Description
How does your mobile phone habits demonstrate your sensitivity to business etiquette?
(Any/All information used from the book to make your claim stronger, must be cites properly in your response)
No citations please. Ill add something from the book later.
Chapter that we are studying right now is Chapter 2
Collaboration, Interpersonal Communication, and Business Etiquette.
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TU Mod 3 Business International Leadership Styles and The Tribe Case Study
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TU Mod 3 Business International Leadership Styles and The Tribe Case Study
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LEADERSHIP STYLES AND THE TRIBE
Overview
For this case, you will fully discuss transformational leadership theory, using credible sources to back your work.
Case
Perform research and describe a team or organization that uses a transformational approach.
Compare the transformational environment you outlined above to a non-leadership environment (laissez-faire).
What are the key differences between the two approaches?
In terms of morale, productivity, and overall commitment, what do you think the key differences are between organizations that use a transformational approach and those with non-leaders?
CASE 15-1 When the Transfer Backfires, business and finance assignment help
Book: Supervisory Management 9th Edition Authors: Mosley/ Mosley/ Pietri CASE 15-1 When the Transfer Backfires Jane ...
CASE 15-1 When the Transfer Backfires, business and finance assignment help
Book: Supervisory Management 9th Edition Authors: Mosley/ Mosley/ Pietri CASE 15-1 When the Transfer Backfires Jane Smith abruptly Rose and stormed out of the office of Robert Trent, the director of purchasing at a major Eastern University. As she made her hasty exit, Trent wondered what had gone wrong with the seemingly perfect play- one that would have read his Department of a "problem" employee. How could his well-constructed plan, using the University's formal transfer system, have failed so miserably, leaving him with an even more unmanageable situations It had all begun in January, when Trent decided something must be done about Smith's performance and attitude. The process was made a little more awkward by the University's not having a formal employee performance-appraisal policy and program. Each department was left with the right to develop and conduct its own employee appraisals. This meant each department could choose whether or not to appraise an employee, as well as choose the format and procedure to be used. In January, Trent decided to conduct an appraisal of Smith. After writing down some weaknesses in her performance and attitude, he called her in to discuss them. He cited the various weaknesses to her, but, admittedly, most were highly subjective in nature. In only a few instances did he give specific and objective references and did not give Smith a copy of his findings. During the appraisal interview, he hinted possibly that she didn't "fit in" and she " probably would be much happier in some other place." In any event, he was satisfied he begun the process for eventually ridding the department of her. He reasoned, if all else failed, this pressure would ultimately force her to quit. At the time, he hardly noticed she was strangely quiet through the whole meeting. As time went by, Smith's attitude and performance did not improve. In March, Trent was elated to learn an opening existed in another department and Smith was interested in transferring. The University's formal transfer policy required Trent to complete the Employee Transfer Evaluation Form- which he gladly did. As a matter of fact, he traded Smith mostly "outstanding" on the performance in attitude factors. He was so pleased at having the opportunity to use the transfer system he called the other department manager and spoke glowingly of Smith's abilities and performance. Although he had been the purchasing director for only 8 months, having been recruited from another College, he even pointed with pride to the Smiths five years of experience. In April, much to Trent's dismay, it was announced Smith lost the transfer opportunity to a better qualified candidate. Robert Trent was shocked when Smith's transfer was turned down. To further complicate matters, Trent realized he would have to face Smith in May when it was time to discuss annual pay raises, that included both merit-pay considerations and a cost-of-living adjustment. This would be even more difficult because Smith's performance and attitude has not improved since the January appraisal. If anything, they were worse. Trent just finished the May meeting with Smith by telling her the bad news: based on both performance an attitude, she should not be recommended for a cost-of-living or Merit pay increase for the new year beginning July 1st. Smith, armed with the transfer evaluation forms ( completed and given to her in March), threatened to use all internal and external systems for organizational justice due her. As Trent pondered this dilemma, he fully recognized Smith's unique status within the university's community. She was the wife of a distinguished, tenured professor of business, and this situation provided additional pressure. As if this were not enough, he had to contend with the office social process pivoting around a weekly coffee group greatly influenced by Smith. It was not unusual for the former director of purchasing ( who retired after 25 years of service) to attend these gatherings. Of course, Smith kept this group fully apprised of her continuing troubles with" this new, young purchasing director who is hardly dry behind the ears." Case Questions 1. What are the facts Trent must consider now? 2. What Avenues are now open to Trent? What does this case say to you about the need for supervisors to act morally? 3. Do you believe some supervisors are untruthful or recommendations are concerned? Explain. 4. What three functions are salaries meant to perform? 5. To what extent should employee appraisals be used in salary adjustments? Explain.
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MGTS 3301 Columbia University Wk 1 Porters Five Forces Case Analysis
This is a case analysis, Using Porter’s Five Forces.
Need 600+ words, and follow the template.
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Fresno Adult School Americans Population Regression Model Essay
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BSBMKG607B Manage market research Assessment Task 1 - Marketing homework help
BSBMKG607B Manage market researchAssessment Task 1Procedure From the case study provided you are required to complete the following steps:1. Develop guidelines reflecting organisational policy and procedures to be used for conducting research. These guidelines for research must provide information and guidance under the following headings: OHS Data privacy Staff involvement KPIs Quality of data.2. Meet with and commission a staff member (your assessor) to develop detailed work plans for how research will be undertaken, using the guidelines you have established. Make sure you agree on the format of the materials (print/electronic/oral, etc.) and a date for the provision of these materials.When the staff member returns the plans to you, you will need to review the plans to identify the following and providing a written Work Plan Summary (document) – the steps below should be the main sections of your summary:1. Resources: Identify all required resources to support the implementation of the plans by: a. creating a list of all required resources b. completing the Resource requisition/acquisition form provided for each resource.2. Consultants: Identify preferred consultants by: a. describing requirements for external consultants within the project plan b. detailing selection criteria for selection of external consultants c. identifying which consultant/s from the preapproved list is/are suitable.3. Providers and suppliers: Identify preferred providers and suppliers by: describing requirements for goods and services within the project plan detailing selection criteria for selection of providers and suppliers identifying which providers and suppliers from the preapproved list is/are suitable.Task Specifications You must provide:A written Organisational Guidelines for Conducting Research (Step 1)A brief written summary of your meeting with the staff member you commissioned for research (Step 2)A written Work Plan Summary (Steps 3-5) with completed acquisition forms.Your assessor will be looking for: • Evidence that you have examined the case study and reviewed organisational requirements to develop market research plans. Distance-based learners: • Complete assessment as per instructions, except the meeting with your staff member (the assessor) will be via phone or Skype or other live telephone or video medium.Attachments:
University of Phoenix Discrimination and Harassment Case Study
Identify a situation that could be considered an example of discrimination and/or harassment in the workplace. This can be ...
University of Phoenix Discrimination and Harassment Case Study
Identify a situation that could be considered an example of discrimination and/or harassment in the workplace. This can be something that you have experienced or seen in person, or something that you create.Write a short 4- to 6-sentence case study scenario that describes this incident. Conduct a 700- to 1,050-word analysis of the case study on the same document.Include the following in your analysis:Explain the type of discrimination and/or harassment that took place in your case study scenario. What were the key indicators that this behavior was a violation of workplace policy? Summarize how to conduct a proper investigation of these claims. Determine which U.S. employment laws were violated in your case study scenario. How were the laws violated? What change(s) would you make to minimize future occurrences of these violations?Cite and reference at least two outside resources according to APA formatting guidelines.Use Cardillo/APA Sample Paper to format title, headers, and reference pages ( FILE ATTACHED)
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Most Popular Content
TU Mod 3 Business International Leadership Styles and The Tribe Case Study
Module 3 - Case
LEADERSHIP STYLES AND THE TRIBE
Overview
For this case, you will fully discuss transformational lead ...
TU Mod 3 Business International Leadership Styles and The Tribe Case Study
Module 3 - Case
LEADERSHIP STYLES AND THE TRIBE
Overview
For this case, you will fully discuss transformational leadership theory, using credible sources to back your work.
Case
Perform research and describe a team or organization that uses a transformational approach.
Compare the transformational environment you outlined above to a non-leadership environment (laissez-faire).
What are the key differences between the two approaches?
In terms of morale, productivity, and overall commitment, what do you think the key differences are between organizations that use a transformational approach and those with non-leaders?
CASE 15-1 When the Transfer Backfires, business and finance assignment help
Book: Supervisory Management 9th Edition Authors: Mosley/ Mosley/ Pietri CASE 15-1 When the Transfer Backfires Jane ...
CASE 15-1 When the Transfer Backfires, business and finance assignment help
Book: Supervisory Management 9th Edition Authors: Mosley/ Mosley/ Pietri CASE 15-1 When the Transfer Backfires Jane Smith abruptly Rose and stormed out of the office of Robert Trent, the director of purchasing at a major Eastern University. As she made her hasty exit, Trent wondered what had gone wrong with the seemingly perfect play- one that would have read his Department of a "problem" employee. How could his well-constructed plan, using the University's formal transfer system, have failed so miserably, leaving him with an even more unmanageable situations It had all begun in January, when Trent decided something must be done about Smith's performance and attitude. The process was made a little more awkward by the University's not having a formal employee performance-appraisal policy and program. Each department was left with the right to develop and conduct its own employee appraisals. This meant each department could choose whether or not to appraise an employee, as well as choose the format and procedure to be used. In January, Trent decided to conduct an appraisal of Smith. After writing down some weaknesses in her performance and attitude, he called her in to discuss them. He cited the various weaknesses to her, but, admittedly, most were highly subjective in nature. In only a few instances did he give specific and objective references and did not give Smith a copy of his findings. During the appraisal interview, he hinted possibly that she didn't "fit in" and she " probably would be much happier in some other place." In any event, he was satisfied he begun the process for eventually ridding the department of her. He reasoned, if all else failed, this pressure would ultimately force her to quit. At the time, he hardly noticed she was strangely quiet through the whole meeting. As time went by, Smith's attitude and performance did not improve. In March, Trent was elated to learn an opening existed in another department and Smith was interested in transferring. The University's formal transfer policy required Trent to complete the Employee Transfer Evaluation Form- which he gladly did. As a matter of fact, he traded Smith mostly "outstanding" on the performance in attitude factors. He was so pleased at having the opportunity to use the transfer system he called the other department manager and spoke glowingly of Smith's abilities and performance. Although he had been the purchasing director for only 8 months, having been recruited from another College, he even pointed with pride to the Smiths five years of experience. In April, much to Trent's dismay, it was announced Smith lost the transfer opportunity to a better qualified candidate. Robert Trent was shocked when Smith's transfer was turned down. To further complicate matters, Trent realized he would have to face Smith in May when it was time to discuss annual pay raises, that included both merit-pay considerations and a cost-of-living adjustment. This would be even more difficult because Smith's performance and attitude has not improved since the January appraisal. If anything, they were worse. Trent just finished the May meeting with Smith by telling her the bad news: based on both performance an attitude, she should not be recommended for a cost-of-living or Merit pay increase for the new year beginning July 1st. Smith, armed with the transfer evaluation forms ( completed and given to her in March), threatened to use all internal and external systems for organizational justice due her. As Trent pondered this dilemma, he fully recognized Smith's unique status within the university's community. She was the wife of a distinguished, tenured professor of business, and this situation provided additional pressure. As if this were not enough, he had to contend with the office social process pivoting around a weekly coffee group greatly influenced by Smith. It was not unusual for the former director of purchasing ( who retired after 25 years of service) to attend these gatherings. Of course, Smith kept this group fully apprised of her continuing troubles with" this new, young purchasing director who is hardly dry behind the ears." Case Questions 1. What are the facts Trent must consider now? 2. What Avenues are now open to Trent? What does this case say to you about the need for supervisors to act morally? 3. Do you believe some supervisors are untruthful or recommendations are concerned? Explain. 4. What three functions are salaries meant to perform? 5. To what extent should employee appraisals be used in salary adjustments? Explain.
MGTS 3301 Columbia University Wk 1 Porters Five Forces Case Analysis
This is a case analysis, Using Porter’s Five Forces.
Need 600+ words, and follow the template.
The case we analyze is Ca ...
MGTS 3301 Columbia University Wk 1 Porters Five Forces Case Analysis
This is a case analysis, Using Porter’s Five Forces.
Need 600+ words, and follow the template.
The case we analyze is Case - (Strategic Alliances): Qantas
Qantas 2020-Annual-Report-ASX.pdf
Fresno Adult School Americans Population Regression Model Essay
Compute and report the correlations among the following six variables. Copy and paste the Excel correlation matrix into yo ...
Fresno Adult School Americans Population Regression Model Essay
Compute and report the correlations among the following six variables. Copy and paste the Excel correlation matrix into your Word doc.How worried are Americans about infection? Use “very” time series.How worried are Americans about the economy? Use “very” time seriesDo Americans approve of Trump’s response to the coronavirus crisis? Use the “disapprove” time series“Last Price” time series“Total Deaths” time series“Dow Daily Index” time series Treating “Last Price” as the “y” variable (data is in red) and the other five variables as the “x” variables. Use multiple regression to do the following: Please answer the following questions:Copy and paste the Excel Regression output into your Word doc.Model Interpret the slope for the two variables Worry over Covid infection and Dow Ind. Average IndexWhich predictor (“x”) variables if any are statistically predictive of “Last Price”Compute and interpret the explanatory power of the model R2.What criterion in regression are we trying to minimize when we estimate our regression model?Write down the population regression model.What are the assumptions we make when we estimate a regression model?
BSBMKG607B Manage market research Assessment Task 1 - Marketing homework help
BSBMKG607B Manage market researchAssessment Task 1Procedure From the case study provided you are required to complete the ...
BSBMKG607B Manage market research Assessment Task 1 - Marketing homework help
BSBMKG607B Manage market researchAssessment Task 1Procedure From the case study provided you are required to complete the following steps:1. Develop guidelines reflecting organisational policy and procedures to be used for conducting research. These guidelines for research must provide information and guidance under the following headings: OHS Data privacy Staff involvement KPIs Quality of data.2. Meet with and commission a staff member (your assessor) to develop detailed work plans for how research will be undertaken, using the guidelines you have established. Make sure you agree on the format of the materials (print/electronic/oral, etc.) and a date for the provision of these materials.When the staff member returns the plans to you, you will need to review the plans to identify the following and providing a written Work Plan Summary (document) – the steps below should be the main sections of your summary:1. Resources: Identify all required resources to support the implementation of the plans by: a. creating a list of all required resources b. completing the Resource requisition/acquisition form provided for each resource.2. Consultants: Identify preferred consultants by: a. describing requirements for external consultants within the project plan b. detailing selection criteria for selection of external consultants c. identifying which consultant/s from the preapproved list is/are suitable.3. Providers and suppliers: Identify preferred providers and suppliers by: describing requirements for goods and services within the project plan detailing selection criteria for selection of providers and suppliers identifying which providers and suppliers from the preapproved list is/are suitable.Task Specifications You must provide:A written Organisational Guidelines for Conducting Research (Step 1)A brief written summary of your meeting with the staff member you commissioned for research (Step 2)A written Work Plan Summary (Steps 3-5) with completed acquisition forms.Your assessor will be looking for: • Evidence that you have examined the case study and reviewed organisational requirements to develop market research plans. Distance-based learners: • Complete assessment as per instructions, except the meeting with your staff member (the assessor) will be via phone or Skype or other live telephone or video medium.Attachments:
University of Phoenix Discrimination and Harassment Case Study
Identify a situation that could be considered an example of discrimination and/or harassment in the workplace. This can be ...
University of Phoenix Discrimination and Harassment Case Study
Identify a situation that could be considered an example of discrimination and/or harassment in the workplace. This can be something that you have experienced or seen in person, or something that you create.Write a short 4- to 6-sentence case study scenario that describes this incident. Conduct a 700- to 1,050-word analysis of the case study on the same document.Include the following in your analysis:Explain the type of discrimination and/or harassment that took place in your case study scenario. What were the key indicators that this behavior was a violation of workplace policy? Summarize how to conduct a proper investigation of these claims. Determine which U.S. employment laws were violated in your case study scenario. How were the laws violated? What change(s) would you make to minimize future occurrences of these violations?Cite and reference at least two outside resources according to APA formatting guidelines.Use Cardillo/APA Sample Paper to format title, headers, and reference pages ( FILE ATTACHED)
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