive from a manufacturing company to replace him. The new VP for engineering, Al Zink, had excellent engineering knowledge about tooling but had worked for companies that were not project-driven. Al had very little knowledge about project management and had never functioned as a project sponsor. Because of Al’s lack of experience as a sponsor, the president decided that Al should “get his feet wet” as quickly as possible and assigned him as the project sponsor on a mediumsized project. The project manager on this project was Fred Cutler. Fred was an engineer with more than twenty years of experience in tooling design and manufacturing. Fred reported directly to Al Zink administratively.
Fred's Dilemma
Fred understood the situation; he would have to train Al Zink on how to
function as a project sponsor. This was a new experience for Fred because subordinates usually do not train senior personnel on how to do their job. Would Al Zink be receptive?
Fred explained the role of the sponsor and how there are certain project documents that require the signatures of both the project manager and the project sponsor. Everything seemed to be going well until Fred informed Al that the project sponsor is the person that the president eventually holds accountable for the success or failure of the project. Fred could tell that Al was
quite upset over this statement.
Al realized that the failure of a project where he was the sponsor could damage his reputation and career. Al was now uncomfortable about having to act as a sponsor but knew that he might eventually be assigned as a sponsor on other projects. Al also knew that this project was somewhat of a high risk. If Al could function as an invisible sponsor, he could avoid making any critical decisions.
In the first meeting between Fred and Al where Al was the sponsor, Al asked Fred for a copy of the schedule for the project. Fred responded: I’m working on the schedule right now. I cannot finish the schedule until you tell me whether you want me to lay out the schedule based upon best time, least cost, or least risk.
Al stated that he would think about it and get back to Fred as soon as possible.
During the middle of the next week, Fred and Al m.
CASE STUDY Experiential training encourages changes in work beha.docxcowinhelen
CASE STUDY: Experiential training encourages changes in work behavior and growth in one’s abilities, which is accomplished through a multitude of methods. Experiential training has proven to be cost-effective while motivating employees as well as improving self-awareness, personal accountability, teamwork skills, and communication skills (Ritchie, 2011). Additionally, the training methods provide trainees with direct experience, the opportunity to reflect on that experience, and share models to help trainees to deduce using both present and past experience, while accommodating learning styles and strengths (Ritchie, 2011). Valkanos and Fragoulis identify several reasons why experiential training provides value:
1. Ongoing advances in technology requiring changes in knowledge, skills, and abilities
2. Divergence between theory and practice
3. Mergers and acquisitions of enterprises which tend to bring new jobs, organizational culture, and work content
4. Constant environment of change, from working conditions to processes and procedures relating to organizational issues, quality, and new products or services, and requiring new competencies, duties, or work content (Valkanos & Fragoulis, 2007, p. 22).
Method
Description
On-the-job Training
Receives instructions on the functions of their job in their assigned workplace.
Simulators
Teaches employees on how to operate equipment in a given context
Role Playing
Developing interpersonal and business skills, such as decision-making, communication, conflict resolution, and solving complex problems.
Case Study
Develops critical thinking skills to include analytical, higher-level skills, and exploring and resolving complex problems.
Games
Develops general business and organizational principles addressing application in a variety of situations.
Behavior Modeling
Used when learning goals are a rule and inflexible procedures. Provides skills and practice to modify and model behavior.
In-basket Techniques
A variety of items placed in an envelope that reflects what might be found in an inbox. This activity is used to assist trainees in developing and applying their strategic and operational skills.
(Blanchard & Thacker, 2013, pp. 222-223)
References:
· Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Upper Saddle River, NJ: Pearson Education, Inc.
· Valkanos, E., & Fragoulis, I. (2007). Experiential learning – its place in in‐house education and training. Development and Learning in Organizations: An International Journal, 21(5), 21-23. doi:10.1108/14777280710779454
Discussion Question--Choose one perspective in which to respond.
Non-HR Perspective: Your department is not meeting performance expectations. What steps do you take to resolve the issue? Is training a possible solution; if so, which of the above training methods would be the most effective in addressing the issue? Would you, at any point, involve HR--if so, at what point and why?.
Case Study Hereditary AngioedemaAll responses must be in your .docxcowinhelen
Case Study: Hereditary Angioedema
All responses must be in your own words. Answers that have been copied and pasted will not receive credit.
1. Translate “angioedema”. [Note: I am not looking for a description of the disorder. Rather, I would like you to translate the medical term itself.]
2. The complement system is described as a ‘cascade system’. How does the system fit into this description of being a cascade? [Suggestion: Google the definition of cascade, then think about the complement system in light of the definition]
3. Is complement involved in the innate, or the adaptive immune system, or both? Please explain you answer.
4. What role does C1INH play in the complement system? Why is it so important?
5. What was the physiologic cause of Richard’s abdominal pain?
6. How can one distinguish the swelling of HAE from the swelling of allergic angioedema?
7. What is bradykinin’s role in HA?
8. Do you think Richard’s infancy colic was related to his HA? No need to research this. Just use your intuition. Explain your thinking.
9. What is typically used to treat attacks of HAE?
10. Swelling in the extremities is not dangerous. What other areas of the body are subject to swelling? What is the most dangerous location for swelling to occur and why is it the most dangerous?
2018
BUS 308 Week 2 Lecture 1
Examining Differences - overview
Expected Outcomes
After reading this lecture, the student should be familiar with:
1. The importance of random sampling.
2. The meaning of statistical significance.
3. The basic approach to determining statistical significance.
4. The meaning of the null and alternate hypothesis statements.
5. The hypothesis testing process.
6. The purpose of the F-test and the T-test.
Overview
Last week we collected clues and evidence to help us answer our case question about
males and females getting equal pay for equal work. As we looked at the clues presented by the
salary and comp-ratio measures of pay, things got a bit confusing with results that did not see to
be consistent. We found, among other things, that the male and female compa-ratios were fairly
close together with the female mean being slightly larger. The salary analysis showed a different
view; here we noticed that the averages were apparently quite different with the males, on
average, earning more. Contradictory findings such as this are not all that uncommon when
examining data in the “real world.”
One issue that we could not fully address last week was how meaningful were the
differences? That is, would a different sample have results that might be completely different, or
can we be fairly sure that the observed differences are real and show up in the population as
well? This issue, often referred to as sampling error, deals with the fact that random samples
taken from a population will generally be a bit different than the actual population parameters,
but will be “close” enough to the actual.
case studieson Gentrification and Displacement in the Sa.docxcowinhelen
case studies
on Gentrification and Displacement
in the San Francisco Bay Area
Authors:
Miriam Zuk and Karen Chapple
Chapter 3: Nicole Montojo
Chapter 4: Sydney Cespedes, Mitchell Crispell, Christina Blackston, Jonathan Plowman, and
Edward Graves
Chapter 5: Logan Rockefeller Harris, Mitchell Crispell, Fern Uennatornwaranggoon, and Hannah Clark
Chapter 6: Nicole Montojo and Beki McElvain
Chapter 7: Celina Chan, Viviana Lopez, Sydney Céspedes, and Nicole Montojo
Chapter 8: Alexander Kowalski, Julia Ehrman, Mitchell Crispell and Fern Uennatornwaranggoon
Chapter 9: Mitchell Crispell
Chapter 10: Logan Rockefeller Harris and Sydney Cespedes
Chapter 11: Mitchell Crispell
Partner Organizations:
Causa Justa :: Just Cause, Chinatown Community Development Center, Marin Grassroots, Monument
Impact, People Organizing to Demand Environmental & Economic Rights (PODER), San Francisco
Organizing Project / Peninsula Interfaith Action , Working Partnerships USA
Acknowledgements:
Research support was provided by Maura Baldiga, Julian Collins, Mitchell Crispell, Julia Ehrman, Alex
Kowalski, Jenn Liu, Beki McElvain, Carlos Recarte, Maira Sanchez, Mar Velez, David Von Stroh, and
Teo Wickland. Report layout and design was done by Somaya Abdelgany.
Additional advisory support was provided by Carlos Romero. This case study was funded in part by
the Regional Prosperity Plan1 of the Metropolitan Transportation Commission as part of the “Regional
Early Warning System for Displacement” project and from the California Air Resources Board2 as part
of the project “Developing a New Methodology for Analyzing Potential Displacement.”
The Center for Community Innovation (CCI) at UC-Berkeley nurtures effective solutions that expand
economic opportunity, diversify housing options, and strengthen connection to place. The Center
builds the capacity of nonprofits and government by convening practitioner leaders, providing techni-
cal assistance and student interns, interpreting academic research, and developing new research out
of practitioner needs.
communityinnovation.berkeley.edu
July 2015
Cover Photographs: Robert Campbell, Ricardo Sanchez, David Monniaux, sanmateorealestateonline.com/Redwood-City, marinretail-
buzz.blogspot.com, trulia.com/homes/California/Oakland , bloomingrock.com, sharks.nhl.com/club/gallery, panoramio.com
1 The work that provided the basis for this publication was supported by funding under an award with the U.S. Department of Hous-
ing and Urban Development. The substance and findings of the work are dedicated to the public. The author and publisher are solely
responsible for the accuracy of the statements and interpretations contained in this publication. Such interpretations do not neces-
sarily reflect the views of the Government.
2 The statements and conclusions in this report are those of the authors and not necessarily those of the California Air Resources
Board. The mention of commercial products, their source, or their u.
Case Studt on KFC Introduction1) Identify the type of .docxcowinhelen
Case Studt on KFC
Introduction
1) Identify the type of business organization and strategies
2) Key players
Body
1. Opportunities
2. Threats
Closing/Conclusion
1. Make recommendations
2. Offer a plan for implementation
.
Case Study Crocs Revolutionizing an Industry’s Supply Chain .docxcowinhelen
Case Study Crocs: Revolutionizing an Industry’s Supply Chain Model for
Competitive Advantage
If the products sell extremely well, we will
build more in season, and will be back on the
shelves in a few weeks. And we’ll build even
more, and even more, and even more, in that
same season. We’re not going to wait with a
hot new product until next year, when hope-
fully the same trend is alive.
—Ronald Snyder, CEO of Crocs, Inc.1
On May 3, 2007, Crocs, Inc. released its results for the
first quarter of the year. The footwear company,
which had sold its first shoes in 2003, reported reve-
nues of $142 million for the quarter, more than three
times its sales for the first quarter of 2006. Net in-
come, at $0.61 per share was more than 17 percent
of sales, nearly four times higher than the previous
year.2 These results far exceeded market expecta-
tions, which had been for earnings of $0.49 per share
on $114 million of revenue.3 As part of the earnings
release, the company announced a two-for-one stock
split. Immediately after the announcement, the stock
price jumped 15 percent.
The growth and profitability of Crocs, which made
funky, brightly colored shoes using an extremely com-
fortable plastic material, had been astounding. Much
of this growth had been made possible by a highly
flexible supply chain which enabled the company to
build additional product to fulfill new orders quickly
within the selling season, allowing it to respond to un-
expectedly high demand—a capability that was previ-
ously unheard of in the footwear industry. This ability
to fulfill the needs of retailers also made the company
a very popular supplier to shoe sellers.
This success also raised questions about how
the company should grow in the future. Should it
vertically integrate or grow through product line
extension? Should it grow organically or through ac-
quisition? Would potential growth paths exploit
Crocs’ core competencies or defocus them?
CROCS, INC.
In 2002, three friends from Boulder, Colorado went
sailing in the Caribbean. One brought a pair of foam
clog shoes that he had bought from a company in
Canada. The clogs were made from a special mate-
rial that did not slip on wet boat decks, was easy
to wash, prevented odor, and was extremely com-
fortable. The three, Lyndon “Duke” Hanson, Scott
Seamans, and George Boedecker, decided to start a
business selling these Canadian shoes to sailing en-
thusiasts out of a leased warehouse in Florida, as
Hanson said, “so we could work when we went on
sailing trips there.”4 The founders wanted to name
the shoes something that captured the amphibious
nature of the product. Since “Alligator” had already
been taken, they chose to name the shoes “Crocs.”
The shoes were an immediate success, and word
of mouth expanded the customer base to a wide
range of people who spent much of their days stand-
ing, such as doctors and gardeners. In October 2003,
as the business began to grow, th.
Case Studies Student must complete 5 case studies as instructed.docxcowinhelen
Case Studies: Student must
complete 5 case studies
as instructed by course
materials. Fill out form below for 5 different people (imaginary is okay).
Master Herbalist Questionnaire
Date: _____________________
Name: _________________________________ Age: ______ Birth date:_____________
Address: ________________________________________________________________
Home Phone: _________________________ Work Phone:________________________
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Occupation: _______________________________________ Full Time Part Time
Living situation: Alone Friends Partner Spouse Parents Children Pets
What are your major health concerns and intentions for your visit today?
________________________________________________________________________
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Please list any other health care providers or consultants you are currently working with:
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Please list any current health conditions diagnosed by a medical doctor:
________________________________________________________________________
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Please use this form
as a source of
reference when
conducting your
Case-Studies.
Treat this part as information only as you are not to treat or prescribe treatment for any specific diseases
It is important to know if the client is receiving treatment from other practitioners and what these entail
Since legally you are not allowed to diagnose disease, it is helpful to get one from an MD
When was your last physical exam?
________________________________________________________________________
Please list all herbs, vitamins, and dietary supplements you are currently taking, includingdosage and frequency:
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List all medication.
Case Studies in Telehealth AdoptionThe mission of The Comm.docxcowinhelen
Case Studies in Telehealth Adoption
The mission of The Commonwealth
Fund is to promote a high performance
health care system. The Fund carries
out this mandate by supporting
independent research on health care
issues and making grants to improve
health care practice and policy. Support
for this research was provided by
The Commonwealth Fund. The views
presented here are those of the author
and not necessarily those of The
Commonwealth Fund or its directors,
officers, or staff.
For more information about this study,
please contact:
Andrew Broderick, M.A., M.B.A.
Codirector, Center for Innovation
and Technology in Public Health
Public Health Institute
[email protected]
The Veterans Health Administration:
Taking Home Telehealth Services to
Scale Nationally
Andrew Broderick
ABSTRACT: Since the 1990s, the Veterans Health Administration (VHA) has used infor-
mation and communications technologies to provide high-quality, coordinated, and com-
prehensive primary and specialist care services to its veteran population. Within the VHA,
the Office of Telehealth Services offers veterans a program called Care Coordination/
Home Telehealth (CCHT) to provide routine noninstitutional care and targeted care man-
agement and case management services to veterans with diabetes, congestive heart fail-
ure, hypertension, post-traumatic stress disorder, and other conditions. The program uses
remote monitoring devices in veterans’ homes to communicate health status and to cap-
ture and transmit biometric data that are monitored remotely by care coordinators. CCHT
has shown promising results: fewer bed days of care, reduced hospital admissions, and
high rates of patient satisfaction. This issue brief highlights factors critical to the VHA’s
success—like the organization’s leadership, culture, and existing information technology
infrastructure—as well as opportunities and challenges.
OVERVIEW
Since the 1990s, information and communications technologies—including tele-
health—have been at the core of the Veterans Health Administration’s (VHA’s)
successful system-level transformation toward providing continuous, coordinated,
and comprehensive primary and specialist care services. The VHA’s leadership
and culture; underlying health information technology infrastructure; and strong
commitment to standardized work processes, policies, and training have all con-
tributed to the home telehealth program’s success in meeting the chronic care
needs of a population of aging veterans and reducing their use of institutional
care and its associated costs. The home teleheath model also encourages patient
activation, self-management, and helps in the early detection of complications.
To learn more about new publications
when they become available, visit the
Fund's website and register to receive
Fund email alerts.
Commonwealth Fund pub. 1657
Vol. 4
January 2013
www.commonwealthfund.org
www.commonwealthfund.org
mailto:[email pro.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Model Attribute Check Company Auto PropertyCeline George
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Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
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.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Normal Labour/ Stages of Labour/ Mechanism of Labour
Running Head IMPACT ANALYSISIMPACT ANALYSIS5Impac.docx
1. Running Head: IMPACT ANALYSIS
IMPACT ANALYSIS 5
Impact Analysis
Nicholas J Ceo
American Military University
January 2017
Introduction
Impact analysis involves identification of overall consequences
that result from implementation of a given change in an
organization. Prior impact analysis is designed to eliminate
unexpected and possible issues that may occur when
accommodating change. The criteria look at proposed changes
and the overall impact to ensure it is managed. Sometimes
analysis calls for experimenting given changes on a small scale
before they are initiated. Therefore, each solution is subject to
2. sidelining and scrutiny for possible adverse impacts with
positive impacts being looked at on a minor level.
Coaching
Coaching is a solution suggested for employees in retention and
improvement of excellent skills. The impact of such a program
lies in its cost. To implement the program, the company will
incur expenses that may result in bankruptcy especially in the
department of strategic planning. Clients will have a positive
gain of getting new skills, but in the long run, the company will
make losses.
Coaching also disrupts the company’s timelines and operations.
This can be noticed in rescheduling operations to create time for
coaching and even do preliminary practices based on the
knowledge imparted.
The short-term impacts on clients and the entire human resource
lie in delayed production and delivery. This is because the
otherwise useful time is spent in learning new skills and
exercising them. Furthermore, some information offered during
coaching may differ with the skills already available. This will
create confusion among the employees as they are not used to
the skills. The result will be disruption of operations, and thus
the company may realize losses.
Continuous Process Improvement
The process involves a gradual change in processes.
Accommodating such a change lies in the difficulties it offers to
the organization regarding finance. To implement bitwise
changes, an organization must be ready to pause given programs
which in turn affects other operations. For instance, a
maintenance operation on its halts almost the entire production
process. This reduces the working hours of employees hence
may require compensation for time lost. The company, in turn,
makes losses for paying for costs of unproductive time.
The process may also disrupt managerial operations. This is
because the primary stakeholders will have to undertake
supervision and oversight during process improvement. The
3. later adds to the time lost and costs of compensation as well.
With the disruptions at work, some employs may resort to
resignation since they may not cope with the changes. Take for
example introduction of computers in an institution where
clients do not know the machine, and they have to use it; some
will prefer migration rather than learning the skill.
Brainstorming
Brainstorming is a useful method of finding possible solutions
and solving them. The impact of such an act only lies in overall
representation. Some silent employs may end up being victims
of other people’s ideas since they are not much talkative.
Brainstorming is problematic since it only uses concepts from
talkative individuals who want to express themselves.
Pink Bat thinking method
Pink bat thinking Involves a positive approach to problems. An
individual looks at a challenge as an opportunity. This is much
risky and can affect the entire human resource and the
stakeholders of a company. As much as one can maximize on a
problem, a simple error may lead to significant losses.
Furthermore, clients who have dealt with a similar issue and
failed tend to back off from it same to stakeholders thus some
of them may decide to leave the company given that some
changes are being implemented based on the problem.
Checklist Method
This method involves only stakeholders. They do come with
essential aspects and cause to given problems and provide their
version of solutions. It is not such a straightforward way
because employees feel less considered and privileged thus
demotivation. On the other hand, the problems dealt are not on a
full scale. Based on operations, the employee is a subject to the
solutions and may suffer under unintended circumstances.
4. References
Large-Scale, Real-Time Organizational Change.
(2017). Alumnus.caltech.edu. Retrieved 16 December 2017,
from http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html
Van Aken, J. E., & Berends, H. (2017). Problem-solving in
organizations. Cambridge University Press.
Running head: CLIENT PROBLEM
1
CLIENT PROBLEM 4
5. CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very
complex, competitive and dynamic. An organization has to keep
scanning the environment to see what it can do differently so as
to increase its productivity. Management problems have been
around from time immemorial, but their impact on the
performance of the organization cannot be ignored. These
challenges, then, have to be sorted out in the most effective way
possible so as to mitigate their effects on the organization.
Some of these problems include transparency, human resources
challenges and change management. In this research paper, we
are going to focus on human resource challenges experienced at
MTS Systems, evaluate their effect on the company performance
and measures that can be put in place to mitigate the effects of
this challenge.
One of the biggest challenge in the workplace today is
retention of skilled and talented workers. The way the
workforce is constituted today, there is a need for more than a
good salary to keep the talented people motivated and satisfied.
It has been observed that employees move and job-hop as they
seek to move up the ladder at the shortest time possible and also
in an attempt to meet their expectations and motivations which
are ever-changing and dynamic. The situation has been
6. compounded by the generational difference in the company
where there are older generations and the millennial, who are
driven, motivated and simulated by different factors. For
instance, the older generations are much more loyal to the place
of work and are less likely to job-hop. They are also more
patient and are much more responsive to financial rewards. On
the other hand, the younger generations are less loyal to the
company they work for, are less patient and will respond better
to recognition as well as feeling valued.
Today, managers have woken up to the realization that
their skilled staff has more options on their hands, especially
now that there are more advances in technology, given the
explosion in startup and entrepreneurs who are revolutionizing
the way things are done. Managers have to evaluate the hunger
in the workplace and focus on feeding it (Bondarouk & Ruel,
2009). There is need to focus on much more than just providing
a potential opportunity for promotion and job security.
Managers should focus on working with the other members of
top management in order to define roles, come up with career
progression paths that are extensive, enhancing creativity in the
workplace, enhancing the working environment, encouraging a
culture of collaboration and providing a system-wide mission
that will be adopted by employees in their daily operations.
Management of human resources extends even to the
communication amongst the different generations that are found
within the workspace in the organization. A younger generation
is usually accompanied by new advances in technology, new
ways of doing things, new challenges, new ways of thinking and
different reactions from the society. Presently, we have
millennials who are at home in the digital world and are spiteful
of analog methods. They also appear to be more aggressive,
lacking emotions and patience. This is also a generation that
wants to be efficient in what they do and wants to feel that they
bring about an impact at their workplaces. Technology promises
to do more work, with better quality output, with fewer
wastages and less time. The organization has had challenges
7. managing the passion of these young people. There have also
been challenges in dealing with the reactions from other
generations in regard to these new ways of thinking as opposed
to the traditional methods and finding common ground that will
promote respect and collaboration. A mix of the generations of
the teams is a benefit if there is the diversity is used as a tool
for bringing the best qualities to the table and pooling them
together.
Focusing on retaining staff and talent for longer periods of
time will go a long way in reducing costs associated with
recruitment, training, and orientation of new staff. It will also
be important for the maintenance of good performance as there
will be little time lost in training of new staff and before they
become productive. In order to retain employees, the
organization needs to enhance the adoption of a company
culture that is appealing and that engages employees in two way
communication (Hendry, 2012). In this way, their needs will be
understood and steps that should be taken to make their
environment more conducive. Communication between various
generations will be better handled if there is the inculcation of a
culture that encourages respect, collaboration, and co-operation
towards achieving a common goal. In dealing with the younger
generation, there is need to provide better structures, mentors,
effective leadership, and guidance. At the same time, it is
important to encourage the millennials to embrace their can-do
attitudes and bring solutions in the workplace instead of trying
to confine them to certain ways of doing things. The
management can also take advantage of their levels of comfort
working as teams and use these groups to brainstorm and come
up with solutions for various challenges. In this way, the
organization will achieve greater levels of success.
8. References
Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic Human
Resource Management: challenges in the digital era. The
International Journal of Human Resource Management, 20(3),
505-514.
Hendry, C. (2012). Human resource management. Routledge.
Running head: RISKS AND REWARDS
1
RISKS AND REWARDS
2
Risks and Rewards
Nicholas J Ceo
American Military University
27 December 2017
9. Risks and Rewards
Risk analysis of each proposed solution
Each of the different solutions proposed to address the problems
and issues facing MTS Systems Corporation has a positive
impact on client satisfaction. Besides this, it helps the
organization retain its best talent and develop the skills and
experiences of their employees (Thornton, 2004). Nonetheless,
implementing these solutions is not a guaranteed direction to
success; there are some underlying threats that need to be
identified before they adversely affect the organization. The
risk assessment of every solution is as follows;
i. Brainstorming
This method calls for participation of the thoughts and ideas of
the organization’s employees. The underlying risk in this
method is that the top management may receive contributions
from only the talkative members of the workforce who may not
have the right information to help solve the challenge.
Nonetheless, this is a good approach to improve communication
across different departments and job classes. Another risk of
this approach is that there be a division between the different
generations of the employees; for example, a case where the
millennials would not prefer to share with the older generation
due to fear of being undermined.
ii. Coaching
This practice involves employee training to enhance skill,
experience, and knowledge. Coaching will bring changes in the
structuring of the roles and responsibilities of some of the
employees. There more experienced employees will be required
to guide the un-experienced employees. Taking this action
introduces the risk of the passing of misleading or biased
10. information and knowledge from one generation to another
making it hard to identify the cause of failure (Aartsengel, &
Kurtoglu, 2013). It will also be necessary for each department
to have a trainer. This will cost the organization an extra salary
for the training services.
iii. Pink Bat Thinking Method
Improving the relationship between the management and the
employees through this method poses a risk to the adherence of
the protocol and the respect of authority in the corporation.
MTS Company may change some of the organization’s
operations in order to favor the employee and end up losing
some of its customers due to the changing of the business
image.
iv. Checklist Method
This might is a cost-effective approach which only engages the
efforts of MTS top management. By coordinating this process
among the different concerned stakeholders, the company will
be able to have different ideas on ways to retain most of its
skilled and talented employees. However, when ranking the
issues hindering the company from achieving its goals, it might
not show the exact situation on the ground as the issues keep
changing time and again. The risk, in this case, is relying so
much on this method without consulting with the employees
themselves.
v. Continuous Process Improvement
This method adds an additional cost to the company and
consumes a lot of the available resources in the company for it
to be successful. This process might also affect the productivity
of the teams involved in it especially if they are expected to
carry out other crucial roles in the company. Instead of
encouraging the employees to continue serving the company,
this method might even make them want to leave the company
sooner due to the tightening of procedures in the company.
11. References
Aartsengel, A. & Kurtoglu, S. (2013). Handbook on continuous
improvement transformation: the lean Six Sigma framework and
systematic methodology for implementation. Berlin New York:
Springer.
Thornton, A. (2004). Variation risk management: focusing
quality improvements in product development and production.
Hoboken, NJ: Wiley.
Running head: CLIENT SELECTION
2
CLIENT SELECTION
Nicholas J Ceo
American Military University
12. 6 December 2017
MTS Systems Corporation is a supplier of test systems as
well as industrial position sensors all over the globe. The
company deals with hardware and software solutions with the
aim of accelerating and improving the design, development, and
manufacture of products and structures. MTS operates in two
segments, one which deals with sensors and the other with tests.
The test department focuses on providing testing solutions that
include software, hardware, and testing services. The sensors
segment is keen on providing products to be used in mobile
equipment and industrial tools manufacture in order to automate
their operations, thus enhancing safety and productivity of the
end users. The organization also provides tools to measure
displacement in fluids, for instance, liquid levels for clients in
industrial processes.
The organization provides a solution is an organization
that seeks to pioneer in technology and provides unmatched
expertise. Engineers depend on accuracy, certainty, and
measurements to do their work, to conduct research and
transform ideas into results that are tangible and working. MTS
Systems is a corporation that is fully dedicated to this
transformation in a manner that is faster, more efficient, easier
and more successful. The company was established in 1966 with
its headquarters at Eden Prairie, Minnesota and has since that
time worked in partnerships with engineers worldwide.
MTS Systems has had impressive performance over the
years with revenues of about seven hundred and eighty million
dollars in the 2016-2017 financial year, up from six hundred
and fifty million dollars the previous year. This represents a
13. 38.4% growth in revenue. Profitability has also grown over the
years, and the strong performance is expected to continue into
the near future. Nevertheless, the performance would be much
better if the existing management problems are dealt with.
Running Head: ORGANIZATIONAL PROBLEM SOLVING
ORGANIZATIONAL PROBLEM SOLVING
4
Organizational Problem Solving
Nicholas J Ceo
American Military University
22 December 2017
Abstract
Organizational problem solving goes beyond mere decision-
making processes. Therefore, practical problem solving has to
involve the entire organization. As an organization, everyone
from the senior management to the subordinate staff is an
essential entity in problem resolving. Some of the issues in an
organization arise from the management as well as the human
resource (employees). Therefore, problem-solving methods are
formulated in dealing with the problems the company is facing.
Furthermore, problem-solving targets increases quality and
productivity of a company making it an essential process of any
business organization.
Keywords: organization, problem-solving
Problems at MTS Systems Company
· Increased Difficulties in retention of skilled workers.
14. · Generational differences.
· Ineffective organizational communication.
· Low output,
Identified Problem Solving Methods
· Brainstorming.
· Pink Bat thinking.
· Continuous process improvement.
· Coaching.
· Checklist method.
Brainstorming
The method involves generation of ideas by a group. A problem
(s) is identified, and individuals give their version of solutions
to the problem. Viable concepts are defined and can be taken
for action in the company. During brainstorming, no criticism,
as well as judgment, is made to the ideas presented.
Brainstorming allows for acquisition of free and open views that
can be useful to the company. There are no worries of egos and
other associated personality traits.
For MTS, brainstorming can be utilized in identifying the cause
as to why employees drop out as well as addressing the possible
solutions. For instance, the top management will find an
opportunity for interacting with employees and break the barrier
that may result in ineffective organizational communication.
Coaching
Coaching refers to skill enhancement by providing part-time
15. employee training. A given area of improvement is first
identified, the necessary trainers are availed, and training is
done in the working place. Coaching is the best way to skill
development in an organization.
Provision of coaching services can solve the problem of
generational differences. Since the current generation of
employees is equipped with modern technological skills, the
pioneer employs at the company can be offered to coach in
existing technical skills and knowledge to bridge the
generational skill-gap between them. Coaching will, therefore,
ensure that all the employees are at the same skill level.
On the other hand, skill enhancement will give the company a
competitive advantage. Since the company aims at the
production of quality systems, skill enhancement will result in
quality output as per their needs and goals.
Pink Bat thinking method
Pink bat thinking Involves a positive approach to problems. An
individual looks at a challenge as an opportunity. The technique
is useful in strategic planning concerning the prevailing
conditions in an organization. The issues facing MTS systems
company can be handled as an opportunity. The central area to
be exploited about MTS company issues is one on one meeting
with employees. The act results in improvement of management
and employee relationship. Besides, the company can go beyond
limits and explore through case studies hence finding new
opportunities to exploit. Therefore, the entire scenario should
be treated as a chance to improve rather than a problem to be
solved.
Checklist Method
The method entails prioritizing. Matters of importance are given
the priority. Various problems are identified, management
16. levels are highlighted, and attention is given to each according
to the level of significance.
MTS as a company can identify the problems that hinder
achievement of their goals. This is known as the causes.
Various stakeholders are then given an opportunity to look at
the matter and probe into it. MTS then reaches out to diverse
affected departments to assess the possible causes of the
problem using any of the methods mentioned earlier. The
critical areas to be given more attention at MTS are related to
the human resource. Thus it should be given utmost care.
Continuous Process Improvement
The method involves bitwise development rather than
immediate wholesome process improvement. Procedures and
processes are attended to each at a time. A cause of a problem is
identified, target objectives and solutions are formulated, the
necessary measures and tools are out in place and finally, the
whole process is implemented.
MTS as a company can use this method to regain its high output
standards and competitiveness. They can implement the plan by
identification of critical problems especially in the human
resource and apply necessary measures within a given
predetermined schedule. For instance, retention of skills can be
employed as a strategy and implemented slowly starting with
creating a motivation plan for the employs to boost employee
productivity.
References
Large-Scale, Real-Time Organizational Change.
(2017). Alumnus.caltech.edu. Retrieved 16 December 2017,
from http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html
Van Aken, J. E., & Berends, H. (2017). Problem-solving in
organizations. Cambridge University Press.
17. Running head: REASSESSMENT AND ADJUSTMENTS
1
REASSESSMENT AND ADJUSTMENTS
2
Reassessment and Adjustments
Nicholas J Ceo
American Military University
January 2017
Introduction
The reassessment and adjustment phase evaluates all the
processes to ensure that there is a continuous effective
management and also make sure that there is no process that
should be changed for the continuity or objective of having a
sustainable public value (Bondarouk & Ruel, 2009). This stage
requires a strategic analysis of the management process and it is
often associated with replacing, updating, changing as well as
terminating strategies and processes that are not working. The
process evaluation reviewed the problem statement as well as
the organizational needs and this included the proposed
solutions together with the identified impacts and risks. It was
determined that sound recommendations and practices be laid
out for effective implementation of the system. Hence the
recommended resolutions were very effective and they can have
a significant and lasting impact for the organization. This paper
will focus on reassessing and adjusting the various solutions
that were proposed and provides reasons and solutions for the
organization to continue implementing its strategic plan.
In every organization, change can be seen but progress may be
hard to see. Progress describes the process where an
18. organization heads to the right direction with the intention of
making its vision or goal a reality (Large-Scale, Real-Time
Organizational Change, 2017). Therefore, it is significant to
stress that leadership plays an essential role in making progress
to be effective and thus operations in the organization have to
be restricted to situations that need change. The main solution
to the problem of employee retention in the organization
includes retraining of employees in every section of personnel
processing or training.
Firms that train their employees often reap the rewards mainly
because well trained staff helps in increasing profits and
productivity. Investments that are made by business firms in
employee training are beneficial because they help in enhancing
customer satisfaction, employee retention rate, improve
creativity for new ideas and products. Effectively training
employees’ saves labor cost through reducing the time that is
spent on solving issues or problems and in the long run it saves
money because of the production of a better workforce.
A company’s financial standing can be improved through
training investments. There is always poor performance in an
organization where employees do not know how to do their
jobs, what they are supposed to do or even why they require
working in a specific way. Training effectively can assist in
solving these issues through explaining the job details. This
reduces duplication of the efforts made in the workplace as well
as the time that is spent in correcting mistakes. It also helps in
problem solving and in correcting poor performance. Also,
improved performance from employee training can minimize
employee turnover, reduce maintenance costs through reducing
equipment breakdowns and hence lead to less customer
complains (Van Aken & Berends, 2017). Effective employee
performance generally develops less need for supervision and it
also ensures there is an increased work output.
19. Training employees plays a fundamental role in their
commitment to the organization. Programs involving employee
training have to meet the requirements as well as employee
expectations(Hendry, 2012). Employees are more likely to be
retained in a company where they receive training that is more
relevant to their job and thus have a positive commitment to the
organization. The best training program comprises of
management giving employees the best and accurate information
and communicating concerning the training as well as ensuring
the program is relevant to the work that employees do.
For a firm that has lost workers, there are several factors that
determine whether a specific training program will be effective.
This depends on the number of workers that are leaving a firm.
For instance, employing temporary workers in places that were
initially held by former employees can save employment costs.
The management can identify if a training program will work
out by evaluating the increasing employee workload that may be
caused by vacancies. They can also evaluate the tension and
stress from turnover and the reducing employee turnover and
morale. This in the end affects their productivity and quality of
production.
Conclusion
The reassessment process has found that Job satisfaction in
general increases when employees are trained and training them
also enhances their self-esteem because they are able to
understand how the firm works. Training staff improves morale
when doing a job and increases loyalty to the job. Employees
that have a belief that their organization provides the best
opportunities for training are less likely to leave the firm within
a year of training compared to employees that receive poor
training opportunities.
References
20. Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic Human
Resource Management: challenges in the digital era. The
International Journal of Human Resource Management, 20(3),
505-514.
Hendry, C. (2012). Human resource management. Routledge.
Large-Scale, Real-Time Organizational Change. (2017).
Alumnus.caltech.edu. Retrieved 23 December 2017, from
http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html
Van Aken, J. E., & Berends, H. (2017). Problem-solving in
organizations. Cambridge University Press.
Running head: NEEDS ASSESSMENT
1
NEEDS ASSESSMENT
5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
21. A needs assessment is a systematic process of exploring the way
things are at the present and the way they should be ideally.
These factors are usually crucial in the performance at an
individual level to the organizational level (Rouda & Kusy,
1995). A needs assessment is a continuous process of
evaluation, with the objective of connecting the performance
problems experienced in an organization and performance
opportunities to human performance efforts that are specific. It
also involves the process of differentiating the specific
performance problems which will be solved through additional
training from those that need other management measures. The
main aim of this paper is to develop a needs assessment for
MTS Systems Corporation.
The management problem at MTS is a human resources
management problem One of the biggest challenges is the
retention of workers who are skilled and talented. There are also
generational differences amongst the work force, bringing with
it a challenge in that the different groups respond differently to
different situations, hence need to be handled differently. The
management also has to deal with communication at the
workplace and keeping the employees motivated in order to
enhance performance. The performance of the company is
impressive, with strong growth and revenue of around seven
hundred and eighty million dollars. The bottom line is also very
encouraging. This performance, however, is way below the
expected performance which was projected to be over a billion
dollars in revenue and a quarter billion dollars in profits. This
goal hasn’t been achieved yet but based on the strong
performance of the organization, together with good
management, the target may be achieved.
The mission of the organization is to be a leader in innovation
in the manufacture of measurement and testing solutions so as
22. to enable the success of their customers. The mission is related
to the desired performance in that it the mission statement will
provide a drive for the staff to be the best in what they do, and
in this way improving the performance of the organization as a
whole. The management problems are experienced within the
whole company and aren’t just experienced within specific
departments.
In conducting a needs assessment, several steps will be
followed. One will be performing a GAP analysis. This step will
seek at establishing the actual level of performance of the
organization and the employees in comparison to the standards
which have been set (Rouda & Kusy, 1995). In order to do this,
the current situation will be determined first. The skills,
knowledge and abilities that the current employees have. This
analysis ought to take into consideration the goals of the
organization, the business climate and constraints, both internal
and external. The desired situations are the conditions that are
desired for the organization to achieve success. This analysis
will focus on the abilities, skills and knowledge that will be
needed to achieve achievement of set goals. The gaps that exist
between the current and desired situations will point out the
needs of the company. Customer care in the company is good in
the company but with additional training, it can be taken a
notch higher. There is also high competition in the market since
several new entrants have started fighting aggressively for
market share. For this reason, there is need.
The second step is to identify the priorities and the
importance of each action. The first step produces a big list
with needs for career development, training and organization
development and other interventions that have been identified.
All these factors will be examined in light of their importance
to the organization in regards to the constraints, organizational
goals and realities that exist (Rossett & Sheldon, 2001). Due to
this, the needs that are identified will be determined if they are
real, worth addressing, are important to the organization and are
urgent in regard to the requirements and needs of the
23. organization. The customer service training should be
prioritized since it will impact directly on the clients, who are
the kings in the business. The training will also be more cost
effective when compared to the cost of the problem, which is
significant. On top of this, customer service will encompass
almost every aspect of the company. Good service will meet the
needs of the customers, who spread the word to their friends, to
the benefit of the company.
The next step is to identify the causes of problems in
performance and the opportunities that exist therein. At this
point, needs of the organization and individuals have been
focused on and prioritized, this next step is aimed at identifying
the specific areas that present problems and opportunities
(Rouda & Kusy, 1995). People ought to know what the
performance requirements and if the solutions applied will be
appropriate. In order to do this, two questions will be asked.
One will be whether the employees are doing the jobs they are
entrusted to do effectively. The next will be if they have the
right skills in order to their jobs effectively. This will require
the investigation of employees on their jobs, in depth, for both
present and future times.
The fourth step will be to identify the possible growth
opportunities and solutions. If the employees are doing their
jobs effectively, then they shouldn’t be interfered with.
Nevertheless, training, or some form of intervention would be
justified if it has sufficient importance in growing the
performance into new levels (Rossett & Sheldon, 2001).
Training could be a solution in case there is a gap in the
knowledge.
24. References
Rossett, A., & Sheldon, K. (2001). Analysis. Retrieved from
Big Dog' s and Little Dog's Performance Juxtaposition:
http://nwlink.com/~donclark/analysis/analysis.html
Rouda, R. H., & Kusy, M. E. (1995). Needs Assessment: The
First Step. Technical Association of the Pulp and Paper
Industry.