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Imagine that you are the liaison between the decision makers and the followers and that your role is to communicate potential personnel change initiatives. Using the communication strategies found in the text, what actions will you take to format the conversation with employees regarding the restructuring process? Communication Strategies found in the text: Strategy Actions Spray and pray Shower employees with a range of information; more is better. Managers pray that staff will see what needs to be done. Benefit: Staff are exposed to company information. Downside: Staff overloaded with information, may not be able to identify what is more important, and may be able to understand what is happening, but not why. Tell and sell Limit the information provided to core issues. Management tells staff about the changes and “sells” them on why these are necessary. Benefit: Can be done rapidly. Downside: Staff are passive recipients, and lack of dialogue opens potential for staff skepticism and cynicism. Underscore and explore Focus on fundamentals, but engage employees in dialogue to identify obstacles and misunderstandings that need to be addressed. Benefit: Staff engagement solves problems, strengthens support for change and can generate useful ideas. Downside: Takes time. Identify and reply Defensive approach to identifying and responding to rumors and innuendo, and to reduce staff confusion about changes. Benefit: Can resolve problems at an early stage. Downside: Reactive approach that assumes (sometimes incorrectly) that staff understand the organizational problems that the changes need to address. Withhold and uphold Withhold information until it is absolutely necessary to communicate. Management publicly defend the change strategy. Information is not disclosed openly. Benefit: Management retain a high degree of control. Downside: Staff bitterness and resentment. Forbes School of Business Faculty Reference: Cignoranelli, D. A. (2003). Communicating change initiatives. The practicing CPA. 27(8) p 3-4. Retrieved from ProQuest Database. TED (Producer). (2009). TEDTalks: Itay Talgam--How to lead like the great conductors [Video file]. Retrieved from the Films on Demand database. Required Resources Text Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.). Retrieved from https://www.vitalsource.com Recommended Resource Multimedia TED. (Producer). (2009, July). Itay Talgam: Lead like the great conductors (Links to an external site.)Links to an external site. [Video file]. Retrieved from http://www.ted.com/talks/itay_talgam_lead_like_the_great_conductors.html This video takes a creative look at communication and the leader’s skills and abilities to develop harmony within an organization. ...

Education

Focus on fundamentals, but engage employees in dialogue to
identify obstacles and misunderstandings that need to be
addressed. Benefit: Staff engagement solves problems,
strengthens support for change and can generate useful ideas.
Downside: Takes time.
Identify and reply
Defensive approach to identifying and responding to rumors and
innuendo, and to reduce staff confusion about changes. Benefit:
Can resolve problems at an early stage. Downside: Reactive
approach that assumes (sometimes incorrectly) that staff
understand the organizational problems that the changes need to
address.
Withhold and uphold
Withhold information until it is absolutely necessary to
communicate. Management publicly defend the change strategy.
Information is not disclosed openly. Benefit: Management retain
a high degree of control. Downside: Staff bitterness and
resentment.
Forbes School of Business Faculty
Reference:
Cignoranelli, D. A. (2003). Communicating change initiatives.
The practicing CPA. 27(8) p 3-4. Retrieved from ProQuest

Database.
TED (Producer). (2009). TEDTalks: Itay Talgam--How to lead
like the great conductors [Video file]. Retrieved from the Films
on Demand database.
Required Resources
Text
Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing
organizational change: A multiple perspectives approach (3rd
ed.). Retrieved from https://www.vitalsource.com
Recommended Resource
Multimedia
TED. (Producer). (2009, July). Itay Talgam: Lead like the great
conductors (Links to an external site.)Links to an external site.
[Video file]. Retrieved from
http://www.ted.com/talks/itay_talgam_lead_like_the_great_cond
uctors.html This video takes a creative look at communication
and the leader’s skills and abilities to develop harmony within
an organization.

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Strategic Public Sector Governance The Critical Role of Communication for Change Management Sponsors Change management sponsors are the executives or senior leaders with authority to drive change forward in an organization. Active and visible sponsorship tops the list of key contributors to successful change initiatives. A global leader in change management, Prosci has studied these contributors in all 11 editions of its Best Practices in Change Management report, and sponsorship came out on top in every single one. Sponsorship is so important that it beat out the second contributor (a structured change management approach) by a 4:1 margin in the most recent report. We cannot overstate the role change management sponsors play in effectively managing change in organizations. They are responsible for building support, enlisting help from other leaders and motivating change participants. Purposeful and consistent communication is the tool sponsors must use to provide context for the change and bring employees on board. Employees and leaders are far more likely to engage in a change when they understand what it means to them and why its necessary. Ineffective sponsors often rush through change, failing to facilitate understanding and build support through frequent and clear communication. Communication considerations for change management sponsors The purpose of employing communication as one of the key areas of change management is to disseminate information to the intended group of people. There are many forms of communication channels available within an organization including employee portals, newsletters, emails, static and non-static media as well as face to face communications. Many organization misunderstood the change communication as a process of mediating instead of intermediating. To have effective communication, information needs to be interpreted and reinterpret them into ideas and processes that are easy to understand, thus applying the mediating technique. While using the communication channels, its best to incorporate latest technologies albeit social network and video conferencing to enhance outreach to employees. However, although it is the management's decision to establish any means of communication channels deemed effective, one must avoid a typical top-down and one way conduits approach while using these communication facilities to avoid a breakdown in communication. Communication helps change management sponsors explain the vision for the change to create necessary buy-in. Sponsors that adopt the following communication practices can better articulate the why, what and so what of the change, increasing the chances that employees will understand and activate the behaviors needed for success. 1. Communicate the why People, by nature, are resistant to change. They first need convincing that the change is important and worth the energy it will take to implement it. Beehives change model of choice, identifies 2. Awareness as th.

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This Assignment will give you an opportunity to apply techniques of art analysis to a work of art that catches your attention. You will investigate the main points and purposes of that movement in art from the era of Modernism and see how it is relevant and present in today’s works of creative expression. Part I: Introduce a movement of art, literature, architecture, or music from the unit. You should explain why you decided to investigate this movement. Explain the details and introduce some of the purposes behind this style of creation. These ideas are not limited to the time frame when they were put to use. Instead, learning about art in the Modern Era can give you tools for evaluating art, ideas, design, and music today as well. Part II: Choose and introduce a creative product made between 2000 and today. You will make a case for why you believe this selection suits the movement you selected from the Modern Era. This could be a present-day work of art, architecture, literature, film, philosophy, design, opera, dance or music. What is this work? What makes you choose it? Part III: Explain why the present-day work of artistic expression meets the definition of the Modernist movement on your view. Demonstrate the similarities that you see, the ideas and concepts that make it fit, and how you felt these ideas were connected. Explain why you think the present day creation would use the features of the Modernist artistic movement. Aim to really explain, justify, and interpret the ideas based on the concepts from the course and the ideas you have learned in the unit. The Assignment should be at least 500 words. .

This Assignment will give you an opportunity to apply techniques of .docx

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This assignment requires 3 drafts, 2 rough drafts and the final draft. I am sending writings and stories which must be used to write the paper. I have highlighted key points that I made anotations in. The topic of the essay will be on How are morality, ethics, faith and religion intertwined? (e.g. What does it mean to be good?). The essay has to be about 2500 words long, (ten typed, double spaced) but the rough drafts can be shorter. I wish for the writer to do both the drfts and the final essay to avoid confusion. .

This assignment requires 3 drafts, 2 rough drafts and the final draf.docx

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This assignment tests your ability to correctly identify and apply statistical techniques, describe and interpret results, and present managerial recommendations. You will be graded on each of these concepts. Always create your own tables to present the results. Simple copying and pasting the SPSS tables will reduce your grade (you may copy/paste histograms from SPSS). First copying/pasting into Excel (or other) than copying/pasting into SPSS is the same thing. Be sure to create presentation quality tables from the raw data tables produced by SPSS. Keep in mind that a table may not be necessary for every question. Assume any data errors you discover are double-entries which should be corrected to single-entries (e.g., 44 should be 4). Not finding and correcting these errors means your other answers will probably be wrong. Be sure to properly list results (e.g., sort means in descending order, etc.) rather than a random (i.e., lack of meaning) order. Download the SPSS file “Avery Fitness Center MR 2015.sav” from Blackboard>Assignments. Refer to both the survey (p. 357) and codebook (p. 358) for guidance. The class handouts and Chapters 17 and 18 provide examples of the needed techniques and interpretations. The class handouts and Chapters 19 and 20 provide guidance on how to best present your results. Unless specified otherwise, use an alpha of .05. Be sure to report all relevant values (e.g., chi-square, et cetera). Also use a 95% confidence level where appropriate unless told otherwise. The Guide to Using SPSS , the textbook, and the class handouts will help you use SPSS. When done, submit a single Word document with your “lastname” in the filename on Blackboard>Assignments>SPSS Homework Submission. NOTE : The results you get will be DIFFERENT from the exhibits in the book! Remember to use relevant data to thoroughly explain and analyze your answers. In addition to the correct answers, you will be graded on the clarity of communication including the appearance of exhibits (e.g. tables). Presenting the SPSS tables will lower your grade. The tables you submit should be created in either Word or Excel (or similar). This is an INDIVIDUAL assignment. Sharing of answers, data, tables, analysis, et cetera is strictly prohibited. While it is acceptable to ask a classmate on how to use SPSS, you cannot work together on the analysis of the data, creation of the tables, or any other component of this project. If you do then you are violating the Academic Integrity policy and subject to receiving a failing grade for the course . Your papers will be submitted through turnitin.com (via Blackboard) and checked for originality. Furthermore each file will be inspected for evidence of collaboration. Working side-by-side or sharing of files is a violation of the academic integrity policy and all parties involved will be reported to the Associate Provost. DO NOT allow someone else to have access to your files. You will be held responsible if s.

This assignment tests your ability to correctly identify and apply.docx

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This assignment is due Monday Jan. 25 at 8pm EST. and guidlines are as followed and attached: Write a 1,500- to 1,750-word paper on the following: Describe one neurodevelopmental disorder and one neurocognitive disorder. Discuss behavioral criteria for each disorder. Discuss incidence rates and causes for each disorder. Propose two options for treatment for each disorder, based on two different theoretical models. Format your paper consistent with APA guidelines. Click the Assignment Files tab to submit your assignment. ATTACHED: is the grading rubric for the assignment that must be followed for A work. .

This assignment is due Monday Jan. 25 at 8pm EST. and guidlines .docx

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This assignment is to be completed with A+ original work due S.docx

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This assignment is due Tuesday, December 1st @ 1600 easternpl.docx

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This assignment is due TOMORROW Monday March 7 at 12 noon (midday). *Assignment must be 100% originial work and include 2 references with citations. Including detailed speaker notes for each slide with a referencence page attached. Topic: EVOLUTIONARY THEORY OF PERSONALITY (5 total slides) Assignment: (powerpoint slideshow) 3 slides with detailed speaker notes on: -Describe how Evolutionary Theory of Personality affects an individual's personality. 1 slide of an overall introduction to Evolutionary Theory 1 slide of a conclusion to Evolutionary Theory summarizing and including the following: -The strengths and limitations of the assigned theory in explaining individuals' behavior -Describe how the theory affects an individual's personality -Explain how the theory influences interpersonal relationships .

This assignment is due TOMORROW Monday March 7 at 12 noon (midda.docx

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This assignment is due on Tuesday Dec 29th before midnight estern standard time please try your best to return it to me before that time, also my instructor is using TURNIT IN for plegiarism. Thank you, ************************************************************************************************************************** Siemens' Simple Structure There is perhaps no tougher task for an executive than to restructure a European organization. Ask former Siemens CEO Klaus Kleinfeld. Siemens, with 77 billion euros in revenue in 2008, some 427,000 employees, and branches in 190 countries, is one of the largest electronics companies in the world. Although the company has long been respected for its engineering prowess, it's also derided for its sluggishness and mechanistic structure. So when Kleinfeld took over as CEO, he sought to restructure the company along the lines of what Jack Welch did at General Electric. He has tried to make the structure less bureaucratic so decisions are made more quickly. He spun off underperforming businesses. And he simplified the company's structure. Kleinfeld's efforts drew angry protests from employee groups, with constant picket lines outside his corporate offices. One of the challenges of transforming European organizations is the customary active participation of employees in executive decisions. Half the seats on the Siemens' board of directors are allocated to labor representatives. Not surprisingly, the labor groups did not react positively to Kleinfeld's GE-like restructuring efforts. In his efforts to speed those efforts, labor groups alleged, Kleinfeld secretly bankrolled a business-friendly workers' group to try to undermine Germany's main industrial union. Due to this and other allegations, Kleinfeld was forced out in June 2007 and replaced by Peter Löscher. Löscher has found the same tensions between inertia and the need for restructuring. Only a month after becoming CEO, Löscher was faced with a decision whether to spin off the firm's underperforming 10 billion-euro auto parts unit, VDO. He had to weigh the forces for stability, which want to protect worker interests, against US-style pressures for financial performance. One of VDO's possible buyers is a US company, TRW, the controlling interest of which is held by Blackstone, a US private equity firm. German labor representatives have derided such private equity firms as "locusts." When Löscher decided to sell VDO to German tire giant Continental Corporation, Continental promptly began to downsize and restructure the unit's operations. Löscher has continued to restructure Siemens. In mid-2008, he announced elimination of nearly 17,000 jobs worldwide. He also announced plans to consolidate more business units and reorganize the company's operations geographically. "The speed at which business is changing worldwide has increased considerably, and we're orienting Siemens accordingly," Löscher said. Since the switch from Kleinfeld to Löscher, Sie.

This assignment is due on Tuesday Dec 29th before midnight estern st.docx

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This assignment is due Tuesday, December 1st @ 1600 easternpl.docx

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