PreparationTo prepare for this assessment:Research characteristics of effective leaders and how leaders build trust, specifically in the virtual team setting.Identify several behaviors that build trust and several behaviors that undermine it.Identify a number of principles of effective leadership in virtual teams.ScenarioYou have been asked by executive leaders in your organization to use your experience and research to develop a training program for a group of newly promoted middle managers. This is a group of experienced and successful front-line supervisors who have been promoted, and now have front-line supervisors reporting to them. Almost all of the supervisors reporting directly to this group of middle managers are located in centers across the United States. The middle managers have limited travel budgets and large areas to control, making in-person meetings very infrequent.Two areas you have been asked to specifically address in your training program are building trust and defining the principles of effective virtual team leadership.Approach the trust issue by identifying seven behaviors that build trust and seven behaviors that undermine trust. You will use examples from your own virtual management experience or examples that you have researched from current, relevant sources to illustrate each of the behaviors that build trust and those that undermine trust.Identify ten leadership principles (especially as they apply to virtual team leadership) and illustrate each principle with examples based on the successes and failures you have experienced or observed in virtual team collaborations, or examples that you have found in your research.As you begin to develop the training, you receive one last instruction from your executive leaders. You are reminded that these managers are not new to supervision and already have significant leadership experience. They will not be engaged by training that treats them as if they are naive about leadership or trust in the workplace. Recognizing the sincerity and genuineness of the hard-earned lessons they have already learned is more likely to have a positive effect on their behaviors as virtual managers.DeliverableCreate a PowerPoint presentation of 27–30 slides of your training on effective leadership and building trust in virtual teams. The more specifically you are able to include examples that demonstrate the principles of virtual leadership and building trust in a virtual environment, the more effective your training will be. Make good use of the presentation slide for identifying your ideas, and use the Notes view to develop your analysis and examples. Submit the PowerPoint deck with the supporting talking points in the Notes section.Strive to make the presentation easy for your target audience to view. The use of graphics is not essential to this assessment, but you may choose to include charts or graphs that enhance or support your points.Your PowerPoint deck should contain the following slides:Title slide. (What will you call your training?)Table of contents. (What is the agenda for this training?)Introduction. (Why are you providing this training?)Behaviors that build trust in virtual teams:One slide for each of seven behaviors (include examples on the same slide as the behavior).Behaviors that undermine trust in virtual team:One slide for each of seven behaviors (include examples on the same slide as the behavior).Principles of effective leadership in virtual teams:One slide for each of ten principles (include examples on the same slide as the principle).References slide. Include a minimum of three research resources. Adhere to APA guidelines for citing resources.It is important that you go beyond identifying the behaviors and principles and offer analysis and evaluation of each. Include answers to the following questions:Why is this behavior important?What impact does it have on the success of the team?What advantages does this behavior or principle have to the team?What costs or risks are experienced by failure in this area?As important as your analysis is, the development of clear, relevant, memorable, fully developed examples to support each of the behaviors and principles is even more important to the success of the training. These stories will serve to anchor the behaviors and principles in real-world situations that will allow the individuals in this training to translate the ideas into action. Without clearly developed examples, this training program could become a collection of good intentions. The goal here is to provide ideas that will be translated into action by the participants.Formatting RequirementsEnsure written communication is free of errors that detract from the overall message and quality.Your presentation should be 27–30 slides, in addition to a title page and references page.Use at least 24-point font.Use at least three scholarly resources.Follow APA rules for attributing sources that support your analysis and conclusions. As 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 nonoriginal idea), the paraphrased idea must be immediately followed by an in-text citation and the source must be listed in your references page.Leadership and Trust in Virtual Teams Scoring GuideCRITERIANON-PERFORMANCEBASICPROFICIENTDISTINGUISHEDDescribe behaviors that build trust in virtual teams in sufficient detail to illustrate specific aspects of the behaviors.Does not identify behaviors that build trust in virtual teams.Identifies behaviors that build trust in virtual teams, but does not sufficiently describe the details or analyze the consequences of these behaviors.Describes behaviors that build trust in virtual teams in sufficient detail to illustrate specific aspects of the behaviors.Analyzes behaviors that build trust in virtual teams to highlight the potential benefits or costs to the outcome of the virtual team.Describe behaviors that undermine trust in virtual teams in sufficient detail to illustrate specific aspects of the behaviors.Does not identify behaviors that undermine trust in virtual teams.Identifies behaviors that undermine trust in virtual teams, but does not sufficiently describe the details or analyze the consequences of these behaviors.Describes behaviors that undermine trust in virtual teams in sufficient detail to illustrate specific aspects of the behaviors.Analyzes behaviors that undermine trust in virtual teams to highlight the potential costs to the outcome of the virtual team.Apply real-world examples to illustrate effective and ineffective behaviors for virtual team leaders in sufficient detail to make them relevant and meaningful.Does not identify real-world examples to illustrate effective and ineffective behaviors for virtual team leaders.Identifies real-world examples to illustrate effective and ineffective behaviors for virtual team leaders, but does not sufficiently describe these examples in ways to make them relevant and meaningful.Applies real-world examples to illustrate effective and ineffective behaviors for virtual team leaders in sufficient detail to make them relevant and meaningful.Interprets real-world examples to illustrate effective and ineffective behaviors for virtual team leaders. Provides a rationale for the interpretation.Describe principles of effective leadership in virtual teams in sufficient detail to illustrate specific aspects of these principles.Does not identify principles of effective leadership in virtual teams.Identifies principles of effective leadership in virtual teams, but does not sufficiently describe or analyze the consequences of these principles.Describes principles of effective leadership in virtual teams in sufficient detail to illustrate specific aspects of the principles.Analyzes principles of effective leadership in virtual teams to highlight the potential costs and benefits to the outcome of the virtual team.

1.n addition to knowing how to measure the effectiveness of a needed change, you must prepare for all the reasons that a project can fail.Discuss change management validity tools for a chosen organization. How could you apply analytical frameworks to illustrate possible project outcomes?2. Rely to the following classmates. Antonio Kirby13 hours ago, at 7:54 PM NEWHello all,Change management validity tools for my current organization, are very simple. For my organization when it comes to any validation that is needed we contact a team that is ran by the Office of Inspector General (OIG). The OIG then comes in and reviews everything within our department, writes a report providing what changes they recommend. This inspection would provide all the tools and components needed to ensure that if we are going to make any changes, what is the best route to take to make them and what is going to be needed to accomplish this. They will also provide a timeline when this should be completed. I have found that this inspection and tool make everything easier for my organization, because we get a team of outsiders to provide the feedback without any basis information allowing for any change recommendation to be honest for both the employee's and the organization. The OIG will also provide proper analytical framework to ensure that everything is completed without any issue and is achievable within the time frame they proivded.3.Rely to the following classmates. Charles Byrd18 hours ago, at 2:47 PM NEWIn my current organization we have made validation a very integral component of the process. To gather validation we have employed the use of independent test teams that each focus on one component of the overall system. They work as a group of beta testers, making an effort to process a wide range of scenarios through the system. These teams are chosen based on being specialists in the use of the specified system component. These specialist users are the most likely to have the best feel for what the capabilities of the system must be and would likely conceive the widest spectrum of scenario possibilities, testing the depth of the component capability. The results of this "beta testing" is then reported through a team leader to the other respective team leaders in the venue of a overall project meeting where any shortcomings can be identified. The thought process is that all individual components must function flawlessly independently. Once that has been achieved, the focus shifts to integration of all components to achieve that same result for the overall system. This has been very successful so far and allows the overall project to progress steadily without sacrificing functionality.

Please address the 10 question sets below in the order in which they appear, using the number of the question set as a heading or inserting it into the first line of your response to that question set. Please cite your sources of information according to APA Style (Links to an external site.)Links to an external site..QUESTION SET ONEThe job application form for sales clerk positions at Dollar and Dime Stores, Inc. (DDS), a national retail chain, asks for date of high school graduation, contact information for all prior employers, arrest record information and proof of U.S. birth. Nicole, the new DDS Human Resources Manager, is worried that some aspects of the form could be problematical and is thinking about modifying it.While she was trying to find time to work on the form, a problem popped up at the DDS Pittsburgh store, where Bob, a sales clerk, assaulted and seriously injured a customer. According to witnesses, when the customer questioned whether Bob had given her the correct change, Bob became enraged and walked around the service counter to physically confront her. Because there was no doubt that Bob was entirely in the wrong, he was immediately fired and banned from ever being reemployed by DDS. Nicole has since learned that DDS was aware of Bob’s history of violence when he was hired.Today brought two new developments in the Bob saga. DDS received a demand letter from the customer’s attorney, seeking compensation for the customer’s injuries and reimbursement for her medical expenses. And DDS got an inquiry from a neighborhood grocery store, where Bob has apparently applied for a cashier position. Bob’s former supervisor is worried about a potentially violent reaction to a bad reference and has asked Nicole to give Bob a glowing review. Nicole’s inclined to do that, if only to avoid more problems.Please analyze the legal issues presented by this fact pattern. Be sure toIdentify each legal issue raised by the facts and identify by name the laws that govern those issues.Identify and describe the rule/test that a court would apply to each issue. If there is a relevant case in the textbook, please identify it, and briefly state how the court applied the test or rule in that case.Then apply the rule or test to the facts in this question set as to each issue that you’ve identified.If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.QUESTION SET TWOJust as Nicole is finally settling in to work on the Dollar and Dime Stores (DDS) application form, two new problems demand her attention.The first relates to Lucia, a sales clerk who’s been complaining for some time about an overly forward customer. Last week she told Nicole that he was getting increasingly nasty when Lucia declined to give him her personal contact info. Now, there’s a new wrinkle. Yesterday, he was apparently waiting for Lucia in the parking lot. When she exited the store after her shift, he was standing by the back door and tried to embrace and kiss her. Nicole had been hoping the problem would just go away and still wishes it would.The second relates to Kim, a new clerk who works the late shift. She called Nicole to complain that her supervisor touches her unnecessarily and invades her personal space, for example, by giving her a hug every day when she arrives for work, patting her on the butt when she walks by, and standing really close to her whenever they have a conversation. Kim’s not asked him to back off because she’s nervous about raising the issue and wants Nicole to handle it. Nicole asked Kim whether she had used the DDS internal complaint procedure. Kim said that she has a copy of it, but doesn’t want to make a formal complaint or put anything in writing. Nor does Kim want anyone, including her supervisor or any other employees at the store, to know that she’s raised these issues because she preferred to stay friends with everyone.Please respond to these questions related to Lucia:What, if anything, should Nicole do about Lucia’s complaints?Might Lucia have a legal claim against DDS?If so, identify the claim and the law on which it would be based, and describe what Lucia would have to prove in order to sustain the claim.Based on what we know, might she be able to do so? Explain your analysis based on our facts and the law.If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.Please respond to these questions related to Kim:What, if anything, should Nicole do about Kim’s complaints?Might Kim have a legal claim against DDS?If so, identify the claim and the law on which it would be based, and describe what Kim would have to prove in order to sustain the claim.Based on what we know, might Kim be able to prevail on that claim? Explain your analysis based on our facts and the law.Assuming that Kim could make out a Title VII claim against DDS and based on the facts in Question Sets 1 and 2, what would be her maximum recovery, and what procedure would she have to use to pursue that claim?Assuming that Kim could make out a Title VII claim, is there a defense that DDS could raise?If so, identify the defense, describe what DDS would have to establish in order to sustain it, and analyze whether DDS would likely to prevail on that defense.If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.QUESTION SET THREEVegan Bread & More (VBM), founded in Brooklyn, New York, made its mark as a local vegan bakery. But thanks to a cash infusion from keen investors, it’s now a national operation, shipping a wide variety of products all over the US from its Spartanburg County, South Carolina facility, which employs 500 people. When VBM first set up the South Carolina operation, it simply hired the truck drivers it needed at that time. A couple of years ago, though, it decided to get out of the employer role. To accomplish that goal, it entered into a contract with a regional staffing agency, Carolina Alternative Staffing (CAS). Pursuant to that contract, VBM terminated all of its drivers; CAS hired them and then assigned the drivers to VBM, where they continued to perform the same work they had been doing. To VBM’s delight, the transition was seamless. Per the contract, CAS is the employer of record and handles all payroll and employment related reporting and paperwork. VBM sets each driver’s hours and routes, provides training, and closely supervises their work.This year, VBM is experimenting with another staffing model. Inspired by Uberst and Lyftty, it’s now a party to half a dozen independent contractor driver agreements. Under the terms of those agreements, those drivers aren’t employees of either VBM or CAS. The drivers are paid a monthly flat fee, a sum based on VBM’s current monthly cost per driver, minus the fees paid to CAS. For operational reasons, the independent drivers drive VBM trucks and are supervised by VBM managers who assign their hours and routes. So far, this model has been a win-win. From VBM’s point of view, the independent contractor format enables VBM to avoid all employer-related problems and liability as well as eliminate the fees it used to pay CAS.To further insulate VBM from the risk of any big money judgements, the independent contractor agreements also contain mandatory arbitration clauses, which require that drivers waive the right to file any VBM work-related claim in any federal, state or local agency, or court. The agreements require that any and all VBM work-related claims be pursued via the VBM grievance and arbitration procedure, which is the sole, final, binding, and exclusive remedy for any and all work-related disputes. The agreement requires that all claims be filed in person in VBM’s Brooklyn, New York business office within 24 hours of the alleged underlying incident, and that any claims not resolved in that office be submitted to an arbitrator designated by VBM.Please analyze each legal issue presented by this fact pattern. Be sure to:Identify each legal issue raised by the facts, and identify by name the laws that govern those issues.Identify and describe the rule/test that a court would apply to each issue. If there is a relevant case in the textbook, please identify it, and briefly state how the court applied the test or rule in that case.Then apply the rule or test to the facts in this question set as to each issue that you’ve identified.If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.QUESTION SET FOURVegan Bread & More (VBM) pays a $23,000 annual salary to Vanessa, the Administrative Assistant to the Director of Staffing and Operations at the South Carolina facility. Vanessa spends most of her work day handling email, other mail and packages; ordering supplies; answering the phone; filing; typing; and greeting visitors to the office. She also works on special events, like employee orientation and training. After reading some HR updates that arrived in the office, Vanessa was inspired to demand overtime pay for last week, when she worked over 60 hours on a big employee training project. But she was told that, because she’s salaried, she’s exempt and not entitled to anything over and above her salary.Please analyze each legal issue presented by this fact pattern. Be sure toIdentify each legal issue raised by the facts in this question set, and identify by name the laws that govern those issues.Identify and describe the rule/test that a court would apply to each issue. If there is a relevant case in the textbook, please identify it, and briefly state how the court applied the test or rule in that case.Then apply that rule or test to the facts in this question set as to each issue that you’ve identified.If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.QUESTION SET FIVEDelcan, a Vegan Bread & More (VBM) baker who has never taken a sick day in his entire 10 years with the company, suffered serious burns while working. After being released from the hospital, where he was treated for a week, Delcan called VBM and applied for his accumulated 30 paid sick days (retroactive to the day that he was injured) and also requested FMLA leave until he was cleared to return to work.Please respond to the following questions related to this fact pattern:What does an employee need to establish to be entitled to leave pursuant to the Family and Medical Leave Act?Using those factors and the facts that we know based on Question Sets 3, 4, and 5, analyze whether Declan is eligible for FMLA leave.Assuming that he is eligible, what is the maximum amount of FMLA leave that he could be entitled to?Assuming that he is eligible for FMLA leave, what are VBM’s obligations to Declan during that leave?Assuming that he is eligible for FMLA leave, how does that leave relate to his paid sick days?Assuming that he is eligible for FMLA leave, what are VBM’s obligations to Declan at the conclusion of his FMLA leave?If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.QUESTION SET SIXNow assume that Declan received FMLA leave and that he used all of his accumulated paid sick days, but on the eve of his scheduled return to work, he submitted a doctor’s note describing a newly diagnosed cardiac condition that requires him to be off work another month for treatment.Please respond to the following questions related to this fact pattern:Is there a federal law that could give Declan the right to an additional month of leave?If so, identify the law, and describe what Declan would have to show to be entitled to that additional leave.Based on the facts set forth in Question Sets 3, 4, 5 and 6 and the law that you have identified, analyze whether Declan would be able to establish eligibility for that additional leave.If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.QUESTION SET SEVENAssume that Declan has reported back to work. Unfortunately, he returned with a medical work restriction that restricts him from lifting anything over 10 pounds. Declan says that he’s really sorry for causing so much trouble, but he just can’t do heavy lifting any more. He acknowledges that his job description requires the ability to repeatedly lift 20-pound trays during the course of a work shift, but asks that his restriction be accommodated.Please analyze each legal issue presented by this fact pattern. Be sure toIdentify the legal issues that this request raises and the federal law that governs VBM’s response to the request.What do you need to know in order to evaluate VBM’s obligation to honor the request?What should VBM do in response to this request? What are its rights and its obligations?If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.QUESTION SET EIGHTMeanwhile, back in VBM’s old Brooklyn, New York facility, where it still has about 100 employees, some of the hourly employees have been circulating a pamphlet about asbestos hazards and a petition for air quality testing. Apparently, the 1925 building where VBM operates is still heated with the original boilers and an extensive network of cast iron pipes and radiators. According to the pamphlets and the petition, that equipment is likely insulated with asbestos, which is known to cause malignant mesothelioma, a potentially deadly cancer.Max, the Brooklyn plant manager, has heard that more than half of the employees have signed the petition and that they plan to submit it to him later this week. Since no one has taken ill so far, Max thinks the whole thing is ridiculous. In fact, he’s heard that if asbestos insulation is just left in place, it presents no serious hazard. The problem mainly arises when asbestos fibers are released into the air, which can occur during maintenance work. Since that doesn’t occur too often and none is planned, he wants to nip this workplace distraction in the bud. To that end, he intends to fire the employees who’ve been circulating the petition, prohibit any further discussion about the petition, and ban its distribution on VBM property.Unbeknownst to him, the employees who are circulating the petition are trying to organize a massive walk out this Friday to protest the presence of asbestos in the building.Please analyze each legal issue presented by this fact pattern. Be sure toIdentify each legal issue raised by the facts and identify by name at least two federal laws that relate to those issues.Identify and describe the rule/test that a court would apply to each issue. If there is a relevant case in the textbook, please identify it, and briefly state how the court applied the test or rule in that case.Then apply the rule or test to the facts in this question set as to each issue that you’ve identified.If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.QUESTION SET NINEVBM has decided to sell the Brooklyn facility to a developer who plans to convert the building into trendy and expensive condos. VBM plans to shut down the Brooklyn plant in two phases over the next 90 days. The first phase will impact bakery and shipping department employees, resulting in the permanent lay off of about 80 employees. In the second and last phase, VBM will permanently lay off the remaining 20 employees. News about the sale and planned condo conversion has spread like a wildfire throughout the plant.Max knows there’s some employee related paperwork that he should be doing, but hasn’t figured out all of it yet. And he’s vaguely aware that he may have some obligations to the employees both before and after they are laid off. But there’s one thing that he knows for sure—to extinguish the possibility of future legal claims and make sure that this shutdown is final in every sense of the word, he wants to offer each employee some modest severance pay in exchange for a complete release and waiver of all claims and a noncompetition and nonsolicitation agreement. He also intends to offer some of the younger, go-getter employees the right to transfer to VBM’s South Carolina plant.Please analyze each legal issue presented by this fact pattern. Be sure toIdentify each legal issue raised by the facts, and identify by name the laws that govern those issues.Identify and describe the rule/test that a court would apply to each issue. If there is a relevant case in the textbook, please identify it, and briefly state how the court applied the test or rule in that case.Then apply the rule or test to the facts in this question set as to each issue that you’ve identified.If additional information would be helpful to your analysis, identify that information and how it would impact your analysis.QUESTION SET TENIn light of the labor and employment law that we have studied, what has been the most significant piece of knowledge that you will take away from this class?