Research Paper Assignment
You are required to complete a double spaced, 5-7 page Research Paper using the APA style
of writing. The paper can address any current issue from the field of Management Information Systems. It should have a minimum of 4 references and citations from scholarly journals, industry trade publications, or U.S. Government published resources. The Research Paper is due in Week 8. The Research Paper is worth 200 points or 20% of your grade. The following will be assessed: 

1.The extent and quality of research
2.Balance of fact (from literature) and opinion
3.Quality of writing (level of readability, grammar, spelling)
4.Quantity of effort 

5. The acceptability of perspectives in the theory and practice
The structure of your paper should contain at minimum the following (formatted in alignment with APA guidelines).
1.Title Page
2.Abstract
3.Body
a.Introduction
b.Review of the Literature
c.Summary and Analysis
4.References

what does it mean to be a leader ?

Terri has completed her degree in Human Resource Management. She was very excited to start her new position working in a human resource department of a major corporation. One month into her position, she realizes that all her knowledge of human resource tools, guidelines, compliance, and recruiting did not prepare her for the complexities of being in a human resource position with the need to lead and influence others.

Human resource professionals provide a unique role in an organization. While they may lead a team, their true test of leadership comes from their relationships and influence throughout the organization. They may be called upon to partner in the implementation of organizational strategies. They may be sought out to coach leaders in ways to handle employee relationships. They may be needed to enforce and guide human resource policies. In all cases, the strength of the individual leadership skills comes into play.

This week, you will explore the basic ideas of what it means to be a leader, how leadership is unique for human resources professionals, and what leadership means to you. As you complete this week’s activities, think about Terri from the above scenario. 

Leadership Theories

The course text The Leadership Experience is a wonderful compilation of the movement of leadership theories from historical perspectives to today. It would be difficult for you to research compilations of leadership theories in the same clear and focused manner as this text. The first chapter provides a well-rounded foundation which will be useful for your first assignment.

• Daft, R. L. (2018). The leadership experience (7th ed.). Boston, MA: Cengage. 
  • Chapter 1, “What Does It Mean to Be a Leader?”

USE THE TEXT ABOVE TO ANSWER QUESTIONS BELOW: 

Daft, the author of The Leadership Experience, discusses the new reality for leaders on pages 8–14. As you review, respond to the following:

• Identify the two roles that resonate with you. Why are these roles the most appropriate for you as a leader?
• Give examples of how you have used these roles in your personal or professional life.

Support your ideas with course concepts and ideas. Be explicit in your use of course material. Use APA style and format for in-text citations and references.

 Week 1 Discussion COLLAPSE

Perceptions of Human Resources

Do the HR talent management practices at your organization put people first? Answer the questions below:

• In your view, do the HR talent management practices at your organization reflect this idea?
• Ask one co-worker for their opinion of HR practices at your organization, and report their answer.
• Name one other organization that values people particularly well; explain what you admire about their approach.

This week only, post your initial response by Friday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.

1st response

 
Tiara Collins RE: Week 1 DiscussionCOLLAPSE

Hello Professor and Class,

Do the HR talent management practices at your organization put people first? Answer the questions below:

• In your view, do the HR talent management practices at your organization reflect this idea?

I believe in my organization, certain people put people first, but the organization as a whole does not put people first. The management team in my office understands the value of each person, and as Patty McCord says, Netflix did and be a “fully formed adult (1).” The organization does not see people at all. Because the organization comprises many offices, they only see the people as pawns to get results. Now and then, we will have a manager who comes in for the organization and tries to understand the people’s wants and tries to put a program in place, but the bureaucracy of the government comes along and stops the process. Hence, the person gives up and gets another job.

• Ask one co-worker for their opinion of HR practices at your organization, and report their answer.

I asked my co-worker Doreen about the HR department. She was very disturbed. She explained that no one knows what they are doing, and no one knows the policies or laws that should be followed. She explained that there was a lot of the problems that Moody, Golden, and Tornone explained in the article, such as state, federal and local laws creating a patchwork that they have to fill in the blanks, fighting harassment and improving inclusion and ballooning employee debt and a focus on financial wellness education (2). She did not care for how long it took to hunt down an answer for anything about why one person may have one thing, and another does not.

• Name one other organization that values people particularly well; explain what you admire about their approach.

I believe I am very fond of Verizon. I have had many friends that have been in the company and have been personalized from day one in their career path, and they take care of the employees. They give proper career growth to many of their employees and helps lessen their financial burden while assisting them in improving their talent and skills without charging them out of pocket. I decided to look up the reviews customers gave about Verizon and working with them. They gave them pretty good thoughts about working with the company. The cons are about the type of work they do but not too many negative reviews about the company (3). Looking at the Verizon Code of Conduct, the first thing that comes up is integrity, and setting the tone of credibility at the top is within the first three pages of the packet. This tells me that they want to establish the trust that David Lapin talked about (5). Verizon understands that being transparent and understands holding people accountable helps create trust, so the employees are willing to go above and beyond.

Tiara Collins

1. McCord, Patty. (2011). How Netflix Reinvented HR. HBR.
2. Kathryn Moody, Ryan Golden, Kate Tornone. (2018). 10 Trends that will shape HR in 2018
3. https://www.indeed.com/cmp/Verizon/reviews?fcountry=ALL&fjobtitle=Human+Resources+Manager
4. https://www.verizonwireless.com/dam/aboutus/pdfs/Code_of_Conduct.pdf
5. David Lapin. (2018). Unlock MagicalnPerformance

2Nd response 

 RE: Week 1 Discussion COLLAPSE

Hello Professor and Class:

• In your view, do the HR talent management practices at your organization reflect this idea?

The company that I was laid off from was a private company.   There was a HR generalist that was in place. So my answer to this question for my previous company is no. Covid 19 was a perfect example. The HR person was literally a mouth piece for the management team. Supporting the idea or image that we all know to well. The managers made the decisions and she carried out the tasks of delivering the news. Before Covid-19 there were no initiatives in place to create an atmosphere of inclusion, working there was only about the bottom line. They did not care about the employees, The turnover at the company was rampant. I saw people start and quit in the same week. Candidates were under not clearly sure of what their roles were or what was required.   She was just that nice face that did nothing but follow orders. There was turnover in HR as well. This is where the company could take some advice from Bob Keegan by fostering a partnership with HR. 

• Ask one co-worker for their opinion of HR practices at your organization, and report their answer.

I asked my co workers at my current job and I was told they are a great resource and the practices that are in place is why the retention rate is high and the in house promotions are common. They see their employees as an investment.  Open door policy, team building initiatives and diversity training are amongst the practices of their HR department.They are also a global company and employ a diverse group so HR is held to a high standard and they adhere to it.

• Name one other organization that values people particularly well; explain what you admire about their approach.

I interviewed with Lyft a couple of months ago, for a position in San Francisco. I contemplated moving because of the company culture. They really care about their employees in corporate from my interaction. The facility, the work life balance, the support and stated respect for everyone. The ability to advance within the company as well creating a great space to work is why I considered relocating. Their stance on Inclusion and Diversity is evident they care about their employees as well as the community.

https://www.lyft.com/careers

https://www.clariant.com/en/Careers

Week 1 Lecture: Perceptions of HR 

Conaty & Charan, Chapter 11: Get the Right Talent Management Processes

There is a lot of news about risk management in project management. Identify and discuss the one thing about risk management that concerns you.