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Research an organization that has an international presence. APPLE INC
Write a 400-word paper on your organization in which you complete the following:
- Identify and evaluate contemporary issues in international financial management.
Format your paper consistent with APA guidelines.
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Strategic Planning In Healthcare Autosaved
Quality outcomes for patients, families, and society at large. Ted Nursing Home is committed to ensuring safety and The in ...
Strategic Planning In Healthcare Autosaved
Quality outcomes for patients, families, and society at large. Ted Nursing Home is committed to ensuring safety and The institution has come up with a ...
HRM 3375 Troy University Transfer of Training Case Study
Mini-Case - Transfer of Training Read the following mini case and answer the questions that follow: Organizational Profil ...
HRM 3375 Troy University Transfer of Training Case Study
Mini-Case - Transfer of Training Read the following mini case and answer the questions that follow: Organizational ProfileSouthern Credit Union operates in more than 10 medium-sized cities in a southeastern state. As a credit union, Southern is owned by their members who save and borrow money through the institution. A portion of the union’s profits is returned to members in various ways, including lower interest rates, lower fees and higher dividends on savings accounts. Southern’s front-line tellers provide routine banking services inside the credit union and at drive-through locations. Most front-line tellers are women, although the position has become more diversified recently. The New Accounts Department meets potential members to discuss the features of Southern’s savings and checking accounts. The Mortgage Services Department provides mortgage options for home loans. The Investment Services Department has financial advisors who meet with members to discuss alternative investment strategies and options for growing their money. Credit union members are a diverse group in terms of racial demographics, age and gender.Key IssuesThe president of Southern Credit Union, Tom Jenkins, is relatively new; in fact, there have been three different presidents over the last six years. Not surprisingly, camaraderie has been lacking among managers, employees and the ever-changing leadership team. After meeting with the board of directors and in anticipation of an upcoming audit from the National Credit Union Administration, Jenkins decides that Southern needs to revisit its sexual harassment policy and procedures and determine when the last training session was held. Jenkins meets with the HR director, Pamela Sanchez, and the training analyst, Heather Blackburn. They decide the sexual harassment policy is sufficient but realize that there has been no sexual harassment training in four years. Blackburn, who has been focusing on customer service training, is told by Jenkins to “make this happen by the end of next month.”Training StaffHeather Blackburn has been a training analyst for only five months. She graduated with a B.A. in communications 15 years ago; after graduation she worked as a bank teller at a regional bank. She moved to Southern Credit Union as a bank teller because the pay was higher and the credit union had a good regional reputation. Blackburn was a bank teller at Southern for eight years, then applied for an internal transfer to the training job because she liked working with people and thought the job would be interesting. She joined the local American Society of Training and Development (ASTD) chapter last month to learn about the training profession in general and specific training methods. She reports to the HR director, Pamela Sanchez.Activities to Enhance LearningDesign of the Sexual Harassment TrainingJenkins’ request doesn’t give Blackburn much time to develop and conduct the sexual harassment training. She decides to train first-line supervisors, since they are most closely involved in the front-line employee interactions. She doesn’t have time to meet with anyone to get this training designed, so she sketches out a two-hour lecture. She wants to cover Southern’s sexual harassment policy, the complaint procedure, and some recent court cases (gathered from the Employment Law Information Network) as examples of quid pro quo versus hostile work environment harassment. She creates handouts for trainees and schedules training off-site for 50 Southern supervisors to minimize distractions from their branch locations. Three days before the training, Blackburn has all her lecture notes (in PowerPoint) prepared, handouts copied and the training room ready. She e-mails first-line supervisors about the mandatory training, tells them about the objectives of the training and gives them directions to the off-site training location.The TrainingAs the supervisors enter the training room, they seem confused about the late notification of this training. As they talk among themselves, they wonder if one of the employees filed a sexual harassment complaint. Blackburn covers all the material she has prepared. She doesn’t get a chance to ask for questions at the end of the session, but tells the supervisors to e-mail her with any questions they have about the material and reinforces her willingness to ensure they understood the information. Blackburn feels good about her organization and preparedness, and feels like the two-hour lecture was successful. The supervisors leave quickly to get back to their branch locations; some have several hours to drive and much to handle when they return to their jobs.Report on the TrainingBlackburn happily reports back to Jenkins and Sanchez with her perceptions of how the first-line supervisor training went. Blackburn reiterates how she met Jenkins’ deadline, recounts the process she used to develop the training, and shows them the training materials and handouts. Blackburn plans to e-mail the supervisors in six weeks to remind them of key learning points and to see if they have any questions about the sexual harassment concepts, once they consider their own workplace situations. She will also ask them to rate their satisfaction with the training via a short e-mail survey. Jenkins is satisfied because he can tell the audit team that the training took place. The HR director, though, is quiet during the meeting; she wonders whether this effort was well executed and is concerned about the ultimate effectiveness of the training.Activities to Enhance LearningDiscussion Questions to Accompany Mini-Case Question: How was transfer supported or not supported in this organization before training? Question: How was transfer supported or not supported in this organization during training? Question: How was transfer supported or not supported in this organization after training?HRM Assignment Rubric-MS (2)HRM Assignment Rubric-MS (2)CriteriaRatingsPtsThis criterion is linked to a Learning OutcomeGrammar and Spelling Mechanics5.0 ptsPointsHas a very good command of standard English and writes with originality. Relatively free of any errors that could distract from the subject matter.3.0 ptsPointsDemonstrates that there are a few errors in spelling, grammar and punctuation. Some errors but not so many that the writer seems to lack control of standard communication.1.0 ptsPointsDemonstrates some evidence of correct spelling, grammar and punctuation.0.0 ptsPointsUses incorrect grammar and sentence structure consistently. So many errors that the writer seems to lack control of standard written English. The errors interfere with communication.0.0 ptsPointsFailed to turn in the assignment.5.0 ptsThis criterion is linked to a Learning OutcomeComprehension of Material5.0 ptsPointsIs able to make conclusions and consistently has a deeper insight into the assignment.3.0 ptsPointsIs able to make conclusions and comprehends a deeper meaning on most occasions.1.5 ptsPointsComprehends the surface level meaning of the material and begins to relate issues to their general knowledge and experience0.5 ptsPointsDemonstrates some basic comprehension of the material but does not make connections with the bigger picture.0.0 ptsPointsFailed to turn in the assignment.5.0 ptsThis criterion is linked to a Learning OutcomeAnalysis, length and content of the case5.0 ptsPointsWork demonstrates much originality and extra initiative. Superior development in examples . Writer shows genuine involvement in subject. Ideas connected clearly.3.0 ptsPointsWork demonstrates that some efforts were made to attempt all tasks. Showed good development with the subject matter by answering questions. Ideas were somewhat connected .1.5 ptsPointsLittle effort was made to attempt all tasks. Thoughts are not developed and does not connected to subject. Ideas are weak.0.5 ptsPointsVery little effort was made to attempt all the tasks. Short and undeveloped thoughts. Not a response to the question. Disconnected ideas.0.0 ptsPointsFailed to turn in the assignment.5.0 ptsThis criterion is linked to a Learning OutcomeArguments, opinions, ideas and relevance5.0 ptsPointsStudent is clearly expressing arguments, opinions and responses. Superior ideas and insights that are clear and complex.3.0 ptsPointsStudent is expressing arguments, opinions and responses with more accuracy.1.5 ptsPointsStudent is learning to develop and express arguments, opinions and responses.0.5 ptsPointsStudent is not developing their ability to express arguments, ideas or opinions. Ideas are not clear, complex or insightful. May include some information that distracts from central purpose.0.0 ptsPointsFailed to turn in the assignment5.0 ptsTotal Points: 20.0
Vulnerability Mitigation, law homework help
Evaluate the employment market for cybersecurity and IT security professionals both within and outside of government agenc ...
Vulnerability Mitigation, law homework help
Evaluate the employment market for cybersecurity and IT security professionals both within and outside of government agencies. Using at least 3 different job boards, one of which must be https://www.usajobs.gov, conduct an extensive search on the following terms:Information securityCyber securityLaw enforcementCriminal investigatorCyberHackerAny other terms you feel might enhance your returnsBuild a table or matrix that lists the following:Jobs you findThe qualifications for those jobsThe pay scale for the positionThe locationThe Web link to the positionYour table or matrix should include at least 50, and preferably 100, listings.Include a cover page to your table or matrix that summarizes the following:What you found from your searchWhat you determined about the need for cyber crime expertiseWhat sorts of qualifications are being requested.Compare that with the results you get for the strictly law-enforcement types of positions. What conclusions can you draw from this experience?
Capella University Decision-Making Models Essay
3050-5Use a decision-making model of your choice to analyze and provide recommendations to address an organizational commu ...
Capella University Decision-Making Models Essay
3050-5Use a decision-making model of your choice to analyze and provide recommendations to address an organizational communication problem you have experienced.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:Competency 1: Analyze business communication situations.Describe an organizational communication problem.Competency 2: Analyze the interrelationships of communication within organizational systems.Explain a decision-making model.Describe a solution to an organizational communication problem using a decision-making model.Justify how recommended solutions address a communication problem.Competency 3: Communicate effectively.Write clearly to convey the intended content and follow APA rules for attributing sources.Suggested ResourcesThe following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.Capella ResourcesClick the links provided to view the following resources:Assessment 5 Context.SHOW LESSLibrary ResourcesThe following e-books or articles from the Capella University Library are linked directly in this course:Hindle, T. (2008). Guide to management ideas and gurus. London, GBR: Profile Books/The Economist.
This e-book addresses a broad range of management topics, including key issues addressed in this course. It is a helpful resource to refer to throughout the course.Hodgkinson, G. P., & Starbuck, W. H. (Eds.). (2009). The Oxford handbook of organizational decision making. Oxford, GRB: Oxford University Press.Nutt, P. C., & Wilson, D. (2010). Blackwell encyclopedia of management: Handbook of decision making. Hoboken, NJ: Wiley.Brunsson, N. (2007). The consequences of decision-making. Oxford, GBR: Oxford University Press.Course Library GuideA Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP3050 – Fundamentals of Organizational Communication Library Guide to help direct your research.Bookstore ResourcesThe resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are available for purchase from the Capella University Bookstore. When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation.Shockley-Zalabak, P. S. (2015). Fundamentals of organizational communication: Knowledge, sensitivity, skills, values (9th ed.). Upper Saddle River, NJ: Pearson.Assessment InstructionsComplete the following:Choose an organizational communication problem you have experienced in your workplace or other organization with which you are involved. Examples of organizational communication problems are as follows:The leaders of an organization know they have to downsize (that is, fire) a large number of employees but do not effectively communicate the situation.Policies at a company are not followed in different departments or at different locations because the policies are not communicated well by a central office.Employees with inappropriate skill sets are hired because individuals familiar with the requirements do not communicate with the individuals hiring for the position.Two leaders within an organization provide different directions on how employees should conduct their work.Use any of the suggested materials listed in the Resources or search for other resources from the Capella library to examine decision-making models, and select one to apply to the organizational communication problem you have chosen.Write a recommendation paper in which you address the following:Describe the organizational communication problem and how it might negatively impact an organization.Explain the decision-making model you chose that applies to the problem and indicate why you chose it by comparing it to another decision-making model.Describe recommended solutions to the organizational communication problem using the chosen decision-making model, and assesses the difficulty of implementing your suggested solutions.Justify how your recommended solutions address the communication problem and how they would provide value to the organization.Additional RequirementsYour analysis and recommended solutions should be well organized and written in clear, succinct language. Follow APA rules for attributing sources that support your analysis and conclusions.Academic Integrity and APA FormattingAs a reminder related to using APA rules to ensure academic honesty:When using a direct quote (using exact or nearly exact wording), you must enclose the quoted wording in quotation marks, immediately followed by an in-text citation. The source must then be listed in your references page.When paraphrasing (using your own words to describe a non-original idea), the paraphrased idea must be immediately followed by an in-text citation and the source must be listed in your references page.
8 pages
P629 Benefits Of Mandatory Disclosure
Many organizations around the world have been obligated to adhere to the disclosure regulations. This has helped in improv ...
P629 Benefits Of Mandatory Disclosure
Many organizations around the world have been obligated to adhere to the disclosure regulations. This has helped in improving the companies' ESG, that ...
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Most Popular Content
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Strategic Planning In Healthcare Autosaved
Quality outcomes for patients, families, and society at large. Ted Nursing Home is committed to ensuring safety and The in ...
Strategic Planning In Healthcare Autosaved
Quality outcomes for patients, families, and society at large. Ted Nursing Home is committed to ensuring safety and The institution has come up with a ...
HRM 3375 Troy University Transfer of Training Case Study
Mini-Case - Transfer of Training Read the following mini case and answer the questions that follow: Organizational Profil ...
HRM 3375 Troy University Transfer of Training Case Study
Mini-Case - Transfer of Training Read the following mini case and answer the questions that follow: Organizational ProfileSouthern Credit Union operates in more than 10 medium-sized cities in a southeastern state. As a credit union, Southern is owned by their members who save and borrow money through the institution. A portion of the union’s profits is returned to members in various ways, including lower interest rates, lower fees and higher dividends on savings accounts. Southern’s front-line tellers provide routine banking services inside the credit union and at drive-through locations. Most front-line tellers are women, although the position has become more diversified recently. The New Accounts Department meets potential members to discuss the features of Southern’s savings and checking accounts. The Mortgage Services Department provides mortgage options for home loans. The Investment Services Department has financial advisors who meet with members to discuss alternative investment strategies and options for growing their money. Credit union members are a diverse group in terms of racial demographics, age and gender.Key IssuesThe president of Southern Credit Union, Tom Jenkins, is relatively new; in fact, there have been three different presidents over the last six years. Not surprisingly, camaraderie has been lacking among managers, employees and the ever-changing leadership team. After meeting with the board of directors and in anticipation of an upcoming audit from the National Credit Union Administration, Jenkins decides that Southern needs to revisit its sexual harassment policy and procedures and determine when the last training session was held. Jenkins meets with the HR director, Pamela Sanchez, and the training analyst, Heather Blackburn. They decide the sexual harassment policy is sufficient but realize that there has been no sexual harassment training in four years. Blackburn, who has been focusing on customer service training, is told by Jenkins to “make this happen by the end of next month.”Training StaffHeather Blackburn has been a training analyst for only five months. She graduated with a B.A. in communications 15 years ago; after graduation she worked as a bank teller at a regional bank. She moved to Southern Credit Union as a bank teller because the pay was higher and the credit union had a good regional reputation. Blackburn was a bank teller at Southern for eight years, then applied for an internal transfer to the training job because she liked working with people and thought the job would be interesting. She joined the local American Society of Training and Development (ASTD) chapter last month to learn about the training profession in general and specific training methods. She reports to the HR director, Pamela Sanchez.Activities to Enhance LearningDesign of the Sexual Harassment TrainingJenkins’ request doesn’t give Blackburn much time to develop and conduct the sexual harassment training. She decides to train first-line supervisors, since they are most closely involved in the front-line employee interactions. She doesn’t have time to meet with anyone to get this training designed, so she sketches out a two-hour lecture. She wants to cover Southern’s sexual harassment policy, the complaint procedure, and some recent court cases (gathered from the Employment Law Information Network) as examples of quid pro quo versus hostile work environment harassment. She creates handouts for trainees and schedules training off-site for 50 Southern supervisors to minimize distractions from their branch locations. Three days before the training, Blackburn has all her lecture notes (in PowerPoint) prepared, handouts copied and the training room ready. She e-mails first-line supervisors about the mandatory training, tells them about the objectives of the training and gives them directions to the off-site training location.The TrainingAs the supervisors enter the training room, they seem confused about the late notification of this training. As they talk among themselves, they wonder if one of the employees filed a sexual harassment complaint. Blackburn covers all the material she has prepared. She doesn’t get a chance to ask for questions at the end of the session, but tells the supervisors to e-mail her with any questions they have about the material and reinforces her willingness to ensure they understood the information. Blackburn feels good about her organization and preparedness, and feels like the two-hour lecture was successful. The supervisors leave quickly to get back to their branch locations; some have several hours to drive and much to handle when they return to their jobs.Report on the TrainingBlackburn happily reports back to Jenkins and Sanchez with her perceptions of how the first-line supervisor training went. Blackburn reiterates how she met Jenkins’ deadline, recounts the process she used to develop the training, and shows them the training materials and handouts. Blackburn plans to e-mail the supervisors in six weeks to remind them of key learning points and to see if they have any questions about the sexual harassment concepts, once they consider their own workplace situations. She will also ask them to rate their satisfaction with the training via a short e-mail survey. Jenkins is satisfied because he can tell the audit team that the training took place. The HR director, though, is quiet during the meeting; she wonders whether this effort was well executed and is concerned about the ultimate effectiveness of the training.Activities to Enhance LearningDiscussion Questions to Accompany Mini-Case Question: How was transfer supported or not supported in this organization before training? Question: How was transfer supported or not supported in this organization during training? Question: How was transfer supported or not supported in this organization after training?HRM Assignment Rubric-MS (2)HRM Assignment Rubric-MS (2)CriteriaRatingsPtsThis criterion is linked to a Learning OutcomeGrammar and Spelling Mechanics5.0 ptsPointsHas a very good command of standard English and writes with originality. Relatively free of any errors that could distract from the subject matter.3.0 ptsPointsDemonstrates that there are a few errors in spelling, grammar and punctuation. Some errors but not so many that the writer seems to lack control of standard communication.1.0 ptsPointsDemonstrates some evidence of correct spelling, grammar and punctuation.0.0 ptsPointsUses incorrect grammar and sentence structure consistently. So many errors that the writer seems to lack control of standard written English. The errors interfere with communication.0.0 ptsPointsFailed to turn in the assignment.5.0 ptsThis criterion is linked to a Learning OutcomeComprehension of Material5.0 ptsPointsIs able to make conclusions and consistently has a deeper insight into the assignment.3.0 ptsPointsIs able to make conclusions and comprehends a deeper meaning on most occasions.1.5 ptsPointsComprehends the surface level meaning of the material and begins to relate issues to their general knowledge and experience0.5 ptsPointsDemonstrates some basic comprehension of the material but does not make connections with the bigger picture.0.0 ptsPointsFailed to turn in the assignment.5.0 ptsThis criterion is linked to a Learning OutcomeAnalysis, length and content of the case5.0 ptsPointsWork demonstrates much originality and extra initiative. Superior development in examples . Writer shows genuine involvement in subject. Ideas connected clearly.3.0 ptsPointsWork demonstrates that some efforts were made to attempt all tasks. Showed good development with the subject matter by answering questions. Ideas were somewhat connected .1.5 ptsPointsLittle effort was made to attempt all tasks. Thoughts are not developed and does not connected to subject. Ideas are weak.0.5 ptsPointsVery little effort was made to attempt all the tasks. Short and undeveloped thoughts. Not a response to the question. Disconnected ideas.0.0 ptsPointsFailed to turn in the assignment.5.0 ptsThis criterion is linked to a Learning OutcomeArguments, opinions, ideas and relevance5.0 ptsPointsStudent is clearly expressing arguments, opinions and responses. Superior ideas and insights that are clear and complex.3.0 ptsPointsStudent is expressing arguments, opinions and responses with more accuracy.1.5 ptsPointsStudent is learning to develop and express arguments, opinions and responses.0.5 ptsPointsStudent is not developing their ability to express arguments, ideas or opinions. Ideas are not clear, complex or insightful. May include some information that distracts from central purpose.0.0 ptsPointsFailed to turn in the assignment5.0 ptsTotal Points: 20.0
Vulnerability Mitigation, law homework help
Evaluate the employment market for cybersecurity and IT security professionals both within and outside of government agenc ...
Vulnerability Mitigation, law homework help
Evaluate the employment market for cybersecurity and IT security professionals both within and outside of government agencies. Using at least 3 different job boards, one of which must be https://www.usajobs.gov, conduct an extensive search on the following terms:Information securityCyber securityLaw enforcementCriminal investigatorCyberHackerAny other terms you feel might enhance your returnsBuild a table or matrix that lists the following:Jobs you findThe qualifications for those jobsThe pay scale for the positionThe locationThe Web link to the positionYour table or matrix should include at least 50, and preferably 100, listings.Include a cover page to your table or matrix that summarizes the following:What you found from your searchWhat you determined about the need for cyber crime expertiseWhat sorts of qualifications are being requested.Compare that with the results you get for the strictly law-enforcement types of positions. What conclusions can you draw from this experience?
Capella University Decision-Making Models Essay
3050-5Use a decision-making model of your choice to analyze and provide recommendations to address an organizational commu ...
Capella University Decision-Making Models Essay
3050-5Use a decision-making model of your choice to analyze and provide recommendations to address an organizational communication problem you have experienced.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:Competency 1: Analyze business communication situations.Describe an organizational communication problem.Competency 2: Analyze the interrelationships of communication within organizational systems.Explain a decision-making model.Describe a solution to an organizational communication problem using a decision-making model.Justify how recommended solutions address a communication problem.Competency 3: Communicate effectively.Write clearly to convey the intended content and follow APA rules for attributing sources.Suggested ResourcesThe following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.Capella ResourcesClick the links provided to view the following resources:Assessment 5 Context.SHOW LESSLibrary ResourcesThe following e-books or articles from the Capella University Library are linked directly in this course:Hindle, T. (2008). Guide to management ideas and gurus. London, GBR: Profile Books/The Economist.
This e-book addresses a broad range of management topics, including key issues addressed in this course. It is a helpful resource to refer to throughout the course.Hodgkinson, G. P., & Starbuck, W. H. (Eds.). (2009). The Oxford handbook of organizational decision making. Oxford, GRB: Oxford University Press.Nutt, P. C., & Wilson, D. (2010). Blackwell encyclopedia of management: Handbook of decision making. Hoboken, NJ: Wiley.Brunsson, N. (2007). The consequences of decision-making. Oxford, GBR: Oxford University Press.Course Library GuideA Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP3050 – Fundamentals of Organizational Communication Library Guide to help direct your research.Bookstore ResourcesThe resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are available for purchase from the Capella University Bookstore. When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation.Shockley-Zalabak, P. S. (2015). Fundamentals of organizational communication: Knowledge, sensitivity, skills, values (9th ed.). Upper Saddle River, NJ: Pearson.Assessment InstructionsComplete the following:Choose an organizational communication problem you have experienced in your workplace or other organization with which you are involved. Examples of organizational communication problems are as follows:The leaders of an organization know they have to downsize (that is, fire) a large number of employees but do not effectively communicate the situation.Policies at a company are not followed in different departments or at different locations because the policies are not communicated well by a central office.Employees with inappropriate skill sets are hired because individuals familiar with the requirements do not communicate with the individuals hiring for the position.Two leaders within an organization provide different directions on how employees should conduct their work.Use any of the suggested materials listed in the Resources or search for other resources from the Capella library to examine decision-making models, and select one to apply to the organizational communication problem you have chosen.Write a recommendation paper in which you address the following:Describe the organizational communication problem and how it might negatively impact an organization.Explain the decision-making model you chose that applies to the problem and indicate why you chose it by comparing it to another decision-making model.Describe recommended solutions to the organizational communication problem using the chosen decision-making model, and assesses the difficulty of implementing your suggested solutions.Justify how your recommended solutions address the communication problem and how they would provide value to the organization.Additional RequirementsYour analysis and recommended solutions should be well organized and written in clear, succinct language. Follow APA rules for attributing sources that support your analysis and conclusions.Academic Integrity and APA FormattingAs a reminder related to using APA rules to ensure academic honesty:When using a direct quote (using exact or nearly exact wording), you must enclose the quoted wording in quotation marks, immediately followed by an in-text citation. The source must then be listed in your references page.When paraphrasing (using your own words to describe a non-original idea), the paraphrased idea must be immediately followed by an in-text citation and the source must be listed in your references page.
8 pages
P629 Benefits Of Mandatory Disclosure
Many organizations around the world have been obligated to adhere to the disclosure regulations. This has helped in improv ...
P629 Benefits Of Mandatory Disclosure
Many organizations around the world have been obligated to adhere to the disclosure regulations. This has helped in improving the companies' ESG, that ...
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