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1. What are the differences between R3 (Adjustment to company's growth) and G19 (Supporting the company's
growth)?
2. What is the most important reason for ERP projects identified in case studies ?
3. What are the top three reasons for ERP projects identified in CSS?
4. What are the differences between the goal rankings identified in the case studies and the CSS?
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Case Studies
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Case Studies
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Discrimination Laws: Advantages and Disadvantages for both Employees and Busines
Prepare: In
your first post in this discussion, you will become familiar with the case of
Abercrombie & Fitch by ...
Discrimination Laws: Advantages and Disadvantages for both Employees and Busines
Prepare: In
your first post in this discussion, you will become familiar with the case of
Abercrombie & Fitch by means of the relevant material in the Required
Resources this week. There is also a specific media feature located at the end
of Section 5.3 of the textbook titled Workplace Discrimination: Abercrombie
& Fitch. In order to be prepared for this task, you will need to complete
the required readings and media listed.
Reflect: There are two sides to consider in the Abercrombie & Fitch
case. On the one hand, we have the job candidate’s side. She went to the job
interview wearing a hijab. The interviewer did not remark on the hijab, and the
candidate also did not volunteer that her religious beliefs required her to
wear a hijab. She was subsequently not hired based on the perception that her
appearance was incongruous with the company’s look policy. For example, caps
are not permitted and the male sales associates (referred to as “models” in the
company’s corporate language) are often shirtless and in sweatpants in order to
create the mood at the stores for the aesthetic for which Abercrombie &
Fitch has become known: young, preppy, and hormonally charged. When she was
notified that she was not hired for the position, she filed a complaint with
the Equal Employment Opportunity Commission that, in turn, filed a lawsuit on
her behalf alleging a violation of Title VII.
On the other hand, we have
Abercrombie & Fitch’s side. As a company doing business in the United
States, Abercrombie & Fitch is legally permitted to hire those employees
who fit its look policy. This is no different from the look requirements for
the Dallas Cowboys Cheerleaders, the Chicago Bulls, the New York City Ballet
company, or for jockeys hired by thoroughbred owners to race them at the
Kentucky Derby. In all of these cases, there are height, size, and other look
requirements for employment that are justified by the particular demands and
aesthetics of the position. She was found to be qualified for the job but her dress
was clearly in conflict with Abercrombie & Fitch’s look policy. Yet, the
job applicant knowingly sought employment at this retailer.
According to the law, should a
special accommodation be required due to a religious practice, then Title VII
dictates that the look requirements give way to the religious requirement in
order not to be considered an act of religious discrimination.
The EEOC prevailed in the District
Court, but this judgment was reversed by the Tenth Circuit on the ground that
failure-to-accommodate liability only attaches when a job candidate provides
the potential employer with knowledge of the need for an accommodation due to
religious practice. Once it reached the Supreme Court, the decision was made in
favor of the job candidate. According to Justice Scalia,
Title VII does not demand mere
neutrality with regard to religious practices—that they be treated no worse
than other practices. Rather, it gives them favored treatment, affirmatively
obligating employers not “to fail or refuse to hire or discharge any individual
. . . because of such individual’s” “religious observance and practice.” An
employer is surely entitled to have, for example, a no headwear policy as an
ordinary matter. But when an applicant requires an accommodation as an “aspec[t]
of religious . . . practice,” it is no response that the subsequent “fail[ure]
. . . to hire” was due to an otherwise-neutral policy. Title VII requires
otherwise-neutral policies to give way to the need for an accommodation.
The only dissenting opinion was that
of Justice Thomas who wrote:
Mere
application of a neutral policy cannot constitute “intentional discrimination.”
…I would hold that Abercrombie’s conduct did not constitute “intentional
discrimination.” Abercrombie refused to create an exception to its neutral Look
Policy for Samantha Elauf ’s religious practice of wearing a headscarf… In
doing so, it did not treat religious practices less favorably than similar
secular practices, but instead remained neutral with regard to religious practices…Resisting
this straightforward application of §1981a, the majority expands the meaning of
“intentional discrimination” to include a refusal to give a religious applicant
“favored treatment.” …But contrary to the majority’s assumption, this novel
theory of discrimination is not commanded by the relevant statutory text.
Write: In the first part of your initial post, you will need to
introduce the Abercrombie & Fitch lawsuit. In this introduction, you will
also need to (1) articulate the freedoms that companies in the United States
enjoy given our relatively-free market system and (2) present the Title VII
regulations concerning employment discrimination. These will provide the
setting for you to be able to examine how the nation’s laws affect the hiring
practices of Abercrombie & Fitch and other companies whose hiring policy
includes a particular aesthetic for employees.
In the
second part of your initial post, present your analysis of this case in a way
that identifies which entities (Abercrombie & Fitch as a corporation, the
economic system in the USA, the regulatory control of the state, or all of
these) have a role in the problem that led to the lawsuit under examination. In
your analysis, you must assess the positive or negative effects of the
interplay between business activity and one of the following: the free-market
system, advertising, hiring regulations, or corporate social responsibility.
Your focus must be an ethical analysis of this interplay. Be sure to clearly
identify the ethical theory that you are applying in your analysis, and to
support your analysis by reliable and/or scholarly sources.
Requirements for Your Initial Post:
Your initial post should be at least 350 words
in length and have citations and references in APA notation. It should
address the prompt in its entirety. This means that you should not split
your response to the prompt in multiple posts. Your examination should be
both thorough and succinct. This is a combination that demands time and
thought, so give yourself sufficient time to draft and revise.
Please be advised that until you post, you will not see
what your fellow students are posting. Once you submit your post, you will
be able to view the posts from your other classmates. You can then proceed
to reply to at least two different threads based on the required material
for this discussion.
Your list of
references for your initial post should include not only the video and the
other required material for this discussion, as well as the Instructor Guidance
and any other announcements presented to you by your professor. Use all of the
material presented to you in the course and by your professor, in addition to
any other sources that you consulted to inform yourself about this case (but
not Wikipedia or similar sources).
BUS 485 Grand Canyon University Strategic Alternatives for Amazon Report
The
purpose of this assignment is to summarize two strategic alternatives
for your selected corporation based on indiv ...
BUS 485 Grand Canyon University Strategic Alternatives for Amazon Report
The
purpose of this assignment is to summarize two strategic alternatives
for your selected corporation based on individual research and team
analyses.Assume
that you work as an analyst team lead at the company you have been
studying throughout this course, and you are issuing a high-level
communication to company CEO that summarizes your analysis. Based on
what you have discovered regarding environmental scan issues, financial
analysis issues, industry trends, etc., communicate a plan for
implementing two strategic alternatives in an executive summary of
750-1,000 words.Include the following in your response:Based
on your work this semester, synthesize and present key analytical
findings about where the company is exceling and how or where it can
improve. Refer to both your CLC and individual analysis in your summary.Propose
two creative yet viable corporate-level strategic alternatives.
Critique the pros and cons of each alternative utilizing your analytical
findings.Select
and defend the pursuit of one of your two viable alternatives. How does
this alternative align with the firm's mission, vision, and values? How
can management employ this alternative to create competitive advantage
for the firm? Suggest next steps.Based
on your analysis, identify a business unit or activity within the
corporation that you would suggest defunding in order to finance your
strategic alternative, or provide an alternate funding source. Defend
your selection.Given
your overall proposal, how do you suggest the company promote its
culture, vision, and mission to maximize its chances for success in the
industry? How might the company develop its servant leaders to endorse
and exemplify tenets of the Christian worldview (CWV) in the workplace?
Propose and defend at least one significant leadership initiative.Prepare
this assignment according to the guidelines found in the APA Style
Guide, located in the Student Success Center. An abstract is not
required.This
assignment uses a rubric. Please review the rubric prior to beginning
the assignment to become familiar with the expectations for successful
completion.You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.Benchmark InformationThis benchmark assignment assesses the following programmatic competencies:BS Business Analytics; BS Business Management; BS Finance3.3
Examine the role of leadership in creating competitive advantage
through aligning strategy with an organization's mission, vision, and
values.4.3 Determine how servant leaders develop leadership capacity in others and a shared value of service within an organization.
3 pages
Problem 5 1 Forms
Problem 5-1 -- OverPriced Jeans, Inc. Closing Entries for February Problem 5-1 -- OverPriced Jeans, Inc. Closing Entries f ...
Problem 5 1 Forms
Problem 5-1 -- OverPriced Jeans, Inc. Closing Entries for February Problem 5-1 -- OverPriced Jeans, Inc. Closing Entries for February
MAN 4845 RC Team Performance Report Paper
Competency
Examine variables, conditions, and concepts that influence team performance and productivity.
Scenario Informat ...
MAN 4845 RC Team Performance Report Paper
Competency
Examine variables, conditions, and concepts that influence team performance and productivity.
Scenario Information
As a leader, you have been tasked with building a team whose purpose is to recommend a new performance evaluation system. The current system is outdated and greatly reduces employee morale each year.
Instructions
As the leader of this problem-solving team, you are tasked with reviewing a team performance report. The report reveals that the team is behind schedule by more than six weeks, team members often miss meetings, there is noted conflict among team members, team members do not have clear direction and roles, there is no feedback on performance, and there is no clear team leader. The productivity score is 68%; the company goal is 90%. The company has asked you to create a comparative table of your findings. Your table will include the report findings in one column; with associated solutions, methods, and/or recommendations in the next column.
Report Finding(s)
Solution, Method, and/or Recommendation
Example: Undefined roles
Discuss solution, method, or recommendation to address role definition, setting standards, and expectations, with examples and reasons.
Example: Team conflict
In your table, you will want to:
Discuss models for successful team performance.
Determine the conditions necessary for teams to function effectively.
Describe methods for addressing problems with performance.
Describe tools used for diagnosing and enhancing team performance.
Describe methods for setting clear performance standards and criteria.
psychology1-2
Part 1Hofstede's cultural dimensions are used to characterize the differences between cultures. Hofstede's (1980) study ex ...
psychology1-2
Part 1Hofstede's cultural dimensions are used to characterize the differences between cultures. Hofstede's (1980) study explored work-related values. He collected data from business employees in numerous countries and used factor analysis to see the outstanding variables that emerged. He originally identified four dimensions, one of which was power distance. This concept has been applied for practical purposes. For example, Malcom Gladwell's Outliers: The Story of Success discusses how the power distance index relates to safety in the airline business.In your response, address the following:Using the Internet, research the term “power distance.” Research power distance in different cultures. Are there any surprising results? Compare countries that are often lumped together under one title. For example, people from Japan, China, and India are all called Asian. When such countries are compared, what differences emerge?Given that Hofstede's cultural dimensions inventory was designed for a work environment and that the data were collected from the employees who fall into specific demographic categories, can the findings be generalized to other settings? What about generalizing the findings for the groups that were not in the study? Do you think that it is appropriate to apply the data to the airline business?Do you think that the study is valid for all countries? When was the study initially conducted? Do you think that the findings would be the same if the people in the countries were assessed again?References:Gladwell, M. (2008). Outliers: The story of success. New York, NY: Little, Brown and Company.Hofstede, G. H. (1980). Culture's consequences: International differences in work-related values. Newbury Park, CA: Sage.Part 2Large cultural groups within a geographic region often share similar subjective cultural elements. However, these groups are rarely homogenous and can be divided into distinct subgroups. For example, Africa is made up of different countries, and within those countries, there are numerous distinct cultural groups. Although many of these subcultural groups are dissimilar with regard to particular beliefs and practices, there are times when an overriding issue makes another common group identification more salient and important. For example, in 2003, Christian and Muslim women from different subcultures in Liberia banded together to fight back against oppression and stop the civil war. There were widespread killings; the survivors were deeply traumatized and abused; the children were robbed of their childhood, with many being recruited to fight; and women had been dominated and raped. The women's movement was featured in the documentary Pray the Devil Back to Hell. This discussion question focuses on the cultural subgroups that often supersede the familial cultural groups.In your response, address the following:Do you think that clusters characterized by gender are valid subcultures? Do you self-identify with gender before your ethnic group? If you could design a study to investigate an issue related to women and culture, what would you study and why?What caused the women of Liberia to ignore their familial cultural inheritance and band together? Do you think that biology and environment interact to create a women's subculture? What did the women do to force the men to change in Liberia? Explain your answers.
MAN 4701 Rasmussen College Managing Change Barriers Paper
CompetencyCritique strategies for removing barriers to change.InstructionsDelta Pacific Case Study As the change leader fo ...
MAN 4701 Rasmussen College Managing Change Barriers Paper
CompetencyCritique strategies for removing barriers to change.InstructionsDelta Pacific Case Study As the change leader for Delta Pacific Company (DPC), you know you need to determine potential organizational barriers to change for the company's goal of changing the culture from the more traditional manufacturing environment to one of a contemporary consulting environment. Now it's time to create your strategy to combat barriers to change:Assess the potential barriers to changing an organizational cultureAnalyze change strategies appropriate for this type of changeDetermine potential employee resistance behaviorsDetermine the best way to influence employees in the right directionSince you are the change leader, it is your responsibility to consider that there will be organizational and human barriers to change. As part of your role, you should take proactive measures and design a change strategy to address potential barriers and resistance.Conduct academic research and create a plan to present to the CEO and board in which you complete the following change strategy for barriers and resistance:Explanation of potential organizational barriers that are most likely to occur for this type of change.Description of the employee resistance behaviors.Explanation of your strategy to overcome the barriers and resistance.Discussion of your strategy recommendations to overcome barriers and influence employees in the right direction.Remember that this is a proposal. Make sure to format your paper properly for your proposal. A proposal is a persuasive document, so make sure to use proper language and tone. Remember, you are the change leader, and you are writing to the CEO. So use a tone in your proposal that is specific to your audience (the CEO).Include your APA-formatted reference page with at least two credible sources.A note about credible sources: Credible sources are reliable, accurate, and trustworthy. These sources are written by authors respected in their fields of study. You want to identify sources where the author of the article is listed if they've referenced other information. The sources should be cited so that you can check for the accuracy of, and support, what they have written.Grading RubricFFCBA01234Not SubmittedNo PassCompetenceProficiencyMasteryNot SubmittedFails to explain potential organizational barriers most likely to occur for this type of change.Provides a general explanation of potential organizational barriers most likely to occur for this type of change. No alignment to organizational culture change.Provides a detailed explanation of potential organizational barriers most likely to occur for this type of change. Brief alignment to organizational culture change.Provides a thorough explanation of potential organizational barriers most likely to occur for this type of change. Includes detailed alignment to organizational culture change.Not SubmittedFails to describe employee resistance behaviors.Provides a general description of employee resistance behaviors. No alignment to organizational culture change.Provides a detailed description of employee resistance behaviors. Brief alignment to organizational culture change.Provides a thorough description of employee resistance behaviors. Includes detailed alignment to organizational culture change.Not SubmittedFails to provide strategy to overcome barriers and resistance.Provides a general strategy to overcome barriers and resistance.Provides detailed strategy to overcome barriers and resistance. Mostly uses correct terminology for barriers and resistance.Provides thorough strategy to overcome barriers and resistance. Correctly uses terminology for barriers and resistance.Not SubmittedFails to provide explanations of recommendations in strategy.Provides a general explanation of recommendations in strategy.Provides a detailed explanation of recommendations in strategy.Provides a thorough explanation of each recommendation in strategy.
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Most Popular Content
Discrimination Laws: Advantages and Disadvantages for both Employees and Busines
Prepare: In
your first post in this discussion, you will become familiar with the case of
Abercrombie & Fitch by ...
Discrimination Laws: Advantages and Disadvantages for both Employees and Busines
Prepare: In
your first post in this discussion, you will become familiar with the case of
Abercrombie & Fitch by means of the relevant material in the Required
Resources this week. There is also a specific media feature located at the end
of Section 5.3 of the textbook titled Workplace Discrimination: Abercrombie
& Fitch. In order to be prepared for this task, you will need to complete
the required readings and media listed.
Reflect: There are two sides to consider in the Abercrombie & Fitch
case. On the one hand, we have the job candidate’s side. She went to the job
interview wearing a hijab. The interviewer did not remark on the hijab, and the
candidate also did not volunteer that her religious beliefs required her to
wear a hijab. She was subsequently not hired based on the perception that her
appearance was incongruous with the company’s look policy. For example, caps
are not permitted and the male sales associates (referred to as “models” in the
company’s corporate language) are often shirtless and in sweatpants in order to
create the mood at the stores for the aesthetic for which Abercrombie &
Fitch has become known: young, preppy, and hormonally charged. When she was
notified that she was not hired for the position, she filed a complaint with
the Equal Employment Opportunity Commission that, in turn, filed a lawsuit on
her behalf alleging a violation of Title VII.
On the other hand, we have
Abercrombie & Fitch’s side. As a company doing business in the United
States, Abercrombie & Fitch is legally permitted to hire those employees
who fit its look policy. This is no different from the look requirements for
the Dallas Cowboys Cheerleaders, the Chicago Bulls, the New York City Ballet
company, or for jockeys hired by thoroughbred owners to race them at the
Kentucky Derby. In all of these cases, there are height, size, and other look
requirements for employment that are justified by the particular demands and
aesthetics of the position. She was found to be qualified for the job but her dress
was clearly in conflict with Abercrombie & Fitch’s look policy. Yet, the
job applicant knowingly sought employment at this retailer.
According to the law, should a
special accommodation be required due to a religious practice, then Title VII
dictates that the look requirements give way to the religious requirement in
order not to be considered an act of religious discrimination.
The EEOC prevailed in the District
Court, but this judgment was reversed by the Tenth Circuit on the ground that
failure-to-accommodate liability only attaches when a job candidate provides
the potential employer with knowledge of the need for an accommodation due to
religious practice. Once it reached the Supreme Court, the decision was made in
favor of the job candidate. According to Justice Scalia,
Title VII does not demand mere
neutrality with regard to religious practices—that they be treated no worse
than other practices. Rather, it gives them favored treatment, affirmatively
obligating employers not “to fail or refuse to hire or discharge any individual
. . . because of such individual’s” “religious observance and practice.” An
employer is surely entitled to have, for example, a no headwear policy as an
ordinary matter. But when an applicant requires an accommodation as an “aspec[t]
of religious . . . practice,” it is no response that the subsequent “fail[ure]
. . . to hire” was due to an otherwise-neutral policy. Title VII requires
otherwise-neutral policies to give way to the need for an accommodation.
The only dissenting opinion was that
of Justice Thomas who wrote:
Mere
application of a neutral policy cannot constitute “intentional discrimination.”
…I would hold that Abercrombie’s conduct did not constitute “intentional
discrimination.” Abercrombie refused to create an exception to its neutral Look
Policy for Samantha Elauf ’s religious practice of wearing a headscarf… In
doing so, it did not treat religious practices less favorably than similar
secular practices, but instead remained neutral with regard to religious practices…Resisting
this straightforward application of §1981a, the majority expands the meaning of
“intentional discrimination” to include a refusal to give a religious applicant
“favored treatment.” …But contrary to the majority’s assumption, this novel
theory of discrimination is not commanded by the relevant statutory text.
Write: In the first part of your initial post, you will need to
introduce the Abercrombie & Fitch lawsuit. In this introduction, you will
also need to (1) articulate the freedoms that companies in the United States
enjoy given our relatively-free market system and (2) present the Title VII
regulations concerning employment discrimination. These will provide the
setting for you to be able to examine how the nation’s laws affect the hiring
practices of Abercrombie & Fitch and other companies whose hiring policy
includes a particular aesthetic for employees.
In the
second part of your initial post, present your analysis of this case in a way
that identifies which entities (Abercrombie & Fitch as a corporation, the
economic system in the USA, the regulatory control of the state, or all of
these) have a role in the problem that led to the lawsuit under examination. In
your analysis, you must assess the positive or negative effects of the
interplay between business activity and one of the following: the free-market
system, advertising, hiring regulations, or corporate social responsibility.
Your focus must be an ethical analysis of this interplay. Be sure to clearly
identify the ethical theory that you are applying in your analysis, and to
support your analysis by reliable and/or scholarly sources.
Requirements for Your Initial Post:
Your initial post should be at least 350 words
in length and have citations and references in APA notation. It should
address the prompt in its entirety. This means that you should not split
your response to the prompt in multiple posts. Your examination should be
both thorough and succinct. This is a combination that demands time and
thought, so give yourself sufficient time to draft and revise.
Please be advised that until you post, you will not see
what your fellow students are posting. Once you submit your post, you will
be able to view the posts from your other classmates. You can then proceed
to reply to at least two different threads based on the required material
for this discussion.
Your list of
references for your initial post should include not only the video and the
other required material for this discussion, as well as the Instructor Guidance
and any other announcements presented to you by your professor. Use all of the
material presented to you in the course and by your professor, in addition to
any other sources that you consulted to inform yourself about this case (but
not Wikipedia or similar sources).
BUS 485 Grand Canyon University Strategic Alternatives for Amazon Report
The
purpose of this assignment is to summarize two strategic alternatives
for your selected corporation based on indiv ...
BUS 485 Grand Canyon University Strategic Alternatives for Amazon Report
The
purpose of this assignment is to summarize two strategic alternatives
for your selected corporation based on individual research and team
analyses.Assume
that you work as an analyst team lead at the company you have been
studying throughout this course, and you are issuing a high-level
communication to company CEO that summarizes your analysis. Based on
what you have discovered regarding environmental scan issues, financial
analysis issues, industry trends, etc., communicate a plan for
implementing two strategic alternatives in an executive summary of
750-1,000 words.Include the following in your response:Based
on your work this semester, synthesize and present key analytical
findings about where the company is exceling and how or where it can
improve. Refer to both your CLC and individual analysis in your summary.Propose
two creative yet viable corporate-level strategic alternatives.
Critique the pros and cons of each alternative utilizing your analytical
findings.Select
and defend the pursuit of one of your two viable alternatives. How does
this alternative align with the firm's mission, vision, and values? How
can management employ this alternative to create competitive advantage
for the firm? Suggest next steps.Based
on your analysis, identify a business unit or activity within the
corporation that you would suggest defunding in order to finance your
strategic alternative, or provide an alternate funding source. Defend
your selection.Given
your overall proposal, how do you suggest the company promote its
culture, vision, and mission to maximize its chances for success in the
industry? How might the company develop its servant leaders to endorse
and exemplify tenets of the Christian worldview (CWV) in the workplace?
Propose and defend at least one significant leadership initiative.Prepare
this assignment according to the guidelines found in the APA Style
Guide, located in the Student Success Center. An abstract is not
required.This
assignment uses a rubric. Please review the rubric prior to beginning
the assignment to become familiar with the expectations for successful
completion.You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.Benchmark InformationThis benchmark assignment assesses the following programmatic competencies:BS Business Analytics; BS Business Management; BS Finance3.3
Examine the role of leadership in creating competitive advantage
through aligning strategy with an organization's mission, vision, and
values.4.3 Determine how servant leaders develop leadership capacity in others and a shared value of service within an organization.
3 pages
Problem 5 1 Forms
Problem 5-1 -- OverPriced Jeans, Inc. Closing Entries for February Problem 5-1 -- OverPriced Jeans, Inc. Closing Entries f ...
Problem 5 1 Forms
Problem 5-1 -- OverPriced Jeans, Inc. Closing Entries for February Problem 5-1 -- OverPriced Jeans, Inc. Closing Entries for February
MAN 4845 RC Team Performance Report Paper
Competency
Examine variables, conditions, and concepts that influence team performance and productivity.
Scenario Informat ...
MAN 4845 RC Team Performance Report Paper
Competency
Examine variables, conditions, and concepts that influence team performance and productivity.
Scenario Information
As a leader, you have been tasked with building a team whose purpose is to recommend a new performance evaluation system. The current system is outdated and greatly reduces employee morale each year.
Instructions
As the leader of this problem-solving team, you are tasked with reviewing a team performance report. The report reveals that the team is behind schedule by more than six weeks, team members often miss meetings, there is noted conflict among team members, team members do not have clear direction and roles, there is no feedback on performance, and there is no clear team leader. The productivity score is 68%; the company goal is 90%. The company has asked you to create a comparative table of your findings. Your table will include the report findings in one column; with associated solutions, methods, and/or recommendations in the next column.
Report Finding(s)
Solution, Method, and/or Recommendation
Example: Undefined roles
Discuss solution, method, or recommendation to address role definition, setting standards, and expectations, with examples and reasons.
Example: Team conflict
In your table, you will want to:
Discuss models for successful team performance.
Determine the conditions necessary for teams to function effectively.
Describe methods for addressing problems with performance.
Describe tools used for diagnosing and enhancing team performance.
Describe methods for setting clear performance standards and criteria.
psychology1-2
Part 1Hofstede's cultural dimensions are used to characterize the differences between cultures. Hofstede's (1980) study ex ...
psychology1-2
Part 1Hofstede's cultural dimensions are used to characterize the differences between cultures. Hofstede's (1980) study explored work-related values. He collected data from business employees in numerous countries and used factor analysis to see the outstanding variables that emerged. He originally identified four dimensions, one of which was power distance. This concept has been applied for practical purposes. For example, Malcom Gladwell's Outliers: The Story of Success discusses how the power distance index relates to safety in the airline business.In your response, address the following:Using the Internet, research the term “power distance.” Research power distance in different cultures. Are there any surprising results? Compare countries that are often lumped together under one title. For example, people from Japan, China, and India are all called Asian. When such countries are compared, what differences emerge?Given that Hofstede's cultural dimensions inventory was designed for a work environment and that the data were collected from the employees who fall into specific demographic categories, can the findings be generalized to other settings? What about generalizing the findings for the groups that were not in the study? Do you think that it is appropriate to apply the data to the airline business?Do you think that the study is valid for all countries? When was the study initially conducted? Do you think that the findings would be the same if the people in the countries were assessed again?References:Gladwell, M. (2008). Outliers: The story of success. New York, NY: Little, Brown and Company.Hofstede, G. H. (1980). Culture's consequences: International differences in work-related values. Newbury Park, CA: Sage.Part 2Large cultural groups within a geographic region often share similar subjective cultural elements. However, these groups are rarely homogenous and can be divided into distinct subgroups. For example, Africa is made up of different countries, and within those countries, there are numerous distinct cultural groups. Although many of these subcultural groups are dissimilar with regard to particular beliefs and practices, there are times when an overriding issue makes another common group identification more salient and important. For example, in 2003, Christian and Muslim women from different subcultures in Liberia banded together to fight back against oppression and stop the civil war. There were widespread killings; the survivors were deeply traumatized and abused; the children were robbed of their childhood, with many being recruited to fight; and women had been dominated and raped. The women's movement was featured in the documentary Pray the Devil Back to Hell. This discussion question focuses on the cultural subgroups that often supersede the familial cultural groups.In your response, address the following:Do you think that clusters characterized by gender are valid subcultures? Do you self-identify with gender before your ethnic group? If you could design a study to investigate an issue related to women and culture, what would you study and why?What caused the women of Liberia to ignore their familial cultural inheritance and band together? Do you think that biology and environment interact to create a women's subculture? What did the women do to force the men to change in Liberia? Explain your answers.
MAN 4701 Rasmussen College Managing Change Barriers Paper
CompetencyCritique strategies for removing barriers to change.InstructionsDelta Pacific Case Study As the change leader fo ...
MAN 4701 Rasmussen College Managing Change Barriers Paper
CompetencyCritique strategies for removing barriers to change.InstructionsDelta Pacific Case Study As the change leader for Delta Pacific Company (DPC), you know you need to determine potential organizational barriers to change for the company's goal of changing the culture from the more traditional manufacturing environment to one of a contemporary consulting environment. Now it's time to create your strategy to combat barriers to change:Assess the potential barriers to changing an organizational cultureAnalyze change strategies appropriate for this type of changeDetermine potential employee resistance behaviorsDetermine the best way to influence employees in the right directionSince you are the change leader, it is your responsibility to consider that there will be organizational and human barriers to change. As part of your role, you should take proactive measures and design a change strategy to address potential barriers and resistance.Conduct academic research and create a plan to present to the CEO and board in which you complete the following change strategy for barriers and resistance:Explanation of potential organizational barriers that are most likely to occur for this type of change.Description of the employee resistance behaviors.Explanation of your strategy to overcome the barriers and resistance.Discussion of your strategy recommendations to overcome barriers and influence employees in the right direction.Remember that this is a proposal. Make sure to format your paper properly for your proposal. A proposal is a persuasive document, so make sure to use proper language and tone. Remember, you are the change leader, and you are writing to the CEO. So use a tone in your proposal that is specific to your audience (the CEO).Include your APA-formatted reference page with at least two credible sources.A note about credible sources: Credible sources are reliable, accurate, and trustworthy. These sources are written by authors respected in their fields of study. You want to identify sources where the author of the article is listed if they've referenced other information. The sources should be cited so that you can check for the accuracy of, and support, what they have written.Grading RubricFFCBA01234Not SubmittedNo PassCompetenceProficiencyMasteryNot SubmittedFails to explain potential organizational barriers most likely to occur for this type of change.Provides a general explanation of potential organizational barriers most likely to occur for this type of change. No alignment to organizational culture change.Provides a detailed explanation of potential organizational barriers most likely to occur for this type of change. Brief alignment to organizational culture change.Provides a thorough explanation of potential organizational barriers most likely to occur for this type of change. Includes detailed alignment to organizational culture change.Not SubmittedFails to describe employee resistance behaviors.Provides a general description of employee resistance behaviors. No alignment to organizational culture change.Provides a detailed description of employee resistance behaviors. Brief alignment to organizational culture change.Provides a thorough description of employee resistance behaviors. Includes detailed alignment to organizational culture change.Not SubmittedFails to provide strategy to overcome barriers and resistance.Provides a general strategy to overcome barriers and resistance.Provides detailed strategy to overcome barriers and resistance. Mostly uses correct terminology for barriers and resistance.Provides thorough strategy to overcome barriers and resistance. Correctly uses terminology for barriers and resistance.Not SubmittedFails to provide explanations of recommendations in strategy.Provides a general explanation of recommendations in strategy.Provides a detailed explanation of recommendations in strategy.Provides a thorough explanation of each recommendation in strategy.
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