Management Assignment – Case Study

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Case study – Women on the Right Track at CP Rail Women comprise nearly half of Canada’s workforce, but over the last two decades, they have made no progress in obtaining senior management roles. This lack of success may deter younger women from entering certain professions and from learning from role models. Furthermore, research shows that a lack of diversity can affect retention, productivity, and innovation. Companies with more female senior managers have a higher return on equity than those with lower rates of female senior managers. With this research in mind, CP Rail undertook three initiatives to increase the number of women managers: Each department must have diversity goals. Mentoring programs for females have been established. Senior women discuss their careers in forums. Women on Track offers networking opportunities. To date, the program has been successful, with the number of women in senior management doubling over 5 years. Questions Compare CP Rail’s initiatives to advance women with the recommended six-step program for the implementation of employment equity. Review the list in Highlights in HRM 3.1 (retention strategies). What more could CP Rail undertake? Here is Highlight H.R.M 3.1 ( retention strategies ) see bellow. 2. Case study “Fairmont Hotels and Resorts” Corporate social responsibility through environmental sensitivity, among others, has recently surfaced as a pressing organizational issue. However, Fairmont Hotels and Resorts has been one of the firms in the forefront with its Green Partnership program. The Toronto-based company initiated a chain-wide environmental program in 1990; it has now spread to more than 40 locations globally,, winning several international awards along the way. Fairmont became particularly interested in the initiatives because of its locations in sensitive environments such as national parks, biosphere reserves, and wetlands. The environmental pro-gram now includes eco-innovation projects at..

 
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CS/90

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DUE DATE THU 7/07 @ 5PM

Grading Rubric for Cases

 

Your grade is a combination of the following elements:

 

1. Appropriate length of answer. One paragraph per question answered. Individual question minimum of 3 well-structured sentences in 12 point font.

 

2. Identification of correct human resource or management topic.

 

3. Full quality answers which include research to determine how to apply standards, regulations, or laws covering human resources. These cases require you to research current federal employment law, regulations, and issues in order to answer them correctly.  Review “Website resources” tab. Also you can google topics, laws, cases, etc.

 

4. Correct notation of sources listed at the bottom of each answered case. You should list the textbook and any websites or other resources you used; cite direct quotes from sources in parenthesis and put (author’s last name, page #).

Case #90 “Surfing the Internet on Company Time, p. 265 – Please read through this case and feel free to include any personal experiences you have had at work or that you know about through other sources. You may also want to google to see if there is any law or regulation that applies to this situation. There is no policy mentioned, so you will have to determine if there should be a policy or even if any wrong has happened. Either way, you must justify your answer. Answer questions on page 265.

Your answer should be at least 2-3 pages with references listed at the end of the document on page 4 and in MLA 7th edition forma

 
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Week 3 Assignment 1

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Case Study 1: Walmart Manages Ethics and Compliance Challenges

Due Week 3 and worth 200 points

Read “Case Study 3: Walmart Manages Ethics and Compliance Challenges,” located on page 407 of the textbook. Then, read the article titled, “The Good, the Bad, and Wal-Mart”, located at http://www.workplacefairness.org/reports/good-bad-wal-mart/wal-mart.php.

Write a four to six (4-6) page paper in which you:

Examine the manner in which Walmart’s business philosophy has impacted its perception of being unethical towards supply and employee stakeholders. Provide one (1) example of Walmart in an unethical situation.

Determine the major effects that Walmart’s business philosophy has had on its human resource practices and policies.

Analyze two (2) of the legal mandates that workers and U.S. government has accused Walmart of violating. Provide an explanation as to why these legal mandates were violated, citing specific violations.

Evaluate the efficiency of the structure of the ethical decision making framework that Walmart has used in making its decisions. Provide a rationale for your response.

Recommend two (2) actions that Walmart’s Human Resources Department should take in order to improve the employees’ perspectives of Walmart’s human resources policies. Provide a rationale for your recommendations.

Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other similar Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. NO PLAGIARISM!!! I will email you the case study out the book

 
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HRMN 367 WEEK 3

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Activity #1

The GLOBE study built on another study conducted by Geert Hofstede, one of the most comprehensive studies of how values in the workplace are influenced by culture. In Hofstede’s study, he describes and measures 6 cultural dimensions – some of which were also used in the GLOBE study : Power Distance, Individualism, Masculinity, Uncertainty Avoidance, Long Term Orientation and Indulgence.

1) Go to this page: https://www.hofstede-insights.com/product/compare-countries/

and select United States.

2) Choose another country (of your choice)  to be able to see a comparison of their scores.

3) What can you tell us about the difference between the U.S. and the other country?

Please respond to two colleagues. You may give input or opinions on cultures that you know, or have lived in. Remember that these results are general and may not apply to every experience or example you have seen.

Task: Submit to complete this assignment Global Assignment table

Create a table that compares two societal cultures on the nine dimensions of culture identified by the GLOBE project. Depending on the countries you choose, you may need to do more research. Your table should have three columns, one with the nine dimensions, one with the first country, and one with the second country.

Following is an example of comparing one dimension between Germany and China:

Dimension

Germany

China

Assertiveness

  • GLOBE scores: West 4.55 & East 4.73
  • Highest 25% GLOBE study
  • Work relationships are to the point and strict
  • GLOBE score: 3.76
  • Moderate range score
  • Indirect approach to communication

Background and Summary of GLOBE

The Wharton Business School of the University of Pennsylvania was the home of the GLOBE Research Project, which investigated variations in business leadership worldwide.  GLOBE comprised 170 researchers in 62 societies over 11 years.  The research team’s stated objective was…
To determine the extent to which the practices and values of business leadership are universal (i.e., are similar globally), and the extent to which they are specific to just a few societies.

The team is attained this objective.  GLOBE’s findings present to us all a breakthrough in our ability to think about business leadership in a way that is accurate, action-oriented, and – most importantly – genuinely global.
Any organization that devotes resources to developing global leaders now has within its grasp the data and the guideposts to accomplish this critical goal.  It’s now possible with unprecedented confidence to assess, develop, and measure top leadership talent in a way that captures the full meaning of “global.”

The first report from the GLOBE team was an 818-page book by R.J. House et al., Culture, Leadership, and Organizations,  published by Sage in 2004; this précis addresses the 2004 publication only.  A second report of the GLOBE team was published in 2007 (note).  A third report is in press.  The other three articles at Grovewell.com/GLOBE (total 8,500 words) provide all those responsible for leadership development with an overview and interpretation of the findings reported in 2004.

The first question addressed by the team was which measurement standards (“independent variables”) to use to be precise about the similarities and differences among various societal and organizational cultures. Their efforts yielded nine “cultural dimensions” that serve as their standard of measurement.
Performance OrientationUncertainty AvoidanceHumane OrientationInstitutional CollectivismIn-Group CollectivismAssertivenessGender EgalitarianismFuture OrientationPower Distance

IFSM 305 week 3

responding this week

 
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Best & Worst Training Experience Essay

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BEST AND WORST TRAINING EXPERIENCES ESSAY

This assignment is worth 20% of your final grade. It gives you an opportunity to apply concepts and theories from the textbook to your real-life experiences in training programs. You must complete this assignment individually, without contacting other students, and you may not use a paper or any part of a paper from a previous class or from another person. The assignment addresses Course Objectives 1, 4, and 5.

Most of us have had to participate in some type of training on our jobs, such as new employee orientation, lunch-and-learn workshops, Employee Assistance Program training, technical skill training, employee benefits update meetings, or management development workshops. Some of us have experienced on-the-job training. Others have participated in professional development workshops or skills-based continuing education classes. Think about the best and worst training experiences you have had. What made the best experiences excellent and what made the worst experiences terrible?

YOUR ASSIGNMENT

Write an 8-10 page essay (not including cover and reference pages) analyzing one of your best training experiences and one of your worst training experiences. Be specific in discussing what made the experiences good or bad. Please review the content of Weeks 4-8 on learning theories, the design of training, training evaluation, transfer of training, and training methods. This material should be reflected in your essay.

Your essay should include brief descriptions of the training experiences:

· The target audience

· The objective(s) of the training (see Week 5)

· The training site

· Training methods used (see Weeks 7 and 8)

The major focus of your paper is your analysis, which is worth 65% of the grade for this assignment. Your analysis should include:

· An assessment of the specific factors that contributed to the success or ineffectiveness of the training; for example, consider these questions:

· Did the training achieve its objective(s)?

· Was the training site conducive to learning?

· Were the methods chosen appropriate for the topic and the audience?

· Did you have opportunities to practice and receive feedback?

· A discussion of the learning theory or theories that you believe guided the training (see Week 4).

· A discussion of how your learning as well as the effectiveness of the training were evaluated (see Week 6).

· An assessment of the competencies, knowledge, and/or skills demonstrated or not demonstrated by the trainer(s). The Association for Talent Development (ATD) has developed a competency model for TD professionals that includes foundational competencies and specific areas of expertise. Click on the link below to access an interactive version of the competency model (for example, click on Training Delivery to see the definition of this area of expertise and behavioral indicators):

https://www.td.org/Certification/Competency-Model

· A discussion of whether or not you transferred what you learned to your job, whether or not you had any relapses, and what contributed to your successful or unsuccessful transfer and/or to your relapses (see Week 4).

· Your specific recommendations for improving the training, based on what you now know about effective training programs.

The information above should be included in your paper but you are free to organize your essay in whatever way makes sense to you. You may use the first person (“I attended a program” or “the trainer told us”) in discussing your experiences. Support your analysis with citations from the readings from this class or other HR courses, and additional resources posted in our classroom. Make sure you define all key terms and cite the source(s) of your definition. Since this is not primarily a research paper, no specific number of references is required. However, you must cite your sources.

Use APA format for all citations, quotations, and references. References should be listed on a separate page as required by APA style. Your paper should be double spaced with one inch margins and a font size of at least 11 points; do not include any spaces between paragraphs or sections.

Submit your assignment electronically via the Assignment folder.

Name your file this way: YourLastNameFirstInitial_Best&WorstTng Exp

(Example: DoeJ_Best&WorstTng Exp

Due date: Sunday, [07/22/2018], 11:59 p.m. Eastern time.

Please see the next page for the grading criteria for this assignment.

Criteria for Grading Best and Worst Training Experiences Essay
A

B

C

F

Points Earned

Knowledge and Application of Relevant Concepts and Theories

(65 pts)

Student demonstrated exceptional knowledge of relevant theories and concepts; student did an exceptional job of applying theories and concepts to workplace training experiences; all statements and opinions were supported by appropriate citations from the course materials and from other sources.

65 – 59 points

Student demonstrated satisfactory knowledge of relevant theories and concepts; student did a satisfactory job of applying theories and concepts to workplace training experiences; most statements and opinions were supported by appropriate citations primarily from the course materials.

58 – 52 points

Student demonstrated less than satisfactory knowledge of relevant theories and concepts; student did a less than satisfactory job of applying theories and concepts to workplace training experiences; some statements and opinions were not supported by appropriate citations.

51 – 46 points

Student demonstrated unsatisfactory knowledge of relevant theories and concepts; student did an inadequate job of applying theories and concepts to workplace training experiences; many statements and opinions were not supported by appropriate citations.

45 – 0 points

Comments

Presentation of Ideas and Mechanics

(30 pts)

Student presented ideas in a clear, compelling manner; essay contained few distracting writing, grammar, and/or spelling problems; the page length requirement was met.

30 – 27 points

Student presented ideas in an organized manner; essay contained several distracting writing, grammar, and/or spelling problems; the page length requirement may have been slightly exceeded.

26 – 24 points

Student presented ideas in a somewhat organized manner; essay contained a number of distracting grammar and/or spelling problems; the page length requirement may not have been met.

23 – 21 points

Student presented ideas in a poorly organized manner; essay contained many distracting writing, grammar, and/or spelling problems; the page length requirement was not met.

20 – 0 points

Comments

APA formatting

(5 pts)

All citations, quotations, and references were formatted correctly or contained only one or two minor errors.

5.0 – 4.5

Most citations, quotations, and references were formatted correctly or contained a few minor errors.

4.4 – 4.0 points

Some citations, quotations, and references were not formatted correctly or contained major errors.

3.9 – 3.5 points

Many citations, quotations, and references were not formatted correctly or contained many errors.

3.4 – 0 points

Comments

Total Points Earned

(100 points max)

 
Overall Comments

 

2

 
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Organizational Behavior

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OL 342 Final Project Guidelines and Rubric

Overview Organizations across multiple industries have experienced change related to internal and external influences founded upon behavioral theories. Short- and long- term organizational success requires leaders to distinguish connections between these influences and individual, group, and organizational behaviors. Organizational behavior reviews the usual suspects that influence organizational performance and sustainability, including, but not limited to, leadership approach and style, motivational methods and models, internal and external culture, individual behaviors, attitudes, and individual perceptions.

The purpose of this project is to explore these topics from the three specific layers related to organizations: the individual, the group, and the entire organizational system. The project will be a case study analysis of an organization. The analysis will include exploring the organizational modeling, the leadership theory used, and the organizational culture of the company in the case study. By examining an organization through the case study, you will better understand how the different aspects of organizational behavior manifest themselves within a company and how that influences the operations of the company. You will use this case study for this project: The GM Culture Crisis: What Leaders Must Learn From This Culture Case Study.

In this assignment, you will demonstrate your mastery of the following course outcomes:

 

 Analyze organizational shifts in common business practices in the form of structure or design throughout history for their influence on modern organizational ideals

 Assess internal and external influences to ensure alignment with organizational outcomes

 Analyze behavioral cause and effect in terms of the organizational outcomes in both employee and organizational performance  Analyze the impact of culture on organizational operations for its influence on leadership styles and motivational theories on behavior within the

organization

 Apply organizational behavior models and decision-making tools used by management in a business organization

 

Prompt For this project, you will analyze a real-world case study through the lens of organizational behavior, including at least cultural, diverse, motivational, and leadership model perspectives. You will identify these key components within the case study, using proper organizational behavior terminology, and discuss the impacts each appears to have within the organization itself.

Specifically, the following critical elements must be addressed:

I. Introduction

A. How is the organization described in the case study? What are its key attributes? What are its strengths and weaknesses?

 

 

 

 

II. Organizational Modeling A. Describe a current behavioral organizational model used in the case study. B. Compare the current behavioral organizational model used above to other models used within the industry and also within external related

industries. C. Explain why there are differences between the organizational model used by the organization in the case study and those used by organizations

in another similar industry. In other words, what are some of the reasons for using these different organizational models? D. Compare the current impact of culture on current organizational models to the impact culture has had on past organizational models. E. Explain how the organization is or is not operating within an organizational model unique to its industry. F. Explain if motivational models have shifted in comparison to the organizational modeling trends.

III. Evaluate Leadership Theory

A. Describe a leadership style used in the case study and why there was a shift in leadership style throughout the case study. B. Explain the characteristics and decisions of management in the case study that help explain the shift in leadership style. C. Identify the internal and external influences on the organization that may have caused the shift in leadership style. Be sure to explain your

choices. D. Describe the relationship between a leadership style used by the organization in the case study and the decision-making process.

 

IV. Assess Organizational Culture A. Discuss the internal culture present within the organization. Be sure to utilize terms relative to organizational behavior. B. Identify specific examples from the case study that demonstrate the internal culture present within the organization.

V. Insights and Conclusions

A. Explain why the leadership style(s) and internal culture of the organization complement each other or do not complement each other. B. Explain whether or not the changes in leadership style or internal culture of the organization influenced each other. C. Explain how the leadership styles and internal culture of the organization may have influenced the behavior of the employees within the

organization. You could consider providing specific instances or examples from within the case study to support your response.

Milestone One: Introduction and Organizational Modeling

Milestones

In Module Three, you will write a short paper that addresses Sections I and II of the final project. This milestone will be graded with the Milestone One Rubric.

Milestone Two: Leadership Theory, Organizational Culture, Insights and Conclusions In Module Five, you will write a short paper that addresses Sections III, IV, and V of the final project. This milestone will be graded with the Milestone Two Rubric.

 

 

 

 

Final Project Submission: Organizational Analysis In Module Seven, you will complete and submit your final organizational analysis. This submission will be graded with the Final Project Rubric, below.

 

Final Project Rubric Guidelines for Submission: Submit assignment as a Word document with double spacing, 12-point Times New Roman font, and one-inch margins.

 

Critical Elements Exemplary (100%) Proficient (85%) Needs Improvement (55%) Not Evident (0%) Value

Introduction: Organization

Meets “Proficient” criteria, and description is an especially comprehensive overview of the organization

Describes key attributes, strengths, and weaknesses of the organization in the case study

Describes key attributes, strengths, and weaknesses of the organization in the case study, but description is cursory or inaccurate

Does not describe key attributes, strengths, and weaknesses of the organization in the case study

5.5

Organizational Modeling: Current

Organizational Model [OL-342-05]

Meets “Proficient” criteria and describes the behavioral organizational model used in a way that is especially comprehensive

Describes a current behavioral organizational model used by the organization in the case study

Describes a current behavioral organizational model used by the organization in the case study, but description is cursory or inaccurate

Does not describe a current behavioral organizational model used by the organization in the case study

6

Organizational Modeling: Other

Models

[OL-342-05]

Meets “Proficient” criteria, and comparison demonstrates a nuanced understanding of the behavioral organizational models used in the industry of the organization in the case study as well as other related industries

Compares the current behavioral model used by the organization to other models used within the industry and also external related industries

Compares the current behavioral model used by the organization to other models used within the industry and also external related industries, but comparison is cursory or inappropriate

Does not compare the current behavioral model used by the organization to other models used within the industry and also external related industries

6

Organizational Modeling: Differences

[OL-342-03]

Meets “Proficient” criteria, and explanation demonstrates a nuanced understanding of the differences of organizational modeling in different industries

Explains why there are differences between the modeling used by the organization in the case study and organizations in another industry

Explains why there are differences between the modeling used by the organization in the case study and organizations in another industry, but explanation is cursory or inappropriate

Does not explain why there are differences between the modeling used by the organization in the case study and organizations in another industry and why they are different

6

 

 

 

 

Organizational Modeling: Culture

[OL-342-04]

Meets “Proficient” criteria, and comparison demonstrates a nuanced understanding of the impact of culture on the development of organizational models throughout history

Compares the current impact of culture on current organizational models in comparison to the impact culture has had on past organizational models

Compares the current impact of culture on current organizational models in comparison to the impact culture has had on past organizational models, but comparison is cursory or inaccurate

Does not compare the current impact of culture on current organizational models in comparison to the impact culture has had on past organizational models

6

Organizational Modeling: Unique

[OL-342-02]

Meets “Proficient” criteria, and explanation demonstrates keen insight into the organizational models used in the industry of the organization in the case study

Explains how the organization is or is not operating within an organizational model unique to the industry

Explains how the organization is or is not operating within an organizational model unique to the industry, but explanation is cursory or inappropriate

Does not explain how the organization is or is not operating within an organizational model unique to the industry

6

Organizational Modeling:

Motivational Models [OL-342-04]

Meets “Proficient” criteria, and explanation demonstrates keen insight into the current state of organizational modeling and how motivational models align or do not align with current trends

Explains if motivational models have shifted or have not shifted in comparison to the organizational modeling trends

Explains if motivational models have shifted or have not shifted in comparison to the organizational modeling trends, but explanation is cursory or inappropriate

Does not explain if motivational models have shifted or have not shifted in comparison to the organizational modeling trends

6

Evaluate Leadership Theory: Leadership

Style [OL-342-04]

Meets “Proficient” criteria, and description demonstrates a nuanced understanding of leadership styles and why they can change

Describes a leadership style used in the case study and why there was a shift in leadership style throughout the case study

Describes a leadership style used in the case study and why there was a shift in leadership style throughout the case study, but explanation is cursory

Does not describe a leadership style used in the case study and why there was a shift in leadership style throughout the case study

6

Evaluate Leadership Theory:

Characteristics and Decisions

[OL-342-01]

Meets “Proficient” criteria, and explanation demonstrates keen insight into how the behaviors of management in the case study may have influenced the shift in leadership style

Explain the characteristics and decisions of management in the case study that help explain the shift in leadership style

Explain the characteristics and decisions of management in the case study that help explain the shift in leadership style, but explanation is cursory or inappropriate

Does not explain the characteristics and decisions of management in the case study that help explain the shift in leadership style

6

Evaluate Leadership Theory: Internal and External Influences

[OL-342-01]

Meets “Proficient” criteria, and explanation demonstrates keen insight into how internal and external influences on the organization in the case study may have influenced the shift in leadership style

Explains the internal and external influences on the organization that may have caused the shift in leadership style

Explains the internal and external influences on the organization that may have caused the shift in leadership style, but explanation is cursory or inappropriate

Does not explain the internal and external influences on the organization that may have caused the shift in leadership style

6

 

 

 

 

Evaluate Leadership Theory: Relationship

[OL-342-05]

Meets “Proficient” criteria and makes cogent connections between a leadership style used in the case study and the decision-making processes

Describes the relationship between a leadership style used in the case study and the decision-making process

Describes the relationship between a leadership style used in the case study and the decision-making process, but explanation is cursory or inappropriate

Does not describe the relationship between a leadership style used in the case study and the decision- making process

6

Assess Organizational Culture: Internal

Culture [OL-342-02]

Meets “Proficient” criteria, and the discussion is an especially comprehensive overview of the internal culture of the organization

Discusses the internal culture present within the organization using terms relative to organizational behavior

Discusses the internal culture present within the organization using terms relative to organizational behavior, but discussion is cursory or inappropriate

Does not discuss the internal culture present within the organization using terms relative to organizational behavior

6

Assess Organizational Culture: Examples

[OL-342-03]

Meets “Proficient” criteria, and identification demonstrates a nuanced understanding of the internal culture present within the organization

Identifies specific examples from the case study that demonstrate the internal culture present within the organization

Identifies examples from the case study that demonstrate the internal culture present within the organization, but identification is inappropriate

Does not identify examples from the case study that demonstrate the internal culture present within the organization

6

Insights and Conclusions: Complement [OL-342-02]

Meets “Proficient” criteria, and explanation demonstrates a nuanced understanding of how leadership styles and culture complement each other

Explains why the leadership style(s) and internal culture of the organization complement each other or do not complement each other

Explains why the leadership style(s) and internal culture of the organization complement each other or do not complement each other, but explanation is cursory or inappropriate

Does not explain why the leadership style(s) and internal culture of the organization complement each other or do not complement each other

6

Insights and Conclusions:

Influenced Each Other [OL-342-01]

Meets “Proficient” criteria, and explanation demonstrates a nuanced understanding of the influence that leadership styles and culture have on one another within the organization

Explains whether or not the changes in leadership style or internal culture of the organization influenced each other

Explains whether or not the changes in leadership style or internal culture of the organization influenced each other, but explanation is cursory

Does not explain whether or not the changes in leadership style or internal culture of the organization influenced each other

6

Insights and Conclusions: Employees [OL-342-03]

Meets “Proficient” criteria, and explanation provides cogent example for how employee behavior was influenced by the leadership styles and internal culture of the organization

Explains how the leadership styles and internal culture of the organization may have influenced the behavior of the employees within the organization

Explains how the leadership styles and internal culture of the organization may have influenced the behavior of the employees within the organization, but explanation is cursory or inappropriate

Does not explain how the leadership styles and internal culture of the organization may have influenced the behavior of the employees within the organization

6

 

 

 

 

Articulation of Response

Submission is free of errors related to citations, grammar, spelling, syntax, and organization and is presented in a professional and easy-to-read format

Submission has no major errors related to citations, grammar, spelling, syntax, or organization

Submission has major errors related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas

Submission has critical errors related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas

4.5

Total 100%

 
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Wk 5 Team – EEOC Seminar

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The purpose of this assignment is to outline the managerial skills necessary for communicating in a multicultural organization.

Visit the Equal Employment Opportunity (EEOC) website. Find a real case involving job discrimination.

Design a seminar to train the new managers who are replacing those who demonstrated discrimination. This seminar should define the new managers’ roles of establishing an organizational climate in which all employees feel valued and can contribute to the success of the company.

Choose how you want to deliver your training plan.

For example, you may choose to create a 3 to 5-slide Microsoft® PowerPoint® presentation with speaker notes, or an equivalent multimedia program or technology application such as video, audio, or web conferencing software.

Research the changing demographics of the U.S. workforce to support your seminar.

Include the following in your seminar:

My assigned topic is: Discuss projected demographics for this company in terms of age, ethnicity, gender, lifestyle, and language. How might these factors influence communication inside and outside the company? I attached here with the power point template to get us the project started, my name is Gbenga and needs to provide at least 3 to 5 slides.

Format your assignment according to appropriate course-level APA guidelines. Include a reference page.

Submit your assignment.

Present your EEOC Seminar.

 
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Read The Case Study 13-1, Ethical Decision Making: Situation 3. Then, Answer The Following Questions: What Should Essex Do?

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Read the Case Study 13-1, Ethical Decision Making: Situation 3. Then, answer the following questions:

  • What should Essex do?
  • What, if any, ethical principles help guide      decision-making in this situation?
  • What management practices should be in place to ensure      proper behavior without violating individual “rights”?
  • Apply the normative theories of business ethics to this      situation.

You must submit your answers, using the Assignment Template, to the appropriate Dropbox folder by Saturday at 11:59 pm CT.  Before submitting, make sure to thoroughly read your assignment to ensure you understand all the details required to successfully submit the assignment.

 
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DETERMINING THE CHANGE

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Change Diagnostic Model

Over time many different models have been developed to evaluate and analyse company’s performance. This paper analyses JP Morgan Chase Bank and Bank of America using the 7-S, (Structure, strategy, system, style, staff, superordi-nate goals and skills) Framework, (Waterman 1980). It was developed by the McKinsey & Robert Waterman, company consultant; Julien Phillips and Tom Peters, (Waterman 1980). The model is characterised by two propositions: organisation effectiveness is derived from the interaction of multiple factors; secondly, successful change needs attention to the interconnectedness of the variable.

Structure is the organisational design in a formal way, (Waterman 1980). Strategy refers to “the company’s chosen route to competitive success” while systems are procedures employed in various organisational departments such as finance an accounting, (Alexander 2011). Styles comprises of patterns followed by an organisation when handling challenges, carrying out daily operations and how it behaves when need arises. On the other hand skills are referred to as the special attributes or capabilities possessed by the subordinate staff working in different departments, (Waterman 1980). The superordinate goal is the major aim and objective that the firm is striving to attain or meet in future, (Alexander 2011).it is the driving force. Finally, Staff is described as the processes involved for human resource development in an organisation, (Waterman 1980). All these combined together, provides a full image of any organisation.

Rationale for 7-S Framework Model

Due to various reasons, I preferred to use 7-S Framework in my analysis to other diagnostic model. First, the 7-S covers all parts of the organisation starting from the company goals to the staff. Unlike the Congruence Model of Nadler and Tushman’s, 7-S framework provides clear elements to focus on while initiating changes in an organisation. This makes it easier and faster to find areas that require changes as well as expected resistance.

Secondly, the two banks, Bank of America and Chase Bank are currently facing stiff competition from other local and internal banks, (Kitov 2012). Therefore, by using 7-Framework, both weaknesses and opportunities are pointed out clearly hence initiating changes in the respective areas to cope the stiff completion. The market in which the organisations operate also contributed to my choice of 7-S framework. Both Bank of America and JP Morgan Chase Bank are in the banking sector and operate in an international market, (Kitov 2012). For the sake of survival in this market they need well stated vision which represents a goal, well organised structures, systems and highly expertise personnel. All of these aspects are well evaluated and covered under 7-S model as compared to other models.

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References

Alexander Michalski, (2011). The McKinsey 7-S Framework: Invented in the 1980s and Still

A Possibility for Success Today, Open Publishing GmbH

Bank of America Corporation Form 10-K. (2016). Sec.gov. Retrieved 16 March 2016, from

http://www.sec.gov/Archives/edgar/data/70858/000119312509041126/d10k.htm

J.P. Morgan Chase & Co. (2016). Company Information and Profile of J.P. Morgan &Co.

Retrieved 25 March 2016 from: http://www.makingafortune.biz/list-of-companies-j/j-p-morgan-chase-co.htm

Kitov, I. (2012). Cross comparison and modeling of Goldman Sachs, Morgan Stanley,

JPMorgan Chase, Bank of America, and Franklin Resources.Morgan Stanley, JPmorgan Chase, Bank of America, and Franklin Resources (December 6, 2012).

Waterman, Peters, and Phillips, (1980): The 7-S Framework

 
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3 Discussion Board Questions- 3 Paragraphs Each

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Answer the following and only can use the provided textbook plus North American website references:

 

Week 4 Discussion 1

What examples of orientation have you had as a new hire that have been particularly effective or ineffective? Explain.

Week 4 Discussion 2

Discuss the steps an employer should take to develop and implement its policy regarding employment-at-will?

Week 4 Discussion 3

For the three primary causes of voluntary turnover (desirability of leaving, ease of leaving, alternatives), might their relative importance depend on the type of employee or type of job? Explain.

 
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