Human Resource Management
APPLYING FOR A MANAGEMENT POSITION Overview In this assignment, you will complete an employment application questionnaire in which you will analyze a personal management experience. Preparation Review the Atha Application Questionnaire [DOCX] and use it and the scenario below to complete this assignment. Scenario Imagine that after exploring online job postings, you submitted an application and resume to Atha Corp for a management position. Atha markets its productunique lighting products (wall, pendant, floor, table, and nightlights)through a series of regional distributors and an online marketplace. A short time later, you received the following e-mail: Atha Corporation HR E-mail Dear Applicant, Thank you for your interest in employment at Atha. We have received your application packet. The next step for candidates is to provide a narrative response to the questions in the attached document. Please return your completed document to me. Once we receive your responses, we will review them and notify you of the next steps. Sincerely, Thomas Hardy Human Resources Recruiter Atha Corporation Instructions Respond to the scenario by completing the Atha Application Questionnaire [DOCX]. Submission Requirements Your assignment should also meet the following requirements: *Format: Use the Atha Application Questionnaire document to complete the assignment. *Length: 34 double-spaced pages. *Font and font size: Times New Roman, 12 point. *Written communication: Use correct grammar and mechanics and express your main points, arguments, and conclusions coherently.
Synthesize the following: Finding Your True North: A Personal Guide Complexity Leadership: Enabling People and Organizations for Adaptability Your newly-emerged insights on authentic leadership and teaming Write a 525- to 700-word article that addresses the following: Who am I as a leader? (As a collaborator and forecaster,) What is my leadership purpose? How can I remain authentic? What insights from the course will you use immediately, and what strategies will you have to work on? Cite 2 reputable references to support your article (e.g., trade or industry publications, government or agency websites, scholarly works, or other sources of similar quality).
The research paper may address a work or works through the lens of STEAM (Science, Technology, Engineering, Art, and Math) or through another framework which interests the writer. Your possible subjects/treatments might be the interplay of literary and scientific elements of a work, an analysis of the science and society of a given work in its time period, a comparative study of two works, historical context of a work, the cultural contexts of a work, science and society of a given work in its time period, a comparative study of two works, historical context of a work, thecultural contexts of a work, how a work is structured (plot twists, images, etc.) to enhance a particular interpretation of the work, or a particular theme dealt with in two or three works, or any range of additional possibilities.
Instructions Your Leadership Reflection Journal should exhibit a personal reflection of your present leadership competencies and also possible adjustments that could be made to your leadership approach. Importantly, your Journal entry should be in light of the various concepts that have covered each week in the course. Also of importance, the Leadership Reflection Journal should be far beyond a mere casual discussion. It should demonstrate a high level of understanding and should also provide adequate integration of authoritative sources as assigned for reading each week. You should integrate other scholarly sources, most preferably to review literature retrieved from the university research library. Your weekly Leadership Reflection Journal should be no less than one page and no more than two pages in length. Assignment ObjectiveEach week you will be required to submit a Leadership Reflection Journal. Assignment PurposeThis journal should be written in the first person and should be critically reflective. As such, you will discuss the most important concepts that you have learned throughout the week and how those concepts may be applied to your leadership career.
How important are excellent leaders to organizations? Well, the answer, in the theory, of course, would be very important. However, the answer as practiced by countless organizations might indicate otherwise. Only 38 percent of organizations have a formal frontline leadership development program in place. Its important for organizations to commit to strong leadership development, and its particularly important for organizations to begin grooming their Gen Y employees to move into critical leadership positions. Why? Within 10 years (by 2025), these Millennials are set to comprise 75 percent of the global workforce. Thats why organizational leadership development programs are absolutely essential. Lets look at what some companies are doing to prepare the next generation for leadership. Excellent leaders have to be developed and cultivated.3Ms leadership development program is so effective that it has been one of the Top 20 Companies for Leadership in six of the last seven years and ranks as one of the top 25 companies for grooming leadership talent according to consultant Hay Group. What is 3Ms leadership program all about? A few years ago, the companys former CEO and his top team spent 18 months developing a leadership model for the company. After numerous brainstorming sessions and much-heated debate, the group finally agreed on six leadership attributes that they believed were essential for managers to have in order for the company to become skilled at executing the strategy and being accountable. Those six attributes included the ability to: develop a plan and implement that plan; motivate and rouse others; be ethical and trustworthy and abide by the rules; achieve outcomes; strive for excellence; and be a capable and creative innovator. The company has continued to reinforce its pursuit of leadership excellence with these six attributes. Other companies, such as Ernst & Young, start early in recruiting and investing in future leaders, often going after talented college freshmen who have leadership potential. They take the best talent and involve them in various leadership development programs both while in school and after graduation. Deloitte, another company rated high for its leadership development programs, is deeply committed to helping its Millennial employees learn and absorb the leadership skills they will need to lead the company in the future. It starts with a very specific recruiting strategy for hiring Millennials and continues with a yearlong Welcome to Deloitte program. This program is all about teaching this age group client-management skills and team-building skills, and offering professional development opportunities. And, not surprisingly, its done largely through social media using interactive experiences such as role-plays, simulations, games, and a tool to help these employees track their first-year tasks.At Facebook, the first Millennial-run organization to become a Fortune 500 company, leadership development is designed around the needs of a fast-moving, fast-growing company. The head of leadership development at Facebook says that the only way leadership development works there is by making it consistent with the types of engineering tech types that comprise the company. Engineers are concerned only with what works. And its the same for any type of leadership development to be successful here; the focus has to be on what works. Also, since Facebook is an extremely flat organization with few levels of management, employees find out early on that in order to get anything done, theyre going to have to be able to influence and inspire people. Thats why leaders at Facebook dont have to be convinced of the need for people skills. They wont survive long without them. Prepare a 2-page paper answering the following questions. Remember, use 10-12 pt font and APA format! Feel free to bring in outside data/sources, but please provide citations and a list of references. Why do you think that theres a huge gap in theory (what we know we should do) and practice (what were actually doing) of leadership development? What are some reasons that companies might not be addressing Gen Y leadership development programs? Three different types of organizations are described here: 3M is primarily a manufacturing organization. Ernst & Young and Deloitte are professional services organizations. Facebook is a tech company. Compare and contrast their different approaches to Gen Y leadership development.
Discussion: Explain how GDSS can increase some benefits of collaboration and decision making in groups and eliminate or reduce some losses. Question for discussion: 1. Explain why it is useful to describe group work in terms of the time/place framework. 2. Describe the kinds of support that groupware can provide to decision-makers. 3. Explain why most groupware is deployed today over the Web. 4. Explain in what ways physical meetings can be inefficient. Explain how technology can make meetings more effective Exercise: 1. Compare Simons four-phase decision-making model to the steps in using GDS Discussion: Explain how GDSS can increase some benefits of collaboration and decision making in groups and eliminate or reduce some losses. Question for discussion: 1. Explain why it is useful to describe group work in terms of the time/place framework. 2. Describe the kinds of support that groupware can provide to decision-makers. 3. Explain why most groupware is deployed today over the Web. 4. Explain in what ways physical meetings can be inefficient. Explain how technology can make meetings more effective Exercise: 1. Compare Simons four-phase decision-making model to the steps in using GDS
Write a 700- to the 1,050-word journal entry in narrative style describing the role of nonverbal communications in your workplace. Describe three situations involving nonverbal communication that you observed or experienced between a manager and subordinate. Detail the following for each situation: The setting, such as a conversation, presentation, or meeting. Describe the relationship between the participants, such as the boss and subordinate, peers, speaker, and audience. The nonverbal communications you observed and whether they were congruent with the verbal conversation. Where incongruence occurred, how might the participants have provided effective feedback to prevent the situation from recurring? The function or functions of non-verbal communication, such as complementing, accenting, contradicting, repeating, regulating, or substituting. How did your non-verbal communication examples fulfill these functions? How unconventional language or word choice might have hindered the situations observed. Consider “shoptalk” and denotative versus connotative meanings. At least one listening technique the manager used. Was this an appropriate technique for this situation? Why or why not? What other effective listening techniques would you recommend for the manager in this situation?
1. What symptoms of resistance to change have you experienced? Have you experienced both active and passive forms? Have you experienced them as a resistor yourself (as a recipient of change)? Have you experienced them as someone responsible for the management of change (as an initiator of change)? 2. Which of the various reasons for resisting change do you believe to be the most common? What are your top three in this regard? 3. Which of the various reasons for resisting change do you believe to be the most difficult to deal with (as a manager)? What are your top three in this regard? 4. When senior managers resist change at the strategic level, they are in a position to cause more damage than employees resisting changes at the operational level. Have you worked in a company where you believe that management resistance to change may have existed? As a manager yourself, what would you try to do to prevent this from happening? 5. Which approach to the management of resistance attracts you? What is the reason for your choice? For example, is it because you think it to be the most effective or does it also relate to a view that you have about how people should be managed?
Discuss the key components of human resource management. Pick at least four concepts from chapter nine and to describe how these concepts interrelate to individual performance on a team. Review table 9.2 and select one of the dimensions listed, note why it was chosen and how you relate to this behavior. If you have personal experience, please share it. How do leaders select the best talent? What are some tools they can use to select the best talent? Please be sure to answer all the questions above in the initial post. Please ensure the initial post and two response posts are substantive. Substantive posts will do at least TWO of the following: Ask an interesting, thoughtful question pertaining to the topicExpand on the topic, by adding additional thoughtful information Answer a question posted by another student in detail Share an applicable personal experience Provide an outside source Make an argument At at least one scholarly (peer-reviewed) resource should be used in the initial discussion thread. Please ensure to use information from your readings and other sources from the UC Library. Use APA references and in-text citations. For more information read this:https://en.wikipedia.org/wiki/Job_performance