7 Mistakes Job Seekers Make Online

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Visit the link and watch the video: https://vimeo.com/36612128

Write the 3 most important things you learned about the speaker’s topic

You don’t need to write intro and summary or use any reference, just write down the 3 most important things you learned from the video. You can as well fit them into 3 long paragraphs

2 pages double space 

Intercultural Communication Paper

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 It consists of two parts:

Part 1:

Complete the INCA survey and develop a one-page reflection summarizing your ideas.
Part 2:

Select 3 critical incidents and analyze them. Frame your analyses of each incident using the dimensions from the INCA survey. Your analysis should contain at least three scholarly references that pertain directly to the incident. Your analysis should be complete and supported by the literature not an opinion.

Complete both parts in a formal written paper using APA format. Use headings to mark each part: Part 1 and Part 2. Use subheadings to indicate the discussion of each critical incident. Please review the requirements for all written assignments on page 3 of the syllabus. You should also review the course rubric for a breakdown of the assignment scoring.

Include a chart or graph to support your written analysis. Just be sure to explain the information presented in the chart or graph.

INCA is an acronym for Intercultural Competency Assessment. The purpose of the INCA survey is for you to examine your intercultural awareness and assess your cultural sensitivity. This activity is designed to help you become aware of your own attitude towards cultural diversity. The dimensions of cultural competence measured by the INCA survey are:1) Tolerance of ambiguity, 2) Behavioral flexibility, 3) Communicative awareness, 4) Knowledge discovery, 5) Respect for Otherness, and 6) Empathy.

NOTE: This project and the instrument created was funded by the Council of Europe and the Leonardo da Vinci II Program.  You can read more about this project, if you are interested, here:

https://ec.europa.eu/migrant-integration/librarydoc/the-inca-project-intercultural-competence-assessment

Directions: Complete all of the INCA Survey questions. When you are done, use the INCA survey student manual to help you analyze your results. Read about the different dimensions of intercultural competency and what they mean. 

Job Analysis and Competency Modeling

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Job Analysis and Competency Modeling

Review this week’s readings on job analysis and competency modeling, and comment on the applicability of the methodologies for determining required knowledge, skills and abilities for three different types of positions: administrative and professional positions, supervisory and entry level management positions, and executive positions. For which types of positions are job analysis and competency modeling most applicable? When, and under what conditions, are job analysis and competency modeling most effective as strategic tools? Explain your answer, referencing course readings and other academic sources. (Must be at least 300 words and use at least 3 references below.) 

References:

Mason, C., & Lin, L. (2008). The application of a streamlined job analysis to human resource systems: Important considerations, best practices, and lessons learned. Paper presented at the 22nd annual meeting of the Society for Industrial and Organizational Psychology, San Francisco, CA.

Sanchez, J. I., & Levine, E. L. (2009). What is (or should be) the difference between competency modeling and traditional job analysis? Human Resource Management Review, 19(2), 53-63.

Voskuijl, O. F., & Evers, A. (2009). Job Analysis and Competency Modeling. Oxford Handbooks Online.

Barrett, G.V., Doverspike, D., & Young, C.M. (2010). Executive and managerial assessment. Retrieved from https://redshelf.com (Links to an external site.) 

Reed, L.M., McCloy, R.A., & Whetzel, D.L. (2010). Assessment for administrative and professional jobs. Retrieved from https://redshelf.com (Links to an external site.) 

Schneider, B., & Konz, A.M. (1989). Strategic job analysis. Human Resources Management, 28, 51-63. 

Schmit, M.J., & Strange, J.M. (2010). Assessment for Supervisory and Early Leadership Roles. Retrieved from https://redshelf.com (Links to an external site.) 

Shppmann, J.S. (2010). Competencies, job analysis, and the next generation of modeling. Retrieved from https://redshelf.com (Links to an external site.) 

The instruction to follow is in the browse files. 0 plagiarism.

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I need 300 words for this discussion post. follow the instruction in the file

The instruction to follow is in the browse files. 0 plagiarism. Please zero plagiarism

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This is another discussion forum, I need 300 words and please follow the instructions in the files. please submit on time. chapter 3 text is added

discussion 12,13,14

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please read attachment with discussions and chapter findings. 

MGMT5/2

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  PLEASE READ THE ASSIGNMENT CAREFULLY!

350-500 WORDS

There have been effective female corporate leaders like Sheryl Sandberg, Meg Whitman, Phebe Novakovic, Ursula Burns, Indra Nooyi, and Ellen Kullman. However, women currently hold 4.6% of chief executive officer (CEO) positions; 16.9% of board seats; and 14.6% of executive positions (Catalyst, 2014). Discuss the following:

  • Do you   think there is a glass ceiling for women leaders? How would you explain the gender gap for women? Justify and support your answer with data and scholarly references. 
  • Identify a well-known past or present woman (someone your classmates could find historical information about) that you would consider a great leader. 
    • Identify 5 qualities that make her a great leader. Are those qualities unique to her being a female? 
    • Review some decisions made by her and discuss whether you think those decisions would have been the same if a male was in that role. 
  • When you review the profiles of female world leaders like former Prime Minister Benazir Bhutto of Pakistan, Gro Marlem Brundtland of Norway; and President Dilma Rousseff of Brazil, do you see differences in external perceptions, pressures, and reactions because they are female leaders? If yes, how do  you account for these differences? If no, what evidence do you have that they are treated the same as male leaders? 

Please support your responses with appropriate data and research. 

Reference: Catalyst. (2014, March 3). U.S. women in business pyramid. Retrieved from http://www.catalyst.org/knowledge/us-women-business-0

mgmt 5ip

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Library Research Assignment 5-7 PAGES

  • Select two  leadership theories discussed in this course and give a brief summary of  the findings in your research. 
  • Provide a critical analysis of scholarly works on this theory (use at least 3–5 scholarly works). 
  • Identify conflicts or criticism of the theories found in your work. 
  • Determine  if there are gaps in the literature and propose the potential for further scholarly research topics. 
  • Compare and contrast different perspectives on the theories. 
  • Summarize  your own perspective on the theories. 

Use APA format for your literature review.

ODC 5.2

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Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear,and use examples to reinforce your ideas. 

Based upon the course readings, supplementary materials, and your own literature search via the CTU online library, create the following:

  • Make a simple Excel spreadsheet for your project that contains a proposed time line and budget. This will be attached to your final Organizational Change Action Plan.
  • Provide at   least 2 scholarly resources to support your response. 

Use the LIBRARY or the MGMT Doctoral Library for help.

300 Word Discussion Board – APA – 1 Recently Scholarly Reference

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****Q&A Format Required****

Module 5: Discussion Forum

No unread replies.22 replies.

Individual performance appraisals, which are conducted on an annual or semi-annual basis, have been criticized over the last decade. In fact, many researchers and practitioners promote the benefits of daily and consistent performance feedback.  Many merit and bonus pay systems take into consideration an individual or team’s performance levels or ratings. Therefore, for many organizations, it is critical to have a system in place that measures the performance and productivity of individuals, teams, departments, and the organization as a whole.  Leadership has an influential role in an organizational culture and overall performance of an organization.

In this discussion, research a leadership’s role in performance management and how individual performance can be linked to the organization’s strategies. Provide two performance management strategies that can make a positive impact on the organization.

Answer the above using the question and answer (Q&A) format.  The Q&A format should include the original question along with your response. Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from  CSU Global online library or the Internet, and provide the full citation at the end of your post. Use APA guidelines (at the CSU Global Writing Center )  to format your references. Your total word count must be at least 300 words excluding the original questions.