Write 7-page single space using the executive summary below, and reference the attached materials. You may have attachments in the addendum (create a salary grid from a reputable job, or a job classification family table. You may use APA or MLA format for citation. TURNITIN IS USED FOR PLAGIARISM.  

Executive Summary

Introduction 

Human resource management is a complex piece of workplace. So many businesses and employees are not aware of how important human resource is in providing the needed environment to the success of both employers and employees. 

Problem and Stakeholders

The problem to be discussed in this paper is the challenge of maintaining employee engagement in times of economic recession when minimal to zero annual increases or job layoffs may be imminent. During a difficult time, such as COVID-19, it is hard to keep employees engaged while they are concerned about job safety. 

In this case, stakeholders are those impacted by the challenges such as employers and employees. Other indirect stakeholders can be the family of employees impacted by losing jobs at a difficult time. Also, indirectly during difficult times, local cities are impacted by collecting less taxes from those impacted business plus providing some aids to the impacted employees as well. For example, we have seen states providing unemployment benefits and deferring tax collection in some areas. 

Research Methodology

The research will utilize companies’ best practice during difficult times and the routes they have taken during those times. The research will be built upon a market research involving major business cases where companies have faced this type of difficult time challenge and how they were able to survive it.

The class textbook will be utilized, and major human resource journals will be used to understand topics in the same areas and quote from HR experts who have managed HR departments during challenging times. 

Alternatives to Problem

Companies should be provided aid from federal governments during such time to keep employees on payroll as well as employees should also agree on a certain pay cuts to keep companies balances low. In this case, there can be a compromise that will allow companies to operate during difficult times. 

Steps that can be taken to resolve the issue:

· Modify business model to accommodate new requirements for this difficult time

· Reduce travel and meeting expenses by utilizing technology

· Give employees flexibility to boost their productivity and thus boost the business profit

· Be as transparent with customers and employees as much as possible

· Seek feedback from all stakeholders as may have great ideas to boost business revenues

Alternatives Evaluation

The above-mentioned alternatives can be evaluated as some may work and others may not in some cases. Different business cases will be presented in the paper and each of those alternatives will be applied to evaluate the effectiveness of using it. 

Final Recommendation

Final recommendation is going to be based on the alternatives that works most with different business cases. The paper will evaluate the effectiveness of each alternatives and thus recommend a sequence in applying those alternatives so companies can have order to follow during difficult times. 

CLASSMATE 1

Discussion 8

Topic: How does a leader set a sense of urgency for change in an organization?

To improve things, change is introduced and learning makes it possible to make the change. Change is a process through which people and organizations move as they gradually learn, come to understand, and become skilled and competent in the use of new ways (Hall & Hord, 2015). Embracing change can be beneficial for organizations, especially since things in the world are constantly changing. Therefore, it is imperative for leaders to act as agents of change. Change Agent is defined as an individual whose “job is to engage with the user system and prospective adopters to introduce and encourage adoption of the innovation” (Hall & Hord, 2015). In simpler terms, an agent of change is an individual that that seeks to increase effectiveness within an organization.

From my experience, most staff members are resistant to consistent change. It, also, makes it more difficult when the consistent change is mandated. Teamwork and collaboration are huge factors that contributes to the success of the company. When the staff are included in the decision making process, it makes the transition more comfortable. “Leadership is a set of processes involving creating a vision of the future and a strategy for getting there” (Kotter, 2010). In regards to establishing a sense of urgency, change one of John Kotter’s 8 Stages of Organizational Change, details the significance of motivating staff to change (Hall & Hord, 2018). As there cannot be a leader without followers, leadership involves interpersonal influence. The leader has the ability to motivate others to get involved with achieving a common goal. Leadership involves the leader being goal directed and action oriented. Therefore, leaders play an active role in groups and organization by using influence to guide others through a certain course of action. It is the leader that sets the tone of the work environment. When the leader embraces and encourages change, the staff will follow suit.

Hall, G. E. & Hord, S. M. (2015). Implementing change: Patterns, principles, and potholes (4th ed.). Upper Saddle River, NJ: Prentice- Hall.

Kotter, J. (2013). The Key Differences Between Leading and Managing. Retrieved from https://www.youtube.com/watch?v=SEfgCqnMl5E&list=PLRA49gaKoVqOdc28ycg8rgTOC6tNoxKP0&index=12)

CLASSMATE 2

Change is inevitable and must occur (David & David, 2017). Businesses cannot remain the same as competitors are constantly shifting their practices to improve productivity and customer satisfaction. It is imperative that leaders do not become complacent. Being complacent can hinder the organization from growing, expanding, and increasing productivity. Leaders must consider having competitive rates, excellent customer service, deals, etc. to stay in competition with others. Leaders and employees want to envision change as something positive that than an anxious event or a pessimistic way (David & David, 2017). Organizations must be able to recognize the urgency for the need to change. Kotter 8 step model for leading change discusses leaders creating a sense of urgency. 

Kotter and Cohen (2012) mentioned that creating a sense of urgency will require leaders to make bold or risky decisions. Leaders in the position must be okay with making difficult decisions even if others in the organization do not approve of it, as long as it benefits the whole organization. Leaders can create a sense of urgency by recognizing that change needs to occur within the organization. Once the leader realizes that change needs to occur, it is important for leaders to assess what needs to change. Leaders want to ensure that they prepare efficiently and effectively for the change that needs to occur. Communicating the change to the team will be a vital step in ensuring that the change is implemented accurately. Once the change is implemented, it will also be important to track the progression of that change and whether the organization is improving or deteriorating from the change. It is always vital to assess the needs of the organization, for things change, and sometimes change quickly. Leaders want to ensure that they are aware of what is needed to generate effective productivity and overall job satisfaction. As mentioned above, change is inevitable; therefore, leaders want to be aware of when a change needs to occur, how often it occurs, and the outcome of the occurrence.

David, F. R., & David, F. R. (2017). Strategic Management: A Competitive Advantage Approach. Florence: Pearson.

Kotter, J. P., and Cohen, D. S. (2012). Leading Change. Boston, M.A., Harvard Business School Press.

Part 1

Edward Seymour is a financial consultant to Cornish Inc., a real estate syndicate. Cornish finances and develops commercial real estate (office buildings) projects. The completed projects are then sold as limited partnership interests to individual investors. The syndicate makes a profit on the sale of these partnership interests. Edward provides financial information for prospective investors in a document called the offering “prospectus.” This document discusses the financial and legal details of the limited partnership investment.

One of the company’s current projects is called JEDI 2, and has the syndicate borrowing money from a local bank to build a commercial office building. The interest rate on the loan is 6.5% for the first four years. After four years, the interest rate jumps to 15% for the remaining 20 years of the loan. The interest expense is one of the major costs of this project and significantly affects the number of renters needed for the project to break even. In the prospectus, Edward has prominently reported that the break-even occupancy for the first four years is 65%. This is the amount of office space that must be leased to cover the interest and general upkeep costs during the first four years. The 65% break-even point is very low compared to similar projects and thus communicates a low risk to potential investors. Edward uses the 65% break-even rate as a major marketing tool in selling the limited partnership interests. Buried in the fine print of the prospectus is additional information that would allow an astute investor to determine that the break-even occupancy jumps to 95% after the fourth year when the interest rate on the loan increases to 15%. Edward believes prospective investors are adequately informed of the investment’s risk.

1. Is Edward behaving ethically? Explain your answer.

Part 2

The director of marketing for Starr Computer Co., Megan Hewitt, had the following discussion with the company controller, Cam Morley, on July 26 of the current year:

• Megan: Cam, it looks like I’m going to spend much less than indicated on my July budget.
• Cam: I’m glad to hear it.
• Megan: Well, I’m not so sure it’s good news. I’m concerned that the president will see that I’m under budget and reduce my budget in the future. The only reason that I look good is that we’ve delayed an advertising campaign. Once the campaign hits in September, I’m sure my actual expenditures will go up. You see, we are also having our sales convention in September. Having the advertising campaign and the convention at the same time is going to kill my September numbers.
• Cam: I don’t think that’s anything to worry about. We all expect some variation in actual spending month to month. What’s really important is staying within the budgeted targets for the year. Does that look as if it’s going to be a problem?
• Megan: I don’t think so, but just the same, I’d like to be on the safe side.
• Cam: What do you mean?
• Megan: Well, this is what I’d like to do. I want to pay the convention-related costs in advance this month. I’ll pay the hotel for room and convention space and purchase the airline tickets in advance. In this way, I can charge all these expenditures to July’s budget. This would cause my actual expenses to come close to budget for July. Moreover, when the big advertising campaign hits in September, I won’t have to worry about expenditures for the convention on my September budget as well. The convention costs will already be paid. Thus, my September expenses should be pretty close to budget.
• Cam: I can’t tell you when to make your convention purchases, but I’m not too sure that September items should be expensed in July’s budget.
• Megan: What’s the problem? It looks like “no harm, no foul” to me. I can’t see that there’s anything wrong with this—it’s just smart management.

1. How should Cam Morley respond to Megan Hewitt’s request to expense the advanced payments for convention-related costs against July’s budget?

Part 3

Cost Behavior:

Research an article from Baker College Online Library on Cost Behavior and discuss how it relates to the costs of products and services related to your company you like to run.

(Baker college library # 23504107367546)

Part 4

Teams are common in nearly every type of organization today; thus, finding appropriate ways to include team performance in the performance management process is important. As the HR Manager, how would you ensure that team performance is being evaluated in a fair and effective manner?

Part 5

Throughout this course, you have learned various aspects of performance effectiveness; including team collaboration, as you worked with your classmates in the group project. Discuss the top three elements that you can apply directly to your work/life now.

Each part should be 250-300 words each 

 

WORK MUST BE ORIGINAL!   

Paper will be checked for plagiarism. 

WORK MUST MEET ALL OF ASSIGNMENT DESCRIPTION.

ALL ASPECTS OF THIS ASSIGNMENT MUST BE COVERED. 

MUST BE A CLEAR DISTINCTION OF EACH POINT MADE  

INSTRUCTIONS TO BE FOLLOWED IS ATTACHED.

 

First, read this article: Nissan To Produce New Crossover Based On Kicks Concept. Also review “Establishment of the ‘Nissan Way’” (Figure 3, within Chapter 11, Section 4.2.3 in your textbook). 

Then, compare the “Nissan Way” organizational culture with the Brazilian jeitinho cultural trait as discussed in our Module Three reading. 

Now consider both of these cultural concepts working in tandem with each other. Identify one Nissan Way value and one jeitinho value that you believe would work well together. Also select one Nissan Way value and one jeitinho value that you believe could create dissonance or organizational conflict. 

Note that this is a challenge that Nissan currently faces, as in 2016, Nissan announced that it would begin producing a new crossover that will be sold globally, starting with Latin American markets. 

Following an investment of $192 million (U.S. dollars), the Nissan Kicks will be produced at Nissan’s Resende Industrial Complex in Rio de Janeiro, Brazil. The facility was inaugurated in 2014 and currently produces compact vehicles March and Versa. After the start of production, Nissan expects to hire 600 new employees.

For additional details, please refer to the Journal Guidelines and Rubric document.