Yilin Hou
week 5
COLLAPSE
Top of Form
Effective leadership is a critical tool in a corporate environment. However, some leaders have inadequate leadership skills that interfere with their performance, interfering with the performance of their corporations—the case of Marissa Mayer, a leader who served at Yahoo suits this context. Mayer was a former employee at Google before she secured a position as the CEO with Yahoo to restore the status of the ailing corporation (Carson, 2015). Employees and other executives had great hope in Mayer, with the perception with her enigmatic figure and previous experiences at Google. However, her arrival was a disappointment, to a greater extent, as she failed to implement change in the company, contrary to the expectations of senior executives.
Mayer was a total disgrace to the entire company, Yahoo. The company had a grand vision of changing its consumer's experiences through the internet and developing an excellent brand image, to effectively maneuver in a competitive environment with other companies, including Google (Myatt, 2015). Mayer exemplified a sophisticated leadership style, coupled with biased approaches. Although a leader should exemplify excellent listening skills, Mayer was obsessed with listening, other than engaging in constructive discussions with other executives on how to turn around the company. Her decision-making processes were flawed; she could devise solutions to challenges affecting the company without critically analyzing the problem.
One and a half years after her arrival, employees were beginning to revolt her leadership strategies. On one occasion, she read a book meant to educate young children to her employees, who were angry concerning her leadership (Carson, 2015). Things were getting out of track. Mayer had failed to create a conducive environment for her employees; there was inadequate trust between her and other executives. Trust in different constituencies in a corporate environment is critical. Mayor also steered the developed a toxic corporate culture, which is an indicator of an incompetent leader. She made attempts to transform and amend a culture she never understood, the greatest failure of a CEO who is expected to steer an international company. Corporate culture is a critical tool that shifts a corporation’s position in the global scale, develops and stabilizes an excellent momentum.
In her transformation procedure, Mayer adopted multiple strategies without focusing on a single approach for an effective turnaround. Initially, Mayer had a variety of excellent strategy, however, the implementation phase was inconsistent, creating more trouble than good. Her change strategy consisted of a variety of initiatives, ranging from acquisitions to novel technologies (Myatt, 2015). Acquisitions are effective in restoring a corporation, but for Mayor, they did not work in either way. During her tenure, Mayer signed acquisitions with fifty-one different companies, which led .
1
2
Wk2
Walmart - Managing Change Paper
Name
Institution
Walmart is among the biggest retail corporations in the United States and the world. It has branches in nearly all the major cities in the United States and many countries worldwide. However, the dominance of Walmart has been threatened by the rise of online and digital marketing centers that have taken advantage of lower pricing to attract customers. Online ventures have gone as far as taking advantage of the traditional Black Friday shopping that was started by Walmart. The one thing that Walmart should change is the way it treats its employees.
Strategic human resource has become influential in the 21st century as evidenced by the high number of companies that attribute their success to strategic human resource management (Hamid, 2013). The company is faced by the increasing competition across the world that threatens to finish its dominance in the retail sector. The first step towards changes starts with getting the right people to steer the change. Therefore, the success of Walmart boils down to a quality human resource team manning the company. A group of motivated employees is in a good position to develop cutting edge strategies that will help Walmart to retain its dominance in the retail sector.
Walmart should consider offering improved compensation, better work experience, and comprehensive benefits (Dessler, 2015). Transparency should also be upheld to ensure that all employees understand performance appraisals and awarding. The company should also develop new ways to attract talented employees who can guide the organization to the future. Strategic human resource management will allow Walmart to create a highly motivated workforce that can counter any strategy developed by competing organizations (Hamid, 2013). The team will also improve the current programs under Walmart Corporation.
Comprehensive benefits and good compensation has seen organizations like Google, Apple, and Microsoft succeed. It is bound to have the same effect in Walmart as the company faces increased competition.
WK3
Shared Vision and Organizational Culture
Team “A”
MGT426 – Managing Change in the Workplace
January 14, 2016
University of Phoenix
Shared Vision and Organizational Culture
Importance of Understanding Shared Vision in Change Management
Without a vision, there is no future. This is a statement that every organization understands very well and knows its implications. A shared vision is important as it plays a role in change management because it is the driving force for all organizational change it initiates. By definition, a shared vision is the guideline through which all organization processes, goals and objectives are built. Whether change is occasioned by external forces such as the political, social, economic and technological factors or internal forces such as organizational policy and structure, it is important to develop a vision to provi.
Maali Khader, Chief Executive Officer at the Middle East Institute of Directors, featured by Fortunes Time Magazine on cover of Middle Easts Most Admired Women Leaders to Follow in 2024
1
2
Wk2
Walmart - Managing Change Paper
Name
Institution
Walmart is among the biggest retail corporations in the United States and the world. It has branches in nearly all the major cities in the United States and many countries worldwide. However, the dominance of Walmart has been threatened by the rise of online and digital marketing centers that have taken advantage of lower pricing to attract customers. Online ventures have gone as far as taking advantage of the traditional Black Friday shopping that was started by Walmart. The one thing that Walmart should change is the way it treats its employees.
Strategic human resource has become influential in the 21st century as evidenced by the high number of companies that attribute their success to strategic human resource management (Hamid, 2013). The company is faced by the increasing competition across the world that threatens to finish its dominance in the retail sector. The first step towards changes starts with getting the right people to steer the change. Therefore, the success of Walmart boils down to a quality human resource team manning the company. A group of motivated employees is in a good position to develop cutting edge strategies that will help Walmart to retain its dominance in the retail sector.
Walmart should consider offering improved compensation, better work experience, and comprehensive benefits (Dessler, 2015). Transparency should also be upheld to ensure that all employees understand performance appraisals and awarding. The company should also develop new ways to attract talented employees who can guide the organization to the future. Strategic human resource management will allow Walmart to create a highly motivated workforce that can counter any strategy developed by competing organizations (Hamid, 2013). The team will also improve the current programs under Walmart Corporation.
Comprehensive benefits and good compensation has seen organizations like Google, Apple, and Microsoft succeed. It is bound to have the same effect in Walmart as the company faces increased competition.
WK3
Shared Vision and Organizational Culture
Team “A”
MGT426 – Managing Change in the Workplace
January 14, 2016
University of Phoenix
Shared Vision and Organizational Culture
Importance of Understanding Shared Vision in Change Management
Without a vision, there is no future. This is a statement that every organization understands very well and knows its implications. A shared vision is important as it plays a role in change management because it is the driving force for all organizational change it initiates. By definition, a shared vision is the guideline through which all organization processes, goals and objectives are built. Whether change is occasioned by external forces such as the political, social, economic and technological factors or internal forces such as organizational policy and structure, it is important to develop a vision to provi.
Maali Khader, Chief Executive Officer at the Middle East Institute of Directors, featured by Fortunes Time Magazine on cover of Middle Easts Most Admired Women Leaders to Follow in 2024
Running head; DELTA PACIFIC COMPANY 1
DELTA PACIFIC COMPANY 6
Delta Pacific Company
Your Name
School name
Abstract
This paper is aimed at addressing the problems that accompanied the changes which Delta Pacific Company made to contain the crisis of low globalization in the company.
Introduction
Delta Pacific Company was founded in 1970. The company was initially started to be a computer hardware manufacturer. Delta Company experienced problems from the globalization which had trapped a lot of companies in the west. Globalization rendered the company irrelevant because the demands of the global market could not be met. The products of Delta Pacific Company could only be used locally and would not compete with the rest of the products of the same kind in the world market. The order morphs form globalization of products to consultancy. The company opted to provide consultancy services in a bid to control the globalization; this completely finished the company and sent it to its knees.
Delta Pacific Company was thriving when it was a computer hardware manufacturer, this was before globalization. The products produced (computer hardware) were competitive in the local market. The managing team was confined to one objective; they were not flexible to change with the trends of business, the reason they got stranded when globalization took course. The mistake done by this company was making it a consultancy company. It confused them more because the company was defeated to advance their production to fit the global market by they were opting to offer consultation. The crumbling of the company brought panic among those associated with it, mostly the stakeholders who got worried about the returns that did not show any light of re-establishing. It is an unfortunate time for a company to lose the trust of the stakeholders because those are the people who hold the company together.
The biggest challenge to the Delta Pacific Company was globalization. The needs of the market had changed and they could not go with the market and lead it to come down. The actions taken by the company to curb globalization is the same reason it crumbled. The proper actions were not taken to raise the company; rather, they complicated things more to an extent they could not raise again. Globalization had made the computer hardware useless as they could not get market in the international market. The aftermath of this was the stake holders losing hope of the company picking itself again. The turn of events could have caused a quick change of business to Consultation Company, which proved to be another nightmare to the company.
Fielder’s Contingency Model, Matching Leadership Style to a Situation Para 3 which was created by Freud Fiedler outlines that there does not exist a specific style of l.
Social strategist aren’t thinking strategically!Jay Deragon
Today’s leaders must embrace social media but f irst t hey must learn relevant implicat ions t hat
ef f ect st rat egic t hinking. Most are act ively part icipat ion in social media but f ew are t hinking
st rat egically about t heir part icipat ion and t he relevant implicat ions.
Int egrat ing social t ools int o your web sit e wit hout t hinking and planning a sound st rat egy f or t he
ent ire organizat ion ref lect s a lack of t hinking which means you’ll end up doing t he wrong t hings.
RUNNING HEAD TEAM RESEARCH PROJECT 1TEAM RESEAR.docxjoellemurphey
RUNNING HEAD: TEAM RESEARCH PROJECT 1
TEAM RESEARCH PROJECT 3
TEAM RESEARCH PROJECT
\
Author Note
This research is being submitted on June 15, 2014 to Adam Samuelson for B233/MAN2021 Section 08 Principles of Management Course.
Company Introduction
From the first Starbucks Café that opened in 1971, Starbucks has been “around the block” a time or two. They have had their share of obstacles to overcome from soaring coffee prices in the 1980’s when they were first started trying to expand, fierce competition, operational challenges and difficult business environments especially in international countries like Egypt and Israel, numerous labor disputes and a tumultuous economy. Navigating these obstacles, Starbucks has been significantly successful and maintains an outstanding reputation (Cameron, 2008).
Starbucks has become the number one coffee retailer of the world. It is also the largest coffeehouse in the world with more than eighteen thousand coffee shops in 60 countries and opens on average, two stores per day (Farfan, 2014). Starbucks success has been accomplished with unconventional methods. For example, Starbucks does not use advertisement on billboards or on commercials. Instead their success is based on building enduring relationships as well as creating a “third place”. This third place is a place in-between home and work. People want to go there because it is convenient, inviting, familiar, safe, comfortable and unhurried. With thousands of stores and over a million of customers, they still focus on “one customer, one partner, one coffee at a time” (starbucks, 2014).
Starbucks has gone from being around the block to being down the block. It is interesting to take a look to see how they got here and the people that have navigated their success.
Howard Schultz – Biography & Introduction
Starbucks’s current CEO, Howard Schultz, has been with the company since 1982 and has held various roles within the organization (Leadership Team, 2013). Before joining Starbucks, he worked for several high profile companies. He eventually became the general manager for a Swedish coffee drip manufacture by the name of Hammarplast and was responsible for their U.S. operations (Coffee King, 2010). He formed a personal interest in Starbucks, who at the time was still a small company; he was particularly curious “as to why it ordered so many plastic cone filters” from his company (Minchom, 2013). He first joined the company as director of marketing and soon after took an eye opening trip to Italy where he noticed the commonality of the coffee bars and their role as meeting places and their influence on the local culture (Coffee King, 2010). He relayed his findings to the owners and began trying to influence the direction of the company towards this model. After several unsuccessful years of doing so, he left the organization to open his own company that filled this desired role within society. After the success of his ...
Running LEADERSHIP DEVELOPMENT PLAN 1LEADERSHIP DEVELOP.docxanhlodge
Running: LEADERSHIP DEVELOPMENT PLAN 1
LEADERSHIP DEVELOPMENT PLAN 16
Leadership Development Plan
MBA6026
The Global Leader
Shermanda Green
Leadership Development Plan
Introduction
In order to develop an ideal global leadership development plan, one has to conceptualize what it will look like in their mind. The global development leadership competence curriculum that has to be developed must be one which is unique to my needs as an individual (Abbasiyannejad & Silong, 2015). It must be one that indicates my vision and mission in leadership and my main competencies in leadership. It is not easy for one to determine his/her competency in leadership without having a great technique to do so. There are some people who have relied upon computerized programs to come up with a description of their competencies, this might not be the best method yet. In this paper, I have made use of Gardner’s five minds to determine my areas of strength and weakness.
After development of the Gardner’s five minds, the paper has proceeded to create the personal leadership development plan based on the leadership concern of the future. The main concerns for leadership in future include the following main areas; human resources management, social media, ecommerce and technology. These are important areas that have been aligned to my vision of leadership that is based upon management of diversity and change in an organization. This paper contends that it may not be easy for a leader to operate well without having a mastery of how best the above four areas can be managed.
The concerns that the global arena of leaders have at the moment is transformational leadership which is aimed at no only improving the relational type of management but ascertaining the future of organizations. Therefore, in the current world leadership has just stood as an entity that people possessing leadership characteristics are selected randomly and put in a position of leadership without a proper understanding of who they really are and what they can promise. There are failures that are brought about by the failure of the leadership characteristics that organizations have put so much hope because of the kind of leaders that they place in top positions. Leadership is not based on the amount of time someone can use to complete a task but how far can a person go deep in desiring to rid errors while in the process of executing the directive of a task which will give them a true shape of how decision making and implementation of projects shall be done in the future.
Global Leadership Concern for the Future
The current global trends that are driving the global leadership agenda is heavily based on the areas of human resources management, technological application in organizations, e-commerce and social media. It will not be easy for one to operate as a global leader without incorporating these trends into their leadership agenda.
In relation to human resources management.
Execution - The Discipline of getting things done GMR Group
This book was published in the year 2002 and I had read this book at that time. Revisited and read this book again just to evaluate the context. Even today the context of this book is very relevant.
Too many leaders fool themselves into thinking their companies are well run. They are like the parents in Garrison Keillor’s fictional Lake Wobegon, all of whom think their children are above average. Then the top performers at Lake Wobegon High school arrive at the University of Minnesota or Colgate or Princeton and find out they are average or even below average. Similarly , when corporate leaders start understanding how the GE’s and Emerson Electrics of this world are run- how superbly they get things done- they discover how far they have to go before they become World class in Execution.
Here is the fundamental problem: People think of execution as the tactical side of business, something leaders delegate while thy focus on the perceived “bigger” issues. This idea is completely wrong. Execution is not just tactics—it is a discipline and a system. It has to be built into a company’s strategy, its goals, and its culture. And the leader of the organization must be deeply engaged in it. He can delegate its substance.
We talk to many leaders who fall victim to the gap between promises they’ve made and results their organizations delivered. They frequently tell us they have a problem with accountability—people aren’t doing the things they’re supposed to do to implement a plan. They desperately want to make changes of some kind, but what do they need to change? They don’t know.
Execution is a specific set of behaviors and techniques that companies need to master in order to have competitive advantage.
Read this Summary ……
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Inclusiveness. The main difference that can distinguish a happy employee from disgruntled employee. As with all decisions that are made, there is always an audience that the decision will affect. When employees are privy and organizational decisions are inclusive to employees this can greatly increase their level of fulfillment. Whether or not the end user of the decision will be content with the outcome or not, there will always be critics. Which leads us to discuss key characteristics and the importance of involving employees in relative organizational decision making.
It is not uncommon to find that during strategic organizational planning that top-level management will include their employees to engage and provide their input on complex processes. Human capital, whether the organization is large or small, corporate ran or small business managed is key to an organization’s success. Employee satisfaction level drives productivity and is what increases revenue for the company. Happy employees equal happy customers.
What does it take to keep employees motivated? A critical and important element for employers to keep their employees happy and content is clear communication. It is critical that an organization’s objective and vision for future growth is communicated clearly throughout all levels. Top-level management must be skilled at delivering the company’s mission and values to every tier within their organization. Each tier within the organization with healthy communication should be able to open-mindedly accept the message and freely provide any feedback positive or negative without fear of repercussion. Keeping an open line of communication within an organization is key to building the foundation for success.
As we move away from the golden days of traditional office operations consisting of fax machines, telephones, paper, pencils, etc. and move towards a more technologically repertoire, we lose the personable face to face interaction with one another. We spend most of the day behind our computer screen at our desk. The need to sustain job satisfaction amongst employees could not be ever more present than now. To maintain the morale amongst employees, organizations should be able to keep them challenged and motivated. Take technology for example. If the increase of new technology isn’t daunting enough, consider the challenge to remain current with technology all the while maintaining a competitive advantage in the industry? Reach internally to our internal resource, human capital. Employees must be given the opportunity to share their knowledge, skills, and abilities. When empowered to provide input concerning highly visible organizational decisions, employee morale is boosted. Not only is this beneficial for employees but also the employer as they receive ideas and input that could possibly lead to the solution. Employee engagement boosts the overall welfare of the organization.
According to.
Discussion 1QuestionWhy is it important for HR management to.docxmadlynplamondon
Discussion 1:
Question:
Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?
The main difference between HR management being administrative or strategic is that administrative is reactive and strategic is proactive. It is important to make the human resource management strategic for a variety of reasons such as employee retention, avoiding breaches of the law/policies, and creating a competitive edge.
Some ways to build a strategic HR management system is by pre-planning and goal setting. It consists of shaping current employees into the future leaders of the company. This shows them that they are capable of moving up in the company, which in turn will increase retention rates. Having these experienced employees would give the company a more competitive edge.
It also pre-plans for any type of sexual/race/ethnic issues that could arise to protect the company. Rather than putting rules in place after issues arrive, it builds a protocol. These types of managements are prepared for laws and base policies in line with them. This helps companies not have any breaches of the law. This also helps them deal with issues in a timely manner, since the protocol is already in place.
A strategic human resource management team will have company goals written out. This will ensure that everyone in the company will be working towards the same big picture. Every team member knows the big goal and can set personal goals to help the team. This will increase productivity and prevent people from feeling stale and underappreciated at work. The company can also find a way to celebrate the smaller goals so that employee work is credited. Appreciated employees always work better. Basically, a strategic human resource management is prepared and helps keep the company safe and running in the most productive manner.
Discussion 2:
Question:
Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?
In any organization Human resource department forms an important pillar for attracting, retaining and nurturing the talent thus making it a thriving force behind organization growth. For any organization people management is the core and main foray, if the HR department if properly organized makes the organization function properly and push across to reach new scaling heights. Let’s consider the companies the major innovators like Google, 3M and Facebook have reached the top rung of the ladder as technological and product innovators only because these companies have lot of talented people and management of them nurturing and keeping them motivated with all the necessary things is main challenge and they have successfully overcome it making them leaders on their respective domain.
Human Resource administration plays a key role to transform the company both operational and administrative aspect wise making a market ...
Running head DOCTORAL QUALIFYING EXAMINATION PAGE 1DOC.docxjeanettehully
Running head: DOCTORAL QUALIFYING EXAMINATION PAGE 1
DOCTORAL QUALIFYING EXAMINATION PAGE 43
Doctoral Qualifying Examination
Doctoral Qualifying Examination
Introduction
The Doctorate program in business administration for first year of University focuses on the introduction of the various concepts of leading change, marketing strategy and consumer behavior, finance for managers, a management strategy for performance, business intelligence and global economics. This paper mainly includes all the evidence of the concepts which are learned in the four courses of my first year such as leading change, business intelligence and information systems, management strategy for performance, marketing strategy and consumer behavior in the order it has been given.
Part I: Portfolio of CLA 2’s
CLA 2 Introduction: Course #1
Throughout the Leading change course we were introduced to the concepts of managing change, images of change management, why change? Contemporary pressures and drivers, vision and the direction of change, change communication strategies, organization development and sense-making approach, sustaining change versus initiative decay. This CLA2 paper offers proof of ability as IT Manager implement change in the organization. As agile transformation Leader in leading change and providing vision and sense of direction of change. This course has provided the ability to implement change in agile transformation and develop change management strategy by successful implementation of the change through entire enterprise level. Change is inevitable in the business world. Leading change is not an easy task and most of the change management processes have failed in the recent past due to various reasons. Effective team leaders are prerequisite in ensuring that the change is achieved within the stipulated time. Generally, leaders must cultivate the skills for assimilating change, providing expectedness and assist others to understand the integral risks, advantages, and reasons behind a certain change. The history of leading change which can be traced from 1960-2012 will be discussed in this paper. Moreover, various leadership styles and how they impact change in organizations will also be incorporated. Change process cannot be achieved without resistance in the workplace and this is also taken care of. Motivations for change are essential because they play fundamental roles in achieving changes. Furthermore, leading change as an individual is not easy since it requires much competence and skills. Lastly, success factors of implementing change process and its benefits are of great importance in organizations.
BUS 735 CLA 2
Change is inevitable in the business world and it takes place probably on daily basis. Change in the business world is currently being compared to taxes and deaths which cannot be avoided at all costs. People are very significant elements when it comes to transforming change organizations since they are the p ...
Jeffery David Whippo Describes the Adverse Effects of Failed Change Attemptsandrewhodo
Jeffery David Whippo describes the unfavorable effects of an unsuccessful attempt at organizational reform. Negative conduct, in his opinion, includes decreased production, rising absenteeism, more frequent organizational turnover, and declining morale. Teams are also less likely to work honestly and transparently together. Moreover, stakeholders within the company both actively and passively oppose.
You are a project manager and believe that your initiative would be .docxadampcarr67227
You are a project manager and believe that your initiative would be more successful if you had a change manager on your team.
Describe
an actual project you have been part of (not necessarily the leader).
Develop
an argument to your manager on the importance of change management.
Describe
the role of a change manager and how it will benefit the project.
Write
a 1,050- word paper using a minimum of two peer-reviewed sources.
Format
your paper consistent with APA guidelines.
.
You are a project manager at a food agricultural organization and yo.docxadampcarr67227
You are a project manager at a food agricultural organization and you are assigned to review nutritional policies.
1). Write the nutritional policies
2). Identify five stakeholders and their roles in the implementation of the nutritional programs at the community level.
.
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This paper is aimed at addressing the problems that accompanied the changes which Delta Pacific Company made to contain the crisis of low globalization in the company.
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Delta Pacific Company was founded in 1970. The company was initially started to be a computer hardware manufacturer. Delta Company experienced problems from the globalization which had trapped a lot of companies in the west. Globalization rendered the company irrelevant because the demands of the global market could not be met. The products of Delta Pacific Company could only be used locally and would not compete with the rest of the products of the same kind in the world market. The order morphs form globalization of products to consultancy. The company opted to provide consultancy services in a bid to control the globalization; this completely finished the company and sent it to its knees.
Delta Pacific Company was thriving when it was a computer hardware manufacturer, this was before globalization. The products produced (computer hardware) were competitive in the local market. The managing team was confined to one objective; they were not flexible to change with the trends of business, the reason they got stranded when globalization took course. The mistake done by this company was making it a consultancy company. It confused them more because the company was defeated to advance their production to fit the global market by they were opting to offer consultation. The crumbling of the company brought panic among those associated with it, mostly the stakeholders who got worried about the returns that did not show any light of re-establishing. It is an unfortunate time for a company to lose the trust of the stakeholders because those are the people who hold the company together.
The biggest challenge to the Delta Pacific Company was globalization. The needs of the market had changed and they could not go with the market and lead it to come down. The actions taken by the company to curb globalization is the same reason it crumbled. The proper actions were not taken to raise the company; rather, they complicated things more to an extent they could not raise again. Globalization had made the computer hardware useless as they could not get market in the international market. The aftermath of this was the stake holders losing hope of the company picking itself again. The turn of events could have caused a quick change of business to Consultation Company, which proved to be another nightmare to the company.
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Social strategist aren’t thinking strategically!Jay Deragon
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RUNNING HEAD: TEAM RESEARCH PROJECT 1
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Author Note
This research is being submitted on June 15, 2014 to Adam Samuelson for B233/MAN2021 Section 08 Principles of Management Course.
Company Introduction
From the first Starbucks Café that opened in 1971, Starbucks has been “around the block” a time or two. They have had their share of obstacles to overcome from soaring coffee prices in the 1980’s when they were first started trying to expand, fierce competition, operational challenges and difficult business environments especially in international countries like Egypt and Israel, numerous labor disputes and a tumultuous economy. Navigating these obstacles, Starbucks has been significantly successful and maintains an outstanding reputation (Cameron, 2008).
Starbucks has become the number one coffee retailer of the world. It is also the largest coffeehouse in the world with more than eighteen thousand coffee shops in 60 countries and opens on average, two stores per day (Farfan, 2014). Starbucks success has been accomplished with unconventional methods. For example, Starbucks does not use advertisement on billboards or on commercials. Instead their success is based on building enduring relationships as well as creating a “third place”. This third place is a place in-between home and work. People want to go there because it is convenient, inviting, familiar, safe, comfortable and unhurried. With thousands of stores and over a million of customers, they still focus on “one customer, one partner, one coffee at a time” (starbucks, 2014).
Starbucks has gone from being around the block to being down the block. It is interesting to take a look to see how they got here and the people that have navigated their success.
Howard Schultz – Biography & Introduction
Starbucks’s current CEO, Howard Schultz, has been with the company since 1982 and has held various roles within the organization (Leadership Team, 2013). Before joining Starbucks, he worked for several high profile companies. He eventually became the general manager for a Swedish coffee drip manufacture by the name of Hammarplast and was responsible for their U.S. operations (Coffee King, 2010). He formed a personal interest in Starbucks, who at the time was still a small company; he was particularly curious “as to why it ordered so many plastic cone filters” from his company (Minchom, 2013). He first joined the company as director of marketing and soon after took an eye opening trip to Italy where he noticed the commonality of the coffee bars and their role as meeting places and their influence on the local culture (Coffee King, 2010). He relayed his findings to the owners and began trying to influence the direction of the company towards this model. After several unsuccessful years of doing so, he left the organization to open his own company that filled this desired role within society. After the success of his ...
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Leadership Development Plan
MBA6026
The Global Leader
Shermanda Green
Leadership Development Plan
Introduction
In order to develop an ideal global leadership development plan, one has to conceptualize what it will look like in their mind. The global development leadership competence curriculum that has to be developed must be one which is unique to my needs as an individual (Abbasiyannejad & Silong, 2015). It must be one that indicates my vision and mission in leadership and my main competencies in leadership. It is not easy for one to determine his/her competency in leadership without having a great technique to do so. There are some people who have relied upon computerized programs to come up with a description of their competencies, this might not be the best method yet. In this paper, I have made use of Gardner’s five minds to determine my areas of strength and weakness.
After development of the Gardner’s five minds, the paper has proceeded to create the personal leadership development plan based on the leadership concern of the future. The main concerns for leadership in future include the following main areas; human resources management, social media, ecommerce and technology. These are important areas that have been aligned to my vision of leadership that is based upon management of diversity and change in an organization. This paper contends that it may not be easy for a leader to operate well without having a mastery of how best the above four areas can be managed.
The concerns that the global arena of leaders have at the moment is transformational leadership which is aimed at no only improving the relational type of management but ascertaining the future of organizations. Therefore, in the current world leadership has just stood as an entity that people possessing leadership characteristics are selected randomly and put in a position of leadership without a proper understanding of who they really are and what they can promise. There are failures that are brought about by the failure of the leadership characteristics that organizations have put so much hope because of the kind of leaders that they place in top positions. Leadership is not based on the amount of time someone can use to complete a task but how far can a person go deep in desiring to rid errors while in the process of executing the directive of a task which will give them a true shape of how decision making and implementation of projects shall be done in the future.
Global Leadership Concern for the Future
The current global trends that are driving the global leadership agenda is heavily based on the areas of human resources management, technological application in organizations, e-commerce and social media. It will not be easy for one to operate as a global leader without incorporating these trends into their leadership agenda.
In relation to human resources management.
Execution - The Discipline of getting things done GMR Group
This book was published in the year 2002 and I had read this book at that time. Revisited and read this book again just to evaluate the context. Even today the context of this book is very relevant.
Too many leaders fool themselves into thinking their companies are well run. They are like the parents in Garrison Keillor’s fictional Lake Wobegon, all of whom think their children are above average. Then the top performers at Lake Wobegon High school arrive at the University of Minnesota or Colgate or Princeton and find out they are average or even below average. Similarly , when corporate leaders start understanding how the GE’s and Emerson Electrics of this world are run- how superbly they get things done- they discover how far they have to go before they become World class in Execution.
Here is the fundamental problem: People think of execution as the tactical side of business, something leaders delegate while thy focus on the perceived “bigger” issues. This idea is completely wrong. Execution is not just tactics—it is a discipline and a system. It has to be built into a company’s strategy, its goals, and its culture. And the leader of the organization must be deeply engaged in it. He can delegate its substance.
We talk to many leaders who fall victim to the gap between promises they’ve made and results their organizations delivered. They frequently tell us they have a problem with accountability—people aren’t doing the things they’re supposed to do to implement a plan. They desperately want to make changes of some kind, but what do they need to change? They don’t know.
Execution is a specific set of behaviors and techniques that companies need to master in order to have competitive advantage.
Read this Summary ……
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Inclusiveness. The main difference that can distinguish a happy employee from disgruntled employee. As with all decisions that are made, there is always an audience that the decision will affect. When employees are privy and organizational decisions are inclusive to employees this can greatly increase their level of fulfillment. Whether or not the end user of the decision will be content with the outcome or not, there will always be critics. Which leads us to discuss key characteristics and the importance of involving employees in relative organizational decision making.
It is not uncommon to find that during strategic organizational planning that top-level management will include their employees to engage and provide their input on complex processes. Human capital, whether the organization is large or small, corporate ran or small business managed is key to an organization’s success. Employee satisfaction level drives productivity and is what increases revenue for the company. Happy employees equal happy customers.
What does it take to keep employees motivated? A critical and important element for employers to keep their employees happy and content is clear communication. It is critical that an organization’s objective and vision for future growth is communicated clearly throughout all levels. Top-level management must be skilled at delivering the company’s mission and values to every tier within their organization. Each tier within the organization with healthy communication should be able to open-mindedly accept the message and freely provide any feedback positive or negative without fear of repercussion. Keeping an open line of communication within an organization is key to building the foundation for success.
As we move away from the golden days of traditional office operations consisting of fax machines, telephones, paper, pencils, etc. and move towards a more technologically repertoire, we lose the personable face to face interaction with one another. We spend most of the day behind our computer screen at our desk. The need to sustain job satisfaction amongst employees could not be ever more present than now. To maintain the morale amongst employees, organizations should be able to keep them challenged and motivated. Take technology for example. If the increase of new technology isn’t daunting enough, consider the challenge to remain current with technology all the while maintaining a competitive advantage in the industry? Reach internally to our internal resource, human capital. Employees must be given the opportunity to share their knowledge, skills, and abilities. When empowered to provide input concerning highly visible organizational decisions, employee morale is boosted. Not only is this beneficial for employees but also the employer as they receive ideas and input that could possibly lead to the solution. Employee engagement boosts the overall welfare of the organization.
According to.
Discussion 1QuestionWhy is it important for HR management to.docxmadlynplamondon
Discussion 1:
Question:
Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?
The main difference between HR management being administrative or strategic is that administrative is reactive and strategic is proactive. It is important to make the human resource management strategic for a variety of reasons such as employee retention, avoiding breaches of the law/policies, and creating a competitive edge.
Some ways to build a strategic HR management system is by pre-planning and goal setting. It consists of shaping current employees into the future leaders of the company. This shows them that they are capable of moving up in the company, which in turn will increase retention rates. Having these experienced employees would give the company a more competitive edge.
It also pre-plans for any type of sexual/race/ethnic issues that could arise to protect the company. Rather than putting rules in place after issues arrive, it builds a protocol. These types of managements are prepared for laws and base policies in line with them. This helps companies not have any breaches of the law. This also helps them deal with issues in a timely manner, since the protocol is already in place.
A strategic human resource management team will have company goals written out. This will ensure that everyone in the company will be working towards the same big picture. Every team member knows the big goal and can set personal goals to help the team. This will increase productivity and prevent people from feeling stale and underappreciated at work. The company can also find a way to celebrate the smaller goals so that employee work is credited. Appreciated employees always work better. Basically, a strategic human resource management is prepared and helps keep the company safe and running in the most productive manner.
Discussion 2:
Question:
Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?
In any organization Human resource department forms an important pillar for attracting, retaining and nurturing the talent thus making it a thriving force behind organization growth. For any organization people management is the core and main foray, if the HR department if properly organized makes the organization function properly and push across to reach new scaling heights. Let’s consider the companies the major innovators like Google, 3M and Facebook have reached the top rung of the ladder as technological and product innovators only because these companies have lot of talented people and management of them nurturing and keeping them motivated with all the necessary things is main challenge and they have successfully overcome it making them leaders on their respective domain.
Human Resource administration plays a key role to transform the company both operational and administrative aspect wise making a market ...
Running head DOCTORAL QUALIFYING EXAMINATION PAGE 1DOC.docxjeanettehully
Running head: DOCTORAL QUALIFYING EXAMINATION PAGE 1
DOCTORAL QUALIFYING EXAMINATION PAGE 43
Doctoral Qualifying Examination
Doctoral Qualifying Examination
Introduction
The Doctorate program in business administration for first year of University focuses on the introduction of the various concepts of leading change, marketing strategy and consumer behavior, finance for managers, a management strategy for performance, business intelligence and global economics. This paper mainly includes all the evidence of the concepts which are learned in the four courses of my first year such as leading change, business intelligence and information systems, management strategy for performance, marketing strategy and consumer behavior in the order it has been given.
Part I: Portfolio of CLA 2’s
CLA 2 Introduction: Course #1
Throughout the Leading change course we were introduced to the concepts of managing change, images of change management, why change? Contemporary pressures and drivers, vision and the direction of change, change communication strategies, organization development and sense-making approach, sustaining change versus initiative decay. This CLA2 paper offers proof of ability as IT Manager implement change in the organization. As agile transformation Leader in leading change and providing vision and sense of direction of change. This course has provided the ability to implement change in agile transformation and develop change management strategy by successful implementation of the change through entire enterprise level. Change is inevitable in the business world. Leading change is not an easy task and most of the change management processes have failed in the recent past due to various reasons. Effective team leaders are prerequisite in ensuring that the change is achieved within the stipulated time. Generally, leaders must cultivate the skills for assimilating change, providing expectedness and assist others to understand the integral risks, advantages, and reasons behind a certain change. The history of leading change which can be traced from 1960-2012 will be discussed in this paper. Moreover, various leadership styles and how they impact change in organizations will also be incorporated. Change process cannot be achieved without resistance in the workplace and this is also taken care of. Motivations for change are essential because they play fundamental roles in achieving changes. Furthermore, leading change as an individual is not easy since it requires much competence and skills. Lastly, success factors of implementing change process and its benefits are of great importance in organizations.
BUS 735 CLA 2
Change is inevitable in the business world and it takes place probably on daily basis. Change in the business world is currently being compared to taxes and deaths which cannot be avoided at all costs. People are very significant elements when it comes to transforming change organizations since they are the p ...
Jeffery David Whippo Describes the Adverse Effects of Failed Change Attemptsandrewhodo
Jeffery David Whippo describes the unfavorable effects of an unsuccessful attempt at organizational reform. Negative conduct, in his opinion, includes decreased production, rising absenteeism, more frequent organizational turnover, and declining morale. Teams are also less likely to work honestly and transparently together. Moreover, stakeholders within the company both actively and passively oppose.
You are a project manager and believe that your initiative would be .docxadampcarr67227
You are a project manager and believe that your initiative would be more successful if you had a change manager on your team.
Describe
an actual project you have been part of (not necessarily the leader).
Develop
an argument to your manager on the importance of change management.
Describe
the role of a change manager and how it will benefit the project.
Write
a 1,050- word paper using a minimum of two peer-reviewed sources.
Format
your paper consistent with APA guidelines.
.
You are a project manager at a food agricultural organization and yo.docxadampcarr67227
You are a project manager at a food agricultural organization and you are assigned to review nutritional policies.
1). Write the nutritional policies
2). Identify five stakeholders and their roles in the implementation of the nutritional programs at the community level.
.
You are a nursing educator and you are given an assignment to teach .docxadampcarr67227
You are a nursing educator and you are given an assignment to teach a RN/LPN NCLEX review course.
Please develop a complete review course power point presentation with detail speaker notes that will be used to teach the review in its entirely. You want student to pass the nclex exam on the first try. please rearrange order and at to it as you deem fit if I left out some thing (please insert pictures and diagram to enhance lecture) Please be very creative and colorful (Presentation to be shown to a large audience. Please be very detail but highlighting the most important detail.
The power points must include elements as follow:
1. nclex question types
2. steps of question analysis
3. critical thinking and rewording
4. how to dissect nclex question
5. what are considered hig level questions
6. deciding what is important
7. looking for patterns and relationships
8. identifying the problem
9. transferring knowledge from one situation to another
10. applying knowledge
11. discriminating between possible choices and/or course of action
12. evaluating according to criteria established
13. eliminating incorrect answer choices
14. strategies for alternate formate question: select all that apply
15. solving alternate formate questions: select all that apply.
16. prioritization
17. delegation
18. safety and infection control
19. maslow's hierarchy of needs
20. how to approach psychosocial condition question
21. how to answer psych questions
22. how to identify psych diagnosis and nursing care of the psychiatric patient
how to answer health promotion and maintenance question
23. tips on how to pass nclex exam
24. hot spot questions and how to solve them
25. fill in blank question and how to solve them and select all that apply
drag and drop question and how to solve them
26. tips on how to analyze a question
27. NURSING LAB VALUES TO KNOW
28. NURSING DRUGS TO KNOW AND LEVELS
INFORMATION ON THE FOLLOWING(with nursing most important intervention and things to watch for/ complication problems up each system)
Care of the pediatric patient
Care of OB (maternity) patient
Care of a pre-op patient
Care of a patient post op
Care of a respiratory patient
Care of a cardiac patient
Care of a gastro/intestinal patient
Care of caner patient
Care of urinary system patient
endoceine system
liver
pancreas
nutritional problem
chronic neurological problems
stroke
intracranial problems
muscle skeletal problems
emergency, terrorism and disaster nursing
fluid and electrolytes
the different in IV solution
Administering Blood
Conscious sedation
Reproductive system
nutrition for a newborn
drug calculation
Immunization when due and side effect
Kidney disorders and care of a renal patient with labs
Diabetes management
spinal cord injury
musculoskeletal problem
alzheimer's disease
ABG interpetation
drug calculation
oxygen supplement and delivery system
integumentary system
bur.
You are a paralegal working at law office of James Adams, Esq. On No.docxadampcarr67227
You are a paralegal working at law office of James Adams, Esq. On November 10, 2010, Adams is assigned by the court to represent John Edwinson, against whom a paternity petition has been filed. There is a hearing scheduled for march 13, 2011. Edwinson is not a cooperative client. He frequent misses appointment at the law firm office. Frustrated, Adams sends Edwinson a short letter on March 1,2011 that says, " Due to your noncooperation, I am withdrawing from the case as your representative effective immediately." Any ethical problem
.
you are a paralegal working at the law office of Smith & Smith. The .docxadampcarr67227
you are a paralegal working at the law office of Smith & Smith. The office represents David Gerry in a divorce action against his wife, Lena Gerry. One of the disputes is how to divide business assets acquired during the marriage. In an effort to pressure Lena to divide the assets in his favor, David tells his attorney to request sole physical and legal custody of their children even though David has no desire to raise the children. He knows, however, that Lena is terrified at the thought of losing sole custody herself. David wants his attorney to engage in extensive discovery (depositions, interrogatories, etc.) On the custody issue for the sole purpose of wearing Lena down in hope that she will reduce her claims on the business assets. Any ethical problems?
.
You are a police officer who has been selected to participate in a p.docxadampcarr67227
You are a police officer who has been selected to participate in a public relations task force to address a growing problem: the negative public perception of the police.
The media has been tough on departments around the city, and the police chief wants to address the issue head on. You just completed the first task force meeting, and the facilitator wants you to present information and recommendations regarding how to change the public’s perception.
Create
an 8- to 10-slide Microsoft® PowerPoint® presentation in which you:
Explain how an inductive fallacy (e.g., generalizations, weak analogy) or a fallacy of language (e.g., confusing explanations) may affect the public perception of the police.
Provide a categorical claim related to the negative public perception of the police.
Create a visual showing a categorical relation that is negative between the police and the public.
Provide recommendations and examples about what the department can do to:
Change the perception
Develop a positive relationship with the public.
Include
comprehensive speaker notes.
Cite
at least 1 reference to support your assignment.
Format
your citations according to APA guidelines
.
You are a newly-minted, tax-paying and law-abiding, permanent res.docxadampcarr67227
"You are a newly-minted, tax-paying and law-abiding, permanent resident of Canada.
In the context of the Canadian multicultural society, you are involved in your community, holding a volunteer office (e.g. VP, Secretary etc.) in your community association.
At the last community meeting several members raised the issue of whether what is going on the Canadian political scene, such as:
the Jody Wilson- Raybould, former federal Justice Minister and Attorney General, story
the Bill Morneau, former federal Minister of Finance, story, and especially
the Julie Payette, former Governor General of Canada, story
are indicative of changes, in the Canadian society, which will impact the country and its communities.
You were asked to write a report, of maxim 8 pages
( .... your community members appreciate effective communication)
, addressing issues such as:
what Julie Payette's case says about employee-employer relations in Canada?
what Bill Morneau's case says about ethics in Canada?
what Jody Wilson-Raybould's case says about globalization, global competition, competitiveness and ethics in Canada?
Your community is generally optimistic about the state of affairs in Canada, and about the future of the country which depends on its functioning democracy.
Are there warning signs and "red flags" to watch for by engaged members of the Canadian society?"
.
You are a new university police chief in a medium-sized city, an.docxadampcarr67227
You are a new university police chief in a medium-sized city, and today is a huge football game. You have received information from a patrol sergeant that one of your male officers is at the football stadium working overtime and wearing an earring and sporting a new, visible and rather risqué tattoo on his lower front arm. The sergeant says that both are highly visible, and that a rudimentary dress code exists in your agency but does not cover earrings. You are aware that the other officers are anxiously watching the situation to see what you do. What are you going to do? Explain yourself.
.
You are a native speaker of French living in a mainly English speaki.docxadampcarr67227
You are a native speaker of French living in a mainly English speaking part of Canada. You would like to send your children to a French school, but none is available. Remembering how the Gaulois culture and language progressively disappeared in what is now France, you would like to alert the French speaking population and its leaders to the importance of having a Francophone system of education
400-500 words
double spaced
tiems new roman
I need by nov 19th at 4pm
.
You are a new high school teacher, and have been captured at the end.docxadampcarr67227
You are a new high school teacher, and have been captured at the end of Open House by a parent who is upset about one of your classroom procedures. You have tried to explain the value of the procedure; however, the parent continues to adamantly disagree and hold you hostage after everyone has left. What do you think would be the best course of action?
.
You are a member of the Human Resource Department of a medium-sized .docxadampcarr67227
You are a member of the Human Resource Department of a medium-sized organization that is implementing a new inter-organizational system that will impact employees, customers, and suppliers. Your manager has requested that you work with the system development team to create a communications plan for the project. He would like to meet with you in two hours to review your thoughts on the KEY OBJECTIVES OF THE COMMUNICATIONS PLAN. What should those objectives be?
.
You are a network analyst on the fly-away team for the FBIs cyberse.docxadampcarr67227
You are a network analyst on the fly-away team for the FBI's cybersecurity sector engagement division. You've been deployed several times to financial institutions to examine their networks after cyberattacks, ranging from intrusions and data exfiltration to distributed denial of services to their network supporting customer transaction websites. A representative from the Financial Services Information Sharing and Analysis Center, FS-ISAC, met with your boss, the chief net defense liaison to the financial services sector, about recent reports of intrusions into the networks of banks and their consortium.
He's provided some of the details of the reports in an email. "Millions of files were compromised, and financial officials want to know who entered the networks and what happened to the information. At the same time, the FS-ISAC has seen extensive distributed denial of service disrupting the bank's networks, impacting the customer websites, and blocking millions of dollars of potential transactions," his email reads.
You realize that the impact from these attacks could cause the downfall of many banks and ultimately create a strain on the US economy. In the email, your chief asks you to travel to one of the banks and using your suite of network monitoring and intrusion detection tools, produce two documents—a report to the FBI and FS-ISAC that contains the information you observed on the network and a joint network defense bulletin to all the banks in the FS-ISAC consortium, recommending prevention methods and remediation against the types of malicious traffic activity that they may face or are facing.
Network traffic analysis and monitoring help to distinguish legitimate traffic from malicious traffic. Network administrators must protect networks from intrusions. This can be done using tools and techniques that use past traffic data to determine what should be allowed and what should be blocked. In the face of constantly evolving threats to networks, network administrators must ensure their intrusion detection and prevention systems are able to analyze, monitor, and even prevent these advanced threats.
In this project, you will research network intrusion and prevention systems and understand their use in a network environment. You will also use monitoring and analysis technologies in the Workspace to compile a Malicious Network Activity Report for financial institutions and a Joint Network Defense Bulletin for a financial services consortium.
The following are the deliverables for this project:
Deliverables
•Malicious Network Activity Report: An eight- to 10-page double-spaced Word document with citations in APA format. The page count does not include figures, diagrams, tables, or citations.
•Joint Network Defense Bulletin: A one- to two-page double-spaced document.
Step 1: Create a Network Architecture Overview
You travel to the various bank locations and gain access to their networks. However, yo.
You are a member of the senior management staff at XYZ Corporation. .docxadampcarr67227
You are a member of the senior management staff at XYZ Corporation. You have historically been using a functional structure set up with five departments: finance, human resources, marketing, production, and engineering.
Create a drawing of your simplified functional structure, identifying the five departments.
Assume you have decided to move to a project structure. What might be some of the environmental pressures that would contribute to your belief that it is necessary to alter the structure?
With the project structure, you have four projects currently ongoing: stereo equipment, instrumentation and testing equipment, optical scanners, and defense communications.
Draw the new structure that creates these four projects as part of the organizational chart.
Text
Title:
Project Management
ISBN: 9780134730332
Authors: Pinto
Publisher: Pearson
Edition: 5TH 19
.
You are a member of the senior hospital administration. You become a.docxadampcarr67227
You are a member of the senior hospital administration. You become aware of a problem involving a long-time and well-respected employee, as well as the supervisor of said employee.
The employee in question is a social worker; a very competent and very conscientious professional. His wife has recently suffered a stroke with significant residual neurological deficit. This has resulted in the necessity that the social worker take days off to care for her; come in late or leave early to take her to medical, physical, or occupational therapy appointments; etc.
It is thought that, because of these demands on his time—and the taxing emotional overlay of dealing with the critical illness of a loved one, while simultaneously dealing with patients and families in similar situations—that his charting fell behind. In fact, it was discovered that he was writing social work notes 1–2 days after the fact, back-dating the notes, and placing them in the patients chart between notes of the same time frame as the date on the note.
When the social worker’s immediate supervisor became aware of this, she told him that such behavior must stop immediately. Given the circumstances, however, she opted to take no further action, did not document this in his personnel file, nor did she advise her superiors.
Other members of the staff became aware of this, and someone reported it to the CEO via a “Tell Us About Problems” Dropbox.
You have been assigned to address these multiple issues of ethics, standards of conduct, truth, and fairness. Also describe what concepts of change management theory you would apply in this situation.
Describe your answer in detail, citing references in APA format where appropriate. Your Journal entry should be at least 500 words.
.
YOU ARE A MEMBER OF THE SENIOR HOSPITAL ADMINISTRATI.docxadampcarr67227
YOU ARE A MEMBER OF THE SENIOR
HOSPITAL ADMINISTRATION.
YOU BECOME AWARE OF A PROBLEM
INVOLVING A LONG-TIME AND WELL-
RESPECTED EMPLOYEE, AS WELL AS THE
SUPERVISOR OF SAID EMPLOYEE.
THE EMPLOYEE IN QUESTION IS A SOCIAL
WORKER; A VERY COMPETENT AND VERY
CONSCIENTIOUS PROFESSIONAL. HIS WIFE
HAS RECENTLY SUFFERED A STROKE WITH
SIGNIFICANT RESIDUAL NEUROLOGICAL
DEFICIT.
THIS HAS RESULTED IN THE NECESSITY THAT
THE SOCIAL WORKER TAKE DAYS OFF TO CARE
FOR HER; COME IN LATE OR LEAVE EARLY TO
TAKE HER TO MEDICAL, PHYSICAL, OR
OCCUPATIONAL THERAPY APPOINTMENTS; ETC.
THAT HIS
CHARTING
FELL BEHIND.
IT IS THOUGHT THAT, BECAUSE OF THESE DEMANDS ON HIS
TIME—AND THE TAXING EMOTIONAL OVERLAY OF DEALING
WITH THE CRITICAL ILLNESS OF A LOVED ONE, WHILE
SIMULTANEOUSLY DEALING WITH PATIENTS AND FAMILIES
IN SIMILAR SITUATIONS—
WHEN THE SOCIAL WORKER’S IMMEDIATE
SUPERVISOR BECAME AWARE OF THIS, SHE TOLD.
IN FACT, IT WAS DISCOVERED THAT HE
WAS WRITING SOCIAL WORK NOTES 1-2
DAYS AFTER THE FACT, BACK-DATING THE
NOTES, AND PLACING THEM IN THE
PATIENTS CHART BETWEEN NOTES OF THE
SAME TIME FRAME AS THE DATE ON THE
NOTE.
GIVEN THE CIRCUMSTANCES,
HOWEVER, SHE OPTED TO TAKE NO
FURTHER ACTION, DID NOT
DOCUMENT THIS IN HIS PERSONNEL
FILE, NOR DID SHE ADVISE HER
SUPERIORS.
JOURNAL TOPIC
POST YOUR RESPONSE ON
THE UNIT 7 JOURNAL AREA.
Other members of the staff became aware of
this, and someone reported it to the CEO via a
“Tell Us About Problems” drop box.
You have been assigned to address these
multiple issues of ethics, standards of conduct,
truth, and fairness. Also describe what concepts
of change management theory you would apply
in this situation.
Describe your answer in detail, citing references
in APA format where appropriate. Your Journal
entry should be at least 500 words.
Slide Number 1Slide Number 2Slide Number 3Slide Number 4
.
You are a member of the Human Resource Department of a medium-si.docxadampcarr67227
You are a member of the Human Resource Department of a medium-sized organization that is implementing a new inter organizational system that will impact employees, customers, and suppliers. Your manager has requested that you work with the system development team to create a communications plan for the project. He would like to meet with you in two hours to review your thoughts on the KEY OBJECTIVES OF THE COMMUNICATIONS PLAN. What should those objectives be?
.
You are a member of the American Indian tribe. Think about how your .docxadampcarr67227
You are a member of the American Indian tribe. Think about how your life has changed since the English settlers (Plymouth Colonists) have settled on your land. How do you feel with them there? Are you happy? Are they happy? Write a letter to the colonists expressing your feelings. Bring in historical facts to make your letter believeable.
Your letter should include:
Describe your life before the arrival of the English settlers.
What were your first impressions on the settlers?
How has having the settlers live nearby changed your life?
Do you think the English settlers have the right to settle in Plymouth? Why or why not?
What can the settlers learn form you, and what can you learn from the settlers?
How can two cultures live together peacefully? What would you have to do to make this happen?
.
You are a juvenile justice consultant creating a proposal that w.docxadampcarr67227
You are a juvenile justice consultant creating a proposal that will be presented to the state legislature concerning the future of the juvenile justice system.
Create
a 10- to 15-slide Microsoft® PowerPoint® presentation, including speaker notes, detailing your proposal. Address recommendations for all aspects of the system, including:
Community involvement
Law enforcement
Courts and sentencing
Corrections
Include
a justification for the system based on history, trends, causation theories, and potential for reform.
.
You are a journalist and you have been sent off to write a story abo.docxadampcarr67227
You are a journalist and you have been sent off to write a story about a break in at a local school. You write for the local paper entitled The Local Post. This is the information that you have got so far.
Things that were stolen include:
Five laptop computers
Money that was raised for Comic Relief
Two digital cameras
The school is called Rosedale Primary School and the Head teacher's name is Mr John Jones.
People that could be interviewed are:
The Head teacher
Mrs Milton - a parent
Mr Thompson - lives down the road
The police have investigated and viewed the CCTV footage. There are two men seen committing this crime, covered in black clothing. Police are appealing for witnesses to come forward.
.
You are a juvenile court probation officer. You have a choice of.docxadampcarr67227
You are a juvenile court probation officer. You have a choice of programs including; mandatory counseling, family counseling, removal from the home and placing in foster care, diversion, incarceration in a youth home or mandatory participation in a 10 week boot camp. You must make recommendations to the judge for sentencing. You must use all the alternatives for the group and you can’t use more than one alternative twice. Make recommendations for each juvenile and explain your rationale. Note your difficulties and what further information you would have liked. Finally what is the overwhelming need for each person and how are you addressing that in your program.
Sally is 13 and lives in the suburbs of Fort Wayne. She was caught riding in a stolen car with two friends from high school. Sally has no record – her mother tells you that Sally was a model child until last year when her father died. Since then Sally’s grades have dropped and she has become unmanageable.
John is 16 and lives in Indianapolis. He has a long juvenile record dating back to when he was 10. John’s prior offenses include arson, disorderly conduct, larceny and assault (3). John was arrested for stealing lawn ornaments worth $23.00. John is unsupervised (no parental control) and missed his last probation meeting.
Don is 14 and lives in the inner-city of Gary, Indiana. Don has no father and his mother is a crack addict. Don lives by himself for long periods of time. In the past Don was arrested for stealing food from a local bakery. Don admitted to the theft, but noted he hadn’t eaten in two days. Don was removed from home – but was returned to his mother one year later. Don was arrested for possession of crack cocaine – it was believed he was selling.
Darlene is 12 and lives in the suburbs with her mother, step-father and new baby sister. Darlene has been in juvenile court a number of times in the past year for being a runaway. She was petitioned last month by her step-father for being incorrigible. Darlene refused to follow the family rules and is defiant to her step-father. Darlene is very intelligent and is openly disrespectful to her mother and step-father.
Stephen Holmes is 16 and lives in Noblesville. His father is a salesman and his mother is an executive with General Advertising Inc. Stephen has a prior record for larceny. Last month Stephen got into a fight with his brother who is 17. After the fight was over Stephen took his father’s gun and shot his brother in the head instantly killing him.
Papers will be completed in Word Format as an attachment. The papers will be typed in Times New Roman using 12 font. Papers will be double-spaced. The papers will be at least 500 words in length. The papers will be a critical examination of a topic area chosen by the instructor. Students are encouraged to critically examine and question a topic area in detail using their book.
.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
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Yilin Hou week 5COLLAPSETop of FormEffective leadership is.docx
1. Yilin Hou
week 5
COLLAPSE
Top of Form
Effective leadership is a critical tool in a corporate
environment. However, some leaders have inadequate leadership
skills that interfere with their performance, interfering with the
performance of their corporations—the case of Marissa Mayer,
a leader who served at Yahoo suits this context. Mayer was a
former employee at Google before she secured a position as the
CEO with Yahoo to restore the status of the ailing corporation
(Carson, 2015). Employees and other executives had great hope
in Mayer, with the perception with her enigmatic figure and
previous experiences at Google. However, her arrival was a
disappointment, to a greater extent, as she failed to implement
change in the company, contrary to the expectations of senior
executives.
Mayer was a total disgrace to the entire company, Yahoo. The
company had a grand vision of changing its consumer's
experiences through the internet and developing an excellent
brand image, to effectively maneuver in a competitive
environment with other companies, including Google (Myatt,
2015). Mayer exemplified a sophisticated leadership style,
coupled with biased approaches. Although a leader should
exemplify excellent listening skills, Mayer was obsessed with
listening, other than engaging in constructive discussions with
other executives on how to turn around the company. Her
decision-making processes were flawed; she could devise
solutions to challenges affecting the company without critically
analyzing the problem.
One and a half years after her arrival, employees were
beginning to revolt her leadership strategies. On one occasion,
she read a book meant to educate young children to her
employees, who were angry concerning her leadership (Carson,
2. 2015). Things were getting out of track. Mayer had failed to
create a conducive environment for her employees; there was
inadequate trust between her and other executives. Trust in
different constituencies in a corporate environment is critical.
Mayor also steered the developed a toxic corporate culture,
which is an indicator of an incompetent leader. She made
attempts to transform and amend a culture she never understood,
the greatest failure of a CEO who is expected to steer an
international company. Corporate culture is a critical tool that
shifts a corporation’s position in the global scale, develops and
stabilizes an excellent momentum.
In her transformation procedure, Mayer adopted multiple
strategies without focusing on a single approach for an effective
turnaround. Initially, Mayer had a variety of excellent strategy,
however, the implementation phase was inconsistent, creating
more trouble than good. Her change strategy consisted of a
variety of initiatives, ranging from acquisitions to novel
technologies (Myatt, 2015). Acquisitions are effective in
restoring a corporation, but for Mayor, they did not work in
either way. During her tenure, Mayer signed acquisitions with
fifty-one different companies, which led to the closure of forty-
one, others reported huge losses, including Tumblr. Indeed,
several approaches could have been integrated into the company
for an excellent turnaround.
I disagree with Mayer's decision and initiatives to implement
change at Yahoo. An excellent leader should focus on
establishing outstanding efforts to promote corporate success.
For Mayer, creating a good rapport with other executives,
developing a vision, and sharing ideas could have been an
excellent strategy. Establishing excellent attachments in an
organization builds trust and necessitates the achievement of
corporate goals. As a leader, being well-versed with cultural
aspects of an organization is crucial before engaging in a
transformation process, Mayer should have followed a similar
strategy. Also understanding the fragility of a corporate culture
in the corporate’s ecosystem is crucial. Lastly, having unified
3. strategies, other than focusing on scattered strategies is
essential in an attempt to promote organizational success; here,
Mayer could have focused on one initiative other than
integrating multiple approaches simultaneously.
References
Carlson, N. (2015). Marissa Mayer and the fight to save
Yahoo! Hachette UK.
Myatt, M. (2015, December 13). Marissa Mayer: A case study in
poor leadership.
Forbes. https://www.forbes.com/sites/mikemyatt/2015/11/20/ma
rissa-mayer-case-study-in-poor-leadership/#3d2ffdd73b46
Bottom of Form
Kexin Yang
week 5 discussion
COLLAPSE
Top of Form
The modern world of business is made up of intricate
connections built on technology, global connectivity and strong
organizational cultures. Researchers in both academia and
practice argue that culture is a concept that is much-studied and
talked about but seldom understood (Rajiv, 2019). The
centrality of culture in business performance is a critical factor
to consider when planning ahead and performing such important
duties as selecting an organization’s CEO. It is important to
point out that not all highly talented managers and leaders are
CEO-ready. In any organization’s quest for success and superior
performance, the CEO is a critical factor because they not only
create the vision but also lead the team of employees toward its
attainment. This post briefly and precisely discusses the case of
corporate failure at Yahoo! Under the leadership of Marissa
Mayer due to culture-related challenges.
As a newly seated CEO, one of the most critical things that one
needs to do first is to build trust and confidence across all
4. constituencies, but more especially with the workforce (Rajiv,
2019). From a global leadership viewpoint, a CEO should create
firm relationships with the members of the workforce because
the employee is the life and blood of the organizations. The
extent to which an organization can achieve high levels of
innovation and creativity is directly connected to their ability to
contribute in the decision making process. Mayer went against
this best practice and opted to speak more than she was willing
to listen to the people she was leading (Myatt, 2015). She aimed
at making everyone follow her example as she could work 130
hours a week. This resulted in lower levels of satisfaction
because with the long working hours came the indefinite
suspension of the work-from home program and the alteration of
scheduling which affected the unlimited vacations.
What Mayer did was to want to make Yahoo another Google by
overhauling the culture and introducing a new, seemingly fast-
paced culture. Global best practice indicates that the most
appropriate thing to do is to first understand the culture of the
new workplace for CEOs like Mayer (Zucker, 2019). She did
not take time to understand her workers, something that saw
numerous business magazines and online platforms term her the
most disliked CEO in the US. Mayer did not recognize the fact
that culture is the glue that cements all the business functions
together. Failing to understand the culture of the organization
creates a toxic climate, which inhibits the employees’ ability
and willingness to contribute. An organizational culture is a
delicate ecosystem made up of multiple components, which, if
not properly handled, could easily disentangle very fast.
Mayer constantly disempowered the employees by not allowing
them to make mistakes. Global leadership best practices suggest
that a good CEO is one that considers the employees more than
themselves, and that all employees should be allowed to make
mistakes. Mayer was about listening to herself and wanting
everyone else to follow her options (Myatt, 2015). With such a
toxic climate, the employees stop offering their insights and
suggestions, some of which could steer the organization toward
5. the achievement of its goals and ultimately its vision. In
addition to violating the culture at Yahoo! Mayer failed to work
with a clearly articulated strategy, instead opting to go for
acquisitions, with the hope of new people coming in with new
solutions.
If I were in her position, I could have done things totally
differently by allowing the culture of Yahoo to thrive and by
involving the employees at every point of the decision making
process. I could have acknowledged the centrality of unlearning
because Mayer did not want to unlearn; instead, she preferred to
force her approach on the employees. I could have chosen more
intricate strategies and adopted a better execution method. I
could have been more open-minded because Mayer’s close-
mindedness played a role in hurting the culture of Yahoo, one
that supported work-life balance.
References
Myatt, M. (2015). Marissa Mayer: A Case Study in Poor
Leadership. Forbes Magazine. Retrieved
from https://www.forbes.com/sites/mikemyatt/2015/11/20/maris
sa-mayer-case-study-in-poor-leadership/#662036793b46
Rajiv, A. (2019). Turnaround Management: An Explorative
Investigation of the Strategic Leadership Competencies for the
Turnaround of Indian IT Firms (Doctoral dissertation, Dublin,
National College of Ireland).
Zucker, R. (2019). Why Highly Efficient Leaders Fail. Harvard
Business Review. Retrieved from https://hbr.org/2019/02/why-
highly-efficient-leaders-fail
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