Workforce 2020 Executive Report Rubric Assignment Components Unsatisfactory < 77% (C- to C) Exemplar 90 – 100 % (A- to A) Score To calculate score: (% / 100) x max pts. e.g. (80% / 100) x 12 = 9.6 Explain your organization’s current structure, workforce diversity, market/customer diversity, and communications technology. (Program Outcomes [PO]: 1.1, 1.2, 2.2, 2.3, 3.2, 3.3, 4.1, 4.2) Explanation of your organization’s current structure, workforce diversity, market/customer diversity, and communications technology is present, but it is mostly unclear and illogical. It lacks detail and is not fully based on reliable facts but is based on personal opinion. Explanation of your organization’s current structure, workforce diversity, market/customer diversity, and communications technology is present, and it is clear, concise, and correct and is based on reliable facts. In addition, explanation of the effectiveness of the current practices in these areas is included. /76 pts. Page 1 of 4 Perspectives in Change Leadership ©2011 Argosy University Online Programs Identify what will be the economic, social, demographic, and workforce parameters that are expected to be in the U.S. in the year 2020. Explain how those trends will or will not be reflected in your selected organization. (PO: 1.1, 1.2, 2.1, 2.3, 3.3, 4.1, 4.2, 4.3) Identification of what will be the economic, social, demographic and workforce parameters that are expected to be in the U.S. in the year 2020 is present, but it is mostly unclear and incorrect and is not fully based on credible sources but rather on personal opinion. Explanation of how those trends will or will not be reflected in one’s selected organization is present, but it is mostly illogical, lacks detail, and is not fully based on credible sources but rather on personal opinion. Identification of what will be the economic, social, demographic, and workforce parameters that are expected to be in the U.S. in the year 2020 is clear, concise, and accurate and is based on credible sources. Explanation of how those trends will or will not be reflected in one’s selected organization is clear, concise, logical, and detailed and is based on credible sources. In addition, several insightful examples are given. /68 pts. 2 Workforce 2020 Executive Report Rubric Page 2 of 4 Perspectives in Change Leadership ©2011 Argosy University Online Programs Synthesize data to recommend leader, organizational, and workforce trends to be considered in the larger macro environment. (PO: 1.1, 1.2, 2.1, 2.2, 2.3, 3.1, 3.2. 3.3, 4.1, 4.2, 4.3) Synthesis of data and recommendation of changes for the leader as well as organizational and workforce practices that need to be considered in the larger macro environment is present, but it is mostly unclear and illogical. It lacks detail and is mostly not based on sound research in the industry but rather personal opinion. Synthesis of data and recommendation of changes for the leader.

1. Workforce 2020 Executive Report Rubric
Assignment
Components
Unsatisfactory
< 77%
(C- to C)
Exemplar
90 – 100 % (A- to A)
Score
To calculate score:
(% / 100) x max pts.
e.g. (80% /
100) x 12
= 9.6
Explain your
organization’s current structure, workforce diversity,
market/customer diversity, and communications technology.
(Program Outcomes
[PO]: 1.1, 1.2, 2.2, 2.3,
3.2, 3.3, 4.1, 4.2)
Explanation of your organization’s current
structure, workforce
diversity, market/customer diversity, and communications
technology is present, but it is mostly unclear and illogical. It
lacks detail and is not fully based on reliable facts but
is based on personal
opinion.

2. Explanation of your
organization’s current structure, workforce diversity,
market/customer diversity, and communications technology is
present, and it is clear, concise, and correct and is based on
reliable facts.
In addition, explanation of the effectiveness of the current
practices in these areas is included.
/76
pts.
Page 1 of 4
Perspectives in Change Leadership
©2011 Argosy University Online Programs
Identify what will be the
economic, social, demographic, and workforce parameters that
are expected to be in the U.S. in the year
2020.
Explain how those trends will or will not be reflected in your
selected organization. (PO: 1.1, 1.2, 2.1, 2.3,
3.3, 4.1, 4.2, 4.3)
Identification of what will be the economic, social,
demographic and workforce
parameters that are expected to be in the U.S. in the year 2020
is present, but it is mostly unclear and incorrect and is not fully
based on credible sources but rather on personal opinion.

3. Explanation of how those trends will or will not be reflected in
one’s selected organization is present, but it is mostly illogical,
lacks
detail, and is not fully based on credible sources but rather on
personal opinion.
Identification of what will be the economic,
social, demographic,
and workforce parameters that are expected to be in the U.S. in
the year 2020 is clear, concise, and accurate and is based on
credible sources.
Explanation of how those trends will or will not be reflected in
one’s selected organization is clear, concise, logical, and
detailed and is based on credible sources.
In addition, several insightful examples are given.
/68
pts.
2
Workforce 2020 Executive Report Rubric
Page 2 of 4
Perspectives in Change Leadership
©2011 Argosy University Online Programs
Synthesize data to
recommend leader, organizational, and workforce trends to be
considered in the larger macro environment. (PO: 1.1, 1.2, 2.1,
2.2,

4. 2.3, 3.1, 3.2. 3.3, 4.1,
4.2, 4.3)
Synthesis of data and
recommendation of changes for the leader as well as
organizational and workforce practices that need to be
considered in the larger macro environment is present, but it is
mostly unclear and illogical. It lacks detail and is mostly not
based on sound research in the
industry but rather personal opinion.
Synthesis of data and
recommendation of changes for the leader as well as
organizational and
workforce practices that need to be considered
in the larger macro environment is present
and it is clear, concise,
and logical and is based on sound research in
the industry.
In addition, several insightful examples are given.
/88
pts.
Identify related
outcomes for each specific topic (e.g., leaders, competencies,
and preparedness). (PO: 1.1, 1.2, 2.1, 2.3,
3.3, 4.1, 4.2, 4.3)
Identification of related
outcomes for each specific topic is present, but it is mostly
unclear and illogical and lacks detail. It is mostly not based on
reliable sources in the industry but rather on personal opinion.
Identification of related
outcomes for each specific topic is present, and it is clear,
concise, and logical. It is based on reliable sources in the

5. industry.
In addition, several insightful examples are given.
/40
pts.
Page 3 of 4
Perspectives in Change Leadership
©2011 Argosy University Online Programs
Write in a clear, concise,
and organized manner; demonstrate ethical scholarship in
accurate representation and attribution of sources; and display
accurate spelling, grammar, and punctuation.
Writing is unclear and
disorganized and rereading to solidify understanding is
frequently necessary. Although an attempt at ethical scholarship
is attempted, it is sloppy or incomplete throughout. Spelling,
grammar, or punctuation errors severely interfere with readers’
comprehension.
Writing is clear and
concise and in an organized manner; demonstrates ethical
scholarship in accurate representation and attribution of
sources; and displays accurate spelling, grammar, and
punctuation.
/28
pts.

6. Subtotal
Timeliness
Late Work penalty:
Total Score
/300 pts.
Page 4 of 4
Perspectives in Change Leadership
©2011 Argosy University Online Programs
LASA 2: Assignment 2: Workforce 2020 Executive Report
Both leadership and organizational strategy in the next decade
will see major trends affecting the way organizations conduct
business. These include the deployment of more technology to
extend reach and access, increased globalization, increased
diversity, more focus on extended supply chains, and a more
nomadic workforce. In this assignment, you will consider these
trends and analyze how they may impact your selected
organization and what actions are necessary to get ready to
address these trends.

7. You have been appointed by your organization (either a
hypothetical or one you are familiar with) to prepare its
Workforce 2020 executive report.
The report should be as detailed as possible for the CEO of your
organization. That means it should include the key points of
your research, analysis, and findings. The report should also
contain examples of specific application to your company in a
clear, concise, and informative document.
In Module 5, you began your research on Workforce 2020. In
this module, continue this research using the module readings,
Argosy University online library resources, and the Internet,
including federal guidelines. Select 3–4 scholarly resources for
use in this assignment.
Do the following:
1. Analyze your organization in its present form. Explain your
organization’s structure, workforce diversity, market/customer
diversity, and communications technology.
2. Forecast future trends. Identify the economic, social,
demographic, and workforce parameters that are expected to be
in the U.S. in the year 2020. Explain how those trends will or
will not be reflected in your organization.
a. What are the general workforce trends?
b. How will these trends impact our industry?
c. What are the general trends in leadership/management that
are impacting your organization?
3. Synthesize data and recommend changes needed for the
future. Identify and recommend leader, organizational, and
workforce trends that must be considered for change in the
larger macro environment (e.g., advances in technology or
globalization) in your organization. Identify related outcomes
for each specific topic:
a. What leadership actions should the organization take?
b. What competencies will be needed?
c. What does the organization need to do to be prepared?
To conduct a holistic assessment of your selected organization

8. and the challenges and opportunities it faces in addressing the
noted trends, you may want to consider some of these concepts
as you develop your recommendations for the organization. It is
not necessary to include them all, but you should include 2–3 of
them to do a thorough analysis. For example, leadership models
and diversity management are likely to be pivotal areas for the
organization. You could talk about the environment trends that
were noted in the beginning of this assignment and then discuss
how leadership practices and approaches in your selected
organization may have to change to meet or address those
trends.
4. Analyze how the following concepts apply to your
organization:
. Diversity management
. Leadership models
. Ethics
. Decision-making models
. Problem solving
. Conflict management processes
Here is a checklist of the contents of your paper:
· An integrated report with an introduction and summary
· A set of recommendations that will enable the organization to
meet the expected challenges of 2020
· Trends in your own organization
· Three to four credible, cited sources supporting your
projections
Support your assertions using the selected scholarly resources.
Write a 6-8-page paper in Word format. Apply APA standards
to citation of sources. Use the following file naming
convention: LastnameFirstInitial_M6_A2.doc.
you prepared an executive report for an organization of your
choice that would help that organization prepare for Workforce
2020. In this assignment, you will use the material from your
executive report to create a PowerPoint presentation:
Do the following in your presentation:
· Capture the essence of your Workforce 2020 plan by focusing

9. on all its key points and tell its story to key decision makers
and stakeholders of your organization. Assume your audience
has not read your plan. This means that your presentation must
portray the whole Workforce 2020 analysis and
recommendations in a logical and thorough manner while being
clear and concise. Be sure to include the following:
· A statement of the problem or topic of M6: Assignment 2
· A concise analysis of the findings
· A recapitulation of any main conclusions or recommendations
found in M6: Assignment 2
· Specific details from M6: Assignment 2 to highlight or
support the summary
· A strong conclusion slide that recaps the key points
· Your goal is to obtain support for your positions from the
audience you are addressing. So, be sure to make the
presentation action oriented.
· Use the speaker notes to address a live audience.
· Conclude with at least one slide that includes references in
APA style.
Develop an 5-6-slide presentation in PowerPoint format. Apply
APA standards to citation of sources. Use the following file
naming convention: LastnameFirstInitial_M7_A2.doc.
Below is the reference material that needs to be used to
construct the paper.
http://www.brainyquote.com/quotes/authors/r/richard_branson.h
tml#ixzz1cw2VyMpb
http://michael.walenius.com/?p=141
http://www.woopidoo.com/biography/richard_branson.htm
In this module, you explore both motivation and talent in detail.
Kouzes and Posner tell us that people tend to quit when their
tasks seem difficult and arduous.. Leaders encourage the heart
of their constituents to carry on. Encouragement can come from
dramatic gestures or simple actions. They go on to say that

10. genuine encouragement shown in different ways, be it by
linking rewards with performance or through celebrations and
rituals, tremendously motivate people to wade through tough
times. (Kouzes & Posner, 2007).
If leadership is defined as getting things done through other
people, the ability to create a positive, challenging, and
motivating environment is critical. The focus for leaders is to
create conditions for people to motivate themselves. This
includes the use of motivational tools in practice such as bonus
pay, prizes, special recognition, awards, as well as promotions
to positions of new responsibility and authority. While effective
managers recognize and reward superior performance, leaders
also recognize and celebrate acts that uphold the mission and
values of the organization while rewarding performance that
aligns with the strategy.
A leader will succeed only if he/she has the right people with
the right experience and competencies. Thus recruitment,
selection, and training are critical to building a culture that
upholds the organizational values as well as equipping staff to
perform the task and pursue the behaviors essential to
implementing the strategy.
Using the navigation on the left, please proceed to the next
page.
In today’s environment, where companies often have widely
available access to similar technologies, goods are produced by
outsourced suppliers, and benchmarking and copying is common
business practice, the only sustainable source of competitive
advantage is human capital. Thus, strategic success depends
more and more on developing the right people to handle the
responsibilities of implementing strategy. Hiring, training,
developing, and rewarding individuals with the right skills is
essential to implementing the strategy. But leaders must also
take care to perpetuate the mission and values of the
organization through developing the human capital of their
organizations. The leader who can attract, recruit, and retain the
best talent for the longest will have a clear advantage.

11. The next practice in your textbook is “encouraging the heart.”
This is all about “catching people doing things right” and
building on the positive energy that results. Most people will
perform at a higher level when they are encouraged at work.
People obtain a great deal of satisfaction from positive
feedback, but most of us do not think we really need it, but, in
reality, we do. We work better and accomplish more when we
feel good about what we have done. We work harder for people
we like, and we like them because of the respect they give us
and the personal attention that comes from praise.
Kouzes and Posner (2006) have identified seven elements for
encouraging the heart: 1) set clear standards, 2) expect the best,
3) pay attention, 4) personalize recognition, 5) tell the story, 6)
celebrate together, and 7) set the example. A leader will
encourage the heart by being openly joyful at another's success,
by cheering, by coaching with enthusiasm.
The reward system the organization uses must fit the culture—
it must reward the right things for the right reasons, encourage
team work and proactive behaviors, and in the end, produce the
right results. If managed poorly, incentive systems can actually
become disincentives.
Kouzes, J. & Posner, B. (2006). Encouraging the heart:A
leader's guide to rewarding and recognizing others. San
Francisco, CA: Wiley Publishing.
The Incentive Foundation determined in 2000 that North
American organizations spent approximately $27 billion a year
on merchandise and travel incentives. Cash incentives included,
the total exceeds $115 billion. In spite of 100 or more years of
studies on the impact of incentives, arguments about their real
value in practice still rage on.
A recent study, however, has found the following:
· Properly selected and administered tangible incentives (cash
and awards) can dramatically increase work performance.
· When tangible incentives are carefully selected, implemented,
and monitored, they increase incentivized work performance an
average of 22%.

12. · Tangible incentives can significantly increase one’s intrinsic
interest in incentivized work tasks (The Incentive Research
Foundation, 2002, p 1).
All the right tools and techniques are not very important if
leadership is not authentic or does not make a personal impact
on workers. There are a range of tools that can be used. One of
the most powerful and often underused is simple, verbal praise.
To be effective, simple verbal praise should have these
attributes:
· Authentic and personal
· Timely
· Sincere
· Public
· Pass the “peer test” (rewarding the right things)
And the real beauty of this powerful tool is that it is free!
You will complete two assignments in this module, including
your second LASA. The first will give you a chance to discuss
the best practices related to motivation and creating a
motivating environment.
In the second assignment, which is a LASA, you will begin
work on the major assignment of the course—the Workforce
2020 executive report. This will give you the chance to apply
all you have been discussing to an organization as it begins
planning for the opportunities and challenges it will face in
2020.
The Incentive Research Foundation. (2002). Incentives,
motivation and workplace performance: Research & best
practices. Retrieved from
http://www.loyaltyworks.com/incentive-program-research-
articles/ispifullpdf.pdf