Ethical Duties

Discussion 1  List two characteristics each of real, intellectual, and personal property.  Do owners of real, intellectual, and personal property each have the same rights under the law?  List how each type of property is treated under the law. Explain why it is in the best interest of society to treat these types of property the same or different. At 250 words Discussion 2  Read the article Governance in the Spotlight: What the Sarbanes-Oxley Act Means for You. In this article, the author outlines the provisions companies are now required to implement. Consider the requirements imposed by Sarbanes-Oxley on corporate boards of directors. Do small businesses and privately held companies have ethical duties? If so, to whom would they owe this duty? Employees? Customers? Vendors? Should the law impose ethical requirements on small businesses or privately held companies or can the marketplace police unethical business behavior? Provide support to justify your position. At least 250 words For more information on Ethical Duties read this: https://en.wikipedia.org/wiki/Ethics

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Communications in the Workplace

As you read the article Communications in the Workplace, make connections between the concepts presented and your own experiences. Share a work experience you have had that relates to the concepts presented in the article. What barriers to communication were at play in the scenario (e.g., different perceptions of a situation, filtering, language, jargon, and ambiguity, cultural and gender differences)? Support your post with concepts from the article and your textbook. For more information on Communications in the Workplace read this: https://en.wikipedia.org/wiki/Workplace_aggression

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Training Manager

Imagine that the leadership team has requested you, as the training manager, to revitalize the management development strategy. As a part of the charge, you are asked to consider executive-level leaders as well.  Create a report of no more than 1,050 words that outlines an approach to revitalize management development programs within a small engineering firm to align with the organization’s culture and future goals.  Write a report that includes the following components: Alternatives for employee and organizational development Considerations for management development Role of executive coaching and mentoring in management development Training content areas used to ensure the quality and productivity in management development in relation to the organization’s culture and future goals The succession planning process and its relationship to management development For more information on Training Manager read this: https://en.wikipedia.org/w/index.php?search=Training+Manager&title=Special%3ASearch&go=Go&ns0=1

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Strategic Mentoring Plan

Strategic Mentoring Plan The summative assignment is a compilation of the revised assignments from weeks one through six. Using the feedback, you receive from the instructor and/or peers as well as the increasing knowledge base you receive from your work in this course, you will modify and refine each weekly assignment to create your Strategic Mentoring Plan. This plan can serve as a key piece of your professional portfolio. The sections of your paper should be compiled in the following order, as specified below: Section 1 – Week 1 Assignment – Mentoring Philosophy & Document Analysis Section II – Week 2 Assignment – Competency Checklist Section III – Week 3 Assignment – Individualized Professional Development Plan Section IV – Week 4 Assignment – Documenting Progress Plan Section V – Week 5 Assignment – Curriculum Planning Form Section VI – Compiled from Weeks 2 & 5 – Resources for Supporting Professional Development List The Strategic Mentoring Plan Must be a minimum of nine double-spaced pages in length (excluding title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.). Must include a separate title page with the following: Title of paper Student’s name Course name and number Instructor’s name Date submitted Must compile all scholarly sources from each weekly assignment in addition to the course text.The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for an assignment Must document all sources in APA style as outlined in the Ashford Writing Center. Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment. Strategic Mentoring Plan The summative assignment is a compilation of the revised assignments from weeks one through six. Using the feedback, you receive from the instructor and/or peers as well as the increasing knowledge base you receive from your work in this course, you will modify and refine each weekly assignment to create your Strategic Mentoring Plan. This plan can serve as a key piece of your professional portfolio. The sections of your paper should be compiled in the following order, as specified below: Section 1 – Week 1 Assignment – Mentoring Philosophy & Document Analysis Section II – Week 2 Assignment – Competency Checklist Section III – Week 3 Assignment – Individualized Professional Development Plan Section IV – Week 4 Assignment – Documenting Progress Plan Section V – Week 5 Assignment – Curriculum Planning Form Section VI – Compiled from Weeks 2 & 5 – Resources for Supporting Professional Development List The Strategic Mentoring Plan Must be a minimum of nine double-spaced pages in length (excluding title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.). Must include a separate title page with the following: Title of paper Student’s name Course name and number Instructor’s name Date submitted Must compile all scholarly sources from each weekly assignment in addition to the course text. The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for an assignment Must document all sources in APA style as outlined in the Ashford Writing Center. Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment. For more information on Strategic Mentoring Plan read this: https://en.wikipedia.org/w/index.php?search=Strategic+Mentoring+Plan&title=Special%3ASearch&go=Go&ns0=1

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Performance Metric

Your highest performing and tenured manager of a 20-person department unexpectedly submitted their two weeks’ notice. Your next-most tenured employee in the department has only 2 years of experience. Additionally, there is a major hospital chain in your area that seems to have the first pick to recruit the talent you need. Develop a 3- to 4-page strategic plan that outlines priorities and steps to mitigate the impact of your employees’ rapid departure. Propose a recruitment plan to fill the managerial position. Develop a pre-boarding checklist and an onboarding plan covering an employee’s first 30, 90, and 180 days with performance metrics.  Identify policies and practices that could have been put in place to proactively avoid this situation. Cite at least 3 reputable references to support your assignment (e.g., trade or industry publications, government or agency websites, scholarly works, or other sources of similar quality). Format your assignment according to APA guidelines. For more information on Performance Metric read this: https://en.wikipedia.org/wiki/Performance_indicator

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Employee Experience

 The employee life cycle is a foundational framework for robust and healthy employee experience and is a major contributor to the success of the organization. It is also a powerful mechanism that can, when well-designed and properly used, make a company a workplace that employees want to be at every day of the week and creativity and innovation show up even when leaders are just hoping for it. Learners are asked to respond to the following question for this last discussion in the course: Which parts of the employment life cycle do you consider most important and why?  Resources Employee Life Cycle Impact on Engagement (2018, Feb 28). Report details how moments that matter & employee value propositions impact worker engagement. PR Newswire. “Among the most critical components shaping (the organization’s engagement) ecosystem is the employee value proposition, the tangible and intangible deal that organizations provide in exchange for employee effort, commitment and performance.” Bradison, P. (2019). HR Matters: From recruiting to onboarding the importance of quality new hire workflows. Alaska Business Monthly, 35(4), 83. This article describes how “employees from multiple generations are seeking employment with a consumer’s approach” when they consider more than the pay structure before applying for a position. Working in HRM Justin, T. C. (2018). Addressing the top HR challenges in 2019. HR Strategy and Planning Excellence Essentials. This preview to the year in HRM in Canada considers these hot topics: “catering to a multi-generational workforce, employee engagement, increasing feedback, attracting and keeping the right employees, and now marijuana in the workplace.” Sato, Y., Kobayashi, N., & Shirasaka, S. (2020). An analysis of human resource management for knowledge workers: Using the three axes of target employee, lifecycle stage, and human resource flow. Review of Integrative Business and Economics Research, 9(1), 140–156. This study considers human resource flow management and how to foster that along with two other HRM initiatives with knowledge workers Tyler, K. (2019). 10 steps to unlocking innovation at your organization. HRMagazine, 64(1), 1. Innovation is a key component for the longevity of an organization and “HR can’t expect to foster an innovative company culture if it does not have an innovative culture within its own function.” This resource is inspiring to help HR professionals find a purpose for their efforts to improve all steps in the employee life cycle and embrace the HR platforms and tools that will help them towards this goal. Case Study Saurombe, M., Barkhuizen, E. N., & Schutte, N. E. (2017). Management perceptions of a higher educational brand for the attraction of talented academic staff. SA Journal of Human Resource Management, 15.??????? This study gives a great example of how managers think about branding in higher education and how academic staff candidates react to branding. For more information on Employee Experience read this: https://en.wikipedia.org/wiki/Employee_experience_management

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Project Management System Resource Center

Quality is often described as the fourth triple-constraint (cost, schedule, and scope). Address project quality by discussing the following key topic elements: First,      in your own words, with appropriate support, define the construct of quality and distinguish quality in the context of project management. Then identify one of the common quality tools designated in the PMBOK® Guide (Project Management Institute, 2017), in the course textbook, or based on your research (i.e., data tables, C&E Analysis, or      Pareto Analysis) used in project quality management and rationalize its use in a specific project scenario. Chapters 11.32, 20, & 21.9 in Project Management: A Systems Approach to Planning, Scheduling, and Controlling Part 1 (Sections 4.7 & 8) & Part 2 (Section 6) in A Guide to the Project Management Body of Knowledge (PMBOK® Guide) Module 3 (p. 4) in Project Management System Resource Center (PMSRC) Aziz, E. E. (2015). Project closing: The small process group with big impact. Paper presented at PMI® Global Congress 2015. EMEA, London, England. Newtown Square, PA: Project Management Institute. Retrieved from https://www.pmi.org/learning/library/importance-of-closing-process-group-9949 Browne, W., Dreitlein, S., My, H., Manzoni, J., & Mere, A. (2016). Two key success factors for global project team leadership: Communications and human resource management. Journal of Information Technology & Economic Development, 7(2), 40-48. Project Management Institute (PMI). (2016, Sep). Improving capability with project management certifications: Telstra’s story. PMI Publications. Retrieved from https://www.pmi.org/-/media/pmi/documents/public/pdf/case-study/telstra-casestudy.pdf Kerzner, H. (2017). Project management: A systems approach to planning, scheduling, and controlling (12th ed.). Hoboken, NJ: John Wiley & Sons. Pinto, J. K. (2015). Project management: Achieving a competitive advantage (4th ed.). Upper Saddle River, NJ: Prentice-Hall. Project Management Institute. (2006, Oct). Code of ethics and professional conduct. Newton Square, PA: PMI Publications. Retrieved from https://www.pmi.org/-/media/pmi/documents/public/pdf/ethics/pmi-code-of-ethics.pdf Project Management Institute. (2017). A guide to the project management body of knowledge (PMBOK® Guide) (6th ed.). Newton Square, PA: PMI Publications. For more information on Project Management System Resource Center  read this: https://en.wikipedia.org/wiki/Project_management_information_system

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Theory of Change

Week 6 Journal A critical part of the mentoring process is creating a visible action plan that captures a group’s theory of change. After reading the chapter, focus on the section titled Make Your Project Visible and use Table 8.3 (do not confuse this with Figure 8.3); reflect on how to put a mentoring plan into action. In the one-page minimum, address the following questions:• How might make a mentoring project’s available resources (e.g., the assets that include time, money, partners, research, and available mentoring expertise) visible allow for thoughtful review by a planning team before, during, and after the project? • How would identifying a mentoring project’s activities and processes (e.g., observing documenting, reflecting, analysis, application, feedback, goal-setting, and modeling) allow for adjustment before, during, and after a project? • How does identifying the expected outcomes for both children and adults involved in a mentoring project increase the chance that the outcomes will be met? • As you reflect on this course, identify and briefly discuss a theme/idea that resonates with you as a leader who is invested in supporting the learning and development of the adults and children involved in early childhood education. For more information on Theory of Change read this: https://en.wikipedia.org/wiki/Theory_of_change

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Mission Statement

I need a minimum of 200 words and all questions answered Does the current company you work for have a mission statement? If you do not currently work for a company, consider the last company you worked for. If there is a mission statement, do you think it is effective? If there is no mission statement, how would your company benefit from developing one? Your journal entry must be at least 200 words. No references   or citations are necessary For more information on Mission Statement read this: https://en.wikipedia.org/wiki/Mission_statement

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Leadership Principle

Two pages, 10-pitch font thesis on any suitable leadership principle obtained from this assigned text, and how it applies to their leadership toolbox as a future Chief Petty Officer of the Navy.  For more information on Leadership, Principle read this:https://en.wikipedia.org/wiki/F%C3%BChrerprinzip 

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