[Solved] Growing as a Leader

Growing as a LeaderDescribe the leadership profile tool you are using. Explain how you made the choice or determined to create your own. What strategies will be used for your own professional growth as a leader?

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[Solved] Leadership from a job

The concept of leadership as a “vocation” greatly distinguishes leadership from a job, career, or what one simply does for a living. A vocation can be thought of as one’s calling. Vocation is often associated with the clergy or missionaries who feel called by a higher power to fulfill a specific purpose. Vocation is also a concept associated with careers like teachers, emergency responders, doctors, or other health care professionals who feel strongly compelled to dedicate their own lives to improving the lives of those whom they serve. Consider your own view of leadership. Discuss how this understanding of leadership as a vocation informs your understanding of the personal and moral commitments required of leaders. If leadership is not a job, but a calling, discuss the responsibilities leaders have towards their position, their organization, and their followers.

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[Solved] Remote Work

This week you have learned about corporate environments and have had the opportunity to see how the workplace has evolved with time.You have been recently promoted to Director of the Global Department. As the director of this department, you have found that you will be working remotely along with your 15 employees. Your employee’s work in a variety of time zones and across the globe. Using what you have learned this week, discuss the benefits and challenges that your department might face. 400 words with creditable references.

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[Solved] Employee’s Performance and Skills

In this particular scenario, the firm has the right to terminate the employee on grounds that the employee’s performance, skills, competence and abilities do not match the requirements of the job position. On legal grounds, any firm has the right to dismiss an employee if there is sufficient evidence to prove that his performance is below the requirements of the job, which in this case is the employee’s inability to learn fundamental computer applications that is a basic requirement for his job responsibilities. It is apparent that the employee is unproductive and inefficient even after receiving training; as a result, the firm is legally permitted to fire the employee according to the provisions outlined in the employment-at-will doctrine. It is apparent that in the above case, all the progressive discipline policy options, such as training and support, yet the employee has not demonstrated substantial performance improvements; thus, the firm is legally allowed to dismiss the employee.In this case, firing the employee cannot be considered as a case of wrongful termination, since the employee was a liability for the firm. Thus, there is no likelihood of legal implications arising from the case provided. The company tried all disciplinary policy options, such as warning unproductive employees and giving the opportunities for performance improvement. In addition, there are no exceptions to the employment-at-will that are applicable to this particular scenario.The preventive measures that the firm can use to reduce ant potential liability or risk on its part entail developing a comprehensive hiring and recruitment platform in order to ensure that the firm gets the top talent for the job position. For instance, minimizing short-term employee termination and subsequent employment lawsuits require the firm to perform a series of evaluations on the shortlisted candidates for the job, such evaluating their resumes, comprehensive interview, medical exams and test evaluations among others. This has the goal of ensuring that the firm hires a person who is qualified for that particular job requirement. In addition, it is the role of the firm to ensure that recruits are people who will fully satisfy the job requirements; the employment steps that can be implemented to achieve this include putting the newly hired employee under probation in order to assess their skills, abilities and competencies after which the results of the probation assessment will be used to make the decision whether to employ or terminate the employee.Regardless of the fact that a company’s legal policy is not considered as a legal document, it is imperative to use the employment-at-will doctrine to emphasize on the consequences of violating the company’s late policy. In this case, the employment-at-will doctrine will provide a basis through which disciplinary actions can be taken in cases of violations of the firm’s late policy. When implementing a late policy in the company, it is imperative to make it formal by ensuring that employees read and sign it in order to indicate that they have understood the requirements of the company’s late policy and are obligated to comply with them. This plays an integral role in minimizing any liability arising from violation of the company’s policies . Liabilities on the part of the employer can also be minimized by regularly reminding the employee the underlying reasons for assenting to the company’s late policy. In this particular case, disciplinary warnings will be issued and the employee given a chance to change her behavior and comply with the late policy, failure to which creates a plausible cause for firing the employee. It is essential for the manager to document all evidence indicating the employee’s unexcused tardiest behavior and performance issues in order to indicate that any disciplinary action undertaken was not based on protected activity.Under the at-will-employment doctrine, a number of exceptions exist that protect the employee against such terminations as terminating employees basing on their gender, race, age, disability, compensation claims and forcing the employee to take part in illegal acts; all of these fall under public policy exceptions. In this case, if the undertaken disciplinary action does not violate the stated exceptions, dismissing this employee would not be considered as wrongful termination. The employment-at-will doctrine protects rights of both employers and employees. Provided that the disciplinary action undertaken by an employer does contravene the rights of the employee, the employer can fire the employee with or without cause, and whether in good or bad faith.In such a case, the manager should issue a written warning to the employee for violations of various rules, such as absenteeism without informing the management, particularly during the tax season when the firm was very busy; disrupting the business operations of the company, especially during working hours; and violating the administrative rules of the firm. This written warning acts as evidence that a disciplinary measure was taken, failure to which subsequent violations of rules will result in the dismissal of the employee. In this particular case, the firm is not legally permitted to terminate the employee basing on the unscheduled break for a religious holiday although she can be reprimanded. The reprimand will be justified on grounds that the employee went on holiday with approval from the management and violating the company policy of taking a break during the tax season.Regardless of the fact that employers are not compelled to satisfy all the desires of an employee through accommodating one’s religious beliefs, firms are to make realistic provisions, such as giving an employee a break to observe religious holidays. Under the Civil Rights Act of 1964, the employers do not have rights, especially in relation to discrimination that bases on sex, religion, color, race and ethnicity. With these legal implications, the employer cannot terminate the employee using the at-will-employment doctrine. Under this particular scenario, there are no exceptions applicable to the employment-at-will doctrine.According to the existing HR strategy, the supervisor breached the procedures and policies by soliciting personal relationship with his subordinate. This sort of subordination warrants immediate dismissal of the supervisor owing to the fact that sexual advances act as a breach of the professional code of ethics. This breach creates potential liability for the firm because of the sexual harassment directed at the female subordinate employee. This warrants the need to conduct an investigation into the case. Taking into account the fact that the female employee failed to file for a sexual harassment claim, it can be argued that her decision to take part in the relationship was somewhat premeditated owing to the fact that her decision was reached after a number of advice and consulting with her girlfriend on the matter. Personal relationships within the workplace tend to affect productivity of the employees involved and moral problems among staff members. The case is violation of the company’s policies and the firm, under the at-will-employment, can dismiss the involved parties without any subsequent legal ramifications. However, there are other issues that should be taken into consideration prior to the decision, such as the performance record of the involved employees and how their personal relationships affect their productivity and efficiency at work.

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[Solved] a short report on some of the international considerations you need to consider as well as the role of diverse groups and parties in the relationship

Assessment Question: You have just joined a new business managing the employee relations for a large publishing company. Your MD has just asked you to write a short report on some of the international considerations you need to consider as well as the role of diverse groups and parties in the relationship too – namely what their role is and how they help to control and manage the employment relationship. See attached for reading & class notes.

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[Solved] all will be in the additional file

Intercultural Management in Business MAR015-2 Assignment number and title Assignment 2: Case study Assignment type Case study Weighting of assignment 60% Size or length of assessment The word-limit for the assignment is 2,000 words (+/- 10%). This does not include the title page, executive summary, table of contents, reference list and appendices. Unit learning outcomes 1 Demonstrate the following knowledge and understanding • Identify culture specific preferences in international business context and develop appropriate rapport management strategies. 2 Demonstrate the following skills and abilities • Demonstrate to cultural differences in impression management and ethical considerations in international management.

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[Solved] Revolution at Oticon

You will need to read the following case in order to participate in the discussion this week: Groth, T. (2003). Revolution at Oticon A/S (A): Vision for a change-competent organization. In T. D. Jick & M. A. Peiperl (Eds.), Managing change: Cases and concepts (2nd ed., pp. 268 – 280). Boston: Irwin/McGraw Hill.  Case Study Project – Week 4 COLLAPSE Suppose you want to bring about a change in your organization. Do you really know how to go about making that change? You may use some type of strategy to convey the change process. You may also focus on the impact of the change and how it will benefit the organization. However, some employees might resist this change, so you need to have a backup plan to convince these employees. Read the following case: Groth, T. (2003). Revolution at Oticon A/S (A): Vision for a change-competent organization. In T. D. Jick & M. A. Peiperl (Eds.), Managing change: Cases and concepts (2nd ed., pp. 268 – 280). Boston: Irwin/McGraw Hill. ISBN 0-25-626458-9.  Read and discuss the case. Analyze the change effort using Nadler’s integrated change agenda – values, governance, operating environment, operational performance, organization, strategy, and purpose. Include any other important components you believe should be part of a complete case analysis. Make a team recommendation on how Lars Kolind should proceed, given the resistance he is facing. With these thoughts in mind: Post a 5-page document, in APA formatting, by Day 4 that expresses your team’s thoughts. For more information on Revolution at Oticon read this: https://en.wikipedia.org/wiki/Oticon

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[Solved] Angry Email

Assuming the role of Haniz, write an email to your senior project manager who also oversees Jaclyn’s internship. Address the following in your email:  · Explain the situation in the message of the email and the type of incivility (passive or active) you observed from Jaclyn.  · Compare and contrast spoke versus written communication and assess the most effective communication methods to handle an emotionally charged email.  · Recommend how you and Jaclyn could build and maintain a working relationship by using reinterpretation in response to the angry email.  · Evaluate in a conclusion paragraph the effectiveness of the communication processes used to achieve organizational goals and suggest a plan to defuse the situation and resolve any differences to remove the tension and move forward.  Format your email with a descriptive subject line, greeting, message, conclusion, pleasant closing, and a complete professional signature block. Use correct grammar, spelling, and sentence structure. For more information on Angry Email read this: https://en.wikipedia.org/wiki/Email

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[Solved] Firm Understanding

Why is it important to have a firm understanding of all information systems, regardless of the department you work in? Provide details. 175-265 words 

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[Solved] Integrated Management Systems

the subject is Integrated Management Systems. the size should be about 6-8 pages. In addition, there is the bibliography etc. You can choose the topic of your own. It should be related to QM, communication, strategy, or leadership.

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