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Arrow Furniture Motivation & Performance Management
PART I:Arrow Furniture is a family-owned and operated manufacturer of high-end furniture located in North Carolina. The fu ...
Arrow Furniture Motivation & Performance Management
PART I:Arrow Furniture is a family-owned and operated manufacturer of high-end furniture located in North Carolina. The furniture industry has suffered from foreign competition over recent years. Nationwide, there have been massive layoffs and several large companies have closed. Arrow’s workers are feeling these pressures and have begun displaying counterproductive behaviors. The HR manager recently told Mary Baker, the family member serving as CEO, that employees are threatening to unionize if they don’t get higher pay and more job security. Mary is upset by this comment because the family has supported employees with decent salaries and health benefits. Higher wages are the last thing the company needs if they are to remain competitive. The Baker family wants to turn things around. They know they will have to be more competitive price-wise. This might be achieved by finding cheaper suppliers, lowering employee labor costs, or increasing productivity. That said, the Baker’s strongly believe that it is important to “take care of their people,” many of whom are lifelong employees.A global car manufacturer is going to open a new facility in the community. It is likely the company will offer higher salaries and better benefits than offered by Arrow Furniture. The firm is known to offer such benefits in an attempt to reduce the need for a union. Jobs at this plant will be more technically advanced than those at Arrow and the company is offering job training to those who are interested. The Bakers are aware that the nature of work at Arrow results in moderate levels of hygiene factors and low motivators.Using the 3-Step Problem-Solving Approach and the Organizing Framework, what should the Bakers do to motivate their employees and get support for the company’s future plans?PART II:Review the following conversation:Marcy: Dana, can I talk to you for a couple of minutes? We’ve been roommates for two years and I think I have a time management problem. I just don’t get enough done in a day. What do you think?Dana: Tell me more. How did you decide that you have a problem?Marcy: I never get everything done on my to-do list. The more I get done, the more I end up adding to the list. Dana: What would solving the problem look like to you?Marcy: Well, I’d get everything done on my list.Dana: Is that realistic?Marcy: It’s not, but what else am I going to do?Dana: What else can you do that will help? Can you work with an advisor? Use a scheduling program?This is an example of coaching. Describe the process of coaching and explain why is it important for managers to be effective coaches.
Santa Monica College SCM GLOBE Cincinnati Seasonings Simulation Model Project
Link (Links to an external site.)This is to SCMGLOBE , watch tutorials You must watch the tutorial videos to understand th ...
Santa Monica College SCM GLOBE Cincinnati Seasonings Simulation Model Project
Link (Links to an external site.)This is to SCMGLOBE , watch tutorials You must watch the tutorial videos to understand the simulation model.Watch the videos https://www.scmglobe.com/online-guide/getting-started/video-tutorials/ (Links to an external site.)Link (Links to an external site.)This assignment will have students work on a simulation project . It is a supply chain model , where the student has to get the supply chain running for 30 days. One student will have the model and work with the student advisors to get the existing supply chain to run without breaking for 30 days . You will go online and view the tutorials and start the simulation in week 5.This case study provides hands-on experience with the central challenge of supply chain management. That challenge is to find the right balance between responsiveness and efficiency. Responsive supply chains have enough inventory on-hand to always meet customer demand, and efficient supply chains always seek to reduce costs and on-hand inventory so as to earn as much profit as possible. Supply chain management is a continuous balancing between these two needs as situations change.SCM Globe case studies are laboratories where students apply what they learn from readings and lectures to solve real supply chain problems. As one professor put it, “the textbook provides the principles, and the simulations teach the moves.”Log onto your SCM Globe account and follow along with this guide. It will walk step- by-step through one possible approach to this case. There are many possible ways to respond to the challenges in the case. Week 5– Supply Chains and SimulationsObjective – introduce simulations as a way to explore supply chain operations.“Our products are selling well and business is growing,” says the owner of Cincinnati Seasonings. “And we know we need to get a handle on our supply chain if we are going to support this growth. So we have high expectations for the improvements you can make in our supply chain operations.”The owner continues, “Up until now we’ve just done whatever we had to do to keep things running. We know we made some less than perfect decisions along the way. But that’s why you’re here – to get our supply chain into shape to move the company to the next level.”You view the tutorial videos to understand the simulation model and here is a guide.The next step is to extend your supply chain to support sales to the new stores in Chicago and Columbus . These new stores will use up some of the excess inventory the supply chain is producing .Student handout for SCM simulationmodel for CINCY Seasoning com fall 2019 2020.pdfActionshelpful hints on second part of simulation adding Chicago and Colubus assignment and adding two citiues 2020.pdfActionsThis is your deliverable and send a screenshot and file to show and demonstrate how you completed the 30 day run !Example of end product assignment to be graded after adding the Chicago store and Columbus OHIO store and run for 30 daysExample of supply chain after adding Colubus Ohio and Chicago ILL.pdfActionsJakob 30 day simulation.pngKeith E 30 day simulation5 PM.pngFARRES submittal 30 day simulation SCM.png
5 pages
Texas V. Johnson
Symbolic speech according to the First Amendment has been defined as actions which will convey a message. The message will ...
Texas V. Johnson
Symbolic speech according to the First Amendment has been defined as actions which will convey a message. The message will be delivered nonverbally ...
Florida Technical College Strategic Management Change Plan Paper
Explain each of the managerial functions: planning, organizing, leading, and controllingcreate a management plan to help i ...
Florida Technical College Strategic Management Change Plan Paper
Explain each of the managerial functions: planning, organizing, leading, and controllingcreate a management plan to help in her efforts in (1) securing funding for We2AreVets 501c3 and (2) hiring one to three people with low salaries. Here is the video for reference:. As a reminder, the plan should cover the following areas:Title pageTable of contentsIntroductionIdentification of the organization's current mission, goals, and strategiesEnvironment analysis -- SWOT analysis (at least three per section)External environmentOpportunities (3)Threats (3)Internal environmentStrengths (3)Weaknesses (3)Formulate at least two alternative strategiesSelect the strategy the organization should pursueExplain how the organization should implement the strategy selectedExplain how the organization will evaluate the resultsFinal group conclusion to wrap up all the topics covered in the contentIndividual conclusions (each member of the team should include their takeaways of the activity)Reference pageParametersOne paper Word documentPage limit: 15 pages (not including the title page and reference list)Font: Times New Roman or Arial, size 12Paper must include a reference page, and all the references should follow APA format However, this case study will be different. We have a manager that will share a situation that she is familiar with in her nonprofit organization. You will have to work with your group on a strategic management plan to help her manage the situation. Watch the video "Providing a Strategic Management Plan Challenge," which will introduce Dr. Destinee Prete and the nonprofit organization she cofounded, We2AreVets 501c3. During the video, she will state the mission and the top three goals of the nonprofit organization for the upcoming year. She will discuss the top two challenges she faces as a nonprofit owner and challenge the students to help her create a strategic management plan that will help her in her efforts in (1) securing funding for We2AreVets 501c3 and (2) hiring one to three people with low salaries. Video transcription from video professor gave us USIC] Welcome Principles of Management students, I'm Dr. Destinee Prete. Some of you might recognize me from another video or two that you will see if you haven't already seen throughout your course. Just a little background information about myself. I have my doctorate, my PhD in IO psychology, which is industrial organizational psychology. I am a IO practitioner by day, what does that mean? I help DOD clients and private clients create certifications and assessments. That's what I do during the day. I have a lot of experience in managerial positions. My previous job, I actually managed a team of over 150 plus, and I also am a veteran, a woman veteran, and so in the military, I was an army officer in the medical services field. Through my dissertation coursework when I was going through my doctorate program, I decided to do my dissertation topic on the Post-911, Women Veteran Transition Experience from the military to civilian workforce. The reason I decided to do that was because when I got out of the military, I had a lot of personal experiences that shaped who I became as a employee and as a manager, but also because during the time after I got out of the military, I started to realize that the military was a sense of identity. It almost became who I was, and so when I got out, I felt lost. I had a whole range of feelings and thoughts about this transition experience, and so through my doctoral program, I was able to measure all of the things that I loved and that I cared about, and that I wanted to research together, and that's why I decided to study this population. Also, during that time, I was inspired to create a non-profit organization. My non-profit organization is called, We Too are Vets 501c3, it is an established non-profit. You can look it up. Myself and my father co-founded this organization, and so I wanted to read the mission statement to you all so that you all understand what this organization is about. We too are Vets 501c3 its purpose is to empower, honor and recognize women veterans as they enter and reintegrate into the civilian workforce. Through our efforts, we will promote the merits of these female service members to civilian employers, to achieve our mission, We too are Vets will collaborate with coaches, mentors, leaders, organizations, and universities to aid in the successful efforts of women veterans re-entering the civilian workforce through inclusion and empowerment opportunities. I know that was a whole lot of information for you. But what I want you to gather from that is that every single service member, man, woman will become a veteran. We call that service member to veteran a transition and you'll hear that throughout if you're connected to this community in any way, you'll hear call the military transition or the military to civilian transition. During this transition, people go through a lot of different experiences. Every experience is individual wise to that person, and so some it might be exciting and easy, and for some, it might be difficult and sad, and they mourn almost that loss of camaraderie and that loss of sense of purpose that the military tends to have along with it. Through that, a lot of times there are challenges in finding employment and then finding that purpose when you get out of the military, and particularly, for women, those challenges and the experiences that they have are very different. That is why the organization exists to help not only women veterans leave with a sense of empowerment and to be honored and recognized for their service, but also to promote these skill sets and these merits to employers and help employers really understand what it means to hire a veteran in their organization, the value of a veteran is what we call that. If any of you have done any service in the military, thank you for your service, I truly do appreciate that, and so many others out there and there are organizations out there to help you along the way. If you want to reach out, please do, one way or the other, I would love to hear from any and all of you, particularly, because what you are about to do in this course is create a strategic management plan for this non-profit organization and helping you with my goals. The goals for the next year are that, officially we need to launch this organization. My dad and I have been sitting on this for a few years, for a number of reasons. We all know what's happened over the last few years, it's been challenging, but in the non-profit community, it has been quite a challenge for so many reasons. The pandemic left funding a little bit dry for some communities, and with the non-profit organizations, although they're called non-profit, it still requires money to do things and to create things and products and situations for people. The non-profit community, the way that you get money is that you have to ask for it and you have to almost compete for it. A lot of organizations out there are competing for funding through foundations or through stakeholders, and so it's a very competitive market, some people might even call it cutthroat market. As somebody as a collaborator myself who has been working alongside many non-profit organizations, it is definitely a challenge, I can tell you. I have watched it, I have witnessed it, and so our main goal is to compete for funding and to gain funding. The reason we want to gain funding is for a lot of things, everything cost money. Even for me to do this Zoom call right now or this meeting on the computer, it costs money to have a Zoom account. It costs money for me to be able to create social media accounts for the organizations. It costs money to create content. It costs money to create a website, and so we need to find a way to supply that need. I'm going to ask of all of you students to help me create some strategic management plan that will allow me to gain the funding, but you also use that funding to potentially hire somebody, the biggest goal I have is to hire one to three people full time, so help me with this mission. However, non-profit organizations once again are their own unique entities, and it's important to consider that when you are hiring people for non-profit organizations you often have to hire them at a lower salary. My organization, though founded in Florida, myself, my father, and two of our board members actually live here in the Washington, DC area. Florida versus Washington, DC area, standard of living costs are very different. If I want to hire somebody with a low salary, sometimes you have to be creative in the way that you offer that position to them. Another part of my goals and another part that you can consider in your strategic management plan is how we are going to secure funding for We too are Vets 501c3, and how might we hire one to three people with low salaries. Once again, these are, I guess challenges that most non-profit organizations are going to have, no matter what organization that you are. It's important to think about this from a overarching, non-profit problem. You can use resources out there that are readily available on the Internet and even on your library, about non-profit organizations and how they do this to get creative in your plan. If you have any questions, I am always free to answer them to lean on. You can lean on me to ask for advice about this. My name is Destinee Prete, and you can find me on LinkedIn. I will make sure that my contact information is available to you throughout this course because the challenge that I'm sharing with you is actually a real challenge. While we are in the initial launch stages of this non-profit organization, we have these goals over the next two years that we would love to be able to hit. Thank you for your time and I look forward to hearing what you come up with. Thanks students.
HCS 385 UP Week 4 Balance Sheet & Income Statement of Hillside Inc Worksheet
Complete the Financial Performance Calculations worksheet. Here is a video of instructor showing how to do assignment.http ...
HCS 385 UP Week 4 Balance Sheet & Income Statement of Hillside Inc Worksheet
Complete the Financial Performance Calculations worksheet. Here is a video of instructor showing how to do assignment.https://learn-us-east-1-prod-fleet01-xythos.conten...
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Arrow Furniture Motivation & Performance Management
PART I:Arrow Furniture is a family-owned and operated manufacturer of high-end furniture located in North Carolina. The fu ...
Arrow Furniture Motivation & Performance Management
PART I:Arrow Furniture is a family-owned and operated manufacturer of high-end furniture located in North Carolina. The furniture industry has suffered from foreign competition over recent years. Nationwide, there have been massive layoffs and several large companies have closed. Arrow’s workers are feeling these pressures and have begun displaying counterproductive behaviors. The HR manager recently told Mary Baker, the family member serving as CEO, that employees are threatening to unionize if they don’t get higher pay and more job security. Mary is upset by this comment because the family has supported employees with decent salaries and health benefits. Higher wages are the last thing the company needs if they are to remain competitive. The Baker family wants to turn things around. They know they will have to be more competitive price-wise. This might be achieved by finding cheaper suppliers, lowering employee labor costs, or increasing productivity. That said, the Baker’s strongly believe that it is important to “take care of their people,” many of whom are lifelong employees.A global car manufacturer is going to open a new facility in the community. It is likely the company will offer higher salaries and better benefits than offered by Arrow Furniture. The firm is known to offer such benefits in an attempt to reduce the need for a union. Jobs at this plant will be more technically advanced than those at Arrow and the company is offering job training to those who are interested. The Bakers are aware that the nature of work at Arrow results in moderate levels of hygiene factors and low motivators.Using the 3-Step Problem-Solving Approach and the Organizing Framework, what should the Bakers do to motivate their employees and get support for the company’s future plans?PART II:Review the following conversation:Marcy: Dana, can I talk to you for a couple of minutes? We’ve been roommates for two years and I think I have a time management problem. I just don’t get enough done in a day. What do you think?Dana: Tell me more. How did you decide that you have a problem?Marcy: I never get everything done on my to-do list. The more I get done, the more I end up adding to the list. Dana: What would solving the problem look like to you?Marcy: Well, I’d get everything done on my list.Dana: Is that realistic?Marcy: It’s not, but what else am I going to do?Dana: What else can you do that will help? Can you work with an advisor? Use a scheduling program?This is an example of coaching. Describe the process of coaching and explain why is it important for managers to be effective coaches.
Santa Monica College SCM GLOBE Cincinnati Seasonings Simulation Model Project
Link (Links to an external site.)This is to SCMGLOBE , watch tutorials You must watch the tutorial videos to understand th ...
Santa Monica College SCM GLOBE Cincinnati Seasonings Simulation Model Project
Link (Links to an external site.)This is to SCMGLOBE , watch tutorials You must watch the tutorial videos to understand the simulation model.Watch the videos https://www.scmglobe.com/online-guide/getting-started/video-tutorials/ (Links to an external site.)Link (Links to an external site.)This assignment will have students work on a simulation project . It is a supply chain model , where the student has to get the supply chain running for 30 days. One student will have the model and work with the student advisors to get the existing supply chain to run without breaking for 30 days . You will go online and view the tutorials and start the simulation in week 5.This case study provides hands-on experience with the central challenge of supply chain management. That challenge is to find the right balance between responsiveness and efficiency. Responsive supply chains have enough inventory on-hand to always meet customer demand, and efficient supply chains always seek to reduce costs and on-hand inventory so as to earn as much profit as possible. Supply chain management is a continuous balancing between these two needs as situations change.SCM Globe case studies are laboratories where students apply what they learn from readings and lectures to solve real supply chain problems. As one professor put it, “the textbook provides the principles, and the simulations teach the moves.”Log onto your SCM Globe account and follow along with this guide. It will walk step- by-step through one possible approach to this case. There are many possible ways to respond to the challenges in the case. Week 5– Supply Chains and SimulationsObjective – introduce simulations as a way to explore supply chain operations.“Our products are selling well and business is growing,” says the owner of Cincinnati Seasonings. “And we know we need to get a handle on our supply chain if we are going to support this growth. So we have high expectations for the improvements you can make in our supply chain operations.”The owner continues, “Up until now we’ve just done whatever we had to do to keep things running. We know we made some less than perfect decisions along the way. But that’s why you’re here – to get our supply chain into shape to move the company to the next level.”You view the tutorial videos to understand the simulation model and here is a guide.The next step is to extend your supply chain to support sales to the new stores in Chicago and Columbus . These new stores will use up some of the excess inventory the supply chain is producing .Student handout for SCM simulationmodel for CINCY Seasoning com fall 2019 2020.pdfActionshelpful hints on second part of simulation adding Chicago and Colubus assignment and adding two citiues 2020.pdfActionsThis is your deliverable and send a screenshot and file to show and demonstrate how you completed the 30 day run !Example of end product assignment to be graded after adding the Chicago store and Columbus OHIO store and run for 30 daysExample of supply chain after adding Colubus Ohio and Chicago ILL.pdfActionsJakob 30 day simulation.pngKeith E 30 day simulation5 PM.pngFARRES submittal 30 day simulation SCM.png
5 pages
Texas V. Johnson
Symbolic speech according to the First Amendment has been defined as actions which will convey a message. The message will ...
Texas V. Johnson
Symbolic speech according to the First Amendment has been defined as actions which will convey a message. The message will be delivered nonverbally ...
Florida Technical College Strategic Management Change Plan Paper
Explain each of the managerial functions: planning, organizing, leading, and controllingcreate a management plan to help i ...
Florida Technical College Strategic Management Change Plan Paper
Explain each of the managerial functions: planning, organizing, leading, and controllingcreate a management plan to help in her efforts in (1) securing funding for We2AreVets 501c3 and (2) hiring one to three people with low salaries. Here is the video for reference:. As a reminder, the plan should cover the following areas:Title pageTable of contentsIntroductionIdentification of the organization's current mission, goals, and strategiesEnvironment analysis -- SWOT analysis (at least three per section)External environmentOpportunities (3)Threats (3)Internal environmentStrengths (3)Weaknesses (3)Formulate at least two alternative strategiesSelect the strategy the organization should pursueExplain how the organization should implement the strategy selectedExplain how the organization will evaluate the resultsFinal group conclusion to wrap up all the topics covered in the contentIndividual conclusions (each member of the team should include their takeaways of the activity)Reference pageParametersOne paper Word documentPage limit: 15 pages (not including the title page and reference list)Font: Times New Roman or Arial, size 12Paper must include a reference page, and all the references should follow APA format However, this case study will be different. We have a manager that will share a situation that she is familiar with in her nonprofit organization. You will have to work with your group on a strategic management plan to help her manage the situation. Watch the video "Providing a Strategic Management Plan Challenge," which will introduce Dr. Destinee Prete and the nonprofit organization she cofounded, We2AreVets 501c3. During the video, she will state the mission and the top three goals of the nonprofit organization for the upcoming year. She will discuss the top two challenges she faces as a nonprofit owner and challenge the students to help her create a strategic management plan that will help her in her efforts in (1) securing funding for We2AreVets 501c3 and (2) hiring one to three people with low salaries. Video transcription from video professor gave us USIC] Welcome Principles of Management students, I'm Dr. Destinee Prete. Some of you might recognize me from another video or two that you will see if you haven't already seen throughout your course. Just a little background information about myself. I have my doctorate, my PhD in IO psychology, which is industrial organizational psychology. I am a IO practitioner by day, what does that mean? I help DOD clients and private clients create certifications and assessments. That's what I do during the day. I have a lot of experience in managerial positions. My previous job, I actually managed a team of over 150 plus, and I also am a veteran, a woman veteran, and so in the military, I was an army officer in the medical services field. Through my dissertation coursework when I was going through my doctorate program, I decided to do my dissertation topic on the Post-911, Women Veteran Transition Experience from the military to civilian workforce. The reason I decided to do that was because when I got out of the military, I had a lot of personal experiences that shaped who I became as a employee and as a manager, but also because during the time after I got out of the military, I started to realize that the military was a sense of identity. It almost became who I was, and so when I got out, I felt lost. I had a whole range of feelings and thoughts about this transition experience, and so through my doctoral program, I was able to measure all of the things that I loved and that I cared about, and that I wanted to research together, and that's why I decided to study this population. Also, during that time, I was inspired to create a non-profit organization. My non-profit organization is called, We Too are Vets 501c3, it is an established non-profit. You can look it up. Myself and my father co-founded this organization, and so I wanted to read the mission statement to you all so that you all understand what this organization is about. We too are Vets 501c3 its purpose is to empower, honor and recognize women veterans as they enter and reintegrate into the civilian workforce. Through our efforts, we will promote the merits of these female service members to civilian employers, to achieve our mission, We too are Vets will collaborate with coaches, mentors, leaders, organizations, and universities to aid in the successful efforts of women veterans re-entering the civilian workforce through inclusion and empowerment opportunities. I know that was a whole lot of information for you. But what I want you to gather from that is that every single service member, man, woman will become a veteran. We call that service member to veteran a transition and you'll hear that throughout if you're connected to this community in any way, you'll hear call the military transition or the military to civilian transition. During this transition, people go through a lot of different experiences. Every experience is individual wise to that person, and so some it might be exciting and easy, and for some, it might be difficult and sad, and they mourn almost that loss of camaraderie and that loss of sense of purpose that the military tends to have along with it. Through that, a lot of times there are challenges in finding employment and then finding that purpose when you get out of the military, and particularly, for women, those challenges and the experiences that they have are very different. That is why the organization exists to help not only women veterans leave with a sense of empowerment and to be honored and recognized for their service, but also to promote these skill sets and these merits to employers and help employers really understand what it means to hire a veteran in their organization, the value of a veteran is what we call that. If any of you have done any service in the military, thank you for your service, I truly do appreciate that, and so many others out there and there are organizations out there to help you along the way. If you want to reach out, please do, one way or the other, I would love to hear from any and all of you, particularly, because what you are about to do in this course is create a strategic management plan for this non-profit organization and helping you with my goals. The goals for the next year are that, officially we need to launch this organization. My dad and I have been sitting on this for a few years, for a number of reasons. We all know what's happened over the last few years, it's been challenging, but in the non-profit community, it has been quite a challenge for so many reasons. The pandemic left funding a little bit dry for some communities, and with the non-profit organizations, although they're called non-profit, it still requires money to do things and to create things and products and situations for people. The non-profit community, the way that you get money is that you have to ask for it and you have to almost compete for it. A lot of organizations out there are competing for funding through foundations or through stakeholders, and so it's a very competitive market, some people might even call it cutthroat market. As somebody as a collaborator myself who has been working alongside many non-profit organizations, it is definitely a challenge, I can tell you. I have watched it, I have witnessed it, and so our main goal is to compete for funding and to gain funding. The reason we want to gain funding is for a lot of things, everything cost money. Even for me to do this Zoom call right now or this meeting on the computer, it costs money to have a Zoom account. It costs money for me to be able to create social media accounts for the organizations. It costs money to create content. It costs money to create a website, and so we need to find a way to supply that need. I'm going to ask of all of you students to help me create some strategic management plan that will allow me to gain the funding, but you also use that funding to potentially hire somebody, the biggest goal I have is to hire one to three people full time, so help me with this mission. However, non-profit organizations once again are their own unique entities, and it's important to consider that when you are hiring people for non-profit organizations you often have to hire them at a lower salary. My organization, though founded in Florida, myself, my father, and two of our board members actually live here in the Washington, DC area. Florida versus Washington, DC area, standard of living costs are very different. If I want to hire somebody with a low salary, sometimes you have to be creative in the way that you offer that position to them. Another part of my goals and another part that you can consider in your strategic management plan is how we are going to secure funding for We too are Vets 501c3, and how might we hire one to three people with low salaries. Once again, these are, I guess challenges that most non-profit organizations are going to have, no matter what organization that you are. It's important to think about this from a overarching, non-profit problem. You can use resources out there that are readily available on the Internet and even on your library, about non-profit organizations and how they do this to get creative in your plan. If you have any questions, I am always free to answer them to lean on. You can lean on me to ask for advice about this. My name is Destinee Prete, and you can find me on LinkedIn. I will make sure that my contact information is available to you throughout this course because the challenge that I'm sharing with you is actually a real challenge. While we are in the initial launch stages of this non-profit organization, we have these goals over the next two years that we would love to be able to hit. Thank you for your time and I look forward to hearing what you come up with. Thanks students.
HCS 385 UP Week 4 Balance Sheet & Income Statement of Hillside Inc Worksheet
Complete the Financial Performance Calculations worksheet. Here is a video of instructor showing how to do assignment.http ...
HCS 385 UP Week 4 Balance Sheet & Income Statement of Hillside Inc Worksheet
Complete the Financial Performance Calculations worksheet. Here is a video of instructor showing how to do assignment.https://learn-us-east-1-prod-fleet01-xythos.conten...
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