Essays, Discussion Posts and Peer replies, research paper

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Please find attached the details of the assignment and study material for this week. 

Let me know if you have any questions/concerns. 

Thank you!

Discussion post

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The following is the question and study material is attached!

Reflection and Discussion Forum  

Reflect on the assigned readings for the week. Identify what you thought was the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding.

 

Also, provide a graduate-level response to each of the following questions:

1. How would a manager use the progressive disciplinary action approach? How would the use of this approach prevent employees from being surprised if they are terminated?

2. Why are discipline and disciplinary action essential at any organization? What methods do firms use to ensure a disciplined workforce?

[Your initial post should be at least 500+ words and in APA format (including Times New Roman with font size 12 and double spaced). Post the actual body of your paper in the discussion thread then attach a Word version of the paper for APA review]

Short Essay

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Following is the question for the Short essay and attached is the study material.

Define employment at will. Are there legal exceptions to the employment-at-will doctrine? How can employers protect themselves from wrongful discharge lawsuits? Discuss (600+ words)

The assignment is to answer the question provided above in essay form. This is to be in narrative form and should be as thorough as possible. Bullet points should not to be used. The paper should be at least 1.5 – 2 pages in length, Times New Roman 12-pt font, double-spaced, 1 inch margins and utilizing at least one outside scholarly or professional source related to human resource management. The textbook should also be utilized. Do not insert excess line spacing. APA formatting and citation should be used.

Employee Development and Performance

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I have a paper to write. Is it possible for you to complete a whole new paper with no plagiarism by Thursday?

Can someone do my Week 3 Discussion 2 and Week 4 Discussion plus Week 4 journal?

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Week 4 Discussion 1

 

Read

  • Week 4 Lecture
  • Chapter 7 of the course text, Principles of Marketing

Geodemographic Segmentation: Finding Your People

Geodemographics is a common and effective means to segment potential customers. Leveraging both demographic (e.g., gender, age, income, marital status) and psychographic (e.g., habits, hobbies, spending habits, values) data, households can be classified into segments, and the relative attractiveness of these segments for your product or service can be determined.

In this discussion forum, you’re going to take the geodemographic system Claritas (Links to an external site.) and determine which segment best describes you. Then, exploring map data, you’ll assess how common your segment is for where you live and where you could live among more people like yourself! Finally, with knowledge of your segment’s profile, you’re going to suggest a promotion for your internship brand targeted specifically to your segment.

Discussion Question 1 week 6

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Please respond to the following:

  • Imagine that your organization has expanded into a new country requiring several employees to live there for the duration of their employment. Create one social and control function to assist the expatriate’s experience, and then suggest a systematic approach using one psychological function to share with future expatriates. Justify your response. Note: You may reference any country of your choice in your response.

Resistance Risk Mitigation Intervention Table Overview

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Supporting Document 2: Resistance Risk Mitigation Intervention Table

Overview

Using the same scenario from Identifying the Organizational Learning Issue, you realize that transitioning your organization to a learning environment may not be as easy as first imagined. You have encountered several resistance issues relating to the culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge. You decide to gather a decision-making team to assist in identifying the high or moderate resistance risks that may stop or slow down the process of this transition. The decision-making team must also recommend some mitigation intervention to lower the identified resistance risks to either moderate or low. For example, a high resistance risk can become moderate or low and moderate resistance risk can become low.

Your final product will be a table that identifies five issues related to the organization’s culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge. You must also provide a description of each resistance issue and rate the resistance risk before the mitigation intervention as either High (H) or Moderate (M). Then, you must provide a description of your team’s mitigation intervention and determine the resistance risk’s downgrade from High (H) to Moderate (M) or Low (L) and/or Moderate (M) to Low (L) after the mitigation intervention.
 

Instructions

Create a table in which you:

  1. Determine one challenge in the culture that may cause a major resistance to the transition from individual learning to organizational learning. Next, recommend one mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
  2. Predict one psychological learning threat that may result from the transition and then provide one mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
  3. Assess the current organization structure as it relates to the free flow of knowledge, then specify one issue that may cause a major resistance to the transition. Provide one mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
  4. Critique the workforce commitment to this transition and predict one major resistance you may encounter. Next, provide a mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
  5. Propose one dissemination of knowledge issue with the recipients’ ability to absorb the knowledge and comprehend it into action (that is, motivating the recipient to share knowledge). Next, provide one mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
  6. Use the Resistance Risk Mitigation Intervention Table template located here. You may also use Microsoft Word or other equivalent software to create a table in an equivalent format for this supporting document.

The specific course learning outcome associated with this assignment is:

  • Create a table to identify transition resistance risks and an intervention to mitigate each.

W6A1

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Risk Management Plan

The PCNet Project (B) **Dynamically Managing Residual Risk**

Assignment is based on the case study

This case was written by Christoph H. Loch, Professor of Technology and Operations Management at INSEAD. It is based on real events, but the names of all companies and participants have been disguised. Any similarity with existing companies is accidental. The case is intended to be used as a basis for class discussion rather than to illustrate the effective or ineffective handling of an administrative situation.

Note: The assignments depend on one another (last assignment attached) In this assignment, you will create a risk management plan. You have a budget of $100,000 and a timeline of six months for the plan. Please refer to the Risk Management Plan Template (Figure A-1 in Practical Project Risk Management) to create the plan.

Write an 8–10 page paper in which you:

1. Prepare the scope and objectives of the Risk Management Process section of the Risk Management Plan, based on the facts presented in the case study.

2. Determine the project size, based on the facts presented in the case study, and provide justification based on the Example Project Sizing Tool (Figure 3-4 in Practical Project Risk Management).

3. Select the risk tools and techniques, and complete the Risk Tools and Techniques section of the Risk Management Plan for both the qualitative and quantitative aspects of the project. Provide a rationale for the selections.

4. Develop the Risk Reviews and Reporting section of the Risk Management Plan, based on the project size previously determined.

5. Define the Probability and Impacts section of the Risk Management Plan, and justify the values assigned.

6. Define the Risk Thresholds section of the Risk Management Plan, and justify the values assigned.

7. Use at least three quality resources in this assignment. Note: Wikipedia and similar websites do not qualify as quality resources.

This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.

The specific course learning outcome associated with this assignment is:

· Create a risk management plan that includes justification to support your rationale.

W6D1

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Review the Monte Carlo Analysis method presented in Chapter 15 in Practical Project Risk Management. Then, determine whether you would recommend to a project manager the use of this methodology for a large, complex project. Include an example to support your response. If you would not recommend the use of a method such as Monte Carlo, explain what you would recommend as an alternative tool that would allow the project manager to make informed decisions. Provide a rationale for your recommendation.

I need a discussion for week 6 and a response to 2 Classmates for my Recruit, Develop, Assess, Reward and Retain Class

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Letting People Go

You have identified an individual in your department who falls into the bottom 10%. Using Jack’s advice on no surprises and no humiliation, how would you approach the conversation with the individual? Specifically outline how you would prepare for the meeting. Where and when would you have the conversation? What documentation or other resources will you want to have with you at the meeting?

Post your initial response by Wednesday, midnight of your time zone, and reply with suggestions for improvement to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​​

1st class to respond to

 Tiara Collins RE: Week 6 DiscussionCOLLAPSE

Hello Professor and Class,

 You have identified an individual in your department who falls into the bottom 10%. Using Jack’s advice on no surprises and no humiliation, how would you approach the conversation with the individual?

My goal of the meeting and approach would be to find out why are they falling in the 10% (1). I want to understand and have empathy with the subordinate. I would want to make sure it is in private because the chance that others could over hear the conversation is not a good thing. I would make sure I could have it over maybe the morning coffee with them in the conference room to make them feel more comfortable (2). I would ensure I am actively listening.  

Specifically outline how you would prepare for the meeting.

I would make sure I set the time aside to show the person that they are important. I also would make sure I am using facts to show them that this wasn’t the same level they were performing at. I would show them the level I wanted to encourage to get them to that level.

Where and when would you have the conversation?

In a conference room or in their office. I would make sure I sit next to them so it shows we are on the same side of this improvement. I would want them to feel comfortable to understand I am trying to work with them and we are on the same team. I would have the meeting mid-morning.

What documentation or other resources will you want to have with you at the meeting?

I would have any training items that I could suggest for them to get out of the 10 percent. I also would have the documents that show the difference in the levels. I also would have a calendar to try to put a timeline together if we were brainstorming to make the subordinate better. I also would have a not book and pen to take notes. I also will have the questions I want answered written down.

Tiara Collins

  1. https://www.forbes.com/sites/forbescoachescouncil/2017/07/17/14-ways-to-approach-conflict-and-difficult-conversations-at-work/?sh=1d44d7ee3cfd
  2. https://www.bustle.com/articles/181666-11-tips-for-making-people-feel-comfortable-around-you

2nd response to classmate

 Laryssa Wilson RE: Week 6 DiscussionCOLLAPSE

Good Afternoon Professor and Class,

I have first hand experience with this.  The way I approached, my non-performing staff  was with continued communication.  I set precedence when I took over for the last manager and did my due diligence.  I reviewed the previous year’s performance appraisals, and observations. I had a good idea of who the weakest links were. 

When I started, I gave everyone a clean slate with the new objectives that they were to meet. I advised that we would touch base at the end of each week. Out of the gate they knew  to expect me to be very communicative. It was up to me to be consistent with the communication because my manager held me accountable for that.

The meetings were weekly in my office. It was the norm so no one felt they were being singled out or was in trouble. The conversations were not a surprise when and if  I had to deliver A hard message.  If they were not meeting the objectives, at the regular “base touch” I brought it  up. I  would let them know  I am noticing a negative pattern and would show them the reasons why, eg.. drawer out of balance, sales goals/efforts not attempted or at meets standards.  I’d always ask  if they are struggling personally with any thing  or needed my help with anything. If necessary we, the employee and I would  set up an action plan for improvement.  Documenting  areas of improvement and expectations and me documenting the interaction as well. The meetings continued  weekly, as they normally would. I had two employees that actually resigned, because they knew they were not improving or lost the desire to. They knew I would be “managing them out”.  With these two recognizing that, instead of me terminating them, it made the transition easier because there was a notice to resign, not a no call/no show but an understanding even had a goodbye potluck. 

Experts of Practice Videos week 5

Winning,  Jack Welch

Charlie Tharp-Managing People Out 

Jack Welch -Performance Appraisals are Continuous