Class,A question was raised concerning the Week Five assignment so I am providing some additional points for the assignment due this week.1) Most important is to choose a company different from the one used in previous assignments.2) Similar to the Week One assignment and using this different company you will prepare the Organizational Change Chart for this company where you analyze a change process using Kotter's 8 steps.3) There are questions to be answered in addition to Kotter's 8 steps. These can be inserted in the excel spread sheet in the comment area. I have reformatted the organizational chart attached at the bottom to make this easier to do.4) Keep in mind that the company selected for this assignment is the one you will use in preparing the Week Six assignment.Assignment ContentTo prepare for the Week 6 Assessment, choose a well-known corporation, such as Samsung, Starbucks, Ford Motor Company, or Waste Management, that implemented a major change. The company chosen for this weeks assignment will also be used to prepare the final assignment in Week 6. The company selected must be different from the company you analyzed for a change in the assignments for Weeks,1, 2, 3, and 4. Analyze the corporation’s change process based on Kotter’s 8-Step to Change using the Organizational Change Chart.Kotter's 8-Step Change ModelStep One: Create Urgency.Step Two: Form a Powerful Coalition.Step Three: Create a Vision for Change.Step Four: Communicate the Vision. Step Five: Remove Obstacles.Step Six: Create Short-Term Wins.Step Seven: Build on the Change.Step Eight: Anchor the Changes in Corporate Culture.Was this a positive organizational change? Why or why not? If so, what strategies and tactics were effective or ineffective in creating positive organizational change? What strategies and tactics would have worked better?Include at least two citations from the text book, supplemental course materials or peer reviewed sources in the organizational change chart. A citation should not exceed 40 words in length.

Assignment DetailsLaker Company reported the following January purchases and sales data for its only product. The Company uses a perpetual inventory system. For specific identification, ending inventory consists of 200 units, where 180 are from the January 30 purchase, 5 are from the January 20 purchase, and 15 are from beginning inventory.Required steps for this assignment:Review the Unit 4 IP Model Problem before beginning this assignmentUse this ACCT201_U4_IP_template to complete your assignment.Complete the Specific Identification tab to determine the cost assigned to ending inventory and cost of goods sold using specific identification tab.Determine the cost assigned to ending inventory and to cost of goods sold using FIFO (First In First Out) tab.Determine the cost assigned to ending inventory and to cost of goods sold using LIFO (Last In Last Out) tab. Assignment-Specific: Complete the FIFO inventory spreadsheet.Assignment-Specific: Complete the LIFO inventory spreadsheet.Assignment-Specific: Complete the Specific Identification inventory spreadsheet.

"Training helps the employee to get job security and job satisfaction. The more satisfied the employee is and the greater is his morale, the more he will contribute to organizational success and the lesser will be employee absenteeism and turnover." 6.3 Test your Knowledge (Question) Explain the role of the manager in identifying training needs and supporting training on the job 7.2 Action Required Performance management can focus on the performance of a whole organization, a department, an employee, or the processes in place to manage 7.3 Test your Knowledge (Question) Identify the major parts of an effective performance management process Which component of ethical decision-making do you believe best explains student cheating: moral awareness, moral judgment, or moral intent? Why do you feel that way? Which component of ethical decision-making do you believe best explains student cheating: moral awareness, moral judgment, or moral intent? Why do you feel that way? 7.2 Action Required: (Knowledge Application) Cognitive ability refers to capabilities related to acquiring and applying knowledge in problem solving. Types of cognitive ability include verbal, quantitative, reasoning, spatial, and perceptual. Research indicates that genes and the environment play equal roles in how we acquire these abilities. Consider the facets of cognitive ability and cognitive employment testing in your future career: how important will they be?  Case Analysis (Sorry, You’re Too Smart) Have you ever been turned down for a job because you were “overqualified”? Although this may sound like a compliment, it can be disappointing when you are job hunting. Consider applicants who are turned down for jobs because they are “too smart.” This could be determined by pre-employment testing or the interviewer may assume applicants’ cognitive ability based on education level, GPA, or certifications. You don’t often hear someone say that an applicant is “too emotionally intelligent” or “too physically coordinated.” So why does it matter if you are overqualified in cognitive ability? Employers may argue that cognitively overqualified employees will not perform well in their jobs. The lack of challenge they feel in the job tasks could make them bored and unmotivated and then lead to low performance. In fact, research shows that cognitively overqualified employees perform just as well as other employees, but not necessarily better. If the employees are in leadership positions and are cognitively overqualified, they perform better than other leaders. So if someone tries to tell you that you won’t perform well if you are cognitively overqualified, that’s not a fact.  Employers may also argue that employees who are cognitively overqualified for their jobs will have higher job dissatisfaction. Specifically, they may be dissatisfied with the wages, challenges, and potential for career advancement. In short, these employees see the gap between their current and potential situations and that makes them unhappy at work.  We all don’t have intelligence tests when we are employed, so what about when you perceive you are overqualified in your cognitive skills, but don’t have actual test scores to support your assumption? Employees who perceive they are cognitively overqualified tend to actually be correct. They also tend to have higher levels of openness to experience personality trait from the Big Five model. 7.3 Test your knowledge:(Questions) 1.  An interviewer who assumes you have a certain average cognitive ability level because she knows your level of education would be correct according to what test? 2. According to the case, what might a company do to raise job satisfaction and retain employees who are cognitively overqualified? 7.2 Action Required: (Knowledge Application) Cognitive ability refers to capabilities related to acquiring and applying knowledge in problem solving. Types of cognitive ability include verbal, quantitative, reasoning, spatial, and perceptual. Research indicates that genes and the environment play equal roles in how we acquire these abilities. Consider the facets of cognitive ability and cognitive employment testing in your future career: how important will they be?  Case Analysis (Sorry, You’re Too Smart) Have you ever been turned down for a job because you were “overqualified”? Although this may sound like a compliment, it can be disappointing when you are job hunting. Consider applicants who are turned down for jobs because they are “too smart.” This could be determined by pre-employment testing or the interviewer may assume applicants’ cognitive ability based on education level, GPA, or certifications. You don’t often hear someone say that an applicant is “too emotionally intelligent” or “too physically coordinated.” So why does it matter if you are overqualified in cognitive ability? Employers may argue that cognitively overqualified employees will not perform well in their jobs. The lack of challenge they feel in the job tasks could make them bored and unmotivated and then lead to low performance. In fact, research shows that cognitively overqualified employees perform just as well as other employees, but not necessarily better. If the employees are in leadership positions and are cognitively overqualified, they perform better than other leaders. So if someone tries to tell you that you won’t perform well if you are cognitively overqualified, that’s not a fact.  Employers may also argue that employees who are cognitively overqualified for their jobs will have higher job dissatisfaction. Specifically, they may be dissatisfied with the wages, challenges, and potential for career advancement. In short, these employees see the gap between their current and potential situations and that makes them unhappy at work.  We all don’t have intelligence tests when we are employed, so what about when you perceive you are overqualified in your cognitive skills, but don’t have actual test scores to support your assumption? Employees who perceive they are cognitively overqualified tend to actually be correct. They also tend to have higher levels of openness to experience personality trait from the Big Five model. 7.3 Test your knowledge:(Questions) 1.  An interviewer who assumes you have a certain average cognitive ability level because she knows your level of education would be correct according to what test? 2. According to the case, what might a company do to raise job satisfaction and retain employees who are cognitively overqualified?