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odc4/2

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mgm4

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Primary Task Response: Within the Discussion Board area, write 350–500 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.

This week, the discussion will focus on contingency theory. This theory has been most recognized by the work of Fiedler. Research the work of Fiedler on contingency theory, and respond to the following questions:

  • What is      your understanding of contingency theory? 
  • Why is      authentic leadership important to contingency theory?  
  • Describe      the differences and similarities of path-goal theory, Blanchard’s      situational theory approach, and Fiedler’s contingency theory

In addition to addressing all requirements of the assignments, model answer includes the following:

  • Contingency theory is based on the premise that leaders      understand the situation in which that they would be most effective.      Authentic leadership requires a commitment to undertaking a journey to      better understand oneself and leadership style.
  • Your answers may vary. However, theories are measuring      different things. Where Blanchard is measuring the overall effectiveness      of a leader’s ability to address each situation with the style needed to      be successful, Fiedler is measuring where the leader is most effective and      states that a leader is not effective in every situation.
  • There are similarities in the approach of assessing a      situation and recognizing potential gaps in subordinates and then applying      the leadership that would fill those gaps. Path-goal theory focuses on 4      varieties of leadership that are different from situational theory:      directive, supportive, participative, and achievement-oriented. Where      Blanchard focused on how situational theory provided the best leadership      for a specific situation, path-goal theory describes the influence on the      subordinates’ performance. 
  • Path-goal theory includes motivational theory, which is      important but is not an emphasis on Blanchard’s situational leadership      theory.
  • If leaders want to be effective, they must be able to      give subordinates what they need to compensate for the gaps in      subordinates’ abilities (these gaps are found in the subordinates’      characteristics) and make changes based on the type of tasks. The goal is      to use the leadership style that best motivates the employee to be      effective in his or her job.

Additional Resources:

  • Bayan, Y. F. (2018). Application of path-goal      leadership theory and learning theory in A learning organization. Journal      of Applied Business Research, 34(1), 13-22.
  • Bickle, J. T. (2017). Developing Remote Training      Consultants as Leaders-Dialogic/Network Application of Path-Goal      Leadership Theory in Leadership Development. Performance Improvement,      56(9), 32–39.

mgm4/2

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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.

Steven Sample described two rules of decision making for contrarian leaders: “(1) Never make a decision yourself that can reasonably be delegated to a lieutenant; (2) Never make a decision today that can reasonably be put off to tomorrow” (Sample, 2003). 

  • Discuss your agreement or disagreement with these rules. 
    • Identify  pros and cons of these rules of decision making. 
    • Discuss  if these rules would be effective if applied in your current work environment. 
    • Discuss a  work, life, or academic decision-making situation when you followed these  rules and the results were positive and a situation when you followed these rules and the results did not yield positive results. 

In addition to addressing all requirements of the assignments, model answer includes the following:

  • Recognize that using the contrarian leaders’ decision-making rules depends on several conditions:
  • First, to delegate to a lieutenant, one must have someone he or she trusts, is knowledgeable to make the same decision as the leader and understands the complexity of the situation to make the      right decision (these complexities are often not pushed down to the next level). 
  • To hold off on decisions will depend on the culture and structure of the organization. If the organization is one that requires quick decisions, and a lot of other factors depend on that decision, then  following rule 2 would not be effective in that culture. 
  • Additionally responses will be based on the personal  experiences i.e. answers will vary.

Additional Resources:

  • Bayan, Y. F. (2018). Application of path-goal      leadership theory and learning theory in A learning organization. Journal      of Applied Business Research, 34(1), 13-22.
  • Bickle, J. T. (2017). Developing Remote Training Consultants      as Leaders-Dialogic/Network Application of Path-Goal Leadership Theory in      Leadership Development. Performance Improvement, 56(9), 32–39.

odc4

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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. Continue developing your Organizational Change Action Plan. 

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

How is the systems dynamics model to leverage used in decision making?

Provide at least 2 scholarly resources to support your response. Use the LIBRARY or the MGMT Doctoral Library for help.

odc4/2

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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.

You have completed Parts 1 and 2 of the Organizational Change Action Plan project. This week, you will begin to work on Part 3 of the project. Remember, Part 4 of the project (References and Appendices) will be worked on throughout the course.

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

Evaluate the academic and practitioner literature as applied to the client organization Discuss how systems interact. For example, describe the importance of understanding system dynamics.

Provide at least 2 scholarly resources to support your response. Use the LIBRARY or the MGMT Doctoral Library for help.

HR – Job Analysis and Increased Usr of Robotics in Manufacturing Environment.

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1-page single space.

Your classification team has been asked to perform a job analysis addressing the increased use of robotics in a manufacturing environment. Some of the employees’ assignment in the department your studying are becoming more technical and sophisticated. On the other hand, some of the employees’ tasks are increasingly repetitive, as well as mentally and physically taxing. Where would you start in analyzing the job family, developing the minimum requirements, for each job classification creating relevant job specifications? 

Include the following points in your answers:

1- Consider the current trends of technology in manufacturing, what would be the composition of the classification team would you need to explore the plant’s talent needs?

2- How would you assess your current talent pool’s abilities to meet the job requirements?

3- What challenges are you likely to face?

Reference the attached HR book

Soft Skills

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The human resource manager must be skilled and knowledgeable and have the ability to respond appropriately to many different situations. While it is important to be tactile in hard skills, it is also important to be well versed in soft skills. Often, soft skills are mistaken as weak or secondary to the important strategic behaviors required of a manager in a successful organization; however, soft skills have a specific role in engaging and empowering employees.

Define the various soft skills that would facilitate the empowerment and engagement of the employee. Think back to the components of the job analysis and job description, and consider how to use soft skills to put the contents into actions and behaviors. How do soft skills move the employee to a place of value and ownership? Will the same soft skill behaviors work for all position types?

Clear expectations establish accountabilities

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Properly formatted job descriptions provide a specific outline of the job requirements; however, there are times that there are assumed expectations built into the description that are not clearly communicated. Think about a time when you were evaluated on an action, task, or behavior and were not clearly provided the directions or expectations prior to the evaluation.

In your initial post, briefly describe the situation and any ramifications that resulted from not being given clear directions. What actions should the human resource manager have taken to provide clear communication so that there is no misunderstanding of the expectations prior to the evaluation?

Performance Appraisal System

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The evaluation of performance should be a process that assists in achieving individual and organizational goals and serves as a catalyst for overcoming challenges. The assignment connects the dots between the initial position questionnaire, the resulting job analysis, the job design, and finally, the intent of the performance appraisal process.

For this assignment, you will

Evaluate the importance of the initial position questionnaire/interview, the resulting job analysis, the job design, and the performance appraisal process.

Explain how each step is connected and why each is important to the next, ensuring consistency in employee job performance.

Explain the elements that you consider to be important and appropriate for an appraisal system for an individual and the organization based on your evaluation.

Support your decisions with examples and scholarly resources.

The Performance Appraisal System paper

Must be three to four double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.) resource.

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 use at least three scholarly sources in addition to the course text.

Must document any information used from sources in APA Style as outlined in the Ashford Writing Center’s APA: Citing Within Your Paper (Links to an external site.) guide.

Must include a separate references page that is formatted according to APA Style as outlined in the Ashford Writing Center.