330assignment3

 Exercises 3.52, 3.53, 3.54, and 3.55 (page 238)

Project #1 – Garden Glory Project, answer parts A, B, C, and D (page 254-255)

HRMD665 managing verbal and global teams

Discussion#1 

Tell us about a recent team you have been involved with at work. Describe the function of the team, the demographics, knowledge and skills different team members brought to the team, who selected the team members, the types of technology used for team meetings and communication, and the level of success your team had.

Discusson#2  

 

In the second required reading for Week 1, “The Evolving Nature of Work Teams,” four fundamental team dilemmas are mentioned:

  • Self-Interest Dilemma
  • Emotion Recognition Dilemma
  • Information Asymmetry Dilemma
  • Interest Dilemma

Have you experienced any of these dilemmas on a team of which you were a member?  If so, describe the situation and the impact on the team.
 

Psychology-help

  

1.Describe a hypothetical scenario in which a client tries to get you to violate a professional boundary. How can you effectively deal with this, maintaining a good therapeutic relationship with the client while at the same time acting in accordance with the ethics code of the APA? Reference at least two peered reviewed article.

2. At this stage how you define the limits of your own competence as a counselor? How would you hope that these limits will be expanded?

BADM370 – U4DB

Unit 4 – Discussion Board 

Unit:   Quality Management in Logistics and Supply Chain Management

Due Date:   Tue, 9/11/18

 Deliverable Length:   2 Peer Review’s

APA Format, No Grammar Errors, On time, No plagiarism 

Assignment Description

Primary Task Response: The discussion assignment for this week will be a review of the Key Assignment Draft from other students. Your first task is to post your Key Assignment draft to the discussion area so that other students will be able to review your work. Attach your document to your main discussion post, and include any notes that you feel are appropriate in the post.

 You are not being graded on your Key Assignment Draft at this point. The purpose of this assignment is to help improve the quality of your Key Assignment. 

In your submission, include bullet points on what you plan to cover in section IV of your Quality Control Manual, “Quality Tactics and the Logistics and Supply Chain functions.” 

For assistance with your assignment, please use your text, Web resources, and all course materials.

500-750 essay

Length: 2-3 pages (500-750 words)

Grade: 5% of the total grade (description of rubric here预览文档)

Due date: see Canvas for the submission date.

Project 1 consists of a cover letter (prompt here预览文档) and the essay.

For the essay:

In this class, we will be exploring the power of language, images, and stories to persuade the target audience. We will start the journey by analyzing a ‘text’ that is familiar to you: Your Name(s). Changing one’s name into another name—or I call ‘re-naming’—is a common practice among international students when studying abroad. In Project 1, we will see your (re-)naming practice in the US as a rhetoric.

The purpose of Project 1 is to understand the reason why you decide to use a particular name in the US (either using a given name or change it into another name). The essay needs to have two parts:

  1. A description paragraph where you describe your (re-)naming practice include one (and one only!) critical incident (or lived experience) that led you to decide on using that particular name.
  2. An analysis paragraph where you need to analyze this (re-)naming practice in relation to its effectiveness. These are some questions you can address in this section:
    1. What is the purpose of the name? Why did you decide to use this particular name?
    2. Who might be the intended audience for the name be? Who might appreciate or enjoy this name? How can you tell? Who might be disadvantaged by the name?
    3. What stereotypes or possible conflicts could this name perpetuate?

Remember:

  • My Namestory essay, like any other academic essays, needs to have a clear introduction, body, and conclusion.
  • Make sure you use keywords about rhetorics we have learned (e.g. target audience, rhetorical situation, ethos, etc.) in the essay.

HRMT300- U4 Db

Unit 4 – Discussion Board 

Unit:   Optimizing Employee Performance

Due Date:   Tue, 9/11/18

Deliverable Length:   Outline of Key Assignment

APA FORMAT, No Grammar errors & No Plagiarism 

Assignment Description

The discussion assignment for this week includes a review of the Key Assignment Outline completed by one of your classmates, as well as a substantial response to at least 1 other student. 

Primary Task Response:

Senior leadership at Matrix has requested a progress update from you regarding the research that you have conducted thus far on a new performance appraisal system for the organization. It must be in an outline format but detailed enough to ensure that senior leadership is satisfied with your knowledge base thus far. 

Think critically about all that you have learned over the past 3 weeks, and develop what will be called the Outline of your Key Assignment first draft.

Your first task is to post your own Key Assignment Outline to the discussion area so that other students are able to review your plan. 

Attach your document to the main discussion post, and include any notes that you feel are appropriate. 

The purpose of this assignment is to help improve the quality of the Key Assignment draft that you will complete next week.

Three topics from given material

 1 full page of three topics chosen from given material single spaced.  Need today preferably in the next 2 hrs 

http://denniscaplan.fatcow.com/Chapter12.htm

http://maaw.info/Chapter4.htm

http://maaw.info/Chapter6.htm

Discussion reply

reply 1: 

 

HelloFresh core mission and business model are inseparable and always centered around “Changing the way people eat.  Forever”.  As we progress into our new venture, we want to make sure that our mission is not lost.  As we move forward in the coming year’s communication and transparency will be of the utmost importance as changes are going to take place.  At times when changes occur, communication can become muddy and create an atmosphere of non-inclusion.  Here at HelloFresh, we want to deter that from happening.  In doing so, we have created what we call, HelloFresh Future Committee.

The HelloFresh Future Committee is armed with the task of maintaining a formal sustainability structure into all elements of our business.  The committee helps prioritize the interest of our colleagues and customers through sustainability reporting.  The report allows HelloFresh an opportunity to inform our employees and management what is transpiring within the company and how it affects them.  Along with reporting will be scheduled monthly meetings for employees and management to answer questions, express concerns and provide ideas they may have.

The committee will also be used to assist with the integration of Green Chef and HelloFresh, making sure those from Green Chef are introduced to everything from the HelloFresh vision.  In addition to making sure we are receptive to their ideas and willing to create an inclusive environment for both companies allowing them to feel involved and empowered about their contributions.

In our effort to expand our product line to be inclusive to those with food allergies and intolerances, it will be essential, to be honest, and diligent with our efforts to gain buy-in.  The need for more food options that include those with food allergies and intolerances are there.  Acquiring Green Chef provides us an excellent opportunity to enter that arena as they have experience servicing those with food intolerances.  Their knowledge and HelloFresh resources creates a support system for success.  At HelloFresh, we understand when attempting to gain buy-in, relationships are as important as ideas.

Regards,

*****************************************************************

Reply 2:

 

As JC Penney moves to acquire Stitch Fix, my biggest concern is finding and dealing with detractors.  If I cannot instill the dire sense of urgency in everyone at JCP, resistors and detractors will be quickly and publicly removed from the organization.  The speed required to make drastic strategic changes will not allow for any resistors to impede the process.

I will utilize John Kotter’s Eight-Stage Process to implement the integration of our two companies.

  1. Establish a Sense of Urgency by showcasing the terrible market position we are currently in.
    1. Comparable store sales up mere .3%
    2. Steady decrease in overall revenue for 5+ years
    3. JCP currently the lowest valued of all legacy brick and mortar department stores…I will show a chart of current stock prices for several competitors, show us as the lowest.
  2. Create a Guiding Coalition by showing online sales are highest growth area at 20%
    1. Recruit IT/Marketing/Merchandising/Operations SVP’s to lead the path forward
    2. Must be fully formed prior to acquisition
  3. Develop a Vision and Strategy by incorporating young and innovative ideas from SF into the JCP business.  Create a development plan for all executives to move between SF and JC Penney. 
    1. All SF & JCP executives are part of strategy creating.  Joint efforts and teamwork are the name of the game here.
    2. Should be finalized no more than two months after acquisition
  4. Communicate the Change Vision by ensuring all employees must understand that online sales are the path to JCP’s future success, a SF merger is the best way forward as we are not capable of emulating their model on our own.  This begins on the day the deal closes and continues until the combined culture is fully adopted.
  5. Empower Employees for Broad-Based Action by bringing SF employees in the JCP corporate structure allowing them the opportunity to lead in a larger organization.  JCP incumbents must recognize and adopt new innovative ideas, methodologies, and technologies.
  6. Generate Short-Term Wins by allowing employees at all levels to influence operations and integration.  Continuous Process Improvement is key here, especially within the first year.
  7. Consolidate Gains and Produce More Change by rewarding employees from both companies as they adopt the changing business and lead the combined companies into the future.
  8. Anchor New Approaches in the Culture by promoting or moving SF executives within the greater JCP organization.  Front line managers will also receive bonuses for improved integration of omnichannel distribution with the SF model.

HRMT300 U3IP

Unit 3 – Individual Project 

Unit:   The Appraisal Feedback Process

Due Date:   Wed, 9/5/18

Deliverable Length:   700-900 words with a minimum of 4 scholarly references

**APA Format, No grammar errors, No Plagiarism & Must be on Time.  

**************************************************************************

Assignment Description

Your supervisor, Annalise, the Human Resources Director at Matrix, has reviewed your research on performance appraisal feedback and is very impressed with your work.  She asks you to continue research into other potential areas that require improvements. Both of you acknowledge that a major gap may exist in the area of training. She asks you to prepare a report about the following aspects of training:

  • *Why would training be a critical component to executing a new performance appraisal system?
  • *What value would training bring to the process?
  • *Who should be given training within Matrix, and why?
  • *What type of training programs would be required? Describe these in detail.
  • *Who would provide the training at Matrix?
  • *Are there any types of rater bias that can be eliminated or decreased through effective training? 

Please submit your assignment. For assistance with your assignment, please use your text, Web resources, and all course materials.