Running head: TO DELEGATE OR NOT TO DELEGATE
1TO DELEGATE OR NOT TO DELEGATE
3To Delegate or not to Delegate Vibert JacobSouth UniversityMemo
To Delegate or not to Delegate
In the first scenario, I would delegate because of the nature of the work involved in the process of looking for the most effective software to settle for in order to meet the specific accounting needs of the organization. The case presents that I am a manager and I have two employees working under my authority. The credit function of the organization plays a significant role in the running of the organization. The ability of the employees to accept and work with the new software will greatly depend on their capacity to understand the basics of the new software within the shortest time possible. For this reason, the delegation will see to it that the two employees under my authority are assigned tasked regarding the purchase of the new accounting software. For instance, the task can be divided into three subdivisions where each individual within the department is given one task to research and report within two weeks. The report from each individual will then be compiled to make up the final recommendation which will then be presented to the manager of the agency.
The reason for delegating the task is to ensure that my team members are involved in the processes because they will be among the key individuals who will also be tasked with the responsibility of using the system. The move will, therefore, present a great opportunity for the employees to give their opinion, input, and advice based on their experiences within the firm as well as the accounting industry as a whole. Moreover, the move will also help to build trust between me and my subordinates which will greatly improve the overall productivity of the credit functions of the agency. The delegation will be on an individual level since each of the two employees will be given different tasks to research regarding the new accounting system to be purchased.
The case presented in the second scenario brings out the fact that the fields manager is under pressure in regards to delivering the expected results within a limited time frame. As such, delegation would be an effective way to ensure that the organization is able to realize the desired objectives for the two major process that are being undertaken which are crucial for its overall success and sustainability, (Lyons, 2016). However, it is imperative to recognize that the nature of work involved in the case makes it challenging for the field manager to delegate his duties to those under his leadership.
To being with, the performance improvement project is aimed at improving the overall productivity and efficiency of the federal agents. These are programs that are designed to help the agents find more effective and convenient of undertaking tasks and responsibility that would be considered to be otherwise difficult. This means that the agents can onl ...
This document discusses strategies for project management offices (PMOs) to remain financially viable and demonstrate their value. It outlines two common problem scenarios that PMOs face: 1) being formed only to solve a short-term problem, and 2) being formed primarily for compliance purposes without executive support. For each scenario, it provides strategies for the PMO to justify its continued existence, such as taking on big problems, leaving behind process improvements, and showing compliance is faster and cheaper through the PMO. The document also discusses metrics like cost and schedule accuracy and stakeholder satisfaction that can demonstrate a PMO's effectiveness.
This document discusses strategies for project management offices (PMOs) to remain financially viable and demonstrate their value. It outlines two common problem scenarios that PMOs face: 1) being formed only to solve a short-term problem, and 2) being formed primarily for compliance purposes without executive support. For each scenario, it provides strategies for the PMO to justify its continued existence, such as taking on big problems, leaving behind process improvements, and showing compliance is faster and cheaper through the PMO. The document also discusses metrics like on-time and on-budget performance that can demonstrate a PMO's value over time.
Running Head Talent Acquisition and ManagementTalent Acquisitio.docxtoltonkendal
Running Head: Talent Acquisition and Management
Talent Acquisition and Management
TALENT ACQUISTION AND MANAGEMENT
Name:
Instructor:
Course Title:
Date:
Talent Management Plan
For an organization, the employees are usually the most valuable asset. They therefore ought to be managed in a manner that encourages them to be more productive and more loyal to the organization. There are many means of managing talents and therefore most organizations often get up overwhelmed (Berger, 2010). A talent management system ensures that an organization has the necessary professionals with the required requirements for specific posts. This guarantees that an organization is able to meet their current as well as their future business objectives.
The first step in coming up with an effective talent management plan is to identify the goals of an organization as well as its drivers. Customer service is an integral aspect of any business as it is the image of an organization to its clientele. The organization’s talent management plan focuses on the strengthening of the customer service department. The organization has been focusing on coordinating the training of the customer service department and their competencies to ensure that they sufficiently support the functionality of the organization. The organization ensures that they identify the relevant courses that the department should undertake have been identified. On identification, the courses should be undertaken within a given timeframe (Berger, 2010). The courses should be done be the entire department as well as all the mangers in charge of customer support. The courses are sent to each individual through email and the relevant personnel are expected to give monthly feedback on the relevance and effectiveness of the programs. Similarly quarterly updates are provided by the managers on the rate of completion of the customer service scheduled courses by the staff.
Performance appraisal
The current performance appraisal requires that the supervisor gives to the employee undergoing the appraisal a form which they should fill and return it within the shortest time possible. Upon receipt of the form, the supervisor ought to fill the supervisor’s section and hand it back to the human resource manager. The appraisal is made up of two key sections, the personal competencies and the social competencies. In the personal competencies section, the appraisal focuses on self-motivation, self-regulation and self-awareness while on the social competencies section, it focuses more on social skills and empathy. The current performance appraisal is satisfactory but to make it even better, it should include an extra section that targets the performance of an employee’s key duties. This would require the employee to look at their job description as was required of them during recruitment or promotion. They would then rate themselves on how they have performed each of the duties that were assigned to th ...
Running head IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTI.docxjoellemurphey
Running head: IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
Table of Contents
Page Number
Executive summary………………………………………………………………………………. 2
Chapter 1 Problem Definition, Background to the Study…………………………………………4
Chapter 2 Literature Review……………………………………………………………………12
Chapter 3 Research Methodology……………………………………………………………....19
Chapter 4 Data Analysis Future…………………………………………………………………22
Chapter 5 Summary, Conclusions, and Recommendations Future ……………………………..28
Terminology and Definitions Page
References Pages……………………………………………………………………………..31-35
Appendix A Permission to Conduct Study
Appendix B Consent Form (Anonymous Survey, Informal
Interview or Formal Interview)
Appendix C Survey/Interview Questions
Executive Summary
The purpose of this study and research will be is to show the flaws in the current logistics process and to develop a positive reinforcement for employees in the automotive sector. In doing so, the employees will develop a comfortable attitude in adjusting to the changes in the layout of how the company’s foundation is built and how that foundation’s usefulness is a major contributing factor to the overall success of the business, especially considering the fact that the automotive sector has at least one hundred thousand employees. Creating this survey offered the opportunity to find out what the root cause is of why employees are not reporting to work either on time, or at all. This methodology will be used to elaborate the data compiled in the company’s daily, weekly, monthly, and yearly reports. These same reports describe and display the hourly needs of employees, lost hour cases, vacation, personal time off, rehabilitation and training in the facility.
The company believes that with the proper resources in the production environment, and along with reliability, simplicity, and fundamental training skills there can definitely be a major change in the way employee retention can be improved. The company also agrees that they have a mutual obligation to sustain a foundation by incorporating a trustworthy dedicated program while leading the necessary awareness of training. The major conclusions drawn were that the observations and experiences of the data displayed will provide one the company with the knowledge to seek ways to reduce and eventually eliminate lost hours worked that occur in the workplace. The goal is to change the perception of the employees so they may by getting them to assist using suggestion programs in the hopes of future success.
Currently, the most important recommendationsare is that the automakers continue with the internal process implemented at this time. Further Additional research indicated that based on ...
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 ...
This document discusses strategies for project management offices (PMOs) to remain financially viable and demonstrate their value. It outlines two common problem scenarios that PMOs face: 1) being formed only to solve a short-term problem, and 2) being formed primarily for compliance purposes without executive support. For each scenario, it provides strategies for the PMO to justify its continued existence, such as taking on big problems, leaving behind process improvements, and showing compliance is faster and cheaper through the PMO. The document also discusses metrics like cost and schedule accuracy and stakeholder satisfaction that can demonstrate a PMO's effectiveness.
This document discusses strategies for project management offices (PMOs) to remain financially viable and demonstrate their value. It outlines two common problem scenarios that PMOs face: 1) being formed only to solve a short-term problem, and 2) being formed primarily for compliance purposes without executive support. For each scenario, it provides strategies for the PMO to justify its continued existence, such as taking on big problems, leaving behind process improvements, and showing compliance is faster and cheaper through the PMO. The document also discusses metrics like on-time and on-budget performance that can demonstrate a PMO's value over time.
Running Head Talent Acquisition and ManagementTalent Acquisitio.docxtoltonkendal
Running Head: Talent Acquisition and Management
Talent Acquisition and Management
TALENT ACQUISTION AND MANAGEMENT
Name:
Instructor:
Course Title:
Date:
Talent Management Plan
For an organization, the employees are usually the most valuable asset. They therefore ought to be managed in a manner that encourages them to be more productive and more loyal to the organization. There are many means of managing talents and therefore most organizations often get up overwhelmed (Berger, 2010). A talent management system ensures that an organization has the necessary professionals with the required requirements for specific posts. This guarantees that an organization is able to meet their current as well as their future business objectives.
The first step in coming up with an effective talent management plan is to identify the goals of an organization as well as its drivers. Customer service is an integral aspect of any business as it is the image of an organization to its clientele. The organization’s talent management plan focuses on the strengthening of the customer service department. The organization has been focusing on coordinating the training of the customer service department and their competencies to ensure that they sufficiently support the functionality of the organization. The organization ensures that they identify the relevant courses that the department should undertake have been identified. On identification, the courses should be undertaken within a given timeframe (Berger, 2010). The courses should be done be the entire department as well as all the mangers in charge of customer support. The courses are sent to each individual through email and the relevant personnel are expected to give monthly feedback on the relevance and effectiveness of the programs. Similarly quarterly updates are provided by the managers on the rate of completion of the customer service scheduled courses by the staff.
Performance appraisal
The current performance appraisal requires that the supervisor gives to the employee undergoing the appraisal a form which they should fill and return it within the shortest time possible. Upon receipt of the form, the supervisor ought to fill the supervisor’s section and hand it back to the human resource manager. The appraisal is made up of two key sections, the personal competencies and the social competencies. In the personal competencies section, the appraisal focuses on self-motivation, self-regulation and self-awareness while on the social competencies section, it focuses more on social skills and empathy. The current performance appraisal is satisfactory but to make it even better, it should include an extra section that targets the performance of an employee’s key duties. This would require the employee to look at their job description as was required of them during recruitment or promotion. They would then rate themselves on how they have performed each of the duties that were assigned to th ...
Running head IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTI.docxjoellemurphey
Running head: IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
Table of Contents
Page Number
Executive summary………………………………………………………………………………. 2
Chapter 1 Problem Definition, Background to the Study…………………………………………4
Chapter 2 Literature Review……………………………………………………………………12
Chapter 3 Research Methodology……………………………………………………………....19
Chapter 4 Data Analysis Future…………………………………………………………………22
Chapter 5 Summary, Conclusions, and Recommendations Future ……………………………..28
Terminology and Definitions Page
References Pages……………………………………………………………………………..31-35
Appendix A Permission to Conduct Study
Appendix B Consent Form (Anonymous Survey, Informal
Interview or Formal Interview)
Appendix C Survey/Interview Questions
Executive Summary
The purpose of this study and research will be is to show the flaws in the current logistics process and to develop a positive reinforcement for employees in the automotive sector. In doing so, the employees will develop a comfortable attitude in adjusting to the changes in the layout of how the company’s foundation is built and how that foundation’s usefulness is a major contributing factor to the overall success of the business, especially considering the fact that the automotive sector has at least one hundred thousand employees. Creating this survey offered the opportunity to find out what the root cause is of why employees are not reporting to work either on time, or at all. This methodology will be used to elaborate the data compiled in the company’s daily, weekly, monthly, and yearly reports. These same reports describe and display the hourly needs of employees, lost hour cases, vacation, personal time off, rehabilitation and training in the facility.
The company believes that with the proper resources in the production environment, and along with reliability, simplicity, and fundamental training skills there can definitely be a major change in the way employee retention can be improved. The company also agrees that they have a mutual obligation to sustain a foundation by incorporating a trustworthy dedicated program while leading the necessary awareness of training. The major conclusions drawn were that the observations and experiences of the data displayed will provide one the company with the knowledge to seek ways to reduce and eventually eliminate lost hours worked that occur in the workplace. The goal is to change the perception of the employees so they may by getting them to assist using suggestion programs in the hopes of future success.
Currently, the most important recommendationsare is that the automakers continue with the internal process implemented at this time. Further Additional research indicated that based on ...
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 ...
This document summarizes an evaluation of Namibia's public service performance management system and its role in achieving the goals of Namibia's Vision 2030. It finds that the performance appraisal system is not well understood and inconsistently applied across government agencies. Recommendations include extensive training on performance management for managers, developing individual work plans, linking appraisals to promotion and pay, and ensuring senior management support. An effective performance system could help evaluate workforce needs and talent to better achieve Vision 2030's goals of a prosperous, industrialized nation enjoying peace and stability.
This document discusses budget participation and its impact on employee motivation. It defines budget participation as involving managers in the budget creation process. There are two approaches to budget participation - top-down, where top management makes decisions, and bottom-up, where lower management has more authority. Budget participation can motivate employees by linking rewards like bonuses to budget achievement and making budgets challenging but achievable. It provides advantages like improved information exchange, positive employee attitudes towards management, and reduced ambiguity for employees. However, some managers may be reluctant to participate due to potential negative consequences if budgets are not met.
Running Head HUMAN RESOURCES PROJECT PLAN1HUMAN RESOURCES PROJ.docxcowinhelen
Running Head: HUMAN RESOURCES PROJECT PLAN 1
HUMAN RESOURCES PROJECT PLAN 10
Assignment 3: Human Resources Project Plan
Cynthia G. Lewis
Professor Kenneth Lewis
HRM 517- Managing Human Resource Project
Strayer University
February 12, 2018
The success of any project is determined by various factors. Among them is the ability of the project team or manager to develop an organized project charter. An organization or company project charter is used to give a description of the vision of the project, objectives, scope, project organization as well as the implementation plan. It is therefore considered to be one of the essential documents in any business or organization management system. For instance, in developing an effective customer relationship management system, the customer relationship manager or the team should have a well-developed project charter and in most cases, this document would be most precise. This paper will, therefore, help in designing a project charter that will be used to revamp the company’s compensation and benefits package received by its employees.
Construct a project charter to revamp the compensation and benefits package.
As the human resource manager of this company, the existing employee compensation, and benefits package has recently attracted a great deal of interest. This has proved to be useful for the annual completion of performance evaluations which has shown a lack of employee motivation in the company. It has also contributed to poor performance in service delivery to its clients and even in meeting the established duties and responsibilities. Therefore, it would be favorable to revamp the existing compensation and benefits package which is currently being offered to the employees. This is guided by the objective of the company to improve its performance in comparison to previous years. According to the Labor Act (Monaco & Pierce, 2015), it is proposed that each company or organization should provide a standard compensation and reward system for its employees that would include bonuses, rewards, and other established opportunities or systems which the company could utilize in an effort to recognize the efforts of employees thereby improving workforce development initiatives and strategies.
The vision of this plan is to develop an effective project charter that will help the company in revamping employee’s benefits and compensation package by recognizing the employee’s individual efforts. Along with the vision would include the project objectives which would be considered to develop compensation benefits plan that recognizes employee efforts in improving company productivity, to design and develop an effective benefit and compensation system that can be adjusted consistently based on company rate or growth, profitability and resource endowment. The vision would also include a way in which to motivate the company employees based on individual and collective productivity and w ...
The document discusses the budgeting process for schools, including budget preparation, authorization, execution, and accountability. It describes how educational budgets are developed through a participatory process involving school personnel. The key steps in budget preparation are outlined, including setting priorities, staffing needs, accounting for staff expenses, revenue projections, and finalizing the budget. The importance of budget evaluation is highlighted to compare planned versus actual spending and inform future budgeting.
The communication plan at Accounting, Inc. addresses most key questions about the new performance management system except for defining what performance management is. This risks employees not fully understanding and buying into the new system. To remedy this, the summary recommends delivering employee training on the basics of performance management, why the previous system changed, and goals of the new system after establishing core competencies. This will help ensure employees understand and support the new performance management system.
Budget & Budgetary Control in Business OrganizationsGabriel Ken
This document outlines the table of contents for a study on budgeting and budgetary control in business organizations, using Emenite Nigeria Ltd as a case study. The introduction provides background on budgets and budgetary control, and states the problem as budgets reflecting past data and inability to eliminate unpredictability in forecasting. The objectives are to examine the impact of budgets on business growth and their use for control and synchronization. Research questions and hypotheses are presented. The significance of the study and scope, focusing on Emenite Nigeria Ltd's budgeting system, are explained.
This document is a thesis submitted by Umair Iqbal to Newport Institute of Communication and Economics examining the impact of working capital management on firm performance in the manufacturing sector of Pakistan. It includes an introduction outlining the background and importance of working capital management for firm performance. The literature review discusses previous research finding relationships between working capital management variables like credit policy, accounts payable practices, inventory control and liquidity management with profitability. The study aims to determine these relationships for manufacturing firms in Pakistan. The methodology section outlines the correlation research design, data collection of primary and secondary data from 216 manufacturing firms, and descriptive and quantitative analysis methods used like correlation, regression and ANOVA. The results are expected to show relationships between working capital management
The document proposes solutions to issues facing Midland Food Processing Co. It recommends (1) improving formal and informal communication through meetings, documentation, and an open-door policy to address information gaps, (2) clearly defining roles and responsibilities for management and operators through training, documentation, and meetings to improve organization and collaboration, and (3) evaluating technical solutions for wastewater treatment considering feasibility, costs, and culture to address regulatory noncompliance. The solutions aim to solve systemic, organizational, and regulatory problems through cultural and procedural changes.
This document outlines a 5-step process for developing and retaining employees through effective performance management. The steps include: 1) defining desired results, 2) setting goals and objectives, 3) documenting performance expectations, 4) creating performance review forms, and 5) organizing the process for timing and implementation. Following this process helps companies improve employee morale, performance, and quality through clear communication of standards and regular performance evaluations.
Human Resource PlanProject NameTable of Contents2Introdu.docxwellesleyterresa
Human Resource Plan
<Project Name>
Table of Contents
2Introduction
2Roles and Responsibilities
3Project Organizational Charts
4Staffing Management
Introduction
This section explains the purpose and importance of having a human resources management plan. It should provide a general description of what the plan includes and explain how the project manager and project team can use the plan to help them manage the project effectively.
Roles and Responsibilities
Roles and responsibilities of team members and stakeholders must be clearly defined in any project. Depending on the organizational structure, project team members may represent many different groups/departments and act in the interest of different functional managers. Additionally, team members may have varying degrees of authority and responsibility. When listing roles and responsibilities the following should be included:
· Role – description of the portion of the project for which the member is accountable
· Authority – the level at which the member may make decisions, apply project resources, or make approvals
· Responsibility – the work a team member must perform to complete assigned work activities
· Competency – the skill(s) required to complete assigned project activities
Project Manager (PM), (1 position): responsible for the overall success of the Software Upgrade Project. The PM must authorize and approve all project expenditures. The PM is also responsible for approving that work activities meet established acceptability criteria and fall within acceptable variances. The PM will be responsible for reporting project status in accordance with the communications management plan. The PM will evaluate the performance of all project team members and communicate their performance to functional managers. The PM is also responsible for acquiring human resources for the project through coordination with functional managers. The PM must possess the following skills: leadership/management, budgeting, scheduling, and effective communication.Project Organizational Charts
This section provides a graphic display of the project tasks and team members. The purpose of this is to illustrate the responsibilities of team members as they relate to the project tasks. Tools such as responsible, accountable, consult, inform (RACI) or responsibility assignment matrix (RAM) may be used to aid in communicating roles and responsibilities for the project team. Additionally, organizational or resource breakdown structures may be used to show how responsibilities are assigned by department or by type of resource respectively. It should be noted that the level of detail may vary depending on project complexity.
The following RACI chart shows the relationship between project tasks and team members. Any proposed changes to project responsibilities must be reviewed and approved by the project manager. Changes will be proposed in accordance with the project’s change control process. As changes ...
Running head STRATEGIC PLAN IMPLEMENTATION .docxagnesdcarey33086
Running head: STRATEGIC PLAN IMPLEMENTATION 1
STRATEGIC PLAN IMPLEMENTATION 2
Strategic Plan Implementation
Kizell Brown III (KB)
STR / 581
August 30, 2015
Professor Brian Rowland
The strategic plan is necessary for an organization because it serves as a guideline on how they carry out activities to ensure that, core organizational values, vision, and mission are realized (Pearce & Robinson, 2005). In this case, the core elements of strategic plan that will be discussed regarding ConAgra Foods company are the implementation plan, changes in the management to ensure that this strategy is successfully implemented; creation of budget and forecasted financial statements. And finally, for the risks that will be identified; a risk management and contingency plans will be developed.
Implementation Plan
Since ConAgra Foods Company has several smaller companies working under the umbrella group; there should be a way in which the new strategic plan will be communicated to all enterprises so that everyone will be striving towards attainment of the common goals. A circular containing the new strategies will be disseminated to all companies. The managers will be responsible for explaining what is included in the strategic plan and the methodologies that will be used in implementing the strategic plan.
The primary objective of coming up with the implementation plan is to make sure that, the strategic plan of the organization is implemented in a manner that is aligned with goals and core values of the organization. With this, since employees play a significant role in the achievement of strategies, they need to be enlightened on the function tactics and action items contained in the strategic plan. Teamwork will be much emphasized during the implementation of the strategic plan. The other objectives of coming up with the implementation plan are; awareness of all parties concerned, and setting up of feasible priorities and goals to be achieved within a specific timeframe (Dess, 2012).
As mentioned earlier, employees are the integral pillars of an organization, and thus their job satisfaction will determine if the organization will realize its goals or not. In this regard, therefore, a functional tactic of ensuring that employees are compensated for their hard work will be included in the strategic plan. The best performers will receive rewards in the form of payoff, bonuses, awards, trips to prestigious places while mediocre workers will not receive any rewards. This will be a way of communicating to employees that ConAgra Foods Company acknowledges their contributions towards growth, success and achievement strategic goals of the company (Dess, 2012).
The new strategic plan will have action items that need to be accomplished. First, ther.
Bus_310_Week_8_Writing_Assignment28476.doc
Human Resource Management 9
Running Head: HUMAN RESOURCE MANAGEMENT
Creating a Dream Job
Introduction
In a particular organization, there are various categories of jobs to be carried out by the individuals. It is important for the organization to make sure that, it describes the job in an appropriate manner. If the job will be described in a proper manner then, it is likely that, the employee working in the job shall be in the position to carry out the tasks regarding the job in a proper manner. In the present paper, the discussion shall be made in relation to a particular job. A compensation and benefit package shall also be made for the job. A performance appraisal program shall also be included in the present paper regarding the job under hand.
Job Selected
In the present situation, the job which has been selected is the job of a financial manager in the organization. There are various tasks and activities which are required to be performed by a financial manager in the organization. It is important for an organization to have efficient financial manager working for it. It is also important to describe the job of a financial manager so that, the organization achieves good quality results in relation to the activities performed by the financial manager within the organization (Amos, Ristow, Pearse & Ristow, 2009).
Job Description
In relation to the present situation the jobs which has been selected is the job of the financial manager. In relation to the job description of the job of the financial manager, there are certain things which are required to be taken into consideration. The financial manager of the organization is responsible for providing and interpreting the financial information within the organization.
The financial manager is also responsible for making sure that, he monitors and interprets the cash flow along with predicting the future trends of cash flows for the organization. There can be various changes in the financial situation of the organization. The financial manager is responsible for predicting the changes and advising the organization in an appropriate manner regarding the change.
In addition to the above, the financial manager of an organization collates, prepares, and interprets the budgets, accounts, commentaries and the financial statements of the organization. The financial manager is also required to control the income, cash flow and the expenditure. The financial manager develops the financial systems and the models within the organization. He supervises the staff engaged in the activities regarding financial management of the organization. Moreover, the financial manager also gets into discussion with the managerial staff and other colleagues (Werner, Schuler & Jackson, 2011).
In this way, it can be said that, there are various kinds of activities required to be carried out by financial manager of the organization. When, an individual is appoi ...
2Change ImplementationDeyanira DiazSouthern New Ha.docxstandfordabbot
This document discusses organizational change at Alaska Airlines. The airline previously had an ineffective culture that prioritized being nice over on-time performance, leading to poor results. A new vice president was hired and met with managers to discuss implementing lean processes to reduce waste. This included adopting a culture that embraced mandatory on-time reporting and confronting challenges rather than blaming external factors. The third step in Kotter's change model of creating a vision for change was also important. The change aimed to improve Alaska Airline's operations and performance.
Data1. From the Table below prepare the following Financial Statem.docxwhittemorelucilla
Data1. From the Table below prepare the following Financial Statements:and provide a descripition of the uses of each.A. Income StatementB. Balance Sheet2Explain the purpose of the Statement of Cash Flowand explain the three sections, give 2 examples of data whichappears in each section.FY 2017FY 2016Cash$4,000,000$3,700,000Short Term Investments$2,500,000$2,500,000Accounts Receivable$18,500,000$17,000,000Long Term Investments$12,500,000$10,000,000Property, Plant & Equipment (Net)$25,000,000$23,000,000Other Assets$1,500,000$1,250,000$57,450,000Current Portion of Long Term Debt$2,500,000$2,000,000Accounts Payable$4,500,000$4,000,000Long Term Debt$12,500,000$11,500,000Other Liabilities$2,000,000$1,500,000Unrestricted Net Asdets$30,000,000$28,000,000Temporily Restricted Assets$5,000,000$3,000,000Premenently Restricted Assets$7,500,000$7,500,000$57,500,000$64,000,000Net Patient Revenue (Before Bad Debt)$90,000,000$86,000,000Other Operating Revenue$2,000,000$2,000,000Salaries and Wages$45,000,000$44,000,000Benefits$9,000,000$8,500,000Supply Expenses12,500,00012,000,000Depreciation Expense$6,500,000$6,000,000Interest Expense$2,000,000$1,800,000Bad Debt$6,000,000$5,300,000General Expenses$5,000,000$4,500,000Insurance Expenses$1,500,000$1,250,000$371,500,000$286,300,000
Sheet21. From the Table below prepare the following Financial Statements:and provide a descripition of the uses of each.A. Income StatementB. Balance Sheet2Explain the purpose of the Statement of Cash Flowand explain the three sections, give 2 examples of data whichappears in each section.FY 2017FY 2016Cash$4,000,000$3,700,000Short Term Investments$2,500,000$2,500,000Accounts Receivable$18,500,000$17,000,000Long Term Investments$12,500,000$10,000,000Property, Plant & Equipment (Net)$25,000,000$23,000,000Other Assets$1,500,000$1,300,000Current Portion of Long Term Debt$2,500,000$2,000,000Accounts Payable$4,500,000$4,000,000Long Term Debt$12,500,000$11,500,000Other Liabilities$2,000,000$1,500,000Unrestricted Net Assets$30,000,000$28,000,000Temporily Restricted Assets$5,000,000$3,000,000Premenently Restricted Assets$7,500,000$7,500,000Net Patient Revenue (Before Bad Debt)$90,000,000$86,000,000Other Operating Revenue$2,000,000$2,000,000Salaries and Wages$45,000,000$44,000,000Benefits$9,000,000$8,500,000Supply Expenses12,500,00012,000,000Depreciation Expense$6,500,000$6,000,000Interest Expense$2,000,000$1,800,000Bad Debt$6,000,000$5,300,000General Expenses$5,000,000$4,500,000Insurance Expenses$1,500,000$1,250,000$307,500,000$286,350,000
Income StatementIncome StatementOperating Revenue and other supportsFY 2017FY 2016
Balance SheetBalance SheetFY 2017FY 2016
Cash Flow Statement
1
Running Head: OPTIMIZING EMPLOYEE PERFORMANCE
Olena Spears
HRMT300-1803B
Professor Washington
6 Sept 2018
Introduction
· One of the key aspects of business success is the employees’ performance. This means that when a business aims at optimizing the performance of the employees most probably the b.
This document discusses performance appraisal and provides details about:
1. It defines performance appraisal as a systematic evaluation of employees by supervisors and discusses why appraisals are conducted.
2. It describes different methods of performance appraisal used in companies like behaviorally anchored rating scales, human resource accounting, management by objectives, 360 degree feedback, and the rating scale method used by BMW.
3. It provides an overview of BMW, including that it is a German automaker known for luxury vehicles and motorcycles, and discusses BMW's operations in India including its assembly plant in Chennai.
The document discusses the implementation phase of the strategic planning process. It involves carrying out plans, programs, and projects according to the strategic plan in order to achieve goals and objectives. Key aspects of implementation include establishing structure and governance, identifying institutional and individual accountability, financing plans, and executing plans through annual action plans, budgeting, and monitoring of programs and projects. The final phase of strategic planning is evaluation, which determines if goals were achieved and identifies lessons learned to improve future plans.
The document summarizes the Obama Administration's efforts to improve performance in the federal government. It outlines five key principles for a new performance management system: 1) senior leader ownership, 2) cascading goals and measurements, 3) outcome-oriented cross-agency goals, 4) relentless review and accountability, and 5) transparency. It also provides examples of initial efforts, including priority performance goals for each agency, management dashboards for IT and other functions, and more transparent customer-facing performance information for agencies. The overall goal is to drive performance gains across the federal government.
Accountability in the public sector is paramount and it is a necessity for government agencies to understand the key drivers of their performance and develop a method to communicate results to their citizens. This concept of accountability defines what is required to be identified as a performance-focused open government that meets the demands of the public. Most government agencies who desire to improve their performance measures do not feel they are being used effectively in making improvement decisions throughout their departments. In fact, 61% of executives acknowledge that their organizations struggle to bridge the gap between strategy formulation and its day-to-day implementation. So why does this dichotomy exist?
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Elementary CurriculaBoth articles highlight the fact that middle.docxtoltonkendal
Elementary Curricula
Both articles highlight the fact that middle-class students seem to benefit more from summer reading programs than their lower-SES peers. While we would hope that summer reading programs would have the same positive impact on all students, this information did not totally surprise me. Differences in funding, materials, and ability to recruit enough high-quality teachers for summer programs could be more difficult in lower-socioeconomic areas. In addition, the articles did not dive into other factors in the students’ lives that may be contributing to their performance such as attendance, how well-rested they are, trauma they have experiences that impacts their ability to focus during instruction, and the impact of being taught by a teacher who the students may not know or have a relationship with. Additionally, there could be a mismatch between the instructional practices and the specific needs of the students. Even though summer reading programs are only for a short time, I would challenge teachers to put energy into getting to know the students and building trust with them. This is a key foundation that is needed for learning to take place.
In challenging teachers during summer program and the regular school year to ”break out of the mold” to create better outcomes for students classified with low SES, in addition to building relationships with students, I would encourage them to build connections with their families. This may involve thinking outside the box and leaving their comfort zone. It could entail holding a parent-teacher conference off campus, closer to their home or in their community. It could also include providing resources and instructional videos to parents so they can help support their children at home. There are many parents who want to support their children academically, but they do not know how and may be uncomfortable asking the teacher for assistance. In addition, I would urge teachers to capitalize on the strengths and interests of their students to engage them in learning activities and provide them with opportunities to shine. We do not have to, and should not, be satisfied with the idea that low SES students will automatically not be able to perform. These students are capable of learning and growth just as much as any other student. I think data from test scores that demonstrate a gap between the performance of students classified as economically disadvantaged and not economically disadvantaged has led some people to hold the belief that students classified as low SES will not perform well. I think the way that school “report card” grades are published also perpetuates this belief, as it shows the test scores, but does not provide an explanation of or include any solutions for the many larger societal factors that contribute to those scores including high teacher turn over, lack of resources, child trauma, lack of sleep, lack of nutrition, crime & safety, and education level of parents.
It w.
Elementary Statistics (MATH220)
Assignment:
Statistical Project & Presentation
Purpose:
The purpose of this project is to supplement lecture material by having the students to do a case study on collecting, analyzing, and interpreting data.
***The best way to understand something is to experience it for yourself.
Guideline for Analyzing Data and Writing a Report
Below is a general outline of the topics that should be included in your report.
1.
Introduction.
State the topic of your study.
2.
Define Population.
Define the population that you intend for your study to represent.
3.
Define Variable.
Define clearly the variable that you obtained during your data collection; this should include information on how the variable is measured and what possible values this variable has.
4.
Data Collection.
Describe your data collection process, including your data source, your sampling strategy, and what steps you took to avoid bias.
5.
Study Design.
Describe the procedures you followed to analyze your data.
6.
Results: Descriptive Statistics.
Give the relevant descriptive statistics for the sample you collected.
7.
Results: Statistical Analysis.
Describe the results of your statistical analysis.
8.
Findings.
Interpret the results of your analysis in the context of your original research question. Was your hypothesis supported by your statistical analyses? Explain.
9.
Discussion.
What conclusions, if any, do you believe you can draw as a result of your study? If the results were not what you expected, what factors might explain your results? What did you learn from the project about the population you studied? What did you learn about the research variable? What did you learn about the specific statistical test you conducted?
.
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This document summarizes an evaluation of Namibia's public service performance management system and its role in achieving the goals of Namibia's Vision 2030. It finds that the performance appraisal system is not well understood and inconsistently applied across government agencies. Recommendations include extensive training on performance management for managers, developing individual work plans, linking appraisals to promotion and pay, and ensuring senior management support. An effective performance system could help evaluate workforce needs and talent to better achieve Vision 2030's goals of a prosperous, industrialized nation enjoying peace and stability.
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Running Head HUMAN RESOURCES PROJECT PLAN1HUMAN RESOURCES PROJ.docxcowinhelen
Running Head: HUMAN RESOURCES PROJECT PLAN 1
HUMAN RESOURCES PROJECT PLAN 10
Assignment 3: Human Resources Project Plan
Cynthia G. Lewis
Professor Kenneth Lewis
HRM 517- Managing Human Resource Project
Strayer University
February 12, 2018
The success of any project is determined by various factors. Among them is the ability of the project team or manager to develop an organized project charter. An organization or company project charter is used to give a description of the vision of the project, objectives, scope, project organization as well as the implementation plan. It is therefore considered to be one of the essential documents in any business or organization management system. For instance, in developing an effective customer relationship management system, the customer relationship manager or the team should have a well-developed project charter and in most cases, this document would be most precise. This paper will, therefore, help in designing a project charter that will be used to revamp the company’s compensation and benefits package received by its employees.
Construct a project charter to revamp the compensation and benefits package.
As the human resource manager of this company, the existing employee compensation, and benefits package has recently attracted a great deal of interest. This has proved to be useful for the annual completion of performance evaluations which has shown a lack of employee motivation in the company. It has also contributed to poor performance in service delivery to its clients and even in meeting the established duties and responsibilities. Therefore, it would be favorable to revamp the existing compensation and benefits package which is currently being offered to the employees. This is guided by the objective of the company to improve its performance in comparison to previous years. According to the Labor Act (Monaco & Pierce, 2015), it is proposed that each company or organization should provide a standard compensation and reward system for its employees that would include bonuses, rewards, and other established opportunities or systems which the company could utilize in an effort to recognize the efforts of employees thereby improving workforce development initiatives and strategies.
The vision of this plan is to develop an effective project charter that will help the company in revamping employee’s benefits and compensation package by recognizing the employee’s individual efforts. Along with the vision would include the project objectives which would be considered to develop compensation benefits plan that recognizes employee efforts in improving company productivity, to design and develop an effective benefit and compensation system that can be adjusted consistently based on company rate or growth, profitability and resource endowment. The vision would also include a way in which to motivate the company employees based on individual and collective productivity and w ...
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Human Resource PlanProject NameTable of Contents2Introdu.docxwellesleyterresa
Human Resource Plan
<Project Name>
Table of Contents
2Introduction
2Roles and Responsibilities
3Project Organizational Charts
4Staffing Management
Introduction
This section explains the purpose and importance of having a human resources management plan. It should provide a general description of what the plan includes and explain how the project manager and project team can use the plan to help them manage the project effectively.
Roles and Responsibilities
Roles and responsibilities of team members and stakeholders must be clearly defined in any project. Depending on the organizational structure, project team members may represent many different groups/departments and act in the interest of different functional managers. Additionally, team members may have varying degrees of authority and responsibility. When listing roles and responsibilities the following should be included:
· Role – description of the portion of the project for which the member is accountable
· Authority – the level at which the member may make decisions, apply project resources, or make approvals
· Responsibility – the work a team member must perform to complete assigned work activities
· Competency – the skill(s) required to complete assigned project activities
Project Manager (PM), (1 position): responsible for the overall success of the Software Upgrade Project. The PM must authorize and approve all project expenditures. The PM is also responsible for approving that work activities meet established acceptability criteria and fall within acceptable variances. The PM will be responsible for reporting project status in accordance with the communications management plan. The PM will evaluate the performance of all project team members and communicate their performance to functional managers. The PM is also responsible for acquiring human resources for the project through coordination with functional managers. The PM must possess the following skills: leadership/management, budgeting, scheduling, and effective communication.Project Organizational Charts
This section provides a graphic display of the project tasks and team members. The purpose of this is to illustrate the responsibilities of team members as they relate to the project tasks. Tools such as responsible, accountable, consult, inform (RACI) or responsibility assignment matrix (RAM) may be used to aid in communicating roles and responsibilities for the project team. Additionally, organizational or resource breakdown structures may be used to show how responsibilities are assigned by department or by type of resource respectively. It should be noted that the level of detail may vary depending on project complexity.
The following RACI chart shows the relationship between project tasks and team members. Any proposed changes to project responsibilities must be reviewed and approved by the project manager. Changes will be proposed in accordance with the project’s change control process. As changes ...
Running head STRATEGIC PLAN IMPLEMENTATION .docxagnesdcarey33086
Running head: STRATEGIC PLAN IMPLEMENTATION 1
STRATEGIC PLAN IMPLEMENTATION 2
Strategic Plan Implementation
Kizell Brown III (KB)
STR / 581
August 30, 2015
Professor Brian Rowland
The strategic plan is necessary for an organization because it serves as a guideline on how they carry out activities to ensure that, core organizational values, vision, and mission are realized (Pearce & Robinson, 2005). In this case, the core elements of strategic plan that will be discussed regarding ConAgra Foods company are the implementation plan, changes in the management to ensure that this strategy is successfully implemented; creation of budget and forecasted financial statements. And finally, for the risks that will be identified; a risk management and contingency plans will be developed.
Implementation Plan
Since ConAgra Foods Company has several smaller companies working under the umbrella group; there should be a way in which the new strategic plan will be communicated to all enterprises so that everyone will be striving towards attainment of the common goals. A circular containing the new strategies will be disseminated to all companies. The managers will be responsible for explaining what is included in the strategic plan and the methodologies that will be used in implementing the strategic plan.
The primary objective of coming up with the implementation plan is to make sure that, the strategic plan of the organization is implemented in a manner that is aligned with goals and core values of the organization. With this, since employees play a significant role in the achievement of strategies, they need to be enlightened on the function tactics and action items contained in the strategic plan. Teamwork will be much emphasized during the implementation of the strategic plan. The other objectives of coming up with the implementation plan are; awareness of all parties concerned, and setting up of feasible priorities and goals to be achieved within a specific timeframe (Dess, 2012).
As mentioned earlier, employees are the integral pillars of an organization, and thus their job satisfaction will determine if the organization will realize its goals or not. In this regard, therefore, a functional tactic of ensuring that employees are compensated for their hard work will be included in the strategic plan. The best performers will receive rewards in the form of payoff, bonuses, awards, trips to prestigious places while mediocre workers will not receive any rewards. This will be a way of communicating to employees that ConAgra Foods Company acknowledges their contributions towards growth, success and achievement strategic goals of the company (Dess, 2012).
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Bus_310_Week_8_Writing_Assignment28476.doc
Human Resource Management 9
Running Head: HUMAN RESOURCE MANAGEMENT
Creating a Dream Job
Introduction
In a particular organization, there are various categories of jobs to be carried out by the individuals. It is important for the organization to make sure that, it describes the job in an appropriate manner. If the job will be described in a proper manner then, it is likely that, the employee working in the job shall be in the position to carry out the tasks regarding the job in a proper manner. In the present paper, the discussion shall be made in relation to a particular job. A compensation and benefit package shall also be made for the job. A performance appraisal program shall also be included in the present paper regarding the job under hand.
Job Selected
In the present situation, the job which has been selected is the job of a financial manager in the organization. There are various tasks and activities which are required to be performed by a financial manager in the organization. It is important for an organization to have efficient financial manager working for it. It is also important to describe the job of a financial manager so that, the organization achieves good quality results in relation to the activities performed by the financial manager within the organization (Amos, Ristow, Pearse & Ristow, 2009).
Job Description
In relation to the present situation the jobs which has been selected is the job of the financial manager. In relation to the job description of the job of the financial manager, there are certain things which are required to be taken into consideration. The financial manager of the organization is responsible for providing and interpreting the financial information within the organization.
The financial manager is also responsible for making sure that, he monitors and interprets the cash flow along with predicting the future trends of cash flows for the organization. There can be various changes in the financial situation of the organization. The financial manager is responsible for predicting the changes and advising the organization in an appropriate manner regarding the change.
In addition to the above, the financial manager of an organization collates, prepares, and interprets the budgets, accounts, commentaries and the financial statements of the organization. The financial manager is also required to control the income, cash flow and the expenditure. The financial manager develops the financial systems and the models within the organization. He supervises the staff engaged in the activities regarding financial management of the organization. Moreover, the financial manager also gets into discussion with the managerial staff and other colleagues (Werner, Schuler & Jackson, 2011).
In this way, it can be said that, there are various kinds of activities required to be carried out by financial manager of the organization. When, an individual is appoi ...
2Change ImplementationDeyanira DiazSouthern New Ha.docxstandfordabbot
This document discusses organizational change at Alaska Airlines. The airline previously had an ineffective culture that prioritized being nice over on-time performance, leading to poor results. A new vice president was hired and met with managers to discuss implementing lean processes to reduce waste. This included adopting a culture that embraced mandatory on-time reporting and confronting challenges rather than blaming external factors. The third step in Kotter's change model of creating a vision for change was also important. The change aimed to improve Alaska Airline's operations and performance.
Data1. From the Table below prepare the following Financial Statem.docxwhittemorelucilla
Data1. From the Table below prepare the following Financial Statements:and provide a descripition of the uses of each.A. Income StatementB. Balance Sheet2Explain the purpose of the Statement of Cash Flowand explain the three sections, give 2 examples of data whichappears in each section.FY 2017FY 2016Cash$4,000,000$3,700,000Short Term Investments$2,500,000$2,500,000Accounts Receivable$18,500,000$17,000,000Long Term Investments$12,500,000$10,000,000Property, Plant & Equipment (Net)$25,000,000$23,000,000Other Assets$1,500,000$1,250,000$57,450,000Current Portion of Long Term Debt$2,500,000$2,000,000Accounts Payable$4,500,000$4,000,000Long Term Debt$12,500,000$11,500,000Other Liabilities$2,000,000$1,500,000Unrestricted Net Asdets$30,000,000$28,000,000Temporily Restricted Assets$5,000,000$3,000,000Premenently Restricted Assets$7,500,000$7,500,000$57,500,000$64,000,000Net Patient Revenue (Before Bad Debt)$90,000,000$86,000,000Other Operating Revenue$2,000,000$2,000,000Salaries and Wages$45,000,000$44,000,000Benefits$9,000,000$8,500,000Supply Expenses12,500,00012,000,000Depreciation Expense$6,500,000$6,000,000Interest Expense$2,000,000$1,800,000Bad Debt$6,000,000$5,300,000General Expenses$5,000,000$4,500,000Insurance Expenses$1,500,000$1,250,000$371,500,000$286,300,000
Sheet21. From the Table below prepare the following Financial Statements:and provide a descripition of the uses of each.A. Income StatementB. Balance Sheet2Explain the purpose of the Statement of Cash Flowand explain the three sections, give 2 examples of data whichappears in each section.FY 2017FY 2016Cash$4,000,000$3,700,000Short Term Investments$2,500,000$2,500,000Accounts Receivable$18,500,000$17,000,000Long Term Investments$12,500,000$10,000,000Property, Plant & Equipment (Net)$25,000,000$23,000,000Other Assets$1,500,000$1,300,000Current Portion of Long Term Debt$2,500,000$2,000,000Accounts Payable$4,500,000$4,000,000Long Term Debt$12,500,000$11,500,000Other Liabilities$2,000,000$1,500,000Unrestricted Net Assets$30,000,000$28,000,000Temporily Restricted Assets$5,000,000$3,000,000Premenently Restricted Assets$7,500,000$7,500,000Net Patient Revenue (Before Bad Debt)$90,000,000$86,000,000Other Operating Revenue$2,000,000$2,000,000Salaries and Wages$45,000,000$44,000,000Benefits$9,000,000$8,500,000Supply Expenses12,500,00012,000,000Depreciation Expense$6,500,000$6,000,000Interest Expense$2,000,000$1,800,000Bad Debt$6,000,000$5,300,000General Expenses$5,000,000$4,500,000Insurance Expenses$1,500,000$1,250,000$307,500,000$286,350,000
Income StatementIncome StatementOperating Revenue and other supportsFY 2017FY 2016
Balance SheetBalance SheetFY 2017FY 2016
Cash Flow Statement
1
Running Head: OPTIMIZING EMPLOYEE PERFORMANCE
Olena Spears
HRMT300-1803B
Professor Washington
6 Sept 2018
Introduction
· One of the key aspects of business success is the employees’ performance. This means that when a business aims at optimizing the performance of the employees most probably the b.
This document discusses performance appraisal and provides details about:
1. It defines performance appraisal as a systematic evaluation of employees by supervisors and discusses why appraisals are conducted.
2. It describes different methods of performance appraisal used in companies like behaviorally anchored rating scales, human resource accounting, management by objectives, 360 degree feedback, and the rating scale method used by BMW.
3. It provides an overview of BMW, including that it is a German automaker known for luxury vehicles and motorcycles, and discusses BMW's operations in India including its assembly plant in Chennai.
The document discusses the implementation phase of the strategic planning process. It involves carrying out plans, programs, and projects according to the strategic plan in order to achieve goals and objectives. Key aspects of implementation include establishing structure and governance, identifying institutional and individual accountability, financing plans, and executing plans through annual action plans, budgeting, and monitoring of programs and projects. The final phase of strategic planning is evaluation, which determines if goals were achieved and identifies lessons learned to improve future plans.
The document summarizes the Obama Administration's efforts to improve performance in the federal government. It outlines five key principles for a new performance management system: 1) senior leader ownership, 2) cascading goals and measurements, 3) outcome-oriented cross-agency goals, 4) relentless review and accountability, and 5) transparency. It also provides examples of initial efforts, including priority performance goals for each agency, management dashboards for IT and other functions, and more transparent customer-facing performance information for agencies. The overall goal is to drive performance gains across the federal government.
Accountability in the public sector is paramount and it is a necessity for government agencies to understand the key drivers of their performance and develop a method to communicate results to their citizens. This concept of accountability defines what is required to be identified as a performance-focused open government that meets the demands of the public. Most government agencies who desire to improve their performance measures do not feel they are being used effectively in making improvement decisions throughout their departments. In fact, 61% of executives acknowledge that their organizations struggle to bridge the gap between strategy formulation and its day-to-day implementation. So why does this dichotomy exist?
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Similar to Running head TO DELEGATE OR NOT TO DELEGATE1TO DELEGATE.docx (20)
Elementary CurriculaBoth articles highlight the fact that middle.docxtoltonkendal
Elementary Curricula
Both articles highlight the fact that middle-class students seem to benefit more from summer reading programs than their lower-SES peers. While we would hope that summer reading programs would have the same positive impact on all students, this information did not totally surprise me. Differences in funding, materials, and ability to recruit enough high-quality teachers for summer programs could be more difficult in lower-socioeconomic areas. In addition, the articles did not dive into other factors in the students’ lives that may be contributing to their performance such as attendance, how well-rested they are, trauma they have experiences that impacts their ability to focus during instruction, and the impact of being taught by a teacher who the students may not know or have a relationship with. Additionally, there could be a mismatch between the instructional practices and the specific needs of the students. Even though summer reading programs are only for a short time, I would challenge teachers to put energy into getting to know the students and building trust with them. This is a key foundation that is needed for learning to take place.
In challenging teachers during summer program and the regular school year to ”break out of the mold” to create better outcomes for students classified with low SES, in addition to building relationships with students, I would encourage them to build connections with their families. This may involve thinking outside the box and leaving their comfort zone. It could entail holding a parent-teacher conference off campus, closer to their home or in their community. It could also include providing resources and instructional videos to parents so they can help support their children at home. There are many parents who want to support their children academically, but they do not know how and may be uncomfortable asking the teacher for assistance. In addition, I would urge teachers to capitalize on the strengths and interests of their students to engage them in learning activities and provide them with opportunities to shine. We do not have to, and should not, be satisfied with the idea that low SES students will automatically not be able to perform. These students are capable of learning and growth just as much as any other student. I think data from test scores that demonstrate a gap between the performance of students classified as economically disadvantaged and not economically disadvantaged has led some people to hold the belief that students classified as low SES will not perform well. I think the way that school “report card” grades are published also perpetuates this belief, as it shows the test scores, but does not provide an explanation of or include any solutions for the many larger societal factors that contribute to those scores including high teacher turn over, lack of resources, child trauma, lack of sleep, lack of nutrition, crime & safety, and education level of parents.
It w.
Elementary Statistics (MATH220)
Assignment:
Statistical Project & Presentation
Purpose:
The purpose of this project is to supplement lecture material by having the students to do a case study on collecting, analyzing, and interpreting data.
***The best way to understand something is to experience it for yourself.
Guideline for Analyzing Data and Writing a Report
Below is a general outline of the topics that should be included in your report.
1.
Introduction.
State the topic of your study.
2.
Define Population.
Define the population that you intend for your study to represent.
3.
Define Variable.
Define clearly the variable that you obtained during your data collection; this should include information on how the variable is measured and what possible values this variable has.
4.
Data Collection.
Describe your data collection process, including your data source, your sampling strategy, and what steps you took to avoid bias.
5.
Study Design.
Describe the procedures you followed to analyze your data.
6.
Results: Descriptive Statistics.
Give the relevant descriptive statistics for the sample you collected.
7.
Results: Statistical Analysis.
Describe the results of your statistical analysis.
8.
Findings.
Interpret the results of your analysis in the context of your original research question. Was your hypothesis supported by your statistical analyses? Explain.
9.
Discussion.
What conclusions, if any, do you believe you can draw as a result of your study? If the results were not what you expected, what factors might explain your results? What did you learn from the project about the population you studied? What did you learn about the research variable? What did you learn about the specific statistical test you conducted?
.
Elements of Religious Traditions PaperWritea 700- to 1,050-word .docxtoltonkendal
Elements of Religious Traditions Paper
Write
a 700- to 1,050-word paper that does the following:
Describes these basic components of religious traditions and their relationship to the sacred
:
What a religious tradition says—its teachings, texts, doctrine, stories, myths, and others
What a religious tradition does—worship, prayer, pilgrimage, ritual, and so forth
How a religious tradition organizes—leadership, relationships among members, and so forth
Identifies key critical issues in the study of religion.
Includes specific examples from the various religious traditions described in the Week One readings that honor the sacred—such as rituals of the Igbo to mark life events, the vision quest as a common ritual in many Native American societies, or the influence of the shaman as a leader. You may also include examples from your own religious tradition or another religious tradition with which you are familiar.
Format
your paper consistent with APA guidelines
.
Elements of MusicPitch- relative highness or lowness that we .docxtoltonkendal
Elements of Music
Pitch- relative highness or lowness that we hear in a sound.
Tone- sound that has a definite pitch.
(For example striking a bat against a ball does not produce a D# but striking a D#
on a piano does)
Dynamics- the degree of loudness or softness in music
pp pianissimo /very soft
p piano /soft
mp mezzo-piano /medium-soft
mf mezzo-forte /medium-loud
f forte /loud
ff fortissimo /very loud
When dynamics are altered in a piece of music, they are termed as follows:
decrescendo/ diminuendo gradually softer
crescendo gradually louder
Timbre/Tone Color- the character or quality of a sound.
dark, bright, mellow, cool, metallic, rich, brilliant, thin, etc.
Rhythm- a) the flow (or pattern) of music through time. b) the particular arrangement of
note lengths in a piece of music.
Syncopation- An accent placed on a beat where it is not normally expected.
Beat- the steady pulse in a piece of music.
Downbeat- the first or stressed beat of a measure.
Meter- the pattern in which beats are organized within a piece of music.
Examples:
3/4= three beats per measure
4/4= four beats per measure
6/8= six beats per measure
*In some musics, meter is not present- this is termed non-metric.
(Ex: Chant, some 20th century genres, world musics).
Melody- a series of single notes that add up to a recognizable whole.
*A melodic line has a shape -it ascends and descends in a series of continuous pitches.
Sequence- a repetition of a pattern at a higher or lower pitch.
Phrase- A short unit of music within a melodic line.
Cadence- The rest at the end of a musical phrase. Think of this as a musical period at the
end of a sentence.
Harmony- A) How chords are constructed and how they follow each other. B) The
relationship of tones when sounded in a group.
Chord- a combination of three or more tones sounded at once.
Consonance- a stable tone combination in a chord
Dissonance- and unstable tone combination in a chord; usually, an expected
and stable resolution will follow.
Tonic- a) the main key of a piece of music. b) the first note of a scale
Key- the central tone or scale in a piece of music.
(example: A major, b minor)
Modulation- a shift from one key to another within the same piece of music.
Texture- layering of musical sounds or instruments within a piece of music.
Monophonic- single, unaccompanied melodic line.
Homophonic- a melody with an accompaniment of chords.
Polyphonic- th.
Elevated Blood Lead Levels in Children AssociatedWith the Fl.docxtoltonkendal
The percentage of children in Flint, Michigan with elevated blood lead levels increased after the city changed its water source in 2014. Before the change, 2.4% of Flint children under 5 had elevated blood lead levels, but after the change this increased to 4.9%, a statistically significant increase. The neighborhoods with the highest water lead levels experienced the largest increases, with elevated blood lead levels rising from 4.0% to 10.6%. Spatial analysis identified disadvantaged neighborhoods as having the greatest increases in elevated blood lead levels, informing the public health response.
Elements of the Communication ProcessIn Chapter One, we learne.docxtoltonkendal
Elements of the Communication Process
In Chapter One, we learned communication is the process of creating or sharing meaning in informal conversation, group interaction, or public speaking. To understand how the process works, we described the essential elements in the process.
For the following interaction, identify the contexts, participants, channels. message, interference (noise), and feedback.
"Maria and Damien are meandering through the park, talking and drinking bottled water. Damien finishes his bottle, replaces the lid, and tosses the bottle into the bushes at the side of the path. Maria, who has been listening to Damien talk, comes to a stop, puts her hand on her hips, stares at Damien, and says angrily, " I can't believe what you just did! Damien blushes, averts his gaze, and mumbles, "Sorry, I'll get it- I just wasn't thinking." As the tension drains from Maria's face. she gives her head a playful toss, smiles, and says, Well, just see that it doesn't happen again.
1. Contexts
a. Physical
b. Social
c. Historical
d. Psychological
2. Participants
3. Channels
4. Message
5. Interference (Noise)
6. Feedback
.
Elements of Music #1 Handout1. Rhythm the flow of music in te.docxtoltonkendal
Elements of Music #1 Handout
1. Rhythm
the flow of music in terms of time
2. Beat
the pulse that recurs regularly in music
3. Meter
the regular pattern of stressed and unstressed beats
4. Tempo
the speed of the beats in a piece of music
5. Polyrhythm
two or more rhythm patterns occurring simultaneously
6. Pitch
the perceived highness or lowness of a musical sound
7. Melody
a series of consecutive pitches that form a cohesive musical entity
8. Counterpoint
two or more independent lines with melodic character occurring at the same time
9. Harmony
the simultaneous sounds of several pitches, usually in accompanying a melody
10. Dynamics
the amount of loudness in music
11. Timbre
tone quality or tone color in music
12. Form
the pattern or plan of a musical work
Framework for Improving
Critical Infrastructure Cybersecurity
Version 1.1
National Institute of Standards and Technology
April 16, 2018
April 16, 2018 Cybersecurity Framework Version 1.1
This publication is available free of charge from: https://doi.org/10.6028/NIST.CSWP.04162018 ii
No t e t o Rea d er s o n t h e U p d a t e
Version 1.1 of this Cybersecurity Framework refines, clarifies, and enhances Version 1.0, which
was issued in February 2014. It incorporates comments received on the two drafts of Version 1.1.
Version 1.1 is intended to be implemented by first-time and current Framework users. Current
users should be able to implement Version 1.1 with minimal or no disruption; compatibility with
Version 1.0 has been an explicit objective.
The following table summarizes the changes made between Version 1.0 and Version 1.1.
Table NTR-1 - Summary of changes between Framework Version 1.0 and Version 1.1.
Update Description of Update
Clarified that terms like
“compliance” can be
confusing and mean
something very different
to various Framework
stakeholders
Added clarity that the Framework has utility as a structure and
language for organizing and expressing compliance with an
organization’s own cybersecurity requirements. However, the
variety of ways in which the Framework can be used by an
organization means that phrases like “compliance with the
Framework” can be confusing.
A new section on self-
assessment
Added Section 4.0 Self-Assessing Cybersecurity Risk with the
Framework to explain how the Framework can be used by
organizations to understand and assess their cybersecurity risk,
including the use of measurements.
Greatly expanded
explanation of using
Framework for Cyber
Supply Chain Risk
Management purposes
An expanded Section 3.3 Communicating Cybersecurity
Requirements with Stakeholders helps users better understand
Cyber Supply Chain Risk Management (SCRM), while a new
Section 3.4 Buying Decisions highlights use of the Framework
in understanding risk associated with commercial off-the-shelf
products and services. Additional Cyber SCRM criteria we.
Elements of Music Report InstrumentsFor the assignment on the el.docxtoltonkendal
Elements of Music Report Instruments
For the assignment on the elements of music, students will write a report with a minimum of 300 words.
Students must select one element of music that they consider to be the most important element:
Melody
Rhythm
Harmony
Form
When writing the report, be sure you address the following questions:
Why did you select this element from among all the rest?
Do you think that all kinds of music could exist without your selected element? Elaborate on your view.
Describe a piece of music that highlights the use of your selected element.
I encourage students do research on their element of music in order to get ideas for their reports. All reports must be original works!
Do not quote any source or anybody’s thoughts. Quotes are not permitted in this Instruments Report. I am interested in your own personal thoughts, opinions, and the material you have learned from your research.
.
Elements of GenreAfter watching three of the five .docxtoltonkendal
Elements of Genre
After watching three of the five movie clips listed in the
Multimedia
section, above, describe how they fit into a specific genre (or subgenre) as explained in the text. What elements of the film are characteristic of that genre? How does it fulfill the expectations of that genre? How does it play against these expectations?
Your initial post should be at least 150 words in length. Support your claims with examples from required material(s) and/or other scholarly resources, and properly cite any references.
.
Elements of DesignDuring the process of envisioning and designing .docxtoltonkendal
Elements of Design
During the process of envisioning and designing a film, the director, production designer, and art director (in collaboration with the cinematographer) are concerned with several major spatial and temporal elements. These design elements punctuate and underscore the movement of figures within the frame, including the following: setting, lighting, costuming, makeup, and hairstyles. Choose a scene from movieclips.com. In a three to five page paper, (excluding the cover and reference pages) analyze the mise-en-scène.
Respond to the following prompts with at least one paragraph per bulleted topic:
Identify the names of the artists involved in the film’s production: the director, the production designer, and the art director. Describe in separate paragraphs each artist’s role in the overall design process. Conduct additional research if necessary, citing your book, film, and other external sources correctly in APA format.
Explain how the artists utilize lighting in the scene. How does the lighting affect our emotional understanding of certain characters? What sort of mood does the lighting evoke? How does lighting impact the overall story the filmmaker is attempting to tell?
Describe the setting, including the time period, location, and culture in which the film takes place.
Explain what costuming can tell us about a character. In what ways can costuming be used to reflect elements of the film's plot?
Explain how hairstyle and makeup can help tell the story. What might hairstyle and makeup reveal about the characters?
Discuss your opinion regarding the mise-en-scène. Do the elements appear to work together in a harmonious way? Does the scene seem discordant? Do you think the design elements are congruent with the filmmaker’s vision for the scene?
.
Elements of Critical Thinking [WLOs 2, 3, 4] [CLOs 2, 3, 4]P.docxtoltonkendal
This document provides resources for students to develop their critical thinking skills. It includes readings on common misconceptions of critical thinking, combating fake news, and teaching critical thinking. Videos define critical thinking and discuss recognizing fake news. Students are prompted to explain elements of critical thinking, analyze examples demonstrating strong and weak critical thinking, and reflect on applying their education to their career and community.
Elements of DesignDuring the process of envisioning and design.docxtoltonkendal
Elements of Design
During the process of envisioning and designing a film, the director, production designer, and art director (in collaboration with the cinematographer) are concerned with several major spatial and temporal elements. These design elements punctuate and underscore the movement of figures within the frame, including the following: setting, lighting, costuming, makeup, and hairstyles. Choose a scene from movieclips.com. In a three to five page paper, (excluding the cover and reference pages) analyze the mise-en-scène.
Respond to the following prompts with at least one paragraph per bulleted topic:
Identify the names of the artists involved in the film’s production: the director, the production designer, and the art director. Describe in separate paragraphs each artist’s role in the overall design process. Conduct additional research if necessary, citing your book, film, and other external sources correctly in APA format.
Explain how the artists utilize lighting in the scene. How does the lighting affect our emotional understanding of certain characters? What sort of mood does the lighting evoke? How does lighting impact the overall story the filmmaker is attempting to tell?
Describe the setting, including the time period, location, and culture in which the film takes place.
Explain what costuming can tell us about a character. In what ways can costuming be used to reflect elements of the film's plot?
Explain how hairstyle and makeup can help tell the story. What might hairstyle and makeup reveal about the characters?
Discuss your opinion regarding the mise-en-scène. Do the elements appear to work together in a harmonious way? Does the scene seem discordant? Do you think the design elements are congruent with the filmmaker’s vision for the scene?
.
Elements of a contact due 16 OctRead the Case Campbell Soup Co. v..docxtoltonkendal
Elements of a contact due 16 Oct
Read the Case Campbell Soup Co. v. Wentz in the text. Answer the following questions:
1. What were the terms of the contract between Campbell and the Wentzes?
2. Did the Wentzes perform under the contract?
3. Did the court find specific performance to be an adequate legal remedy in this case?
4. Why did the court refuse to help Campbell in enforcing its legal contract?
5. How could Campbell change its contract in the future so as to avoid the unconsionability problem?
Facts:
Per
a
written
contract
between
Campbell
Soup
Company
(a
New
Jersey
company)
and
the
Wentzes
(carrot
farmers
in
Pennsylvania),
the
Wentzes
would
deliver
to
Campbell
all
the
Chantenay
red
cored
carrots
to
be
grown
on
the
Wentz
farm
during
the
1947
season.
The
contract
price
for
the
carrots
was
$30
per
ton.
The
contract
between
Campbell
Soup
and
all
sellers
of
carrots
was
drafted
by
Campbell
and
it
had
a
provision
that
prohibited
farmers/sellers
from
selling
their
carrots
to
anyone
else,
except
those
carrots
that
were
rejected
by
Campbell.
The
contract
also
had
a
liquidated
damages
provision
of
$50
per
ton
if
the
seller
breached,
but
it
had
no
similar
provision
in
the
event
Campbell
breached.
The
contract
not
only
allowed
Campbell
to
reject
nonconforming
carrots,
but
gave
Campbell
the
right
to
determine
who
could
buy
the
carrots
it
had
rejected.
The
Wentzes
harvested
100
tons
of
carrots,
but
because
the
market
price
at
the
time
of
harvesting
was
$90
per
ton
for
these
rare
carrots,
the
Wentzes
refused
to
deliver
them
to
Campbell
and
sold
62
tons
of
their
carrots
to
a
farmer
who
sold
some
of
those
carrots
to
Campbell.
Campbell
sued
the
Wentzes,
asking
for
the
court's
order
to
stop
further
sale
of
the
contracted
carrots
to
others
and
to
compel
specific
performance
of
the
contract.
The
trial
court
ruled
for
the
Wentzes
and
Campbell
appealed.
Issues:
Is
specific
performance
an
appropriate
legal
remedy
in
this
case
or
is
the
contract
unconscionable?
Discussion:
In
January
1948,
it
was
virtually
impossible
to
obtain
Chantenay
carrots
in
the
open
market.
Campbell
used
Chantenay
carrots
(which
are
easier
to
process
for
soup
making
than
other
carrots)
in
large
quantities
and
furnishes
the
seeds
to
farmers
with
whom
it
contracts.
Campbell
contracted
for
carrots
long
ahead,
and
farmers
entered
into
the
contract
willingly.
If
the
facts
of
this
case
were
this
simple,
specific
performance
should
have
been
granted.
However,
the
problem
is
with
the
contract
itself,
which
was
one-sided.
According
to
the
appellate
court,
the
most
direct
example
of
unconscionability
was
the
provision
that,
under
certain
.
Elements for analyzing mise en sceneIdentify the components of.docxtoltonkendal
Elements for analyzing mise en scene
Identify the components of the shot, but explaining the meaning or significance behind those components and connecting the shot to the themes of the film
1. Dominant: Where is the eye attracted first? Why?
2. Lighting key: High key? Low key? High contrast? Some combination of these?
3. Shot and camera proxemics: What type of shot? How far away is the camera from the action?
4. Angle: Is the viewer (through the eye of the camera) looking up or down on the subject? Or is the camera neutral (eye level)?
5. Color values: What is the dominant color? Are there contrasting foils? Is there color symbolism?
6. Lens/filter/stock: How do these distort or comment on the
photographed materials?
7. Subsidiary contrasts: What are the main eye-stops after taking in the dominant?
8. Density: How much visual information is packed into the image? Is the texture stark, moderate, or highly detailed?
9. Composition: How is the two-dimensional space segmented and organized? What is the underlying design?
10. Form: Open or closed? Does the image suggest a window that arbitrarily isolates a fragment of the scene? Or a proscenium arch, in which the visual elements are carefully arranged and held in balance?
11. Framing: Tight or loose? Do characters have little to no room to move, or can they move freely without impediments?
12. Depth: On how many planes is the image composed? Does the background or foreground comment in any way on the midground?
13. Character placement: What part of the framed space do the characters occupy? Center? Top? Bottom? Edges? Why?
14. Staging positions: Which way do the characters look vis-à-vis the camera?
15. Character proxemics: How much space is between the
characters?
What are the 4 distinct formal elements that make up a film's mise en scene?
• staging of the action
• physical setting and decor
• the manner in which these materials are framed
• the manner in which they are photographed
.
Elements in the same row have the same number of () levelsWhi.docxtoltonkendal
Elements in the same row have the same number of (*) levels
Which elements in B O U L A N would be in the same family? Which would have the same number of energy levels? Highest mass? Lowest mass?
Which is more reactive? Uranium or Lithium
Will elements B and U lose electrons in a chemical reactor?
Will elements B and U form positive or negative ions?
Thanks so much (:
.
ELEG 421 Control Systems Transient and Steady State .docxtoltonkendal
ELEG 421
Control Systems
Transient and Steady State
Response Analyses
Dr. Ashraf A. Zaher
American University of Kuwait
College of Arts and Science
Department of Electrical and Computer Engineering
Layout
2
Objectives
This chapter introduces the analysis of the time response of different
control systems under different scenarios. Only first and second order
systems will be considered in details using analytical and numerical
methods. Extension to higher order systems will be developed. Both
transient and steady state responses will be evaluated. Stability analysis
will be analyzed for different kinds of feedback, while investigating the
effect of both proportional and derivative control actions on the
performance of the closed-loop system. Finally systems types and
steady state errors will be calculated for unity feedback.
Outcomes
By the end of this chapter, students will be able to:
evaluate both transient/steady state responses for control systems,
analyze the stability of closed-loop LTI systems,
investigate the effect of P and I control actions on performance, and
understand dominant dynamics of higher order systems.
Dr. Ashraf Zaher
Introduction
3
Test signals
Transient response
Steady state response
Analytical techniques, and
Numerical (simulation) techniques.
Stability (definition and analysis methods),
Relative stability, and
Effect of P/I control actions on stability and performance.
Summary of the used systems:
First order systems,
Second order systems, and
Higher order systems.
Dr. Ashraf Zaher
Test Signals
4 Dr. Ashraf Zaher
Impulse function:
Used to simulate shock inputs,
Laplace transform: 1.
Step function:
Used to simulate sudden disturbances,
Laplace transform: 1/s.
Ramp function:
Used to simulate gradually changing inputs,
Laplace transform: 1/s2.
Sinusoidal function(s):
Used to test response to a certain frequency,
Laplace transform: s/(s2+ω2) for cos(ωt) and ω/(s2+ω2) for sin(ωt).
White noise function:
Used to simulate random noise,
It is a stochastic signal that is easier to deal with in the time domain.
Total response:
C(s) = R(s)*TF(s) = Ctr(s) + Css(s) → c(t) = ctr(t) + css(t)
Fundamentals
5 Dr. Ashraf Zaher
Definitions:
Zeros (Z) of the TF
Poles (P) of the TF
Transient Response (Natural)
Steady State Response (Forced)
Total Response
Limits:
Initial values
Final values
Systems (?Zs):
First order (one P)
Second order (two Ps)
Higher order!
More:
Stability and relative stability
Steady state errors (unity feedback)
First Order Systems
6 Dr. Ashraf Zaher
TF:
T: time constant
Unit Step Response:
1
1
)(
)(
+
=
TssR
sC
)/1(
11
1
1
1
11
)(
TssTs
T
sTss
sC
+
−=
+
−=
+
=
Ttetc /1)( −−=
632.01)( 1 =−== −eTtc
T
e
Tdt
tdc Tt
t
11)( /
0
== −
=
01)0( 0 =−== etc
11)( =−=∞= −∞etc
First Order Systems.
Element 010 ASSIGNMENT 3000 WORDS (100)Task Individual assign.docxtoltonkendal
Element 010 ASSIGNMENT: 3000 WORDS (100%)
Task: Individual assignment (3000 words)
Weighting: 100%
Assessment Case Study:
Greenland Garden Centre
[1]
Jon Smith spread his arms widely as he surveyed his garden centre.
‘Of course the whole market for leisure products and services, especially garden-related products, has been expanding over the last few years. Even so, we have been particularly successful. Partly this is because we are conveniently located, but it is also because we have developed a reputation for excellent service. Customers like coming to us for advice. We have also been successful in attracting some of the ‘personality gardeners’ from television to make special appearances. My main ambition now is to fully develop all of our twelve hectares to make the centre a place people will want to visit in its own right. I envisage the centre developing into almost a mini gardening theme park with special gardens, beautiful grounds and special events.’
Greenland is a large village situated in the Cotswolds, a popular tourist area of the UK. It has an interesting range of shops and restaurants, mainly catering for the tourist trade. About half a mile outside the village is the Greenland Garden Centre. The garden centre is served by a good network of main roads but is inaccessible by public transport.
Growth over the last five years has been dramatic and the garden centre now sells many other goods as well as gardening requisites. It also has a restaurant. It is open seven days a week, only closing on Christmas Day. Its opening hours are Monday– Saturday 9 a.m. to 6 p.m. and Sunday 10 a.m. to 5 p.m. all year round.
Outside the centre
The centre has a large car park which can accommodate about 350 cars. Outside the entrance a map indicates the various areas in the garden centre. Most customers walk round the grounds before making their purchases. The length of time people spend in the centre varies but, according to a recent study, averages 53 minutes during the week and 73 minutes at weekends.
The same study shows the extent to which the number of customers arriving at the garden centre varies depending on the time of year, day of the week, and time of day. There are two peaks in customer numbers, one during the late spring/early summer period and another in the build up to Christmas, as Greenland puts on particularly good Christmas displays.
Indoor sales area
The range of goods has increased dramatically over the past few years and now includes items such as:
pets and aquatics
seeds
fertilisers
indoor pots and plants
gardening equipment
garden lighting
conservatory-style furniture
outdoor clothing
picture gallery
books and toys
delicatessen
wine
kitchen equipment
soft furnishing
outdoor eating equipment
gifts, stationery, cards, aromatherapy products
freshly cut flowers
dried flowers.
Outside sales area
In the open air and in large glasshouses there is a complete range of plants, shrubs and trees. Gre.
ELEG 320L – Signals & Systems Laboratory Dr. Jibran Khan Yous.docxtoltonkendal
ELEG 320L – Signals & Systems Laboratory /Dr. Jibran Khan Yousafzai Lab 4
1
LAB 4: CONVOLUTION
Background & Concepts
Convolution is denoted by:
𝑦[𝑛] = 𝑥[𝑛] ∗ ℎ[𝑛]
Your book has described the "flip and shift" method for performing convolution. First, we
set up two signals 𝑥[𝑘] and ℎ[𝑘]:
Flip one of the signals, say ℎ[𝑘], to form ℎ[−𝑘]:
ELEG 320L – Signals & Systems Laboratory /Dr. Jibran Khan Yousafzai Lab 4
2
Shift ℎ[−𝑘] by n to form ℎ[𝑛 − 𝑘]. For each value of 𝑛, form 𝑦[𝑛] by multiplying and
summing all the element of the product of𝑥[𝑘]ℎ[𝑛 − 𝑘], −∞ < 𝑘 < ∞. The figure
below shows an example of the calculation of𝑦[1]. The top panel shows𝑥[𝑘]. The
middle panel showsℎ[1 − 𝑘]. The lower panel shows𝑥[𝑘]𝑦[1 − 𝑘]. Note that this is a
sequence on a 𝑘 axis. The sum of the lower sequence over all k gives 𝑦[1] = 2.
We repeat this shifting, multiplication and summing for all values of 𝑛 to get the
complete sequence 𝑦[𝑛]:
ELEG 320L – Signals & Systems Laboratory /Dr. Jibran Khan Yousafzai Lab 4
3
The conv Command
conv(x,h) performs a 1-D convolution of vectors 𝑥 and ℎ. The resulting vector 𝑦
has length length(𝑦) = length(𝑥) + length(ℎ) − 1. Imagine vector 𝑥 as being
stationary and the flipped version of ℎ is slid from left to right. Note that conv(x,h) =
conv(h,x). An example of the convolution of two signals and plotting the result is
below:
>> x = [0.5 0.5 0.5]; %define input signal x[n]
>> h = [3.0 2.0 1.0]; %unit-pulse response h[n]
>> y = conv(x,h); %compute output y[n] via convolution
>> n = 0:(length(y)-1); %for plotting y[n]
>> stem(n,y) % plot y[n]
>> grid;
>> xlabel('n');
>> ylabel('y[n]');
>> title('Output of System via Convolution');
ELEG 320L – Signals & Systems Laboratory /Dr. Jibran Khan Yousafzai Lab 4
4
Deconvolution
The command [q,r] = deconv(v,u), deconvolves vector u out of vector v, using long
division. The quotient is returned in vector q and the remainder in vector r such that
v = conv(u,q)+r. If u and v are vectors of polynomial coefficients, convolving them is
equivalent to multiplying the two polynomials, and deconvolution is polynomial
division. The result of dividing v by u is quotient q and remainder r. An examples is
below:
If
>> u = [1 2 3 4];
>> v = [10 20 30];
The convolution is:
>> c = conv(u,v)
c =
10 40 100 160 170 120
Use deconvolution to recover v.
>> [q,r] = deconv(c,u)
q =
10 20 30
r =
0 0 0 0 0 0
This gives a quotient equal to v and a zero remainder.
Structures
Structures in Matlab are just like structures in C. They are basically containers that
allow one
Electronic Media PresentationChoose two of the following.docxtoltonkendal
Electronic Media Presentation
Choose
two of the following types of electronic media:
Radio
Sound recording
Motion pictures
Broadcast television
Research
the history of the media types your team selected. Include the following information in your presentation:
Introduction
Notable founders and parent organizations of your electronic media types
Notable historical dates
Dates of mergers with other radio stations, record production companies, motion picture companies, or television networks to form a large media conglomerate
Date the media types launched their websites, became active on the Internet, or became active in social media integration
Identify past, present, and future challenges confronting these types of media. How has the digital era affected them? Which types are best suited to adapt to the future? Explain why
How do these challenges affect advertising in these organizations--outside companies advertising--and advertising for these media--companies promoting themselves to others? What are innovative advertising strategies these media have engaged in?
What are two similarities and two differences between the two media types?
Conclusion
Present your Electronic Media Presentation.
These are 10- to 12-slideMicrosoft
®
PowerPoint
®
presentations with notes.
.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Running head TO DELEGATE OR NOT TO DELEGATE1TO DELEGATE.docx
1. Running head: TO DELEGATE OR NOT TO DELEGATE
1TO DELEGATE OR NOT TO DELEGATE
3To Delegate or not to Delegate Vibert JacobSouth
UniversityMemo
To Delegate or not to Delegate
In the first scenario, I would delegate because of the nature of
the work involved in the process of looking for the most
effective software to settle for in order to meet the specific
accounting needs of the organization. The case presents that I
am a manager and I have two employees working under my
authority. The credit function of the organization plays a
significant role in the running of the organization. The ability
of the employees to accept and work with the new software will
greatly depend on their capacity to understand the basics of the
new software within the shortest time possible. For this reason,
the delegation will see to it that the two employees under my
authority are assigned tasked regarding the purchase of the new
accounting software. For instance, the task can be divided into
three subdivisions where each individual within the department
is given one task to research and report within two weeks. The
report from each individual will then be compiled to make up
the final recommendation which will then be presented to the
manager of the agency.
2. The reason for delegating the task is to ensure that my team
members are involved in the processes because they will be
among the key individuals who will also be tasked with the
responsibility of using the system. The move will, therefore,
present a great opportunity for the employees to give their
opinion, input, and advice based on their experiences within the
firm as well as the accounting industry as a whole. Moreover,
the move will also help to build trust between me and my
subordinates which will greatly improve the overall productivity
of the credit functions of the agency. The delegation will be on
an individual level since each of the two employees will be
given different tasks to research regarding the new accounting
system to be purchased.
The case presented in the second scenario brings out the fact
that the fields manager is under pressure in regards to
delivering the expected results within a limited time frame. As
such, delegation would be an effective way to ensure that the
organization is able to realize the desired objectives for the two
major process that are being undertaken which are crucial for its
overall success and sustainability, (Lyons, 2016). However, it is
imperative to recognize that the nature of work involved in the
case makes it challenging for the field manager to delegate his
duties to those under his leadership.
To being with, the performance improvement project is aimed at
improving the overall productivity and efficiency of the federal
agents. These are programs that are designed to help the agents
find more effective and convenient of undertaking tasks and
responsibility that would be considered to be otherwise
difficult. This means that the agents can only get it right if they
have an authority figure in their midst giving directions
regarding what needs to be done so as to realize the desired
positive outcomes for the field agents. The agency would expect
a comprehensive report regarding what how the performance
improvement process was undertaken and it would be absurd if
3. the field manager gives a report that was delegated to the same
field agents for which the program was intended for.
There is also the issue of the fiscal audit which creates the need
for the field manager to allow the review of the operations of
the field operations. This is a move that is aimed at identifying
redundancies in the operations and transactions of the field
operations which affect or improve the overall performance of
the agency as a whole. As the point person, it is imperative to
ensure that everything is undertaken in the desired manner to
ensure that the division also gets a positive image in regard to
compliance with the internal processes of the agency aimed at
promoting positive outcomes.
The nature of the work involved in the agency is one that
requires the filed manager to be well informed and involved in
all the activities taking place. This is because he will be
answerable to anything that goes wrong, and it would be a
shame if he does not have the right answers for the top
management in the event that he is needed to make
clarifications on how the processes were undertaken under their
watch. Moreover, the case is categorical that the manager is the
point person for all the office deadlines which means that more
time and effort have to be put in the process to ensure that the
deadlines are met, and the desired positive outcomes are
realized by the agency. For this reason, the move not to delegate
will go a long way in promoting the privacy and confidentially
of the of information among the field agents as well as the
office agents which promotes the core objectives of the agency
as suggested by Celik et al. (2016).
One thing that is clear in the last case is the fact that the
workplace presented in that case is understaffed and is facing
major deadline issues that need to be addressed as soon as
possible. It is therefore imperative to ensure that the available
employees take up additional responsibilities within a specified
4. period so as to cover up for those who are not available at the
moment. The monthly report to the City Council is due in a
week’s time and then there also several field calls that have
been unanswered. All these are unattended duties and
responsibilities which affect the overall output and productivity
of the organization as suggested by Yoon et al. (2016). If the
organization fails to meet its core functions, then it will not
matter whether some of the employees were on official sick
leave or vacation. The failure of the organization will be on the
head of all the employees and it is for this reason that the
remaining employees have to take the initiative to ensure that
work together through the delegation process to ensure that all
the necessary work is completed within the required timeframe.
Delegating the tasks among the available employees will see to
it that they all focus on what is important during that time.
What this means is that they will be putting their time and
energy on these urgent matters to meet the strict deadlines. In
addition, it is also important to mention that delegation provides
an opportunity for the manager to learn new and effective ways
of undertaking the various duties and responsibilities under
their watch within the organization. These skills will come in
handy in times when the organization in crisis and there is a
need for individuals to take up multiple responsibilities in order
to meet tight time schedules, (Celik et al., 2016).
It is also important to mention that there are higher level risks
associated with tight project schedules. Delegating duties will
see to it that the manager is able to focus on the quality aspect
of the matter as the other employees deal with the smaller roles.
The workload for the manager will also be greatly reduced and
that will provide enough time for evaluations of the available
options and thereafter making the most effective decisions,
which benefits the whole organization.
Finally, delegating will go a long way in helping the employees
5. develop trust among themselves as well as with the top
management. Building trust among employees is a very crucial
factor because it affects the productivity of the employees as
well as their job satisfaction. Employees who trust and feel
trusted by the organization fill more fulfilled with their jobs and
thus work hard to meet their set goals and objectives. Therefore,
the decision to delegate the work will not only help to meet the
short and urgent deadlines but also present an opportunity for
the employees to acquire knowledge and skills which will come
in handy in their future work.References
Celik, L., Karabay, B., & McLaren, J. (2015). When is it
optimal to delegate: The theory of fast-track
authority. American Economic Journal: Microeconomics, 7(3),
347-89.
Lyons, P. R. (2016). Making the case for manager delegation of
authority. Human Resource Management International
Digest, 24(5), 1-3.
Yoon, J., Kim, M., & Shin, J. (2016). Confidence in delegation
and leadership of registered nurses in long‐term‐care
hospitals. Journal of nursing management, 24(5), 676-685.
Running head: HEALTH SECTOR
1
HEALTH SECTOR
5
Health Sector
Vibert Jacob
South University
Health Sector
Social, technological and demographic changes are shaping the
national, state and local economy. As well, it has created new
challenges for the government at all levels. The aging society
combined with new healthcare technologies has been driving
healthcare costs to ever higher levels. Despite the fact that 20%
6. of the total budget was used to finance healthcare initiatives in
2017, there is a need to occasion policy changes and as well
increase funding for the healthcare services.
In the subsequent years, state and local budgets had been
projected to have been increasingly dominated recurrent
expenditures and healthcare burden due to increased disease
burden. This has significantly squeezed the fiscal capacity
required to address health education infrastructure and other
emerging demands in the sector. It is important to underscore
the fact that local and state government revenue systems have
now been confronted with new challenges from a more
technocratic and globalized economy with more mobile
commerce sources and income that eludes the grasp of taxing
authorities at the local and state as well as national levels of the
government (Over, 2018).
In the health sector, fiscal constraints and limits have translated
into downsized public expectations. The public has shown
increased confidence in the government to solve a wide range of
private and public problems. This has prompted growth in
complexity, size and number of government initiatives and
programs. Of mportance to note is that more recently, the major
policy responses and the corresponding public problems have
become so overwhelmingly intergovernmental in nature.
Specifically, the nature of resources and public challenges
needed to address some of the biggest challenges in the
healthcare are not preserve of a single government program and
the current constrained healthcare budget. This is a clear
indication that the health problems and the emerging solutions
are widely distributed throughout the intergovernmental system.
Based on the information of the fiscal and programmatic
fortunes of the healthcare industry, its success has become so
independent and intertwined than any other time before.
Additional fiscal initiatives and funding have become key in the
7. success of health sector especially in the implementation of the
concept of evidence-based practice. From the state and local
program priorities, the weight that that the health sector carries
as far as economic development is concerned cannot be ignored.
In the past times, slow improvements in the basic indicators of
child and maternal mortality as well as a double-burden of both
communicable and non-communicable diseases, highly
commercialized private sector health services and high-out of
pocket expenditure presents new challenges that have
contributed to the contemporary healthcare crisis in the United
States Department of Health and Human Services (HHS). The
proposal for the increase of healthcare funding and allocation
has been confronted with increased resistance from the
legislators basically due to competing political interests, lack of
good will, negligence and a lack of understanding of the
fundamental problems that affect the low class and underserved
populations (Over, 2018). The fact that the recent medical
errors and deaths have been attributed to systematic failures and
lack of an appropriate infrastructure to facilitate the delivery of
healthcare services has presented new issues in the healthcare
arena. This is a matter that must be looked into by the
government devoid of biases and political judgment to solve
some of the overarching problems in the healthcare sector.
A clear indication of the urgent need of increased funding is
the augmenting deaths of children in state hospitals. The
primary causes of these issues include systematic errors for
instance as a result of disrupted oxygen supply, the cases of
negligence and excessive billing are some of the recent
unfoldings in state hospitals. These are some of the issues that
must be resolved with urgency before the threatening economic
collapse knocks. The state and federal government that are the
key sources of funding in the health sector must understand that
the under-regulated private is not sufficient to address the
health care issues affecting the people today.
8. With the above understanding of some of the issues
undermining the delivery of quality and timely care in the state
hospitals, there are alternative approaches that should be
implemented. To start with, the complexities evident in
ensuring an inclusive and fair system of medical examination
will make sure that the medics are acquainted with the requisite
knowledge and competencies sufficient enough to handle the
critical elements of evidence-based practice. One of the key
things to note is that medical errors have been noted to among
the most serious problems in the healthcare industry occasioned
by acute shortage of staff, lack of incentives for instance further
training and education and more importantly insufficient
equipment to handle these training sessions (Over, 2018).
Increased funding will make sure that this issue has been
addressed and given the necessary attention it deserves in order
to resolve the widespread problems in the health sector.
The second approach to eradicate the burden of child mortality
and unwarranted deaths due to medical errors is ensuring
technology is embedded in the healthcare system. The rapid
technological development and its impact in the healthcare
arena cannot be overlooked. One of the ways to mitigate errors
in the healthcare arena that have become so widespread is the
use of technology in the admission and tracking of the progress
of patients through different stages of the treatment process. For
instance, a mistake made during the admission process is further
carried forward to the treatment stage. The mistake might not be
made in the admission stage but also in the subsequent stages
that involves assessment of the patients, diagnosis, treatment
and prescription.
The basic defense that has seen a vast majority of the proposals
for increased funding despised, bounce and aborted altogether is
the factor of limited resources and the current constraints in the
state budget. However, one of the key things that must be noted
9. and emphasized is that a sick population means lost
productivity, economic downturn and eventually a collapse of
the functional elements that ensures efficient running of private
and government organizations. There could be no youthful
population in the midst of the escalating child deaths and the
ever-appreciating loss of lives due to non-communicable
diseases such as obesity, tuberculosis, diabetes and
cardiovascular infections among others.
Implementing the proposed alternatives could be presumed to be
a heavy burden for the government to bear. However, they
should be viewed in the lens of the sustainability and long-term
stability of the local, state and national economy. The current
challenge in the healthcare demonstrates the urgent need for
solutions before the situation worsens further. The central
problem of healthcare that has hampered the implementation of
the proposed alternatives is low levels of public funding. This
has resulted to lack of good quality healthcare and poor access
to health that must be resolved to sanitize and make the health
services delivery model more efficient.
References
Over, A. M. (2018). Economics for health sector analysis:
Concepts and cases. Washington, D.C.: World Bank.
Running Head: TEAM BUILDING AND TRAINING
PROGRAMS 1
TEAM BUILDING AND TRAINING PROGRAMS
3
Team Building and Training Programs
Vibert Jacob
South University
10. Team Building and Training Programs
Introduction
Teambuilding plays a critical role in the improvement of
the productivity of the workforces of different business
organizations. Most organizations are currently leveraging the
benefits of team building to reinforce unity and teamwork in
their respective human resource management plans. Over the
recent past, various business organizations have joined the
league of providing a gamut of training programs critical in
improving the cohesion of workforce specialized for the
specific needs of different corporate businesses (Bailey,
Mankin, Kelliher, & Garavan, 2018). Fresh Tracks Inc. one of
the leading company providing team building training programs
for various corporate entities. Ensuring productive and
motivated workforce are some of the enabling factors in
addressing challenges associated with attracting and retaining
best talents in the labor market. Therefore, the purpose of this
research paper is to discuss the benefits of team building
programs in meeting the specific needs of the company as
discussed below;
Company Overview
Fresh Tracks Inc. is UK based company providing a wide
range of training programs to different business corporations
which intent to revamp their workforce through motivation and
creation of a conducive work environment. The company has
been in operation since the 1990s mainly providing human
resources training programs to large corporations, small and
medium-sized enterprises (SMEs), NGOs as well as government
institutions. The organization strives to offer a compelling
combination of intellectually stimulating and engaging
experience that is critical in creating a cohesive team ( Fresh
Tracks, 2018). The training programs are essential in bringing
11. together the new hires and existing employees in achieving
common goals of the business organizations. The collaboration
skills, team focus training, change management, leadership and
management among other notable courses the Fresh Tracks Inc.
is providing in teambuilding. Therefore, collaboration skills
program will form the primary focus of this research paper as
described below;
Key benefits of Training programs
The training programs provided by the Fresh Tracks
Company contribute significantly to the attainment of some of
the most critical needs of individual business organizations that
chose to adopt such programs. Some of the most vital areas of
improvement include enhanced communication among the team
members. The opportunities allow as many team members to
speak as a way of bonding with each other. In the process,
business organizations tend to benefit hugely from the resulting
effective communication strategies within their companies.
Secondly, training programs provide an avenue for skill
development. The sharing of ideas and skills allows individual
employees to acquire a new set of skills and competencies to the
advantage of the hiring company (Lussier & Hendon, 2017).
Additionally, teambuilding is also critical in enabling the team
members to discover and understand their roles as far as the
operation and management of a business organization are
concerned.
Collaboration Skills and Team Building
Collaboration and teamwork are some of the critical skills
effective in improving the productivity of a workforce of
different business organizations. Interpersonal, communication
and problem-solving skills are essential in allowing team
members to work together towards the attainment of common
organizational goals and objectives. Such skills are vital when
12. incorporated in the corporate culture of different companies.
Moreover, such skills are crucial in building effective teamwork
for long-term benefits of the business organizations.
Fresh Tracks Company and Training Course
I will choose to purchase the training program offered by
the Fresh Tracks Inc. due to numerous reasons. For instance, the
assessment of the company profile shows that the company has
had a successful implementation of different team building
training programs for various business organizations. Moreover,
the company has been receiving positive reviews from many
corporate entities regarding the effectiveness of various training
programs the Fresh Tracks Inc. is providing. Additionally, the
collaboration skills course that the organization is offering is in
line with the precepts of the Belbin theory team building. The
Belbin team roles describe critical approaches to creating
mutual understanding and sharing of responsibilities among the
team members. However, it is essential to modify some of the
training programs that Fresh Tracks provide to corporate
business to achieve the desired outcome when implementing the
collaboration skills training program as shown below;
Customizing Training Courses
Organizations tend to face unique forms of challenges in
the creation of useful and productive team membership
depending on the type of organizational cultures adopted by the
respective business companies. Therefore, there no universal
standards for implementing team building training programs
that address all the challenges that the company may be facing
(Rickards & Moger, 2017).
Modification of the team focus training program is critical
in the attainment of the unique goals and objectives of the
business. Fresh Tracks Company provides specific approaches
13. to dealing with the focus training courses. However, in adopting
the contents of such courses, assessment of the overarching
organizational goals and objects play critical roles in reducing
goal-blindness among the team members and channeling their
energies towards the attainment of long-term and short-term
business’ needs (Lussier & Hendon, 2017).
Similarly, further customizing of the content of a change
management course that the training company is providing to
suit the existing organizational culture of the client company.
Ideally, different companies have a set of espoused values that
they usually bring forth when introducing new changes in the
management and running of the businesses. Similarly,
implementing the training programs on leadership and
management relies on the existing culture of the client
organization (Rickards & Moger, 2017). As a consequence, such
training programs should be tailored to meet the business goals
and objectives.
Conclusion
Therefore, it is critical to note that teambuilding plays
significant roles in the improvement of productivity and general
effectiveness of the workforce in different companies. The
choice on which programs to implement largely depend on the
internal business needs and objectives. Some courses on team
building require some forms of customization to make them
efficacious in addressing the unique challenges of the various
organizations. The corporate world has continued to face a
myriad of problems in the labor market, particularly in
attracting and retaining top talents in the market. Building unity
among the team members can be an enabling factor in enhancing
the general productivity of business organizations.
References
Fresh Tracks. (2018, August 6). Retrieved from
14. https://www.freshtracks.co.uk/
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018).
Strategic human resource management. New York: Oxford
University Press.
Lussier, N. R., & Hendon, R. J. (2017). Human resource
management: Functions, applications, and skill development.
New York: Sage publications.
Rickards, T., & Moger, S. (2017). Handbook for creative team
leaders. New York: Routledge.
Running head: CARL J FRIEDRICH AND HERMAN FINER 1
CARL J FRIEDRICH AND HERMAN FINER 5
Title Administrative Theories
Vibert Jacob
South University
August 01, 2018
15. Administrative Theories
Different administrators interpret administration differently
because of different social, cultural and geographical locations
hence executing administrative duties in different manners. This
provides adaptability as well as flexibility. one of the most
effective theories of administration is the Friedrich theory.
Friedrich theory was believed to have good and logical policies.
Before being installed or put in place, the ministers need to get
feedback from trusted experts on the ground to try to understand
the effect of the policy, including the positive and negative part
of it. Herman Fener’s theory defined the relationship between
ministers and administrators comprehensively. Since the
minister was voted in by people, he is there final voice where he
creates all policies to be implemented in given directions and
instructions, and their policies are not subject to change. These
administrators are then expected to apply these policies to the
best they can. Finer also goes on to define responsibility as
obedience to explicit or certain directions as expected to your
level best. He argued that officials should be held accountable
for their actions and that punishment can be arranged in order to
correct any anomalies (Waldo, 1976). The minister’s expert
controls the actions of the ministers. This makes the
administrators have the fear of doing a poor job. The fear of
failure is used to motivate this administration, individuals.
Finer believed that both the minister and administrators should
be working for the needs of the people who elected them, and
not their personal needs. He believed that ministers can
supervise administrators without being troublesome, giving
orderly instructions as to what needs to be done and to an extent
of how it should be done. Ministers, in this case, are the final
say of the people. Whatever policies they put should be
executed to the letter. There is no need to change anything at
all, rather, one should just implement the policies. All
administrators are expected to be obedient to a given set of
directions. In sports for the example, the quarterback is clear
16. representations of the minister, as the leader who gives
directions to be done his way. This makes the other players
behind him to do as he does (Friedrich, 1968).
Carl J Friedrich’s theories were among the best America is built
on in terms of responsibility and authority. Friedrich’s theory or
concept or rather the idea of responsibility and accountability in
political and personal as well as the political responsibility
within the hierarchy of bureaucratic institutions or
organizations. Friedrich focuses on administration. The
administrator is a professional public servant who has been
given or appointed for a certain position. A minister is a
politician elected by people or committee and appointed in some
cases to sit in a country’s cabinet. His view was that there is a
reciprocal relationship between administration and politics. He
believed this two relied on each other and will always do to
deliver policies efficiently and adequately. Friedrich believed
in the specialization that politicians are good in making policies
and on the other hand administrators specialize in their jobs and
hence can give feedback on what to be corrected or done
differently or needs to be changed. A single minister cannot be
knowledgeable in all fields; therefore, his advice cannot be
sufficient to be relied upon. Hence consultations are needed
from other players who are experienced in a given field.
Policies that have been put in place are ultimately defined by
how the appointed administrators interpret their meaning. Some
may miss a given point and hence losing it all right there
(Friedrich, 1968)
I agree that most people hitherto, view that public service as the
highest and noblest calling. To begin with, it has many generous
benefits. Positions in the public sector reasonably have good
competitive salaries and good benefits as well. For example,
one may receive different separate vacations and leave when
sick, during holidays we also have federal payments, health
insurance that is good when one falls sick and requires medical
attention he or she will not use his money from the pocket the
insurance from the government pays. Health is a worthwhile
17. investment since one can be healthy today and tomorrow sick
making it difficult to work so you continue being paid
regardless of being in the hospital. And the opportunity to get
the advantage of government pensions and beneficial retirement
plan (Perry, 2007). Loan payment. There are positions that will
help you pay loans that like the student's loans with ease. There
also a better work-life balance since there are times one should
at work and time to leave as well. This has flexible schedules.
The work culture is also relaxed because they focus on service
rather than profit. This makes no enormous pressure at
workplace form the bosses. What is expected and to deliver
service that is efficient. Since it’s a nonprofit organization, the
government, and legal service organizations aren’t under
pressure to meet high hour quotas there is personal fulfillment.
One gets satisfied when working and your career allows you to
meet your personal mission in life. Time is flexible one can be
able to further education while still working since its simple to
work and study at the same time (Wright, 2010).
I clearly support Friedrich’s theory as my choice as it relies on
responsibility. There is democracy in hence it enables to get the
government via political way and to effectively implement the
decisions made by the process. The administrator has to
combine forces and compare notes as well to analyses what and
which policies worked, and which did not work. This enables
change to be put where needed to have the policy at its best
before implementation, enabling the minister to provide the best
and most effective policy, ensuring the policies are going to
work and has many benefits for his people at a bigger
percentage. This way the policy has been improved and tested to
the limit and whatever that can’t work in the policy eliminated.
This shows that Friedrich considered the impact of the policy.
This impact would have on his people and wanted the best for
them. In this case, administrators would be held responsible if
left to their own specializations. If the admin has self-
interpretations can lead to poor and not good policies hence a
relation between the two in key and important as the policies, it
18. is self. Responsibility comes from within the self.
Responsibility in this theory is not less important to democratic
governance. This theory encourages or consists the nature of
administrative responsibility which is reasoned communication.
After a policy has been put in place it’s tested and where we
have holes in it they are corrected. This enables the policy to
put consideration of the peoples’ feeling altogether. This
enables to get minimal resistance from the people who elected
the minister and in some the administrator. People want to feel
they are part of their government, not just having policies put in
place to govern them (Perry, 2007)
.
References
Friedrich, C. J. (1968). Constitutional government and
democracy.
Friedrich, C. J., & Brzezinski, Z. K. (1965). Totalitarian
dictatorship. Cambridge, MA: Harvard UP.
Waldo, D. (2017). The administrative state: A study of the
political theory of American public administration.
Routledge.
Perry, J. L., & Wise, L. R. (2007). The motivational bases of
public service. Public administration review, 367-373.
Wright, B. E., & Grant, A. M. (2010). Unanswered questions
about public service motivation: Designing research to
address key issues of emergence and effects. Public
administration review, 70(5), 691-700.