Running head: ORGANIZATIONAL CHANGE 1
ORGANIZATIONAL CHANGE 2
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Name
Institution
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Introduction
Organizational change aims to improve business processes, culture, and technologies to suit industry trends or position the organization according to its goals and objectives. A systematic approach is necessary for successful implementation of organizational change to avoid uncertainties that arise due to the shocks precipitated by the change process. While change is mostly inevitable, inherent human rigidity to change demands an understanding of the right techniques and procedures to overcome the hindrances to organizational change and improvement (Sarkar & Osiyevskyy, 2018). In essence, change aims to improve performance on such aspects such as profitability, adaptability to technology and market positioning. Aspects of measuring performance compare the set or preferred standards against the actual performance of the business. The goals and objectives of the business are the guiding frameworks for implementing change either in the short-term or long-term. Hence, this paper explores the processes of implementing successful organizational change through performance technology and the evaluation of the impact of the change process on human resources.
Problem Statement
Business stagnation and failure are a result of the inability of the management to synthesize performance indicators and develop appropriate change strategies that trigger positive growth. Additionally, organization failure may result from an inability to implement change strategies that reflect business adaptation to technology successfully. Human rigidity to change as an obstacle to this successful implementation to change is the main focus when strategizing on the change process. Efficient change strategies do not necessarily result in positive organizational performance unless the right techniques and processes are in place. Therefore, performance technology aims to utilize key performance indicators to align change management strategies to organizational functions. Since human resources form the central part of the business change process, their perceptions and attitudes towards change are critical in avoiding failure.
Organizational Performance
Performance measurement assesses the actual achievement of the business against the set goals and objectives. The dynamic business world demands that organizational leaders stay alert to changes within the industry and come up with strategies to retain and improve their market share. Thus, performance measurement provides a more detailed and specific indicator of the business performance direction hence helping the leaders to adjust their strategies accordingly. Micheli & Mari (2014) in th.
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY Comment by Anne Richards: Report format required with table of contents, executive summary (succinct overview of whole report, about one page.
Change management planning process within an organization development model
Executive summary
Introduction
Organizations in the present day are in a constant state of change. This is necessary as they respond to the call of the fast-changing business environment in which they operate. External, internal, global, and technological environments are fast-changing hence the need to change a management strategy (Butler, 2015). √ This has a meaning that workplace systems together with strategies must continually change to adapt to these trends. A case study is presented in this paper where the management is to plan and communicate changes in senior management and additional stuff. The key emphasis is given to the way, the management is going to plan, communicate and ensure the organizations adopts these changes without affecting the morale of workers. It will be argued that a comprehensive communication strategy is Comment by Anne Richards: There has to be a significant change to ethos of business eg expansion overseas or takeover/merger
essential …
Change management planning process within an organization development model
A good management change plan can bring a smooth transition and incorporation of changes in an organization. This plan will ensure employees are well guided in the whole process of change. Comment by Anne Richards: Write this as an argument statement and put in Executive Summary
Introduction
Studies have shown that There is a 70 % failure rate in the incorporation of changes in an organization. The biggest obstacle has been negative attitudes from employees (Pollack, 2015). How do we then curb this ugly side of the organizational changes? The following are smooth steps that will help plan for the changes in employee structure. Comment by Anne Richards: First sentence but provide soutce
Defining the change clearly and aligning it with the business goals; employees should be notified about the changes and be educated on how it is in line with business goals and objectives. Clear communication and explanation of the change and how it relates to the business mission, vision, objectives, and strategy will give employees an insight into the importance of these changes. Employees should be notified about the changes, provided regular updates and be educated on how it is in line with business goals and objectives. Determination of the impacts of the affected group will be key in carrying out the changes. It is a heart taking moment for senior employees to be demoted in this case or for their roles to be merged and one or two employees retrenched. Comment by Anne Richards: Rewrite as one complete strong sentence Comment by Anne Rich ...
Organizational Change Models
Introduction
Change management models are models that are used by organizations in order to ensure swift change management. In order to apply change in an organization then the management needs to adhere to certain principles to effect the change. Different organizations experience different situations; thus they prefer different models. Change cannot be forced on employees and the organization at large therefore the change needs to be achievable, measurable, and realistic. Some of the important
aspects
in developing of the models are the role of the leaders in the change, the communication process, and overcoming resistance to change. This paper will focus on McKinsey’s – 7’s framework and the Kurt Lewin change management model in respect to the three important aforementioned aspects of change management models.
The McKinsey’s 7-s framework was developed in the 1980’s by Tom Peters and Robert Waterman, who were consultants working for McKinsey & Company consulting firm. The model has stood the test of time as it has been able to be relevant till date. This model centers on seven internal factors or aspects that any organization need to be aligned in order for it to be successful. The model can be used in a wide variety of company situations, making it a universal model. The model helps the management to determine how best they can implement a proposed strategy, determine the probable effects of company changes in the future and to improve the general performance of the company.
The seven elements in McKinsey’s model are broadly categorized in to either hard elements or soft elements. The soft elements are intangible and difficult to describe; they include skills, shared values, staff and style. On the other hand, hard elements are easily identifiable, concrete and can be easily be influenced by the management. The hard elements are; systems, structure and strategy (Waterman, Peters & Phillips, 1980).
In order for an organization to succeed then it needs a strategy to do that. The strategy can be attained through setting of objectives and performance metrics of both the employees and the organization. The organization should implement strategies that are geared towards dealing with the competitive pressure and gaining competitive advantage. The strategic plan should be able to deal with client needs and at the same time adapt to the dynamic environmental changes in the business world. The structure of an organization in defining its success, the structure entails how the company or its workforce is divided and the hierarchy. Various departments should be able to coordinate effectively. The structure of the organization defines how the team members align and organize themselves, and the lines of communication present in the organization.
An organization has many systems that run the organization e.g., the IT system and HR system. These systems should be in such a way that it works properly with the culture.
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.
CHANGE MANAGEMENT 4
Rollout of a change management initiative.
Ulysses Edwards
May 23, 2021
Introduction
Change refers to the process of an organization moving from one state of affairs to a different one through actions that might interfere with the way of operations (Marshall and Nielsen, 2020). For a chance to be successful, the environment within the organization has to shift from one point to another. Organizations rely on new ideas and strategies for growth and success in their various industries; therefore change is always an important factor within the business.
The strategies and methods used by the organization to implement change and ensure success are known as change management. The process is made up of three phases, preparation for the change, implementing the changes then monitoring of the progress. In the process of change management, organizations especially leaders are faced with various challenges and barriers that have to be controlled and minimized. The major stakeholders can use various tools to assist in the process of implementing the defined changes. The main objective of this paper is to evaluate how change management initiatives can be implemented. It will also point out the barriers that organizations are likely to face during the change process. Effective tools that can be used for change management will be recommended.
Literature Review
Different factors cause change within organizations, they can be categorized as internal and external factors (Kalenda et al., 2018). These changes happen in different ways and they affect both the internal and external environment of a business. There is a relationship between objectives and organizational change which means change management should undergo proper planning to ensure a smooth implementation process as well as attainment of the set goals and objective (Stouten et al., 2018). For a better competitive advantage, the stakeholders involved should be well-coordinated to ensure an effective and efficient transformation.
Changes that have been planned for the long term are more likely to contribute positively to the organization through success and a better organizational culture. Management and the employees should coordinate which means it is important for the different types of change to be understood (Saludung, 2017). Human behavior is an important component in the implementation process which means the change practitioners should align the goals, individuals’ perspectives and the employees’ perspectives with the change to be implemented. Organizations should on maximizing resources and minimizing costs in their implementation plans to bring a positive impact.
Change Management Process
Organizations should have internal processes and structures that encourage change since it is an essential component for growth. Adaptation is therefore important for a ...
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY Comment by Anne Richards: Report format required with table of contents, executive summary (succinct overview of whole report, about one page.
Change management planning process within an organization development model
Executive summary
Introduction
Organizations in the present day are in a constant state of change. This is necessary as they respond to the call of the fast-changing business environment in which they operate. External, internal, global, and technological environments are fast-changing hence the need to change a management strategy (Butler, 2015). √ This has a meaning that workplace systems together with strategies must continually change to adapt to these trends. A case study is presented in this paper where the management is to plan and communicate changes in senior management and additional stuff. The key emphasis is given to the way, the management is going to plan, communicate and ensure the organizations adopts these changes without affecting the morale of workers. It will be argued that a comprehensive communication strategy is Comment by Anne Richards: There has to be a significant change to ethos of business eg expansion overseas or takeover/merger
essential …
Change management planning process within an organization development model
A good management change plan can bring a smooth transition and incorporation of changes in an organization. This plan will ensure employees are well guided in the whole process of change. Comment by Anne Richards: Write this as an argument statement and put in Executive Summary
Introduction
Studies have shown that There is a 70 % failure rate in the incorporation of changes in an organization. The biggest obstacle has been negative attitudes from employees (Pollack, 2015). How do we then curb this ugly side of the organizational changes? The following are smooth steps that will help plan for the changes in employee structure. Comment by Anne Richards: First sentence but provide soutce
Defining the change clearly and aligning it with the business goals; employees should be notified about the changes and be educated on how it is in line with business goals and objectives. Clear communication and explanation of the change and how it relates to the business mission, vision, objectives, and strategy will give employees an insight into the importance of these changes. Employees should be notified about the changes, provided regular updates and be educated on how it is in line with business goals and objectives. Determination of the impacts of the affected group will be key in carrying out the changes. It is a heart taking moment for senior employees to be demoted in this case or for their roles to be merged and one or two employees retrenched. Comment by Anne Richards: Rewrite as one complete strong sentence Comment by Anne Rich ...
Organizational Change Models
Introduction
Change management models are models that are used by organizations in order to ensure swift change management. In order to apply change in an organization then the management needs to adhere to certain principles to effect the change. Different organizations experience different situations; thus they prefer different models. Change cannot be forced on employees and the organization at large therefore the change needs to be achievable, measurable, and realistic. Some of the important
aspects
in developing of the models are the role of the leaders in the change, the communication process, and overcoming resistance to change. This paper will focus on McKinsey’s – 7’s framework and the Kurt Lewin change management model in respect to the three important aforementioned aspects of change management models.
The McKinsey’s 7-s framework was developed in the 1980’s by Tom Peters and Robert Waterman, who were consultants working for McKinsey & Company consulting firm. The model has stood the test of time as it has been able to be relevant till date. This model centers on seven internal factors or aspects that any organization need to be aligned in order for it to be successful. The model can be used in a wide variety of company situations, making it a universal model. The model helps the management to determine how best they can implement a proposed strategy, determine the probable effects of company changes in the future and to improve the general performance of the company.
The seven elements in McKinsey’s model are broadly categorized in to either hard elements or soft elements. The soft elements are intangible and difficult to describe; they include skills, shared values, staff and style. On the other hand, hard elements are easily identifiable, concrete and can be easily be influenced by the management. The hard elements are; systems, structure and strategy (Waterman, Peters & Phillips, 1980).
In order for an organization to succeed then it needs a strategy to do that. The strategy can be attained through setting of objectives and performance metrics of both the employees and the organization. The organization should implement strategies that are geared towards dealing with the competitive pressure and gaining competitive advantage. The strategic plan should be able to deal with client needs and at the same time adapt to the dynamic environmental changes in the business world. The structure of an organization in defining its success, the structure entails how the company or its workforce is divided and the hierarchy. Various departments should be able to coordinate effectively. The structure of the organization defines how the team members align and organize themselves, and the lines of communication present in the organization.
An organization has many systems that run the organization e.g., the IT system and HR system. These systems should be in such a way that it works properly with the culture.
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.
CHANGE MANAGEMENT 4
Rollout of a change management initiative.
Ulysses Edwards
May 23, 2021
Introduction
Change refers to the process of an organization moving from one state of affairs to a different one through actions that might interfere with the way of operations (Marshall and Nielsen, 2020). For a chance to be successful, the environment within the organization has to shift from one point to another. Organizations rely on new ideas and strategies for growth and success in their various industries; therefore change is always an important factor within the business.
The strategies and methods used by the organization to implement change and ensure success are known as change management. The process is made up of three phases, preparation for the change, implementing the changes then monitoring of the progress. In the process of change management, organizations especially leaders are faced with various challenges and barriers that have to be controlled and minimized. The major stakeholders can use various tools to assist in the process of implementing the defined changes. The main objective of this paper is to evaluate how change management initiatives can be implemented. It will also point out the barriers that organizations are likely to face during the change process. Effective tools that can be used for change management will be recommended.
Literature Review
Different factors cause change within organizations, they can be categorized as internal and external factors (Kalenda et al., 2018). These changes happen in different ways and they affect both the internal and external environment of a business. There is a relationship between objectives and organizational change which means change management should undergo proper planning to ensure a smooth implementation process as well as attainment of the set goals and objective (Stouten et al., 2018). For a better competitive advantage, the stakeholders involved should be well-coordinated to ensure an effective and efficient transformation.
Changes that have been planned for the long term are more likely to contribute positively to the organization through success and a better organizational culture. Management and the employees should coordinate which means it is important for the different types of change to be understood (Saludung, 2017). Human behavior is an important component in the implementation process which means the change practitioners should align the goals, individuals’ perspectives and the employees’ perspectives with the change to be implemented. Organizations should on maximizing resources and minimizing costs in their implementation plans to bring a positive impact.
Change Management Process
Organizations should have internal processes and structures that encourage change since it is an essential component for growth. Adaptation is therefore important for a ...
1690 ORGANIZATIONAL CULTURE AND STRATEGY. HOW DOES IT WORK.docxfelicidaddinwoodie
1690
ORGANIZATIONAL CULTURE AND STRATEGY. HOW DOES IT WORK?
AN EMPIRICAL RESEARCH
Vele Cristian-Liviu
Department of Economics, Faculty of Science, "Technical" University, Cluj Napoca,
North University Centre Baia Mare, Romania
[email protected]
Abstract: Why do some companies fail in their efforts to implement competitive
strategies? Why do others win in implementing competitive strategies? Of course
the reasons behind every fail and every win are numerous and can be related to
insufficient resources, lack of information, changes in the external environment, etc.
But let’s say that two companies, trying to implement a competitive strategy, have
the necessary resources, information and the environment is relatively calm.
Although the two companies have the same opportunity in implementing the
strategy, only one is successful in its efforts, while the other fails. Why? One
possible answer and one of the most plausible causes behind this fail is the
resistance to change. Strategies are designed to increase the company’s overall
performance by strengthening its capabilities and core competencies and by
eliminating the inefficient activities and processes. But, this phenomenon will
change the way in which things are done inside the company. This, in term, will
change the culture which defines that organization. Facing this threat, employees
will try to maintain things as they were, while managers are trying to implement the
new strategy to gain competitive advantages. As a consequence of this conflict, the
new strategy will most likely fail in its implementation, causing negative effects on
the company. This article wishes to provide a theoretical and empirical view on the
importance of having a dynamic organizational culture designed to sustain new
strategic initiatives. To underline this importance, an empirical study was conducted
on several Romanian construction companies with the intent of revealing the
correlations between a supportive culture and strategy. In conducting this study the
main objective was to reveal if companies characterized by a supportive and
dynamic organizational culture are more likely to have a strategy formulated and
implemented.
Keywords: organizational culture, strategy, strategic management, construction
industry
JEL classification: M14, L74, L20
1. Introduction
The business environment today is forcing the companies to focus their efforts onto
gaining more clients and increasing the overall level of efficiency and performance.
Thus, the quest to identify sustainable competitive advantages has become more
important than ever before. According to Michael Porter (Porter, 1985, p. 1)
competition is the most important element which influences the companies’ success
or fail, by dictating the action which must be taken regarding performance and
innovation, organizational culture and efficient implementation of competitive
strategies designed to position the com ...
What Are Organization Development Interventions, Why Do They Matter, And How ...Saumya876452
Our goal is to present a basic understanding of organizational development, what it entails, and some examples of common OD interventions and how it operates.
20 Management ServicesSummer 2012 Change Management
Effective Change Management:
The Simple Truth
I
n a previous life I remember
walking into my new boss's
office for my induction talk
- it was my first day of my first
people management job and
I was full of excitement and
anticipation. Then he sat me
down and said: "Your job is
to get the unwilling to do the
impossible for the ungrateful."
I nearly turned around
and walked back out the
door! If we put our hands
on our hearts how many of
us would admit that change
management sometimes
feels like this? A recent
change management study
by Towers Watson surveyed
over 600 organisations that
have recently gone through
significant change and
unearthed the practices that
are at the heart of effective
change management. They are
simple truths and can make
the difference between success
and failure in many cases, but
evidence suggests that they
are often forgotten when in
the midst of a challenging
change project.
It is a fact that change is
a constant reality for any
organisation looking to
survive and thrive in these
turbulent and uncertain
times. When you boil it
up, change is about doing
things differently or doing
different things. Whether
you have to change, help
others change or define what
the change is, we all have a
vested interest in getting it
right. Our recently published
research shines a light on
what those organisations
that are effective at change
management have in common
when it comes to managing
change. So bearing this in
mind, the first issue to put to
bed is what do we mean here
when we say 'effective change
management'? In a nutshell,
if change programmes
achieve their stated goals on
time and within budget and
deliver sustainable benefit
then that would fit most
people's definition. We used
this definition to classify
organisations that are really
good at change management
and then looked at what they
did well in comparison with
their peers.
Significantly and perhaps
not surprisingly, we also
found that those businesses
that plan and execute change
well are also the ones that
are outperforming their
peers when it comes to
bottom line performance.
Companies highly effective
at both communication and
other change management
activities are 2.5 times as likely
to outperform their peers that
are not highly effective in
either area.
So considering the
prevalence of change -
and the effect of change
management on bottom-line
performance - there are plenty
of reasons to take a hard look
at how those organisations
are approaching change
management and to learn the
lessons.
From our research we
found that the following
are self-evidently true
Effective change management
is a little bit art and a little
bit science. The best change
practitioners balance rational,
data driven approaches with
a deep understanding of
emotional drivers. It's about
understanding the unique
needs of the business and its
people and then applying
insight and the right tools
to deliver the change. It is.
this is performance management of the employees we are found there is lot of employees not satisfied with their job what they have . and we need to improve their performance management in the organization this main reason we did this study
The presentation is about organisational development. it is a set of systematic change methods in organisation which help in fighting with resistance of employees towards change in the organisation.
Running head MANAGING DYNAMIC ENVIRONMENTS FINAL .docxwlynn1
Running head: MANAGING DYNAMIC ENVIRONMENTS FINAL
1
MANAGING DYNAMIC ENVIRONMENTS FINAL
2
Managing Dynamic Environments Final
Managing Dynamic Environments Final
Introduction
The for-profit organization which will be analyzed in this report is a famous casual dining restaurant and bar called Buffalo Wild Wings Restaurant and Sports Bar. This is an international organization which has various outlets in different parts of the world such as in the United States, Mexico, Canada, Panama, India, and the Philippines among other countries. The reason why Buffalo Wild Wings is the target organization for this report is that it recently received a new president, Lyle Tick, who set an objective to improve the brand image of the restaurant so that it can attract more customers (Romeo, 2018). Due to this, the organization is undertaking some changes in its marketing which is an important component of the internal operations of the business. The change of focus is implementing a social media marketing campaign to increase the number of new customers for the restaurant. This report will evaluate different factors, positive and negative issues, and challenges, which can affect the change process as well as analyze different concepts which can be used to improve change management and change process so as to result to the desired outcomes.
Identify the role of strategic renewal in propelling change.
Strategic renewal is important in creating change interventions which will impact the team members and the organization positively. This is an important process which helps change managers to evaluate the existing progress of the change process and focus on how to improve the change process so that the desired outcome may be achieved. One of the roles of strategic renewal in propelling change is by revisiting and improving the change strategies. Strategic renewal ensures that the organization is able to develop a strategic game plan which will be used to promote different growth objectives during change management. This enhances change since the organization is able to focus on having a competitive advantage against other competitors and satisfying the customers’ needs to the best of its abilities. In the case of Buffalo Wild Wing Restaurant, it focused on adopting new growth objective which aimed at attracting more millennial customers to ensure it increases the size of the target market for the restaurant.
Strategic renewal helps in concentrating all the efforts in brainstorming and identification of solutions to challenges which may impact the change action plan. The organization and its employees are able to focus on finding different approaches which can be used to improve the experience resulting from the change process. This pushes change since the organization is able to avoid certain pitfalls which the organizations would have experienced. This aspect has been achieved by Buffalo Wild Wings Restaurant whereby the organization.
1
2
Purpose Statement
The primary objective of this internal business proposal is to give guidelines and recommendations on how to implement an effective upper-level management transition and adjustments without hurting or demoralizing other stakeholders in the organization. It is common practice for organizations to implement some top-level management realignment to help achieve predetermined goals, including increasing performance or avoiding the cost of recruiting employees from outside the organization. However, such changes are bound to elicit and attract divergent reactions from other employees and customers of the organization. Some employees will feel motivated while others will be repugnant to such realignment, and by extension, customers will also display diverse reactions. To this end, some well-defined guidelines have to be adopted and implemented by the organization to provide a clear pathway of carrying out top-level management transition without hurting other stakeholders. To this effect, this internal business proposal will seek to provide solutions to potential problems that come with top-level management restructuring.
Problem Statement
Transition and adjustment of top-level management often generate mixed results for the organization. More often than not, the affected stakeholders, such as employees and customers, will either feel motivated or discouraged by the changes (Blazhennyi, 2021). Either way, upper-level management transition is bound to affect the normal operations of the business. For instance, the organization's productivity will be affected either positively or negatively depending on the reactions and responses of the stakeholders. Similarly, employees' satisfactions and customer importance are likely to change, thus impacting the business's operations. Statistics have indicated that upper-level management restructuring will often lead to a decrease in the company's productivity. The relationship between productivity and transition in the top-level management is presented in the graph below, which plots productivity against some change.
The graph conspicuously reveals that as the number of transitions increases, productivity drops. For instance, when the number of transitions increases from 2 to 5, productivity drops by 0.3.
Data and Research Findings
The data used in this internal business proposal was collected by using questionnaires. The questionnaires were prepared to get information about the effects of the top-level management transition on the performance of the business. Various metrics were used to help gather meaningful data about transition effects. Such metrics were: Cost of the making internal management restructuring, employees 'satisfaction, the quality and efficiency issues, and customer’s importance. The questionnaire used a scale with values ranging from 1-5. A response of 1 indicated that the effects of upper-level management transition have an almost negligible impact on the ...
1
2
Purpose Statement
The primary objective of this internal business proposal is to give guidelines and recommendations on how to implement an effective upper-level management transition and adjustments without hurting or demoralizing other stakeholders in the organization. It is common practice for organizations to implement some top-level management realignment to help achieve predetermined goals, including increasing performance or avoiding the cost of recruiting employees from outside the organization. However, such changes are bound to elicit and attract divergent reactions from other employees and customers of the organization. Some employees will feel motivated while others will be repugnant to such realignment, and by extension, customers will also display diverse reactions. To this end, some well-defined guidelines have to be adopted and implemented by the organization to provide a clear pathway of carrying out top-level management transition without hurting other stakeholders. To this effect, this internal business proposal will seek to provide solutions to potential problems that come with top-level management restructuring.
Problem Statement
Transition and adjustment of top-level management often generate mixed results for the organization. More often than not, the affected stakeholders, such as employees and customers, will either feel motivated or discouraged by the changes (Blazhennyi, 2021). Either way, upper-level management transition is bound to affect the normal operations of the business. For instance, the organization's productivity will be affected either positively or negatively depending on the reactions and responses of the stakeholders. Similarly, employees' satisfactions and customer importance are likely to change, thus impacting the business's operations. Statistics have indicated that upper-level management restructuring will often lead to a decrease in the company's productivity. The relationship between productivity and transition in the top-level management is presented in the graph below, which plots productivity against some change.
The graph conspicuously reveals that as the number of transitions increases, productivity drops. For instance, when the number of transitions increases from 2 to 5, productivity drops by 0.3.
Data and Research Findings
The data used in this internal business proposal was collected by using questionnaires. The questionnaires were prepared to get information about the effects of the top-level management transition on the performance of the business. Various metrics were used to help gather meaningful data about transition effects. Such metrics were: Cost of the making internal management restructuring, employees 'satisfaction, the quality and efficiency issues, and customer’s importance. The questionnaire used a scale with values ranging from 1-5. A response of 1 indicated that the effects of upper-level management transition have an almost negligible impact on the ...
Running head Multi-actor modelling system 1Multi-actor mod.docxglendar3
Running head: Multi-actor modelling system 1
Multi-actor modelling system3
Multi-actor modelling system
Yogesh Dagwale
University of the Cumberland’s
Ligtenberg, A., Wachowicz, M., Bregt, A. K., Beulens, A., & Kettenis, D. L. (2004). A design and application of a multi-agent system for simulation of multi-actor spatial planning. Journal of environmental management, 72(1-2), 43-55.
They talk about the potential and restrictions of the MAS to manufacture models that empower spatial organizers to incorporate the 'actor factor' in their examination. Their structure system contemplates actors who assume a functioning job in the spatial planning. They included actors who can watch and see a spatial domain. Using these perceptions and discernment they produce an inclination for a preferred spatial situation. Actors at that point present and discuss their inclinations amid their exchanges with different actors.
The inclinations of the actor fill in as inputs for an official choice making. Finally, ultimate conclusions are actualized in the spatial framework. They found that MAS can produce space utilization designs in light of a portrayal of a multi-actor planning process. It additionally can clear up the impacts of actors under the administration of various planning styles on the space utilization and prove how the relations between actors change amid a planning process and under different orders of coming up with decisions. Unlike the work by Parker, Manson, Janssen, Hoffman & Deadman,2003, cited below, this paper did not include the various challenges associated with the use of MAS.
Parker, D. C., Manson, S. M., Janssen, M. A., Hoffmann, M. J., & Deadman, P. (2003). Multi-agent systems for the simulation of land-use and land-cover change: a review. Annals of the association of American Geographers, 93(2), 314-337.
In this paper, they studied different models. These models, however, were not thorough enough and therefore they took into account the multi-actor system, dynamic spatial Simulation, which has two components, that is, a cellular model that speaks to biogeophysical and biological parts of a demonstrated framework and an actor-based model to speak to human conclusion making. Because of its nature and ability to model complex situations, they highlighted some of the areas that MAS can be applied where other models cannot be able to deliver. Such areas are modeling of emergent phenomena whereby MAS can model landscape plans, due to its flexibility, MAS can represent complex land use/ cover systems, and they can be used to model dynamic paths. They also outlined the various challenges to Multi-actor systems. Such challenges include an understanding of complexity, individual decision making, empirical parameterization and model validation, and communication.
Faber, N. R., & Jorna, R. J. (2011, June). The use of multi-actor systems for studying social sustainability: Theoretical backgrounds and pseudo-specifications. In Com.
Running head: MY MOTHER MY HERO 1
MY MOTHER MY HERO 4
My Mother My hero
Institution Affiliation
Students’ Name
Date of Submission
My Mother My hero
Once I think of a hero, there are specific qualities that surround my imagination, being courageous, hardworking, truthful, strong, resilient, and generous have been the qualities I taught about. I also think a hero is someone protective, caring, and so concerned to change the life of the others and make them happy in their life. My Mother has all these qualities and recognizes her as my hero. Otherwise, she grew up on the support of two great parents who had a good life where she grew up and become a teacher in her life. Almost every individual has had some achievements in their life, and there must be a factor behind those achievements, especially someone who had a significant impact on their life. My mother appears to be my hero, who had a substantial impact on my life.
She is currently 54 years old. She was a teacher by profession, and she did her best as a teacher, where she influenced the lives of many students positively; up to now, some still call her and pass their appreciation to her. She was blessed and gave birth to seven kids; the first three are daughters, then a boy and a girl, and then the last two are boys. All of them have been significantly raised, everyone has something to do for a living, my big brother is a doctor, and three of my sisters are teachers, (like Mother like daughters). Our last born is an engineer interior designer and all of us are married with happy family. All these were not for granted but because of the love of God and the efforts, commitment, and great concern of our beloved parents, especially our Mother.
Even though she did not make a complete journey in her teaching profession, but up to where she stopped, she did a lot. They have been in a relationship with my father for thirty-six years of marriage, and when they had their third kid, my dad suggested that she stop teaching and remain at home to take care of the children. Throughout my entire life, my Mother had been supportive of me, a center of inspiration, and she has always been telling me to have self-confidence and believe in myself that I can make it. In case I face a problem, and I have to make a concrete decision towards it, my Mother always had behind me because I seek for her consultation before I move on to the next step.
It feels so great knowing that there is someone who will support you despite the intensity of the problem you face. It relieves much of the stress that comes along with making decisions. My Mother is beautiful inside and out, but most importantly, she has the biggest heart. She's a hard-working person and can play both parent roles. Everyon.
More Related Content
Similar to Running head ORGANIZATIONAL CHANGE .docx
1690 ORGANIZATIONAL CULTURE AND STRATEGY. HOW DOES IT WORK.docxfelicidaddinwoodie
1690
ORGANIZATIONAL CULTURE AND STRATEGY. HOW DOES IT WORK?
AN EMPIRICAL RESEARCH
Vele Cristian-Liviu
Department of Economics, Faculty of Science, "Technical" University, Cluj Napoca,
North University Centre Baia Mare, Romania
[email protected]
Abstract: Why do some companies fail in their efforts to implement competitive
strategies? Why do others win in implementing competitive strategies? Of course
the reasons behind every fail and every win are numerous and can be related to
insufficient resources, lack of information, changes in the external environment, etc.
But let’s say that two companies, trying to implement a competitive strategy, have
the necessary resources, information and the environment is relatively calm.
Although the two companies have the same opportunity in implementing the
strategy, only one is successful in its efforts, while the other fails. Why? One
possible answer and one of the most plausible causes behind this fail is the
resistance to change. Strategies are designed to increase the company’s overall
performance by strengthening its capabilities and core competencies and by
eliminating the inefficient activities and processes. But, this phenomenon will
change the way in which things are done inside the company. This, in term, will
change the culture which defines that organization. Facing this threat, employees
will try to maintain things as they were, while managers are trying to implement the
new strategy to gain competitive advantages. As a consequence of this conflict, the
new strategy will most likely fail in its implementation, causing negative effects on
the company. This article wishes to provide a theoretical and empirical view on the
importance of having a dynamic organizational culture designed to sustain new
strategic initiatives. To underline this importance, an empirical study was conducted
on several Romanian construction companies with the intent of revealing the
correlations between a supportive culture and strategy. In conducting this study the
main objective was to reveal if companies characterized by a supportive and
dynamic organizational culture are more likely to have a strategy formulated and
implemented.
Keywords: organizational culture, strategy, strategic management, construction
industry
JEL classification: M14, L74, L20
1. Introduction
The business environment today is forcing the companies to focus their efforts onto
gaining more clients and increasing the overall level of efficiency and performance.
Thus, the quest to identify sustainable competitive advantages has become more
important than ever before. According to Michael Porter (Porter, 1985, p. 1)
competition is the most important element which influences the companies’ success
or fail, by dictating the action which must be taken regarding performance and
innovation, organizational culture and efficient implementation of competitive
strategies designed to position the com ...
What Are Organization Development Interventions, Why Do They Matter, And How ...Saumya876452
Our goal is to present a basic understanding of organizational development, what it entails, and some examples of common OD interventions and how it operates.
20 Management ServicesSummer 2012 Change Management
Effective Change Management:
The Simple Truth
I
n a previous life I remember
walking into my new boss's
office for my induction talk
- it was my first day of my first
people management job and
I was full of excitement and
anticipation. Then he sat me
down and said: "Your job is
to get the unwilling to do the
impossible for the ungrateful."
I nearly turned around
and walked back out the
door! If we put our hands
on our hearts how many of
us would admit that change
management sometimes
feels like this? A recent
change management study
by Towers Watson surveyed
over 600 organisations that
have recently gone through
significant change and
unearthed the practices that
are at the heart of effective
change management. They are
simple truths and can make
the difference between success
and failure in many cases, but
evidence suggests that they
are often forgotten when in
the midst of a challenging
change project.
It is a fact that change is
a constant reality for any
organisation looking to
survive and thrive in these
turbulent and uncertain
times. When you boil it
up, change is about doing
things differently or doing
different things. Whether
you have to change, help
others change or define what
the change is, we all have a
vested interest in getting it
right. Our recently published
research shines a light on
what those organisations
that are effective at change
management have in common
when it comes to managing
change. So bearing this in
mind, the first issue to put to
bed is what do we mean here
when we say 'effective change
management'? In a nutshell,
if change programmes
achieve their stated goals on
time and within budget and
deliver sustainable benefit
then that would fit most
people's definition. We used
this definition to classify
organisations that are really
good at change management
and then looked at what they
did well in comparison with
their peers.
Significantly and perhaps
not surprisingly, we also
found that those businesses
that plan and execute change
well are also the ones that
are outperforming their
peers when it comes to
bottom line performance.
Companies highly effective
at both communication and
other change management
activities are 2.5 times as likely
to outperform their peers that
are not highly effective in
either area.
So considering the
prevalence of change -
and the effect of change
management on bottom-line
performance - there are plenty
of reasons to take a hard look
at how those organisations
are approaching change
management and to learn the
lessons.
From our research we
found that the following
are self-evidently true
Effective change management
is a little bit art and a little
bit science. The best change
practitioners balance rational,
data driven approaches with
a deep understanding of
emotional drivers. It's about
understanding the unique
needs of the business and its
people and then applying
insight and the right tools
to deliver the change. It is.
this is performance management of the employees we are found there is lot of employees not satisfied with their job what they have . and we need to improve their performance management in the organization this main reason we did this study
The presentation is about organisational development. it is a set of systematic change methods in organisation which help in fighting with resistance of employees towards change in the organisation.
Running head MANAGING DYNAMIC ENVIRONMENTS FINAL .docxwlynn1
Running head: MANAGING DYNAMIC ENVIRONMENTS FINAL
1
MANAGING DYNAMIC ENVIRONMENTS FINAL
2
Managing Dynamic Environments Final
Managing Dynamic Environments Final
Introduction
The for-profit organization which will be analyzed in this report is a famous casual dining restaurant and bar called Buffalo Wild Wings Restaurant and Sports Bar. This is an international organization which has various outlets in different parts of the world such as in the United States, Mexico, Canada, Panama, India, and the Philippines among other countries. The reason why Buffalo Wild Wings is the target organization for this report is that it recently received a new president, Lyle Tick, who set an objective to improve the brand image of the restaurant so that it can attract more customers (Romeo, 2018). Due to this, the organization is undertaking some changes in its marketing which is an important component of the internal operations of the business. The change of focus is implementing a social media marketing campaign to increase the number of new customers for the restaurant. This report will evaluate different factors, positive and negative issues, and challenges, which can affect the change process as well as analyze different concepts which can be used to improve change management and change process so as to result to the desired outcomes.
Identify the role of strategic renewal in propelling change.
Strategic renewal is important in creating change interventions which will impact the team members and the organization positively. This is an important process which helps change managers to evaluate the existing progress of the change process and focus on how to improve the change process so that the desired outcome may be achieved. One of the roles of strategic renewal in propelling change is by revisiting and improving the change strategies. Strategic renewal ensures that the organization is able to develop a strategic game plan which will be used to promote different growth objectives during change management. This enhances change since the organization is able to focus on having a competitive advantage against other competitors and satisfying the customers’ needs to the best of its abilities. In the case of Buffalo Wild Wing Restaurant, it focused on adopting new growth objective which aimed at attracting more millennial customers to ensure it increases the size of the target market for the restaurant.
Strategic renewal helps in concentrating all the efforts in brainstorming and identification of solutions to challenges which may impact the change action plan. The organization and its employees are able to focus on finding different approaches which can be used to improve the experience resulting from the change process. This pushes change since the organization is able to avoid certain pitfalls which the organizations would have experienced. This aspect has been achieved by Buffalo Wild Wings Restaurant whereby the organization.
1
2
Purpose Statement
The primary objective of this internal business proposal is to give guidelines and recommendations on how to implement an effective upper-level management transition and adjustments without hurting or demoralizing other stakeholders in the organization. It is common practice for organizations to implement some top-level management realignment to help achieve predetermined goals, including increasing performance or avoiding the cost of recruiting employees from outside the organization. However, such changes are bound to elicit and attract divergent reactions from other employees and customers of the organization. Some employees will feel motivated while others will be repugnant to such realignment, and by extension, customers will also display diverse reactions. To this end, some well-defined guidelines have to be adopted and implemented by the organization to provide a clear pathway of carrying out top-level management transition without hurting other stakeholders. To this effect, this internal business proposal will seek to provide solutions to potential problems that come with top-level management restructuring.
Problem Statement
Transition and adjustment of top-level management often generate mixed results for the organization. More often than not, the affected stakeholders, such as employees and customers, will either feel motivated or discouraged by the changes (Blazhennyi, 2021). Either way, upper-level management transition is bound to affect the normal operations of the business. For instance, the organization's productivity will be affected either positively or negatively depending on the reactions and responses of the stakeholders. Similarly, employees' satisfactions and customer importance are likely to change, thus impacting the business's operations. Statistics have indicated that upper-level management restructuring will often lead to a decrease in the company's productivity. The relationship between productivity and transition in the top-level management is presented in the graph below, which plots productivity against some change.
The graph conspicuously reveals that as the number of transitions increases, productivity drops. For instance, when the number of transitions increases from 2 to 5, productivity drops by 0.3.
Data and Research Findings
The data used in this internal business proposal was collected by using questionnaires. The questionnaires were prepared to get information about the effects of the top-level management transition on the performance of the business. Various metrics were used to help gather meaningful data about transition effects. Such metrics were: Cost of the making internal management restructuring, employees 'satisfaction, the quality and efficiency issues, and customer’s importance. The questionnaire used a scale with values ranging from 1-5. A response of 1 indicated that the effects of upper-level management transition have an almost negligible impact on the ...
1
2
Purpose Statement
The primary objective of this internal business proposal is to give guidelines and recommendations on how to implement an effective upper-level management transition and adjustments without hurting or demoralizing other stakeholders in the organization. It is common practice for organizations to implement some top-level management realignment to help achieve predetermined goals, including increasing performance or avoiding the cost of recruiting employees from outside the organization. However, such changes are bound to elicit and attract divergent reactions from other employees and customers of the organization. Some employees will feel motivated while others will be repugnant to such realignment, and by extension, customers will also display diverse reactions. To this end, some well-defined guidelines have to be adopted and implemented by the organization to provide a clear pathway of carrying out top-level management transition without hurting other stakeholders. To this effect, this internal business proposal will seek to provide solutions to potential problems that come with top-level management restructuring.
Problem Statement
Transition and adjustment of top-level management often generate mixed results for the organization. More often than not, the affected stakeholders, such as employees and customers, will either feel motivated or discouraged by the changes (Blazhennyi, 2021). Either way, upper-level management transition is bound to affect the normal operations of the business. For instance, the organization's productivity will be affected either positively or negatively depending on the reactions and responses of the stakeholders. Similarly, employees' satisfactions and customer importance are likely to change, thus impacting the business's operations. Statistics have indicated that upper-level management restructuring will often lead to a decrease in the company's productivity. The relationship between productivity and transition in the top-level management is presented in the graph below, which plots productivity against some change.
The graph conspicuously reveals that as the number of transitions increases, productivity drops. For instance, when the number of transitions increases from 2 to 5, productivity drops by 0.3.
Data and Research Findings
The data used in this internal business proposal was collected by using questionnaires. The questionnaires were prepared to get information about the effects of the top-level management transition on the performance of the business. Various metrics were used to help gather meaningful data about transition effects. Such metrics were: Cost of the making internal management restructuring, employees 'satisfaction, the quality and efficiency issues, and customer’s importance. The questionnaire used a scale with values ranging from 1-5. A response of 1 indicated that the effects of upper-level management transition have an almost negligible impact on the ...
Running head Multi-actor modelling system 1Multi-actor mod.docxglendar3
Running head: Multi-actor modelling system 1
Multi-actor modelling system3
Multi-actor modelling system
Yogesh Dagwale
University of the Cumberland’s
Ligtenberg, A., Wachowicz, M., Bregt, A. K., Beulens, A., & Kettenis, D. L. (2004). A design and application of a multi-agent system for simulation of multi-actor spatial planning. Journal of environmental management, 72(1-2), 43-55.
They talk about the potential and restrictions of the MAS to manufacture models that empower spatial organizers to incorporate the 'actor factor' in their examination. Their structure system contemplates actors who assume a functioning job in the spatial planning. They included actors who can watch and see a spatial domain. Using these perceptions and discernment they produce an inclination for a preferred spatial situation. Actors at that point present and discuss their inclinations amid their exchanges with different actors.
The inclinations of the actor fill in as inputs for an official choice making. Finally, ultimate conclusions are actualized in the spatial framework. They found that MAS can produce space utilization designs in light of a portrayal of a multi-actor planning process. It additionally can clear up the impacts of actors under the administration of various planning styles on the space utilization and prove how the relations between actors change amid a planning process and under different orders of coming up with decisions. Unlike the work by Parker, Manson, Janssen, Hoffman & Deadman,2003, cited below, this paper did not include the various challenges associated with the use of MAS.
Parker, D. C., Manson, S. M., Janssen, M. A., Hoffmann, M. J., & Deadman, P. (2003). Multi-agent systems for the simulation of land-use and land-cover change: a review. Annals of the association of American Geographers, 93(2), 314-337.
In this paper, they studied different models. These models, however, were not thorough enough and therefore they took into account the multi-actor system, dynamic spatial Simulation, which has two components, that is, a cellular model that speaks to biogeophysical and biological parts of a demonstrated framework and an actor-based model to speak to human conclusion making. Because of its nature and ability to model complex situations, they highlighted some of the areas that MAS can be applied where other models cannot be able to deliver. Such areas are modeling of emergent phenomena whereby MAS can model landscape plans, due to its flexibility, MAS can represent complex land use/ cover systems, and they can be used to model dynamic paths. They also outlined the various challenges to Multi-actor systems. Such challenges include an understanding of complexity, individual decision making, empirical parameterization and model validation, and communication.
Faber, N. R., & Jorna, R. J. (2011, June). The use of multi-actor systems for studying social sustainability: Theoretical backgrounds and pseudo-specifications. In Com.
Running head: MY MOTHER MY HERO 1
MY MOTHER MY HERO 4
My Mother My hero
Institution Affiliation
Students’ Name
Date of Submission
My Mother My hero
Once I think of a hero, there are specific qualities that surround my imagination, being courageous, hardworking, truthful, strong, resilient, and generous have been the qualities I taught about. I also think a hero is someone protective, caring, and so concerned to change the life of the others and make them happy in their life. My Mother has all these qualities and recognizes her as my hero. Otherwise, she grew up on the support of two great parents who had a good life where she grew up and become a teacher in her life. Almost every individual has had some achievements in their life, and there must be a factor behind those achievements, especially someone who had a significant impact on their life. My mother appears to be my hero, who had a substantial impact on my life.
She is currently 54 years old. She was a teacher by profession, and she did her best as a teacher, where she influenced the lives of many students positively; up to now, some still call her and pass their appreciation to her. She was blessed and gave birth to seven kids; the first three are daughters, then a boy and a girl, and then the last two are boys. All of them have been significantly raised, everyone has something to do for a living, my big brother is a doctor, and three of my sisters are teachers, (like Mother like daughters). Our last born is an engineer interior designer and all of us are married with happy family. All these were not for granted but because of the love of God and the efforts, commitment, and great concern of our beloved parents, especially our Mother.
Even though she did not make a complete journey in her teaching profession, but up to where she stopped, she did a lot. They have been in a relationship with my father for thirty-six years of marriage, and when they had their third kid, my dad suggested that she stop teaching and remain at home to take care of the children. Throughout my entire life, my Mother had been supportive of me, a center of inspiration, and she has always been telling me to have self-confidence and believe in myself that I can make it. In case I face a problem, and I have to make a concrete decision towards it, my Mother always had behind me because I seek for her consultation before I move on to the next step.
It feels so great knowing that there is someone who will support you despite the intensity of the problem you face. It relieves much of the stress that comes along with making decisions. My Mother is beautiful inside and out, but most importantly, she has the biggest heart. She's a hard-working person and can play both parent roles. Everyon.
Running head PROGRAM EVALUATION PLAN1PROGRAM EVALUATION PLAN.docxglendar3
Running head: PROGRAM EVALUATION PLAN 1
PROGRAM EVALUATION PLAN 10
Program Evaluation Plan
Name:
Tanisha Hannah
Institution:
Strayer University
Professor:
Dr. Jacob
Course:
Edu 571
Date:
March 2, 2020
Program Evaluation Plan (Part 3)
Goals of Evaluation
Evaluation refers to the act of checking various things thoroughly in order to characterize their worth or value, with reference to a certain context. In the field of education, the amount of success in a person’s aims can only be determined through evaluation. Therefore, there is a very close relationship between various aims and evaluation. The main goals of evaluation in schools are as discussed below. The first goal of evaluation in the field of education is to create an educational program ("Evaluation in Teaching and Learning Process | Education", 2020). Through evaluation, evaluators and the school management can build a given program of learning among the students. This is after gathering and checking various factors in order to find what program will fit and make a positive impact in the school. This involves consulting all the stakeholders of the program and developing strategies that will ensure the development of a good program.
The second goal of evaluation is assessing the effectiveness of the program. Evaluation ensures that the developed program is up to standards and serves the purpose that it was intended to. It helps the evaluators to check if the teaching strategies and techniques are being applied properly. The third goal of evaluation is to ensure improvement of the program. Through evaluation, evaluators can gauge the impact of the program on the school and learners. They can also identify various things that can make the program more effective. It acts as an in-built monitor in the program in order to review the progress of the program from time to time. It also gives feedback regarding the design and the implementation of a given program. Through such assessments, the school management can know where to work on, and what they need in order to enhance effective programs in teaching and learning.
For instance, in our case, evaluators can comfortably tell whether or not the program is helping girls become more superior in math. If not they can suggest better or other strategies that will make positive impact.
Cultural Issues Affecting the Program
Culture can influence how different people view things. An individual’s culture and upbringing can affect their way of processing information. Among the cultural issues that might be faced in the evaluation plan include cultural stereotypes. Some students believe that they cannot perform as expected in school or in a particular subject due to lack of preparation from their home environment. This makes them believe they do not have enough potential to do well in a given subject when they get to school. For instance, some students may not have calculat.
Running head Project 21Project 22Projec.docxglendar3
Running head: Project 2 1
Project 2 2
Project 2: Historical Context and Introduction
Your Name
Southern New Hampshire University
Research Plan
Research Question: [Revised research question from Topic Exploration Worksheet.]
Introduction
[Three- to five-sentence discussion of background information about your historical event to capture the interest of your audience.] [Two- to three-sentence thesis statement based on your research question that addresses your historical event and explains how your event has been influenced by historical context.] [Two- to three-sentence explanation of how you will use the primary and secondary sources you listed in the Research Plan in your hypothetical research paper.]
Historical Context: [Three- to five-sentence explanation of your event’s historical context, citing sources one and two.]
Impact of Historical Context: [Three- to five-sentence discussion of how historical context impacted your event, citing sources one and two.]
Resources
HIS 100 Project 2: Historical Context and Introduction Guidelines and Rubric
Overview
“If you want to understand today, you have to search yesterday.”
—Pearl Buck
Your second project in this course is to complete a historical context and introduction project. The work you did on the Topic Exploration Worksheet in Theme 1
will directly support your work on this project as well as your third longer term project—the multimedia presentation—due in Theme 4.
One of the prime benefits of studying history is that it allows us to learn about who we are and where we came from. The people and events of the past can
often shed light on the conditions and social norms of the present. Having historical awareness can inform various aspects of your life as well as future
aspirations. Learning from past failures and successes can shape ideals and values for years to come.
This is your second longer-term project designed to help you understand the fundamental processes and value of studying history. In the first project, you
completed the Topic Exploration Worksheet on one of the topics or themes from the library guide. You investigated the types of research you might need to do
to learn more about the topic and developed research questions. In Project 2, you will use your completed Topic Exploration Worksheet to explore the
historical context and develop an introduction. You will choose one of your research questions and do some secondary source research, speculate on primary
source needs, and use the information to write the introduction and thesis statement for a possible research paper. (You will not write the entire paper—
only the introduction.) In the third project, you will create a multimedia presentation that explores both major developments in historical inquiry and the value
of examining history.
This research plan and introduction assignment will assess the following course outcome, which you focused on throughou.
Running head: MILESTONE ONE 2
2
Milestone One Final Project
John Doe
Southern New Hampshire University
I. Executive Summary
In this section, you should accurately highlight the essential elements of the intelligence report for quick reference by the agency receiving the report. You should include the name of referring agent (your name), the name of the agency that you are imagining you work for, the current date, dates of the activities being covered in the intelligence report, and a brief summary (two to three sentences) on the adversary, scope, and nature of the potential threat. Although this is the opening section of the report, you may wish to complete it last in order to accurately capture the analysis of the body of your report. (This section is the summary so be sure this section is brief. Additional relevant details should be written in their respective sections of the report.)
II. Adversary, Motivation, and Jurisdiction
Summary
Accurately summarize the intelligence collected from the SARs to date, focusing on the “who, what, when, where, why, and how” of the threat situation. Information should be annotated with dates and times from relevant SARs, and information from each date should be provided in a separate paragraph, from inception to most recent. Your summary should focus on connecting the dots, with as much detail as needed to present all the relevant intelligence. It should highlight information that would be of particular relevance for the law enforcement agency doing follow-up in understanding the potential threat. (If it makes it easier, you can format your first section as follows:
A. Who
B. What
C. When
D. Where
E. Why
F. How
Adversary
Determine who the adversary is for this potential threat. It may be an individual or a group. You should identify the names of suspects (if known) and also the type of adversary. For example, is the adversary an international terrorist group, a domestic terrorist group, an organized crime, a local or international gang, drug traffickers, an extremist or militia group, a hacker, or a white-collar criminal? Support your answer using relevant information from the SARs.
Range
Analyze the range of the adversary’s operations. Are their activities focused within one city or state or across multiple states? Support your answer with relevant information from the SARs.
Motivation
Analyze what is known about the adversary’s motivation and how that might affect their choice of target (individual or location). Might it affect whether they choose one target or many, the type of target they select, or the location of the attack? Support your answer with relevant information from the SARs.
Jurisdiction
Based on your analyses in Parts A–C above, determine which agency has jurisdiction in following up on the potential threat. For example, should local or state law enforcement follow up? Should federa.
Running Head PROJECT 31DISCUSSION5Project 3.docxglendar3
Running Head: PROJECT 3 1
DISCUSSION 5
Project 3
Problem statement:
The specific problem to be addressed is how McDonald's is going to deal with a decrease in demand in the wake of COVID-19 pandemic. The general problem to be addressed is how fast-food chains and food outlets are changing their operations during the pandemic of Corona Virus in the world, especially in the United States (Daniel, 2016).
You must always list your general problem statement first. Provide context for that statement. Then present your specific problem statement and provide context for that statement. Per the assignment instructions you should list your research questions following your problem statements.
The method selected for research:
To conduct research on the above-stated problem stated, the right methodThe research method that will be adopted in conducting the proposed research will be the mixed method approach a combination approach withwhich includes both quantitative and qualitative methodologies. A quantitative approach will help understand the insights into what is triggering a certain behavior in participants. While on the other hand, quantitative study is important to figure out the proportion of customers who is are not availing their previous interest in fast food and epically McDonald's (Apuke, 2017). But dueDue to the lockdown and social distancing, going in the market and conducting research is out of option. The suitable technique is to develop a flexible approach where both primary and secondary sources are sued. For secondary resources, the reports by McDonald's' Company and other institutions regarding the change in the food industry will be a suitable option. For primary data collection, developing an online survey is the safest option. For the qualitative study, online interviews can be scheduled. Both structured and unstructured interviews can be planned. Similarly, panel discussion over video calls is also a safe option. Through a mixed approach data for both quantitative and qualitative questions can be gathered (Yoshikawa & Kalil, 2008). Comment by Terrance Woods: What does this mean? Poor word choice. Consider rephrasing Comment by Terrance Woods: Word choice
Per the assignment instructions you were required to “include the justification as to why other methods would not be appropriate”. You failed to do that here.
Research question
Qualitative Research Question:
1. How the fast-food business of McDonald's in the United States is getting affected by the pandemic of COVID-19? Comment by Terrance Woods: I provided you with feedback in your Project 2 submission regarding this research question. My exact feedback was - This questions is not well-articulated. Reword for clarity. You failed to address the feedback received and merely presented the same question in this submission.
Quantitative research question:
2. How many Americans have stopped buying McDonald's because of coronavirus threat in the United States? Comment by.
Running head: PROBLEM STATEMENT 1
PROBLEM STATEMENT 3
Problem statement
Name:
Institution:
Date:
There is a critical need for a good instructional design because it is a multipurpose learning tools that not only serves instructional designers but also learners of all ages. According to Clark (2016), e-learning courses need to be integrated with instructional methods which align with high-quality research.” The implication is that the process of designing instructional designs should involve careful planning, preparing and researching in order to achieve high quality learning outcomes. In this regard, those responsible for designing must identify their strategic purpose as it predetermines the goals, objectives, expected outcomes, and resource allocation of the entire instruction model.
The main approach involves studying the critical elements in the design phases of an instructional model which enhances the learning experience of learners based on evidence-based literature. This is because humans apply appropriate cognitive processes to learn and thus instruction must adopt similar cognitive processing (Clark, 2016).The main purpose is therefore to emphasize the importance of good instructional design in enhancing the quality of education among instructors and learners. The objective involves highlighting the goals of an instructional program, the instructional objectives, relevant instructional materials and design assessment which rationalize the need for a good instructional design with the goal of engaging both learners and instructors. After all, learning is a process that requires the active participation of the learners (Reigeluth, 1987). This research study seeks to identify answers to two questions: a) What are the critical elements that build up a strong foundation for a good instructional design and b) what value do these elements offer to the learners and instructor who are the main consumers of learning instructional designs.
References
Clark, R.C. (2016). E-learning and the science of instruction: proven guideline for consumers and designers of multimedia. Walden University Library.
Regeiluth, C.M. (1987). Instructional Theories in Action: Lessons Illustrating Selected Theories and Models. Walden University Library.
Running head: PROBLEM STATEMENT 1
PROBLEM STATEMENT 6
Need working title
Problem statement
Tangela Jones
Walden University
11/10/18
Need section heading
There is a critical need for a good instructional design because it is a multipurpose learning tools that not only serves instructional designers but also learners of.
Running head MUSIC AND GENDER WOMEN PORTRAYAL IN RAP 1.docxglendar3
Running head: MUSIC AND GENDER: WOMEN PORTRAYAL IN RAP 1
MUSIC AND GENDER: WOMEN PORTRAYAL IN RAP 15
Music and Gender: Women Portrayal in Rap Music
Student’s Name:
Course:
Music and Gender: Women Portrayal in Rap Music
The introduction of rap music in the 1980s was welcomed with a lot positivity. However, this genre of music has on many occasions been considered as being controversial. Rap music has been accused of advancing messages and themes that deal with sexism, violence, gender stereotyping and materialism. Previous studies on rap music have indicated the content found in rap music promotes negative behavior. Moreover, research has shown that rap music videos generally differ in their portrayals of men and women in music videos. Males are often cast in positive light compared to females who are depicted in positions that portray them as a submissive gender to males.
The scope of this research narrows down on rap music produced from the years 2016 to 2018.The songs selected for this research are songs with lyrics that have misogynistic themes on women. Rap songs are observed in normalizing, objectifying, glorifying, victimizing and even exploiting women. Moreover, the rap songs are observed in defaming women through using innuendos and stereotypical language which portray misogynistic and sexist perspectives. The main area of focus for this paper is on the kind of nouns that are used in rap music to refer to the concept of woman and ways in which these nouns depict women. It is critical for this project to investigate the lyrics and its representations, as rap music has in the past years been under criticism for increasingly presenting a negative and controversial image of women in the society. A theological perspective on these issues is undertaken at understanding and criticizing the misogynistic and sexist culture of rap music generally.
Men in rap music have a higher probability of perpetuating violence on women. A review done on the common rap images found out that women were more likely to be dressed in images which portrayed them in provocative ways, especially in videos that had sexual content. Research has suggested that the perpetuation of gender in the media is a theme which has been occurring for eons of time[footnoteRef:1]. Specifically, music and gender and the portrayal of women in rap music has not been extensively studied previously. It is essential to consider the differences of gender in rap music and the portrayal of women in this genre of music. [1: Ronald Weitzer and Charis E Kubrin, “Articles Misogyny in Rap Music A Content Analysis of Prevalence and Meanings,” accessed October 23, 2018, https://doi.org/10.1177/1097184X08327696.]
Although scholars have attempted examining the interactions between rap music and religion, there has been a gap in regard to how artists frame religious messages within their lyrics. However, this lack of sufficient research does not reflect on the continued .
Running head Museum Focus1Museum Focus.docxglendar3
Running head: Museum Focus
1
Museum Focus
4
Museum Focus
Linda Dotson
Walden University
Interdisciplinary Experience: Sustaining Quality of Life in the City
Professor Paige Parker
September 15, 2018
Question 1
Brief introduction of Ohio City
Ohio is a great city named after the Ohio River in the 18th century. The area was disputed by the France and Great Britain. After the dispute, it established its own territories. This territory included the land where west of Pennsylvania in United States and the northwest of the Ohio River. The area covered more than 260,000 square miles (Turner, & Bogue 2010).
The History of Ohio City that has led to construction of Museums.
The area remained as a hunting ground by the Iroquois after the dispute. Later, some American groups began to migrate to the area. Later there was a seven years war between the Europeans, British and France. They all wanted to colonize the area. Unfortunately, the British worn and after the win, they ordered French settlers to leave the area. It is evident that the war brought about the breakdown of ethnicities.
How museum focus has been of great importance to the citizens of the city
The area is known for its landscape, mountains, rivers and minerals. This makes Ohio City to be a great city suitable for great museums. It is evident that, Ohio City creates the best environment for a museum with the theme of History and Natural History to be built. For instance, Miami River is known to be a great river. Many people admire visiting the area just to see the river. This creates the best conditions to build a museum. People within the city can also visit the museum and get to enjoy the benefits of the museums.
How people from outside the city benefit from the construction of the museums.
People outside Ohio City can also visit the museums. These museums will offer the history of the river to its visitors. They will also address an increasing array of issues in the dynamic environment (Edson, 2017).
Question 2
Permanent Exhibition.
Modern museum are designed to have a permanent exhibit, in this case the museum must have enough collections and classification of a field of knowledge for research and for display purposes. This will enlighten the visits about the history of Ohio City. The history stored in this museum will also be of great use to students as they will learn a lot in these museums,
References
Edson, G. (2017). Museum management. In Encyclopedia of Library and Information Sciences(pp. 3185-3198). CRC Press.
Turner, F. J., & Bogue, A. G. (2010). The frontier in American history. Courier Corporation.
If you can do it send confirmation at [email protected]
If you can do it send confirmation at [email protected]
Assessment Details and Submission Guidelines
Trimester
T2 2018
Unit Code
MN603
Unit Title
Wireless Networks and Security
Assessment
Individual
Type
Assessment
Design and implementation of secure enterprise wireless network
Tit.
Running head: MODULE 3 - SLP 1
MODULE 3 – SLP 2
Module 3 – SLP
Elizabeth Davis
Trident International University
Dr. Sharlene Gozalians
13 May 2019
Module 3 – SLP
In a bid to control the prevalence of diabetes among the African Americans, it is important to examine a number of attributes of culture that can empower a person towards changing a behavior. The factors may be positive, existential, and negative. Existential factors may be not harmful but need to be acknowledged. The importance of a family cannot be ignored especially because of the support they provide to diabetic patients. Family is therefore a positive cultural value which will assist in managing diabetes disease. This paper therefore seeks to address how each of the PEN-3 model’s three factors within the dimension of cultural empowerment applies to the African American group.
It is important to explore by identifying several cultural beliefs and practices that are positive, existential and negative. Positive factors are likely to lead to an improvement by reducing the prevalence of diabetes among the African Americans. Existential factors are existing cultural values and beliefs that may have no harmful health consequences. Cultural practices that may act as barriers in controlling the prevalence of diabetes among the African Americans are the negative factors. Example of these negative practices includes poor nutrition leading to obesity.
Positive Factors
The positive factors which will influence management and control of diabetes among the African Americans include spirituality and family. For example, talking about a family affair with diabetes will make a great impact in controlling diabetes among the African Americans. This is because it will create awareness of how to handle and deal with diabetes. Spirituality will have a positive impact in controlling the prevalence of diabetes among the African Americans. African Americans who have spiritual faith are likely to engage in activities which will reduce the prevalence of the disease.
Existential Factors
Existential factors include faith healing. A belief in faith healing is a factor which is likely to reduction in prevalence of diabetes among the African Americans. Individuals who are religious are likely to visit religious leaders to seek healing and intervention. Many individuals confess that they got healed after being prayed for by the Pastors and other religious leaders. This is attributed to believing in faith healing.
Negative Factors
Consumption of “comfort foods” is common in the diet of the African Americans. These foods contain high fat, sugar, and calorie contents. Example of negative cultural factors includes unhealthy traditional foods. Poor nutrition among the African Americans is more l.
Running Head PROGRAM EVALUATION PLAN1PROGRAM EVALUATION.docxglendar3
Running Head: PROGRAM EVALUATION PLAN 1
PROGRAM EVALUATION PLAN 2
PROGRAM EVALUATION PLAN
Name:
Tanisha Hannah
Institution:
Strayer University
Class:
EDU 571 Evaluating School Programs
Professor:
Antony Jacob
Date of Submission:
February 19, 2020
Program evaluation plan (part 2)
In order to ensure that the “gender equity for girls in math” education program which applies to master’s level students is efficient in fulfilling the outlaid goals, the goal based approach of evaluation should be applied in evaluating the effectiveness of the program. The major objective of this education program is to empower the girl child and to ensure that there are increase female students taking courses in mathematics at higher education levels (Markovits & Forgasz, 2017). In this case therefore, the evaluators has to establish if the establishment of this program will promote the positivity and capability of girls to take courses in Mathematics and to increasingly love the subject even in the lower classes so as to portray an increased number in the number of girls pursing this course in the masters level.
The goal based approach of evaluation will help the school evaluator to be able to determine how they can ensure that all the institutions are able to empower the girl child and encourage them to increasingly perfect their skills in mathematics in order to see a reflection of changes in the higher education levels (Sarouphim & Chartouny, 2017). This evaluation technique will help the education program creators to determine if the program is efficient in attaining the set objects through checking the outcomes of the implementation of the program over certain period of time.
The gender equality for girls in Math is a program that is anticipated to help the girl children be able to resolve their issues that result from fear and insecurities which cause them to undermine their power and be left behind by the boy child in regard to prosperity in Mathematics (Ganley.et.al, 2018). Therefore, the evaluators will have a role of determining the broader impacts of this approach as well as investigate what greater good is served as a result of this program. This will include identify the consequences that the program will have on other courses which most female students major in and how the male students will be affected by the program. The goals based evaluation method will help establish the objectives which can be added in the program to make it have optimal results to both girls and boys as well as ensure that other courses that are male dominated portray gender equality (Stoehr.et.al, 2017).
The major areas where the evaluators will assess include; the goals of the program, the outcomes of the program as well as the consequences. The main questions concerning these areas will be; what are the objectives of the program? How will the program be able to meet these goals? How do the goals of the program align with the activities involved.
Running head: PROGRAM EVALUATION 1
PROGRAM EVALUATION 5
Program Evaluation
Student’s Name
Institution
Program Evaluation
Application of Social Cognitive Theory in Information Science and Education
Social cognitive theory first started as a social learning theory by Albert Bandura for application in psychology. Jenkins, Hall, and Raeside (2018) asserted that, regarding the deployment of social cognitive theory in understanding information seeking behavior and use, the social cognitive theory had been used to explore significant areas. Such areas like consumption of social media content, information retrieval skills in the academic field, information retrieval skills at the workplace, information literacy in the educational field and day to day life information seeking. For instance, Kim (2010) used the theory to explore expectation differences in students of different genders when using university library website resources. With regards to knowledge sharing, Jenkins et al. (2018) found that social cognitive theory has been used to explore various fields like blogging and knowledge management systems.
In the field of education, Erlich and Russ-Eft (2011) reviewed the application of social cognitive theory to academic advising for assessment of student learning. Specifically, the researchers applied the social cognitive theory concepts of self-regulated learning as well as self-efficacy for the study. This medium is because these concepts have been successfully applied to education. The idea that learners should be able to recognize, create as well as choose their career plans for successful navigation through their college life contains the elements of self-efficacy concept and self-regulated learning. For instance, Erlich and Russ-Eft (2011) indicated that the confidence in achieving academic plans at a given level could be an indication of a student’s ability to perform academic planning activities at a complex level, which is a demonstration of increased efficacy. Learner’s self-regulated learning skills may help in understanding the learning mechanisms by which a learner acquired the strategies and tactics for performing academic planning activities with independence and sophistication.
Program Timeline
Project Goal
Related Objective
Activity
Duration
To promote awareness about breast cancer prevention
By 2020, increase to 75% proportion of African American women who understand the importance of annual clinical breast exams
Identify the population who underutilize clinical breast exams
January 1, 2020-January 31, 2020
Develop a media campaign to educate African American women about the benefits of early breast cancer detection
February 1,2020-March 30, 2020
Train faith-based organization members on how to educate their congregations about the.
Running Head MUNCHAUSEN SYNDROMEMunchausen SyndromeKr.docxglendar3
Running Head: MUNCHAUSEN SYNDROME
Munchausen Syndrome
Krystina Joseph
Columbia College
Munchausen Syndrome Article Review
Introduction
The Munchausen Syndrome Article explains about the Munchausen Syndrome, which is a rare fictitious disorder which involves the frequent hospitalization together with an intentional display of signs of sickness and pathological lying. In this regards, the management needs the security history taking with collaboration with the sound clinical processes which entails organicity exclusion in addressing the psychological problems. It is worth noting that a case which is presented having unusual symptoms of same dimensions are as well discussed. The case in this regards brings the finer nuances in the assessment of the entity (Prakash., et al 2014).
Research Question
Based on the abstract of the article, it can be denoted that the research question of the article is the need to understand more on the Munchausen Syndrome as well as the symptoms and therefore the need to ensure that such issues are solved by having a sound clinical process to handle the problem. The problem for the case as well was to find out what caused the 19-year-old housewife to vomit pink substance.
Findings
The findings depict that the 19-year-old housewife was suffering from a factitious disorder, also termed as the Munchausen syndrome. The psychometry performed also showed that there is an elevation of scales of anxiety together with hysteria. Consequently, being managed in an empathetic as well as non-confrontational manner, the psychotherapy was intended to improve the positive coping abilities while at the same time improving the interpersonal relationships which had been imparted (Prakash., et al 2014).
Research Methods Used
The methods used involved observations and clinical assessments. Observations were done by checking regularly the presence of the bloodstained vomits as well as the asthenia and any forms of skin allergy. This was carried out to ensure that the patient had no issues. The observations, as well as little conversation, showed that there were no cases of psychiatric illnesses for the patient in the past. Further, the assessment entails involves the systematic examinations which were performed within the normal limit. The psychiatric evaluation was performed together with ward observations which were intended at revealing the comfortability of the patient while in the hospital (Prakash., et al 2014).
The credibility of the Source of Information
To know the credibility of sources, the authors are scrutinized where their qualifications and their areas of experience assessed to understand whether the information provided is related to the topic at hand. For this article, it can be denoted that all the information provided is credible. This is because all the four authors who contributed to the article have sufficient skills and knowledge pertaining to health-related disorders, and thus, their pieces of information.
Running head PROGRAM EVALUATION 6PROGRAM EVALUATIONPr.docxglendar3
Running head: PROGRAM EVALUATION
6
PROGRAM EVALUATION
Program Evaluation
Insert Your First & Last Name
Capella University
COUN 5280 – Introduction to School Counseling
Professor: Dr. Erin Berry
Month, Year
Setting up the format for an APA style paper
· Begin by setting your cursor at the first, beginning space of the first page of your paper and creating all of your margins at 1”. You do this by going to File>Page Set Up>Margin Tab and set at 1 inch for all 4 sides, Top, Bottom, Right, and Left.
· To set spacing to true Double: First, highlight the entire document text, or choose Select All. Then go to Format>Paragraph>Indents and Spacing Tab and in the box that says Line Spacing: select Double from the pull down menu. Make sure the ‘before’ and ‘after’ boxes are set at 0 pt, and not at Auto. Double Spacethroughout the document and see rules in APA Publication Manual, 6th Edition. APA is about saving space… no gaps or quadruple spacing, so the document is consistent and easy to read.
· The font is Times New Roman, 12 pt. Use the same size and typeface throughout, including the paging and Running heads.
(REMOVE THIS INSTRUCTION PAGE WHEN SUBMITTING PAPER)
Start your introduction here. APA 6th edition does not use a heading title for the introduction because its position in the paper identifies it as the introduction. Open your paper with a nice foreword to introduce your response to the unit 7 discussion. You also want to set the reader up about the four general topic areas you will present . At this point, you may respond to the assignment in an outline fashion or take a narrative approach. An example of an outline form is provided. Please review the rubric carefully! There is still an expectation to support your ideas with the literature.
I. School specific needs
In this section you will examine your understanding of identified gaps or specific needs for Model Middle School.
· Included in this section should be an analysis that addresses academic career, personal-social and developmental needs. A strong analysis is demonstrated when the ideas presented in this section are supported by specific examples and scholarly literature.
· A strong program analysis takes into consideration the ways in which student development is fostered through stakeholder collaboration (e.g., school, family and community). Additionally, the measures used to demonstrate accountability are reviewed. Be sure these two ideas clearly addressed in your outline.
II. Program outline
Strong action plans demonstrate critical thinking through the discussion of reasonable assumptions, drawing inferences or making predictions while exploring the potential risks and benefits of the plan. Make sure specific examples are provided! For example, the plan may include group counseling for an academic issues because intervention is supported in the literature.
· In this section, you will describe the specific program of services you plan to provide to .
Running head PROGRAM DESIGN 1PROGRAM DESIGN 2.docxglendar3
Running head: PROGRAM DESIGN 1
PROGRAM DESIGN 2
Program Design to Promote Social Goals in American K12 Schools
January 15th,2018
Program Design to Promote Social Goals in American K12 Schools
Explanation of Each Initiative
The three main initiatives of promoting social goals in school will include: promoting moral and character education, improving children’s health and nutrition, and creating school communities through extracurricular activities, after school programs, and school spirits (Rissanen et al. 2018). Comment by Evelyn Young: The 3 initiatives are clearly stated. Although did Rissanen et al. propose these 3 initiatives to promote social goals in schools? If these are your arguments, take credit for them. No need to give credit to Rissanen et al. for formulating the thesis for your paper.
I think that your paper could have used an introduction followed by the thesis statement.
Explanation of Each Initiative
Moral education is meant to promote good conduct among school-going children, not just within their immediate social relationships, but also in their dealings with their fellow citizens. This initiative is premised on the need for students to possess clear ideals and judgments on what action are right and what are wrong, including the determination of students’ conduct through a constant reference to those ideals. Moral education will be offered as a social goal to enlighten students on a system of rules and norms that regulate the social interactions of people on concepts of welfare, such as harm, trust, justice, and rights. For some students, issues related to values, personal feelings, and societal norms are constructs for discussions and are as such viewed as being influenced by the manner in which morality taught or experienced in schools, churches, and social institution settings. Moral education will be meant to reduce criminal and deviant behaviors among students. Moral character is required in schools because many parents do not teach their children morality issues.
The health and nutrition initiative is meant to improve the physical and mental well being of students. This initiative has the potential to improve the quality of students’ urban life, strengthen the ability of poor children to excel in their studies, and to compensate them for the substandard home and school environments spawned by competitive, inequitable social order. Health and nutritional initiatives will be strengthened through planning and introducing curriculum on nutrition with educational activities. These will include physical activities, which are combined with the farm to school programs that motivate students to consume healthy diets. Indeed, the hybrid school-based nutritional programs have major influence on attitudes, beliefs, and behaviors associated with fruits and vegetable consumption diffused throughout a bigger urban community (Dudley Cotton & Peralta, 2015). This hybrid intervention includes combining district stra.
Running head PROFICIENCY LEVEL ANALYSIS1PROFICIENCY LEVEL AN.docxglendar3
Running head: PROFICIENCY LEVEL ANALYSIS 1
PROFICIENCY LEVEL ANALYSIS 4
Proficiency Level Analysis
ESL-433
6/16/19
Proficiency Level Analysis
Grouping Strategy for Ms. Jensen
The arrangement of the student in the class should be based on their proficiency level while factoring the different capabilities of each student. The teacher should ensure that the both fast learners and slow learners are catered in terms of understanding how to handle their comprehension capabilities. The class has three categories of student, basic, intermediate and proficient.
Cooperative Learning
Cooperative grouping is based on the differences among the children in terms of their learning abilities. Li & Lam (2013) states that cooperative grouping is best suited for situations where students have learning abilities which are differing. The grouping technique is implemented following the analysis of the heterogeneous factors such that students should be grouped depending gender, economic background, culture, race and ethnicities. The ranking of students should follow the descending order starting with the highest to the lowest. To make a ranking legend, the teacher should use L for low achiever, M for medium achievers and H for highest achievers. The grouping should include at least one student from each category for the purposes of achieving diversity. The grouping system should however be done without involving the students as such could encourage discrimination. The issues of gender should be defined effectively to avoid the majority of gender in any of the group.
Rationale for Placement
The strategy is important and useful for the given case because students have different abilities and proficiency. The grouping strategy also promotes involvement of all students since the group is designed in manner which facilitates individual contribution. Tsay & Brady (2012) states that the cooperative grouping is important since it allows for the development of critical thinking skills and communication skills.
Conclusion
Ms. Jensen’s class has students with different abilities and varying English proficiency. Cooperative grouping is effective for 7th grade children since it allow them to exchange information amongst themselves while encouraging collaborative learning. Students are more likely to improve their self-esteem and moralization to study English tasks since group composition allows individual contribution and peer discussions.
References
Li, M. P., & Lam, B. H. (2013). Cooperative learning. 2015-01-20]. http://www. ied. edu. hk/aclass/l'heories/cooperative learning course writing_LBH% 2024June, pdf.
Tsay, M., & Brady, M. (2012). A case study of cooperative learning and communication pedagogy: Does working in teams make a difference?. Journal of the Scholarship of Teaching and Learning, 10(2), 78-89.
Ms. Jensen's 7th Grade Class AZELLA Scores
Student Name
Reading Label
Writing Label
Listening Label
Speaking Label
Aryanna
P.
Running head PROFESSIONAL CAPSTONE AND PRACTICUM1PROFESSIONA.docxglendar3
Running head: PROFESSIONAL CAPSTONE AND PRACTICUM 1
PROFESSIONAL CAPSTONE AND PRACTICUM 5
Falls and Related Injuries
Nanah Kamara Comment by Nelson, Emily Jeanette: Please see my comments in your previous assignment about how to format your title page.
GCU
Falls and Related Injuries
Nurses, being the initial contacts for patients in any most health facilities and the fact they interact or engage with patients more when compared to other providers of care constitute a critical component of the healthcare system. Consequently, nurses play a much huge role in making sure that the healthcare system provides not only safe care but also and care of high standard or quality (Sato, Hase, Osaka, Sairyo & Katoh, 2018). However one of the major healthcare or nursing issue over the years is the fall and associated injuries which have proved not only difficult for healthcare providers and facility to manage. The purpose of this essay is to… Comment by Nelson, Emily Jeanette: Reference needed
For instance, and according to DuPree, Fritz-Campiz & Musheno, (2014), Unintentional falls constitute the highest cause of non-fatal injuries among people over 65 years in the US. Moreover, one in every three individuals above 65 years falls at least one time in a given year. In addition, injuries from falls cause the highest number of accidental deaths among people 65-year-old and above (Tricco, Thomas, Veroniki, Hamid, Cogo, Strifler & Riva, 2017). Such statistics coupled with the extent of the costs associated with fall call for proper intervention to reduce falls and their associated injuries. For instance, the government spends billions of dollars on fall and their associated injuries on treating falls. The prevention of fall would provide increased funds for investment in other social programs aimed at improving both healthcare and addressing social or communal problems (Zakrajsek, Schuster, Wells, Williams & Silverchanz, 2018).
In addition, falls and their related injuries are responsible for almost 15% of the recorded hospitalization. This increases the burden of healthcare providers especially given the numerous stressors like staff shortage, huge workloads, leadership problems and personal factors among others. An increase in falls and associated injury, therefore, is detrimental to the provision of quality care as captured under the healthy 2020 program goal of reducing deaths that result from falls. Comment by Nelson, Emily Jeanette: Reference needed Comment by Nelson, Emily Jeanette: Reference needed
Despite this, falls are very complex and difficult to manage or prevent. Given the implications that falls bear on the patients, the healthcare providers and the healthcare system as a whole (Joseph, Henriksen & Malone, 2018), there has been increased There has been an increased research focus towards fall prevention and reduction strategies. As a result, there exist a significant amount of literature regarding the reduction and prevention of falls..
Running head PROFESSIONAL DEVELOPMENT PROPOSAL PROGRAM .docxglendar3
Running head: PROFESSIONAL DEVELOPMENT PROPOSAL PROGRAM 1
PROFESSIONAL DEVELOPMENT PROPOSAL PROGRAM 3
Professional Development Proposal Program
BUS520
Strayer University
November 9, 2018
Executive Summary
Professional Development Proposal Program
The need for organizational efficiency is driving the need for understanding the competency of individuals that generate effectiveness. The emotional intelligence capabilities help explain considerable as well as significant variances in accepting and predicting performance in capability studies. Emotional intelligence is the ability to monitor personal feelings and emotions visa vie other people’s feelings and emotions and use the information to guide personal thinking and actions. Management can rely on employees’ emotional building blocks to not only enhance their performance, but also their job satisfaction levels. The most important emotional intelligence building blocks that enhance employee performance and job satisfaction are social skills, self-awareness, self regulation, self motivation and empathy. Managers will use emotional intelligence to identify the positive and negative reinforcement of motivation to enhance employee morale within the organization. Positive reinforcement motivation tools are the rewards given to employees for exemplary performance while negative reinforcement is the penalty or punishment for poor performance.
Leaders can use the concept of emotional intelligence to enhance their social skills and decision-making skills in management. Emotional intelligence plays a critical role in helping persons requiring social skills to help them deal with social situations. Given that building strong relationship is one aspect of effective leadership, there is need for organizational leaders to build capacity in social skills for better organizational performance. Leaders can also utilize the concept of emotional intelligence to enhance their decision-making skills. Emotionally intelligent decision makers rely on self-awareness and self-management to determine their appropriate duties in decision making process. Decision makers use these skills to determine whether they have the necessary orientation to a problem.
Emotionally intelligent leaders strive for the establishment of effective teams to help realize organizational and team goals. Effective teams have clear purpose and goals, engage in consensus decision making, shared leadership and embrace open communication. To develop effective teams, departmental managers must define the team’s purpose and goals, define the roles for each group member and quickly identify and resolve conflicts. Finally, there is need to develop both extrinsic and intrinsic reward systems for employee motivation and improved performance.
Professional Development Proposal Program
Introduction
The need for organizatio.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
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.
How to Split Bills in the Odoo 17 POS ModuleCeline George
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Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
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.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdf
Running head ORGANIZATIONAL CHANGE .docx
1. Running head: ORGANIZATIONAL CHANGE
1
ORGANIZATIONAL CHANGE 2
Implementing Organizational Change Using Performance
Technology and Evaluation Techniques
Name
Institution
Implementing Organizational Change Using Performance
Technology and Evaluation Techniques
Introduction
Organizational change aims to improve business processes,
culture, and technologies to suit industry trends or position the
organization according to its goals and objectives. A systematic
approach is necessary for successful implementation of
organizational change to avoid uncertainties that arise due to
the shocks precipitated by the change process. While change is
2. mostly inevitable, inherent human rigidity to change demands
an understanding of the right techniques and procedures to
overcome the hindrances to organizational change and
improvement (Sarkar & Osiyevskyy, 2018). In essence, change
aims to improve performance on such aspects such as
profitability, adaptability to technology and market positioning.
Aspects of measuring performance compare the set or preferred
standards against the actual performance of the business. The
goals and objectives of the business are the guiding frameworks
for implementing change either in the short-term or long-term.
Hence, this paper explores the processes of implementing
successful organizational change through performance
technology and the evaluation of the impact of the change
process on human resources.
Problem Statement
Business stagnation and failure are a result of the inability of
the management to synthesize performance indicators and
develop appropriate change strategies that trigger positive
growth. Additionally, organization failure may result from an
inability to implement change strategies that reflect business
adaptation to technology successfully. Human rigidity to change
as an obstacle to this successful implementation to change is the
main focus when strategizing on the change process. Efficient
change strategies do not necessarily result in positive
organizational performance unless the right techniques and
processes are in place. Therefore, performance technology aims
to utilize key performance indicators to align change
management strategies to organizational functions. Since human
resources form the central part of the business change process,
their perceptions and attitudes towards change are critical in
avoiding failure.
Organizational Performance
Performance measurement assesses the actual achievement of
the business against the set goals and objectives. The dynamic
business world demands that organizational leaders stay alert to
changes within the industry and come up with strategies to
3. retain and improve their market share. Thus, performance
measurement provides a more detailed and specific indicator of
the business performance direction hence helping the leaders to
adjust their strategies accordingly. Micheli & Mari (2014) in
their assessment of performance measurement benefits posited
that the process provides organizational leaders with a basis to
review strategy, communicate to stakeholders and improve on
their brand and motivate employees. Key performance
indicators of financial performance, organizational learning and
customer focus inform decisions in organizational change.
Therefore, change management strategy critical in the
successful implementation of change.
Change Management Strategy
Change management is a systematic approach of ensuring
organizational systems; processes and functions adapt to change
strategy such that the lasting benefits of the implementation are
achievable. Focus on human resources at the individual level
and within teams facilitates the successful transition from one
level to the next during the change process. The theoretical
aspects of change management focus on the organizational
strategies, systems and the manner of the business structure to
explain the approach to change management (Kuipers et al.
2018). Therefore, financial performance, organizational
learning, and human resources emerge as the critical aspects of
the assessment of change within the organization.
The Role of Human Resources in Change Management
Employees are an indispensable asset of the organization due to
their significant contribution to the outcomes within the
business. Unlike physical assets within the organizations,
human resources are highly mobile, and the top management has
the responsibility to keep the employees motivated for the
change process to become successful. Furthermore, employee
attitudes towards the change process determine the adaptability
to the business towards changes in the business environment.
Individuals tasked with the role of overseeing the change
management process within the organization have to come up
4. with decisions that will create positive change. In that context,
Hornstein (2015) highlighted the need for organizations to
integrate change management strategies into project
management. Hence, the project team lay the foundation for
successful change within the organization by designing the
change and developing strategies for its implementation.
Middle-level managers including supervisors, on the other hand,
are the crucial link between the top management and the
management. They must effectively communicate the change
process with employees at the ground level and ensure that
workers understand all the aspects of the process. In the
process, the middle-level managers gather feedback from
employees and report to the top management who in turn effect
changes that are suitable for the setup of the organization.
Front-line employees are the most critical link in the change
management process since they are the executioners of the
decisions. Failure to effectively bring on board employees
results in organizational failure as workers fell unmotivated by
the change process. In most cases, employees move to other
organization leading to high employee turnover.
Learning Organizations and Improving Customer Interest
through Change
A shift towards the aspect of learning organizations ensure
easier adaptability of the business towards changes in the
environment. Senge in his description of learning organizations
insisted on the ability of employees to continually increase their
capacity through expansive methods of thinking to improve
results (Lozano, 2014). Her thought of organizations as systems
where functions are interrelated. However, in the system
individuals display personal mastery through their skills and
abilities. Additionally, there are mental models within these
individuals in the form of their understanding and perspectives;
hence learning organizations tend to challenge these model to
instill new ideas. As new ways of doing things are introduced,
employees begin to share a common vision and work in teams to
achieve the goals of the organization. Organizational change
5. through Senge’s learning organization model ensures the
business is flexible to change and forms a reliable basis for
businesses to adjust to customer needs. Customers constantly
demand better services and affordable prices for products and
services. Through Senge’s model, it is possible to institute
change to suit these needs while reducing costs. Hence,
organizational change in the modern context is a continuous
process that brings on board the critical aspect of human
resources for successful implementation of change projects.
Hindrances to Organizational Performance and Change
The relationship between organizational change and
performance in the modern organization lies in the ability of the
organizations to execute change strategy to improve its overall
performance successfully. Organizational change aims to
improve performance aspects such as financial positions,
investor perspectives, and customer interests with the long-term
goal of longevity. In contrast, hindrances to organization
performance limit growth resulting in stagnation or
organizational failure. Employee attitudes and efficiency is the
primary determinant of organizational performance. Under the
broader context of human resources, employees have a
responsibility to implement change strategies that contribute to
improvement in performance effectively. However, strategic
ineptness on the part of the organizational leadership or the
project team leads to poor strategy formulation which is a
significant obstacle in the successful implementation of change.
In the same aspects, an unfortunate mix of skills and attitude on
the part of front-line employees means that effective strategies
will lack an efficient pattern of execution. Hence, human
resources ranging from organizational leaders to workers must
have an understanding of what entails strategy execution in
organizational change management for the change process to
succeed.
Communication forms the principal aspect in linking the
organization leaders to workers; hence communication gaps
result in poor delivery of information. Communication is not
6. limited to information delivery in its raw form to employees but
rather encompasses a whole range of interpersonal skills such as
motivating, coaching, influencing and offering overall support
(Kuipers et al. 2014). The ability to effectively deliver this
information form the foundation for successful change strategy
implementation and overall improvement in organizational
performance. Moreover, an inability to create and work in teams
renders the change process useless. Teamwork ensures
coordination and proper execution of change as members work
towards a shared vision. Conversely, individual effort without
coordination leads to a disjointed process that derails the
organizational goals and objectives. Overcoming these obstacles
the4fore requires a multilevel assessment of the problematic
areas and development of solutions that promise longterm
success and flexibility.
Performance Technology and the Business Logic Model
Performance technology adapts a holistic approach to the
assessment of hindrances to organizational performance and
change thus developing strategies based on the identified and
predicted obstacles. Evaluation of contributors to problems
related to performance ensures that the problems are identified
with greater accuracy; hence solutions are more specific
(Spector, Merrill, Elen & Bishop, 2014). Through the systematic
approach of performance technology in assessing these
hindrances, it is possible to identify limitations in organization
culture, decision-making process and employee motivation. Ass
such, instituting change within the organization is only possible
if these obstacles are eliminated. Furthermore, predicting
hindrances to the change process through processes outlined in
performance technology prepares organizational leaders to
problems that might emerge in the future. The leaders,
therefore, plan for these likely occurrences while making
decisions and executing change within the organization.
It is unlikely that project leaders will collectively identify
all the processes that require decision making while planning
for change. Business logic models, therefore, provides
7. executable visuals on the business behavior irrespective of the
environment to aid the leaders in developing solutions that are
reflective of these organizations process. The business logic
model thus allows an exhaustive view of all [process to ensure
that gaps do not emerge in the future regarding the approach to
change strategy execution. Additionally, through such models,
it is possible to test various decisions paths and come up with
the most suitable change strategy for the business.
Steering Change through Human Resources Training
Employee training and coaching are part of the communication
process in change management within the organization. Ignoring
communication while planning the execution of the change
process predisposes the employees to triggers to negative
motivation. Employees feel isolated when they are unable to
fully relate to the change process hence lose interest in their
duties. Training thus plays a critical role in preparing
employees both mentally and through improvement in their
abilities. Evaluation of the training program based on the full-
scope evaluation tool informs decision making on the rolling
out of the change strategy.
Full Scope Evaluation
Full scope evaluation follows the steps of Formative evaluation,
summative evaluation, Confirmative evaluation and meta-
evaluation (Passmore & Velez, 2012). Formative
assessment allows the project teams to identify employees that
will take part in the training program and the range of benefits
they will enjoy n regard to change strategy. Summative
evaluation follows the completion of the evaluation process and
assesses the outcomes of the program. An effective program
positively impacts on employees such that they become
enthusiastic to the change process. Confirmative evaluation then
takes into account the data from the program to support the
preparedness of the workforce. To complete the evaluation
process, meta-evaluation explores the whole training process on
the aspects of the input or the information provided to the
employees, its output and impact on their attitudes and
8. perspectives towards the change process (Passmore &
Velez, 2012
Identification and Elimination of Barriers that Hinder Change
and Attainment of Skills
Successful organizational change draws on the skills and
abilities of human resources to develop the right procedures for
change. Attainment of skills and knowledge allows employees
to envision the positive aspects of the change process and input
effort that contributes to the effectiveness of change. Lean
management is among the most utilized methods of skills
improvement where factors that contribute to waste of time,
money and resources are eliminated (Kreimeier et al. 2014).
Lean management thus allows human resources at different
levels to continuously assess their contributions and make
adjustments that reflect a commitment to change and
improvement. Through the aspects of lean management, it is
possible to pinpoint barriers within the culture and attitudes of
employees and institute measures such as training and
motivation to improve their skills.
Investment Perspective
Developing an investment perspective allows the
organizational leaders to place the highest value on employees
hence channel considerable effort into motivating and
improving attitudes with a focus on organizational performance.
Kotter’s eight-step model provides a reliable framework for
instituting organizational change with an emphasis on human
resources. The initial step of creating a=urgency involves
preparation of employees for the imminent change. The steps of
forming a coalition and creating a vision for change ensures all
employees share a common purpose or change. The vision is
then communicated and obstacles eliminated to prepare for
improvement. Skills and knowledge are attained gradually;
hence short-term win contribute to the overall change process.
Building on these short-term wins then allows the change
process to be embedded in the culture of the organization.
Conclusion
9. Trends in the corporate environment ensure that change is
inevitable hence developing a culture of change allows the
organization to adjust to shocks and other uncertainties in the
business. Change management enables the business to develop
strategies based on the specific needs of the organization as
well as the successful execution of the change strategy.
Performance technology provides a framework to the
identification of hindrances to performance hence inform
decisions on execution of change. By developing an investment
perspective, it is possible to train employees to create and
change a culture that contributes to organizational success and
longevity.
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