Chief Executive Officers

I need a minimum of 200 words Some who study business may not become chief executive officers (CEOs) or work in upper management, so it is important to understand why strategic management matters to all members and layers of an organization. Considering this, why might strategic management be important to your field of study or chosen profession? For more information on Chief Executive Officers read this: https://en.wikipedia.org/wiki/Chief_Executive_Officers

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Mission Statement

I need a minimum of 200 words and all questions answered Does the current company you work for have a mission statement? If you do not currently work for a company, consider the last company you worked for. If there is a mission statement, do you think it is effective? If there is no mission statement, how would your company benefit from developing one? Your journal entry must be at least 200 words. No references   or citations are necessary For more information on Mission Statement read this: https://en.wikipedia.org/wiki/Mission_statement

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Vision Statements

Please follow the entire question and answer to meet all requirements Over the course of this unit, we have discussed the importance of mission and vision statements. As a part of that discussion, we analyzed mission and vision statements for their effectiveness. For the Unit II Essay, you will expand on this topic. Using your favorite search engine, research the mission and vision statements of different fortune 500 companies. Then, you will write an essay in which you compare and contrast the mission statements of two companies and the vision statements of two companies. You may use the same companies for both the mission and vision comparisons or separate companies. Within your essay, include the information below. Explain the principle value of two vision statements. Explain the principle value of two mission statements. Compare and contrast vision statements of each organization in terms of composition and importance. Compare and contrast the mission statements of each organization in terms of composition and importance. Do you think organizations that have comprehensive mission statements tend to be high performers? How do mission and vision statements assist in selecting an industry-specific strategy? Explain why a mission statement should not include monetary amounts, numbers, percentages, ratios, goals, or objectives. Your essay should be a minimum of three pages in length or approximately 750 words, not including the title and reference pages. You must also include an outside source from the CSU Online Library to support your explanations. Follow APA standards for formatting and referencing.  For more information on Vision Statements read this: https://en.wikipedia.org/wiki/Vision_statement

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Performance Metric

Your highest performing and tenured manager of a 20-person department unexpectedly submitted their two weeks’ notice. Your next-most tenured employee in the department has only 2 years of experience. Additionally, there is a major hospital chain in your area that seems to have the first pick to recruit the talent you need. Develop a 3- to 4-page strategic plan that outlines priorities and steps to mitigate the impact of your employees’ rapid departure. Propose a recruitment plan to fill the managerial position. Develop a pre-boarding checklist and an onboarding plan covering an employee’s first 30, 90, and 180 days with performance metrics.  Identify policies and practices that could have been put in place to proactively avoid this situation. Cite at least 3 reputable references to support your assignment (e.g., trade or industry publications, government or agency websites, scholarly works, or other sources of similar quality). Format your assignment according to APA guidelines. For more information on Performance Metric read this: https://en.wikipedia.org/wiki/Performance_indicator

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Theory of Change

Week 6 Journal A critical part of the mentoring process is creating a visible action plan that captures a group’s theory of change. After reading the chapter, focus on the section titled Make Your Project Visible and use Table 8.3 (do not confuse this with Figure 8.3); reflect on how to put a mentoring plan into action. In the one-page minimum, address the following questions:• How might make a mentoring project’s available resources (e.g., the assets that include time, money, partners, research, and available mentoring expertise) visible allow for thoughtful review by a planning team before, during, and after the project? • How would identifying a mentoring project’s activities and processes (e.g., observing documenting, reflecting, analysis, application, feedback, goal-setting, and modeling) allow for adjustment before, during, and after a project? • How does identifying the expected outcomes for both children and adults involved in a mentoring project increase the chance that the outcomes will be met? • As you reflect on this course, identify and briefly discuss a theme/idea that resonates with you as a leader who is invested in supporting the learning and development of the adults and children involved in early childhood education. For more information on Theory of Change read this: https://en.wikipedia.org/wiki/Theory_of_change

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Strategic Mentoring Plan

Strategic Mentoring Plan The summative assignment is a compilation of the revised assignments from weeks one through six. Using the feedback, you receive from the instructor and/or peers as well as the increasing knowledge base you receive from your work in this course, you will modify and refine each weekly assignment to create your Strategic Mentoring Plan. This plan can serve as a key piece of your professional portfolio. The sections of your paper should be compiled in the following order, as specified below: Section 1 – Week 1 Assignment – Mentoring Philosophy & Document Analysis Section II – Week 2 Assignment – Competency Checklist Section III – Week 3 Assignment – Individualized Professional Development Plan Section IV – Week 4 Assignment – Documenting Progress Plan Section V – Week 5 Assignment – Curriculum Planning Form Section VI – Compiled from Weeks 2 & 5 – Resources for Supporting Professional Development List The Strategic Mentoring Plan Must be a minimum of nine double-spaced pages in length (excluding title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.). Must include a separate title page with the following: Title of paper Student’s name Course name and number Instructor’s name Date submitted Must compile all scholarly sources from each weekly assignment in addition to the course text.The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for an assignment Must document all sources in APA style as outlined in the Ashford Writing Center. Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment. Strategic Mentoring Plan The summative assignment is a compilation of the revised assignments from weeks one through six. Using the feedback, you receive from the instructor and/or peers as well as the increasing knowledge base you receive from your work in this course, you will modify and refine each weekly assignment to create your Strategic Mentoring Plan. This plan can serve as a key piece of your professional portfolio. The sections of your paper should be compiled in the following order, as specified below: Section 1 – Week 1 Assignment – Mentoring Philosophy & Document Analysis Section II – Week 2 Assignment – Competency Checklist Section III – Week 3 Assignment – Individualized Professional Development Plan Section IV – Week 4 Assignment – Documenting Progress Plan Section V – Week 5 Assignment – Curriculum Planning Form Section VI – Compiled from Weeks 2 & 5 – Resources for Supporting Professional Development List The Strategic Mentoring Plan Must be a minimum of nine double-spaced pages in length (excluding title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.). Must include a separate title page with the following: Title of paper Student’s name Course name and number Instructor’s name Date submitted Must compile all scholarly sources from each weekly assignment in addition to the course text. The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for an assignment Must document all sources in APA style as outlined in the Ashford Writing Center. Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment. For more information on Strategic Mentoring Plan read this: https://en.wikipedia.org/w/index.php?search=Strategic+Mentoring+Plan&title=Special%3ASearch&go=Go&ns0=1

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Staffing Framework

Bodolica, V., & Waxi, M. (2007). Chicago food and beverage company: The challenges of managing international assignments. Journal of the International Academy for Case Studies, 13(3), 31-42.  Please answer the following questions after reading the case study: Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework? Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not? Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense? Why does Paul want this job? Is Paul a good candidate for this expatriate position? What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular? What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods? What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation? Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style. For more information on Staffing Framework read this: https://en.wikipedia.org/w/index.php?search=Staffing+Framework&title=Special%3ASearch&go=Go&ns0=1

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Monitoring And Team Roles

Assignment Content Based on your previous work in the previous weeks, create a 700-word entry in your Database Management Plan. Consider the previous week’s creation of standards for database administration and explain the following in your entry:   How performance will be monitored and tuned  How backups will happen  How data quality will be monitored and improved  How information should be secured, etc.   How?all of?the standards are important to the business from a user perspective Also, include the following from this week’s learning:  Explanations of how individual team roles will need to contribute to managing historical data via data warehouses and data marts Recommendations of techniques for designing an effective data warehouse Submit your assignment. For more information on Monitoring And Team Roles read this: https://en.wikipedia.org/wiki/Monitoring_and_evaluation

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Employee Experience

 The employee life cycle is a foundational framework for robust and healthy employee experience and is a major contributor to the success of the organization. It is also a powerful mechanism that can, when well-designed and properly used, make a company a workplace that employees want to be at every day of the week and creativity and innovation show up even when leaders are just hoping for it. Learners are asked to respond to the following question for this last discussion in the course: Which parts of the employment life cycle do you consider most important and why?  Resources Employee Life Cycle Impact on Engagement (2018, Feb 28). Report details how moments that matter & employee value propositions impact worker engagement. PR Newswire. “Among the most critical components shaping (the organization’s engagement) ecosystem is the employee value proposition, the tangible and intangible deal that organizations provide in exchange for employee effort, commitment and performance.” Bradison, P. (2019). HR Matters: From recruiting to onboarding the importance of quality new hire workflows. Alaska Business Monthly, 35(4), 83. This article describes how “employees from multiple generations are seeking employment with a consumer’s approach” when they consider more than the pay structure before applying for a position. Working in HRM Justin, T. C. (2018). Addressing the top HR challenges in 2019. HR Strategy and Planning Excellence Essentials. This preview to the year in HRM in Canada considers these hot topics: “catering to a multi-generational workforce, employee engagement, increasing feedback, attracting and keeping the right employees, and now marijuana in the workplace.” Sato, Y., Kobayashi, N., & Shirasaka, S. (2020). An analysis of human resource management for knowledge workers: Using the three axes of target employee, lifecycle stage, and human resource flow. Review of Integrative Business and Economics Research, 9(1), 140–156. This study considers human resource flow management and how to foster that along with two other HRM initiatives with knowledge workers Tyler, K. (2019). 10 steps to unlocking innovation at your organization. HRMagazine, 64(1), 1. Innovation is a key component for the longevity of an organization and “HR can’t expect to foster an innovative company culture if it does not have an innovative culture within its own function.” This resource is inspiring to help HR professionals find a purpose for their efforts to improve all steps in the employee life cycle and embrace the HR platforms and tools that will help them towards this goal. Case Study Saurombe, M., Barkhuizen, E. N., & Schutte, N. E. (2017). Management perceptions of a higher educational brand for the attraction of talented academic staff. SA Journal of Human Resource Management, 15.??????? This study gives a great example of how managers think about branding in higher education and how academic staff candidates react to branding. For more information on Employee Experience read this: https://en.wikipedia.org/wiki/Employee_experience_management

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Intrapersonal and Interpersonal Conflict

In Week 4, you will discuss the conflict that occurs when an individual or a group feels that it is negatively affected by another individual or group. You will also be discussing the differences between intrapersonal and interpersonal conflict. Next, you will focus on the group dynamics that attempts to understand the behavior in which people interact, influence, and are influenced by others within groups. Finally, you will talk about teams that are small groups of people committed to a common purpose. The team members possess complementary skills and have agreed on specific performance goals for which they hold themselves mutually accountable. Your Learning Objectives for the Unit:  Evaluate the differences between organizational theory, organizational development, and human resources management in healthcare.  Analyze the implementation and usage of current management strategies within healthcare organizations.   Compare and contrast leadership theories, and assess which theory is most effective. Identify the basic conflicts, evaluate the conflict-handling modes, and apply the major negotiation models to specific cases.  Analyze the common characteristics of successful teams and potential barriers within healthcare organizations.n  Analyze the processes of implementing change and how to overcome barriers to the change. For more information on Intrapersonal and Interpersonal Conflict read this: https://en.wikipedia.org/wiki/Conflict_(process)

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