Sheet1Starbuck process improvement budgetresources required .docx

Sheet1Starbuck process improvement budgetresources
required and their narrationItemDescriptionUnit of
measureQuantitybusiness process analystMeant to oversee the
implementation of the entire projectPersons1personal
assistantAssisting the analyst with the scheduling of activities
and correspondencePersons1TechniciansHelp in collecting and
analyzing dataPersons2VehicleTo assist in the transportation of
team within the firm and from one Branch to
anthervehicle2StationeryFor recording data and
informationNumber of books, pens and other
stationeryComputer and presentation equipmentsUsed for
recording, analyzing and storing data as well as for
presentation in trainingNumber4HotelAccommodating the
process improvement
teamRooms4ExpenditureitemsQuantitypriceAnalyst11000 per
day for 10 days$ 10,000.00Personal assistant1600 per day$
60,000.00Technicians2500 per day$ 10,000.00Vehicle2Leased
for 100 a day$ 1,000.00Fuelled at $50$ 500.00StationeryAs
will be used$ 50.00ComputersFor each team memberAlready
existingAccommodation4 rooms300$ 12,000.00TOTAL$
93,550.00TRAININGRefreshmentsFor the employees a training
the training sessionsEstimate 30 employees a day each
spending $10$ 3,000.00Training stationery$ 1,000.00Total
training$ 4,000.00MiscellaneousTo meet any emergency that
may arise but was not foreseen as well as the wasted time$
5,000.00$ 5,000.00TOTAL budget Expenditure$ 102,550.00
Sheet2
Running head: ACTION PLAN
1
ACTION PLAN
6
Action plan

Action plan
The plan for action of implementing the systems upgrade plan
for the Starbucks will guide the team on the deadlines, the
resources as well as the person under whom responsibility for
the achievement of given task will be placed on (Shim &
Siegel, 2008). The overall plan will take a maximum of 6
months to be comprehensively completed. Therefore, an
important step has to be undertaken before the commencement
of the assignment
What steps are needed in order to complete the plan?
For the plan to be complete, the consultant will have to
undertake a thorough reconnaissance of the Starbucks outlets
and sample some of them for the testing of the training manual.
Professional Trainers will have to be hired before the actual
implementation of the plan, these trainers are important in
ensuring smooth a successful training of the employees. Once
hired, the trainers will have to develop a training manual in
collaboration with the head of training, the head of the
Starbucks assignment as well as the Starbucks human resources.
The testing of the manual is meant to ensure that all the right
areas have been captured, tailored, and clarified. The inclusion
of the HR. officer will give an insight on the weak areas of the
firm as well as the other areas that may require more attention
that was not revealed in the reconnaissance.
The plan will require substantial amount of cash to ensure the
right trainers have been hired, correct equipment put in place as
well as to facilitate the reconnaissance and the training itself.
The IT department will have to upgrade the computer hardware
as well as the software to be used for the training. These will be
done prior to the start of the plan.
STARBUCKS SYSTEM REVIEW PROJECT ACTION PLAN
action
resource
Time
Responsibility

deadline
software acquisition
· Money
1 week
· IT team
· personal assistant
before training starts
hardware improvement
· Money
· human capital
1 week
· IT team
before training starts
reconnaissance
· Money
· vehicle
· human capital
1 week
· assignment head
before hiring trainers
training personnel hiring
· human capital
1 week
· assignment
heads
before manual preparation
training manual preparation

· computers
· human capital
2 weeks
· trainers
· Starbucks HR.
end of week 6
testing of training
· Computers
· some employees of Starbucks
· the trainers
1 week
· training head
· trainers
· Starbucks HR.
end of week 7
training time table preparation
· Starbucks management
· our trainers
· computers
5 days
· training head
· Trainers
· Starbucks HR.
Friday of week 8
acquisition of training, venues, accommodation, stationeries
and refreshments

· Money
· vehicles
9 days
· IT department
· Starbucks HR.
· head of training
by Sunday of week 9
training
· Trainers
· Stationery
· Refreshments
· Halls
· Computers
· Hotels
6 weeks
· head of training
· trainees
by end of week 21
training evaluation
· Computers
· trainers
2 weeks

· head of training
· trainees
by the start of week 23
report writing , recommendation to Starbucks
· Computers
1 week
· head of training
· trainees
before end of week 17
Implementation of the changes and testing
· Systems,
· Hardware
· software
· technocrats
5 weeks
· departmental heads
· consultant’s head of assignment
by end of week 23
Who is needed to incorporate these changes?
The top management of the firm will have to be incorporated in

implementing the changes. Starbucks employees will play a
crucial role in assisting the firm undertakes the necessary
changes since they will be the handler of the new systems put in
place. They will also be crucial in informing the consultant of
the key areas that need more attention during the training as
well as after the training (Thompson & etal, 2015).
Time schedule
We estimate that the training and report writing,
recommendation will take a maximum of 6 moths. The
preparation process, which includes the reconnaissance, hiring
of trainers, software’s and hardware improvement, preparation
of the training manual and its adoption will take at least a
month to prepare. This is meant to ensure that all the details
have been captured in the scope of work to handle ahead.
The actual training, of the employees and the evaluation of the
same is expected to take at least 6 weeks through which the
sampled employees will be taken through training to identify
the area that are needed for improvement. In the training, the
employees will be taken through the importance of the system
overhaul or improvements how this will be done as well as the
advantages that will accrue to the firm because of the system
improvement. In the training also, the employees will be crucial
in suggesting their views on what need be done as well as how
to do it (Quast, 2012).
After the training, all the information collected will be
evaluated by a team comprising the trainers, the head of
assignment as well as representatives from the Starbucks. This
review will include the need to identify what is the best
alternative to use, identify the ideas to include or improve as
well as identifying the grey areas. The outcomes of the process
will assist in prioritization of the best alternative and ensuring
that the process is conducted smoothly without much hitches.
The actual implementation of the system changes is expected to
take a maximum of 5 weeks. This is after the employees have
been trained on the areas of change, the change process itself as

well as have been introduced to the necessary software and
hardware. This process will require the collaboration of the
Starbucks departmental head, the trained employees and the
consultant to be successful. Once change has been made, the
systems will be reviewed and handed over to the firm.
References
Quast, L. (2012, may 14). Want Your Company To Succeed in
the Future? Invest in Employee Skills Training Like Deloitte
LLP. Retrieved from
www.forbes.com/sites/lisaquast/2012/05/14/want-your-
company-to-succeed-in-the-future-invest-in-employee-skills-
training-like-deloitte-llp/
Shim, J. K., & Siegel, J. G. (2008). Budgeting Basics and
Beyond. Maison: John Wiley & Sons.
Thompson, R., & etal. (2015). Kotter's 8-Step Change Model.
Retrieved from
https://www.mindtools.com/pages/article/newPPM_82.htm
Running head: RISK ASSESSMENT
1
RISK ASSESSMENT
2
Risk Assessment
Risk Assessment
Risks associated with the plan
There are different forms of risks that are associated with

implementation of the plan. For example, the plan may not work
effectively with the old normal operations of the organization.
The organization is currently using a strategy that is has used
for several years now. Further, the company has faced
challenges in making changes to the system (Schepp, 2012). The
changes have proven to cause extensive challenges when
implemented including leading to different forms of loses. This
makes t quite a challenge to implement the new plan. The plan
may not work effectively with the already operating system. It
is important that the plan is implemented in a careful and
effective manner to ensure that it works as intended and does
not affect the general operations of the organization.
In addition, the plan is risky in affecting the general progress of
the organization. Employees’ effectiveness is quite important
for the success of any business. This organization has been
operating effectively based on employees’ competence.
However, implementing the new plan may cause different forms
of problems to the effectiveness the employees display (Schepp,
2012). The employees may not be able to remain effective as
they try adopting the new plan. It may take some time before
the employees understand the new plan, which implies that the
effectiveness of the organization may be disrupted for some
time.
Further, the new plan may be risky to the organization through
consuming much time that may have been used in the successful
operation of the organization. For example, the organization is
always busy at all times. This means that trying to implement
the plan may have to interrupt the normal operations of the
organization. This may lead to wasting of time that would have
been used in serving consumers. Further, employees may
require being trained (Starbucks Corporation, 2014). The time
used for training may have been used by the employees in
ensuring that everything works effectively within the
organization.

Also, implementing the plan may be risky based on the money it
may require to successfully implement. For example,
implementing the plan may not be complete success. The
different forms of failures may require additional financing by
the organization in order to improve on their abilities to
successfully fit within the organization (Schepp, 2012). The
need for an increased funding may be a major risk factor to the
organization. The organization may be forced to increase its
spending in order to ensure that the strategies successfully fit to
its normal operations.
Plan to overcome the risks:
There are different ways in which the risks may be reduced. For
example, the implementation process shall factor in all the
possible risks that may be experienced while implementing the
plan. Based on these risks, the team may come up with ways in
which these risks may be. For example, in cases where the
organization may be expected to increase the funding so as to
ensure that the plan is effective, the team should ensure that the
plan is tested before it is implemented (Starbucks Corporation,
2014). This shall help in determining the different areas of
weaknesses that the plan may have. By detecting these
weaknesses, the team shall be able to improve on the general
plan and ensure that the weaknesses are minimized.
In addition, the team shall also implement the plan bit by bit.
For example, the team shall implement the plan in one
department then move to the rest one by one. This will ensure
that the team understands on how to deal with the weaknesses in
case they are experienced before moving to implement in
another department (Schepp, 2012). This process will help in
reducing the negative effects that the impact may have on the
implementation process as well as the success rate of the plan.
It is important to ensure that a plan is tested before being
implemented in order to reduce any form of negative impacts it
may have on an organization’s progress.
Management theories:

The chosen management theories may play a major role in
ensuring that the implantation process is a success. For
example, the theories may provide implementation processes
that shall ensure effective implementation of any process. This
shall encourage better performance of the plan through
integrating it with the existing plan (Starbucks Corporation,
2014). Further, the theories may help in providing ways of
reducing the weaknesses that may be experienced by the plan.
Reducing the weaknesses may help in reducing the risk factors
associated with the plan. The theories shall be effecting in
improving the general implementation process of the plan.
Conclusion:
Understanding an implementation plan may help in improving
the success rate of the plan. There are different forms of risks
that may be experienced while implementing the plan, such as
inability to work with the existing plan, effects on the
organization’s normal operation, and effects on employees’
effectiveness. However, through improving on the
implementation process and reducing the risks, the plan may be
implemented successfully. For example, through using the
chosen theories, the implementation process may be improved
significantly.
References
Schepp, D. (2012, September 22). Starbucks is hiring, but its
jobs are overrated. Business
Insider.
Starbucks Corporation. (2014). Starbucks Corporation -
Accelerated Growth Plan, 1-21.

Running head: RESOURCES REQUIRED
1
RESOURCES REQUIRED
6
Resources Required
Resources Required
Software:
There are different types of software that may be required for
the purpose of improving performance within the organization,
which shall also be used in the training process. The company
may require management software, which can be used in making
orders. There are different types of software that may be used in
management of order (Schepp, 2012). Once an employee’s
makes an order, they shall receive their order based on the
number of orders that are in progress. This will play a major
role in improving the efficiency in serving consumers. Further,
similar software may be used for purposes of management of
different forms of activities within the organization in order to
improve efficiency.
Hardware:
Further, in order to encourage effective function of the needed
software, the company may require acquiring additional
hardware. For example, the company may need to acquire better
computers that are able to handle the capacity required by these
software. The software may be too demanding for the
company’s current computers (Schepp, 2012). Through
improving the quality of technology within the organization, the
software shall be able to work effectively, which will improve
the general performance of the company. The main server shall
require the greatest efficiency based on its duties, which include
controlling all the other computers within the organization.
Real estate:

The company may require improving its abilities to handle the
increasing number of consumers. This may require increasing
the size of the organization in different branches. The company
may need to acquire bigger prices of land and increase the sizes
of their building (Schepp, 2012). This will ensure that they are
able to improve their capacities. The company shall be able to
improve on their abilities to handle more consumers. Further,
through the improved implementations, the company shall be
able to handle the increased number of consumers as well as the
increase in capacity.
Training materials:
In order to successfully implement the proposal, there may be
the need to have different forms of training materials. For
example, there shall be need to have enough computers for
training purposes. Using new software may not be easy for most
people. It may require a series of training and practice before
one is able to use them effectively. For the organization, there
shall be need for employees to be trained on how to use the new
software and hardware (Schepp, 2012). This shall help in
improving the efficiency through reducing the number of
mistakes and hard times that employees may face. In addition,
there may be need to have different forms of training materials,
such as training equipment relating to the work in the
organization.
Downtime due to training:
In addition to the resource, I may require some downtime due to
the training. Training may require a long time. For the
implementation process and the changes to work effectively,
employees shall require training. The training process may take
some time based on the resources required and the number of
employees. Further, the period in which the employees shall be
able to successfully understand how to use the new appliances,
as well as the processes to be implemented, will determine the
time taken to implement the plan (Schepp, 2012). Since I would
like the processes to be successful, there may be need to have
ample training time.

Employee payment for training:
I may require money for paying the training staff. There shall
be need to hire professionals in order to improve the efficiency
of the training process. Also, the professionals shall be
important to make the training process faster and avoid
consuming a lot of time. The professionals shall require
payment for the service they provide. However, the employees
shall not be paid for the training. They shall benefit from the
training through improving their skills. They shall receive their
salaries as normal.
Human capital:
The company shall only need to hire the trainers, who are
professionals in using the different software as well as
professionals in implementing the different forms of changes
that may need to be implemented within the organization. The
company shall not require any additional employees to ensure
that the strategies work. However, while recruiting future
employees, it is important that the management ensures that it
hires employees who are conversant with the software and
hardware that shall be implemented within the organization.
Further, there are different types of resource that may be
required in order to successfully complete the project, which
include time, people, and money. This will help in ensuring that
the processes are effective at all times. I plan to spend a period
of six months to fully integrate the process, which shall include
the training process as well as updating all the documents. I
believe that the company has enough resources to finance and
improve its general performance through implementing the new
strategies. I believe with these resources, I shall be able to
ensure that the proposal in implemented effectively and on time
(Starbucks Corporation, 2014). This will ensure that the
implemented plan is used as soon as possible for the benefit of
the organization.
References

Schepp, D. (2012, September 22). Starbucks is hiring, but its
jobs are overrated. Business
Insider.
Starbucks Corporation. (2014). Starbucks Corporation -
Accelerated Growth Plan, 1-21.
Running head: PROCESS IMPLEMENTATION
1
PROCESS IMPLEMENTATION
4
Process Implementation
Process Implementation
Through implementing the new process, I hope to improve
employee relationship. The way in which employees relate
within an organization is quite important in improving the
general performance of the organization. The way in which
employees relate defines the general culture of the organization.
The process will help in improving how employees relate. This
is through assisting each other in completing duties and
responsibilities as well as improving the effectiveness within an
organization. Further, the new process shall help in improving
the relationship between management and employees. The
management between employees and management is quite
important for an organization, which usually defines the way in
which employees work and their ability to remain effective.
I plan to integrate this new process within a period of six
month. It is usually not quite simple to define how individuals
relate within an organization. Changing the way in which people

within an organization relate usually needs time (Birkenmaier,
2001). The time required should be enough in ensuring that the
employees are able to shape their behaviors to suit the
behaviors of the organizations. I believe that six months will be
enough in shaping the relationship between employees and
between management and employees. This will help in allowing
time for monitoring how the new process works.
This process has a large impact or value to the organization. For
example, employees are the main determinant of the progress of
any organizations. The ways in which employees relate usually
determine different factors. For example, in order for work to
be done effectively, employees need to relate effectively. This
process will improve this relationship in order to improve
effectiveness through assisting each other and understanding
how to seek assistance and solve issue in case an employee
experiences any form of problems (Westhues, 2001). In
addition, the relationship between management and employees
shall be greatly improved through improving the process. The
relationship between employees and management is quite
important. For example, this relationship is usually a motivation
factor for employees. Employees usually derive satisfaction and
motivation when they are able to relate effectively with the
management. These relationships will ensure effective
functioning of the organization.
The chosen management theories played a major role in
developing the goals and objectives of the process. For
example, through these theories, I was able to create a process
that is realistic and one that the organization may be able to
attain given the provided timeframe (Westhues, 2001). For an
implementation to remain successful, it is important to ensure
that the process is realistic and the time provided is enough.
References
Birkenmaier. (2001). The Practice of Generalist Social Work.
New York: Routledge.

Westhues, A. L. (2001). A SWOT analysis of social work
education in Canada. 20. Social Work Education: The
International Journal , 35–56.
Running head: SWOT ANALYSIS AS A MANAGEMENT
TOOL
SWOT ANALYSIS AS A MANAGEMENT TOOL
3
SWOT analysis as a management tool
SWOT analysis is a method that is structured for evaluation of
the strengths, the weaknesses, the opportunities, and the threats
encountered in projects and in business ventures. This analysis
occurs on a place, a product, an industry or on a person. The
analysis method majorly deals on the company objectives and
exploits both the unfavorable and the favorable factors in that
particular business venture. Identification of this set of SWOT
is important and relevant in the quest to achieve the
organization’s objectives. (Westhues, Lafrance, & ., 2001)
Application of this analysis method in business management is
key to better results in business operations. This requires the
understanding of the entire business setting. The environment,
the market situation, the market structure, the level of
competition, the composure of the target clientele and even the
product itself all need consideration. The main reason behind it
is that the effectiveness of any business operation heavily
depends on those factors above. Therefore, SWOT analysis
starts from there above.
Therefore, the business strengths establishment comes before

anything else. These will help in knowing where not to allocate
more resource. Then the weaknesses come second in
identification of how to prioritize the resource allocation. This
comes out as a corrective measure in the business structure. The
opportunities will then work in hand in knowing where to take
the new ventures in the business for better returns. These
opportunities comprise of the elements necessary for expansion
of the business in a way or another. This will give a base for
more trade and hence more business returns in the end. Threat
analysis and evaluation will come at the end of the process.
This feature will give an insight of what to expect in the
investment. It enhances readiness in the future of the entire
business. Threat identification will give one time to curb any
situation that could cause trouble of any form. (Birkenmaier,
2001)
References
Birkenmaier, J. (2001). The Practice of Generalist Social Work.
Westhues, A., Lafrance, J., & ., G. S. (2001). A SWOT analysis
of social work education in Canada. Social Work Education:
The International Journal 20, 35–56.
Running head: BUSINESS STRATEGY
BUSINESS STRATEGY

4
Business strategy
The management theory highlighted for this discussion is the
scientific theory of management. This theory on top of all other
conditions, calls for high efficiency in any kind of business
entity. This is a major concern for any business in operation.
This theory aims at helping the management teams of
organizations to evaluate all factors of an entity, both internal
and external, that attribute to efficiency in operation within that
particular organization. However, this theory is majorly fully
exploitable in small and medium business organizations. This
method provides a method that is scientific for analysis of each
individual employee to provide a platform for developing
efficiency plan for him or her all in operation.
The application of the scientific method of management will
provide a systematic method that supersedes the human errors in
blind analysis occur. This method is executable in a standard
procedure as it is clear on how to go about it in any given
situation. This allows for fair results without any possible
manipulation. No feature overstating or understating occurs in
the analysis.
Scientific theory puts in to consideration all the features in an
individual in to question for the evaluation of efficiency. This
allows for maximum efficiency determination as the levels of
all features, both desirable and undesirable, vary from one
individual to another. These factors are beneficial at a certain
level and destructive at another level. For example, an
individual that pays too much attention to details can be a great
asset where the quality of product is of great significance. The
same individual can become a great loss where the time spent
on a product is of more significance compared to the quality of
the product in question. This variation in the factors found in
one human resource makes the scientific theory approach very
desirable in strategy development. The shortcoming of blindly
placing the human resource in the production units possesses no

more problem to the business entity. (Head, 2005)
SWOT analysis technique comes in handy in nailing the
unlikely signs of risks camouflaging in rewards. These risks
then come head-on with the rewards to which they relate in their
occurrence. Cost benefit consideration is crucial at this point to
be able to make that final decision.
The small findings in the analysis are put together to make out a
meaningful conclusion on factors in the resource. The existent
points of weaknesses will clearly pop out of the results making
it easy to work on them.
Every individual and every resource that inputs to the
production process undergoes analysis for any possible sign of
setback. (Westhues, Lafrance, & ., 2001)
Achievement of the SWOT analysis is by developing four
columns to represent the four parts of the system. These parts
include strengths, weaknesses, opportunities, and threats in the
business entity. Filling out of the columns follows thereon. In
the columns are the factors, which could be a strength or a
weakness. At some points, a weakness may even represent an
opportunity to venture in a particular area. Therefore, a factor
may appear in more than one column. (Birkenmaier, 2001)
The incorporation of the strategies found in both the theory and
the SWOT technique provides a scheme of overcoming
weaknesses in the business organization. The little merits in the
scientific theory of management get very beneficial supplements
from the merits deriving from application of SWOT technique.
References
Birkenmaier, J. (2001). The Practice of Generalist Social Work.
Head, S. (2005). The New Ruthless Economy: Work and Power
in the Digital Age. Oxford, UK: Oxford University Press.
Westhues, A., Lafrance, J., & ., G. S. (2001). A SWOT analysis

of social work education in Canada. Social Work Education:
The International Journal 20, 35–56.
Running head: PROCESS IMPROVEMENT PLAN
PROCESS IMPROVEMENT PLAN
5
Process Improvement Plan for Unilever
BUS490
Organization Description
Founded in the year1930 and commonly known to be one of the
great multinationals in the business sequences; Unilever deals
with the production of consumer products like beverages, foods,
personal home care products and cleaning agents. Unilever is
considered to be the third largest consumer goods company
globally by revenues closely following Procter and Gamble and
the Nestle. Being one of the oldest consumer products company
in the world, Unilever has its presence in about 100 countries. It
has about 400 brands in different countries with 25 of its largest
brands accounting for an approximate 70% of total sales
(Rummler & Brache, 2012).
Statement Problem
One of the problems that Unilever faces is ineffective
motivation. Despite the effective management, the company has

failed to set examples of motivating its staffs. The company
does not mainly focus on human rights and ensuring that there
is compliance with human rights in positive assurance. In
failure to learn about its employees, Unilever has been adamant
to carry out self-assessments of workers and training.
The strategic management team has failed to realize that
employee’s happiness directly have an influence on the
performance and growth. In this concern, there is a failure of
initiating several campaigns internationally which decreases the
motivation of workers and weakens human resources strategy
(Lalitha, V. (2015). Due to this problem the company launched
social impact Hub to the workers which helped little to
introduce its workers to social activities. This had little impact
on the community and employee motivation, as this strategy was
not followed up with rewards, recognition, and promotion.
Before the recent introduction of Hub, there was no technology
to test job satisfaction and employee motivation, this means
several workers left work place feeling dissatisfied and
demotivated.
The organizational procedures and policies that are directly
related to effective motivation include leadership standard.
These policies are expected to be seen in employees and
management. They help to drive culture and performance. The
second classification is rewards-rewards acts as the main
motivator to the workers. They consist of gifts, salary
increment, and enticement. If the reward policies are not
effectively implemented, it leads to poor performance and
mismanagement. Recognition is a non-monetary motivation that
mainly focuses on appreciation for the work done. The policies
and procedures in this category state that by calling the name of
a person and recognizing the effort done by an employee can act
as a greater motivator; this is because it involves some
management decisions.
Management Theories
The organization behavior and theory are considered to be the
essential theory in business planning and mitigating the

ineffectiveness in employee motivation. The theory of classical
organization has evolved and represents administrative,
bureaucratic theory and scientific management theory. The
theory of scientific management has four principles which
include: close supervision of workers and the use of punishment
and rewards as the main motivators. Secondly, finding the
alternative way of performing each task, finally, planning and
controlling of task management and carefully matching the
employees and work. The scientific management theory has
fared on well with modern companies. This philosophy of
people second and production first has left a legacy of
dissatisfaction at work and loss of pride (Lalitha, V. (2015).
Ethical issues are the strategic agenda. The planning usually
goes beyond issues of compliance and reacts to manage
integrity. Integrity and ethical consideration are the priority not
only because it is the right thing but also it is validly required.
The workers who know workplace decisions, processes and
behaviors that exist in the context of ethics are motivated to act
ethically. These will be of a concern when the process is
changing because the workers who view those activities as
continuous are detached from alternative ethical value hence
may not be alert to ethical implications and more inspired to act
unethically (Rummler & Brache, 2012).
References
Lalitha, V. (2015). Effective motivation--a field
experience. NTI Bulletin, 39(1-2), 48.
Rummler, G. A., & Brache, A. P. (2012). Improving
performance: How to manage the white space on the
organization chart. John Wiley & Sons.
Here105
A group of business people smiling while seated around a
conference table.
In this learning activity, we will evaluate process improvement

plan presentations. Your presentation will be based on the
process improvement plan you developed throughout the course.
Your presentation will be graded by your instructor separately,
while your discussion grade will be based on whether or not you
post your presentation and the depth of your follow-up posts.
Your presentation should include:
a.A slide presentation 10-15 slides in length.
b.A 5 to 7 minute narration. Write this out and I will add that
narration.//
c.Presenter notes.
d.A discussion of the deficiencies in the current processes, your
proposal of a new process, the requirements to successfully
implement the process, and your plan of action.
The audience for your presentation is the board and
stakeholders of the organization implementing the plan.
When responding to another student’s post consider the
following:
•What were the strengths of the presentation? Explain why.
•How could the presentation have been improved? It is not
acceptable to state no recommendations or to say they should
continue with what they are already doing.
•Justify your response with critical thinking and application of
course material.

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