MKT 630 IP3

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The board has called a meeting to see how the new product for MM is coming along. Michelle calls you about the meeting.

“I like your ideas for branding the product,” she says. “I think the board wants an overview now of the whole process we are using for developing the new product. Can you do that?”
“Thanks for the comments about the branding strategy,” you say. “I tried to be creative with my approach. I’d be glad to show the board the process we are using to develop the new product.”
“Great,” she says. “Why don’t you do what you did last time? The 10–15 slides that you presented worked well in the 30-minute time slot.”
“In the past I’ve done similar presentations and have a format that really works. The board has been very receptive to the flow of the information and I think it will work for us for this presentation too,” she adds. “I’ll instant message the information to you after our meeting. The flow might work for you also.”
“Great,” you respond. “I’ll get started on this first thing in the morning.”

When you get back to your office, the instant message from Michelle is on your screen. It reads:

These are the areas we need to cover in the presentation. 

Idea generation
Idea screening
Concept development and testing
Marketing strategy development
Business analysis
Product development
Test marketing
CommercializationBe sure to include the information from our discussions on branding as part of the marketing strategy development phase of the process.

10–15 slide PowerPoint with 200–250 words speaker notes per slide

csu discussion

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apa format

1-2 paragraphs

references 

Module 7: Discussion Forum

     

While personality is the relatively permanent part of our behavior, values arise from our experiences and are rooted in our upbringing. Personality is a large component of effective leadership. 

  1. Do experiences that are influenced by strong cultural values and a strong family system lead to much stronger strategic decision making? Do they lead to stronger leadership skills? Explain why or why not and back up your claims with research. 
  2. Personal Application: Think about your own background? What significant experiences shaped your values? How do those values play out today in the workplace, and how do they determine the decisions you make each workday? How do they affect you in terms of your leadership approach and effectiveness? If you are not working, how might these experiences affect you as a future worker or leader? 
  3. Global Application: Consider you are a leader and conduct business in a global community. You are responsible for all decision making in the organization. How would you ensure your decisions are considerate of the ethical and social cultures in which you conduct business? 

I need a discussion done for week 3 for my 521 Recruit, Retain, Reward and Develop and a response to 2 Classmates

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 Week 3 DiscussionCOLLAPSE

Assessment Techniques

In Chapter 5, Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” Give two reasons why you agree or disagree with his position on candidate assessment. 

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

Respond from Daneille,

 

Bock’s Interview Process – Candidate Assessment

Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” 

Question

Give two reasons why you agree or disagree with his position on candidate assessment.

Response

 Candidate assessment is critical in hiring the right candidate for the job. It is the evaluation of listed candidates for an interview to determine who meets all the required criteria to be hired in a company. Effective candidate assessment requires a structured interview process guided by principles drawn from the organization’s culture and policies. Therefore, I agree with Bock’s interview process of “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership” because it is critical in hiring the desired candidate for various positions in a company. 

 The first reason I agree with Bock’s position on candidate assessment is because behavioral and situational structure interviews provide the needed framework to identify and hire the right candidate who can complete the jigsaw puzzle for winning teams in an organization. Behavioral and situational structure interviews enable the interviewers to accurately determine a candidate’s ability and energy in executing the required duties and responsibilities in the position the candidate is to fill in the company. According to Ursal (n.p), candidates with energy can articulate the company’s mission and steer them towards achieving the company vision. Ursal (n.p) further points out that candidates with ability and energy can motivate others to perform and are likely to have the skills and passion in their job. 

 The second reason I agree with Bock’s position on candidate assessment is because assessing the candidate’s cognitive ability, conscientiousness, and leadership abilities are primary in hiring a candidate who fits in every organization. The cognitive ability helps determine whether the candidate can execute all tasks from the simple to complex tasks in their positions. Poindexter (n.p) points out that cognitive ability, conscientiousness, and leadership abilities are key indicators of a candidate’s quality. Smith (n.p) also acknowledged cognitive and leadership abilities as strategic elements that form blueprints for hiring suitable candidates. According to Smith (n.p), Bock’s interview process is also helpful in determining candidates’ ability to improve in their various positions of work. 

Poindexter, Jacqui Barrett. “15 Interview Questions to Ask Candidates: Glassdoor for Employers.” US | Glassdoor for Employers, 2 May 2020, www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

Smith, Carlie. “7-Step Hiring Blueprint That Built Netflix: OpenView Labs.” OpenView, 8 Apr. 2015, openviewpartners.com/blog/netflix-hiring-blueprint/.

Ursal, DJ. “The 4E’s and 1P – Live with Jack Welch.” LinkedIn, 14 Jan. 2016, www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal/.

2nd Response

 Motlalepula Mojela RE: Week 3 DiscussionCOLLAPSE

Hi Dr. John and Fellow Students

Bock describes his interview process which involves combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.

  • Give two reasons why you agree or disagree with his position on candidate assessment.

An interview process involves people who believe in themselves that they qualify to apply for a position, based on their expertise, educational background as well as experience within the specified field. As individuals, Jack Welch mentions factors such as positive energy, ability to energize others, the courage to make tough decisions, be able to get the job done, and to have passion for what one is doing. As human beings no one is a perfect being, we are all prone to mistakes but learn from such mistakes as well so that one does not repeat the cycle.

Within the education fraternity, the minimum requirement used to be a three- year Teacher’s Diploma, nowadays, it has to be a four- year  Bachelor’s degree, but nothing prepares one for a job interview, as it is only then that one is faced with a real-life situation that can determine success or failure in one’s career path. As managers in HR and or driving force towards hiring it is important to determine our expectations first before coming to the interview table. Most of the teachers, including H.O.D’s and Principals, bring some vague ideas when it comes to hiring. It is worse in a situation where one gets hired because of nepotism, bribery, and certain expectations, as it has been the norm in our country. There are very few institutions where one gets an honest interviewing panel and eventually gets hired. Maybe, through luck or the grace of God. 

Bock’s ideas of behavioral and situational structured interviews should be the foundation of any organization that is willing to build leaders through support, encouraging debate within the organization, and allows everyone to have a voice. A place where everyone feels welcomed and one is able to contribute towards the success of the company. Behavioral and situational structured interviews should be the doorway in which credibility, gaining trust and candor are at the forefront of any organization.

Bock states that “hiring is the most important people function that you have, and most of us aren’t as good at it as we think.” This means that as HR personnel one should be forever on a learning curve, to improve as well as to understand those who might be on one’s interview panel. This would include embracing diversity and inclusion.

What Bock is giving us, is a guideline not only for those we are interviewing but also as a personal self-reflection to those who are part of the interview panel. This will create a match for the best possible candidate as well as finding a common ground for the success of any organization.

Combining behavioral and situational structured interviews should be the yardstick for every organization, well-established companies as well as educational institutions within the HR and also be included as one of the courses to be mastered at the undergraduate level so that it prepares the candidates for the world of work.

References:

1. Ursal, DJ. “The 4E’s and 1P- Live with Jack Welch ” LinkedIn,14 Jan 2016.www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal

2.Poindexter, Jacqui Barrett. “15 Interview Questions to ask candidates: Glassdoor for Employers, 3 May 2019. www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

3.JWI 521. Week 3 Lecture Notes 2020

5 PAGES – APA EXPERT ONLY – Human Resources – No Extension

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For this Capstone assignment, you will identify 5 HR best practices that will ensure strong staffing and better-quality of applicants drawn to the company.  

******Heading for each section required, and for each question. Please be sure to hit all points especially in question 5 (Be sure there are 5 Critical Elements)********

This professor will send the work back for edits if not completed properly, be sure to explain things throughly!!!

Develop an HR Best Practices Audit that addresses the following operations of an organization:

  • Identify 5 critical elements that should be taken into consideration during the recruitment process and explain why taking these critical elements in consideration is important and how will they benefit the organization.
  • Propose an effective recruitment process that will attract the best talent to the organization. Present and explain each step you will use.
  • Create a checklist of areas to consider in your recruitment process.

Your paper should meet the following requirements:

Discussion

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Why are ethics and compliance in finance so important in the health industry? Provide an example. 175 words  minimum, 220 words maximum

Business Management Memo – Job Performance

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Please see memo assignment details below. I have attached the company profile and course materials, which must be referenced in the memo. In-text APA and bibliography must be included. The assignment must be 1-2 pages.

Explain your understanding of job performance and why it is important to a sustainable organization.

· In week 1, you envisioned the future direction towards which Virginia Meats Inc. needs to move. Given your knowledge of the company history and current status from the company profile, identify three areas that might challenge the employee’s performance as they move towards this goal. Be specific as to types of performance.

Explain your understanding of job commitment and why it is important to a sustainable organization.

· Given the future vision of Virginia Meats Inc., its history and current status from the company profile, identify three areas that might challenge the employee’s commitment as they move towards this goal. Be specific as to types of commitment.

Discuss how your role as manager relates to job performance and commitment. How will this role be challenged in the future workplace? Give three examples.

You must use course material to support your responses and APA in-text citations with a reference list.

5 Page Paper – Company (Tyson Foods)

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This paper will be Tyson Foods 

Leading with values IP

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The CEOs need to create a new Mission, Vision, and Values statement for the merged company. They have asked you to work with them on this project. They will create a presentation that will be communicated to all employees. The presentation will help to support unity in the merged company.

Review the scenario for this course, and in 5–7-slide PowerPoint presentation, please address the following:

  • Write a mission statement for the new company, and analyze how it helps to serve customers.
  • Write a vision statement for the new company, and analyze how it guides leaders.
  • Write a values statement for the new company, and analyze how it shapes employee behavior.
  • How should the CEOs communicate the statements to establish alignment across the merged organization?

Leading with values

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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:

Theresa and Mike want to create a merged company that is defined by a culture of integrity, thus aiding employees in making ethical decisions, such as in Joe’s ethical dilemma. They will begin by understanding the methods of embedding ethical decision making and behaviors into the culture, including their responsibilities as leaders. You, the consultant, are asked to provide recommendations and guidance to help them shape the culture they intend. This discussion is about values, a culture of integrity, and the role of leaders in creating and maintaining it.

Review the scenario for this course and discuss the following with your classmates.

  • What ethical theories can be used to create a values-driven culture of integrity?
  • What organizational programs or processes can help achieve a values-driven culture of integrity?
  • In this type of culture, what decision-making processes can the CEOs use to make ethical decisions? Include any insights from your professional experience

socw 6456 assignment

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Couple and family helping professionals have varying degrees of work. What they all have in common is that their clients represent the variety of human experience. Even those helping professionals with a specific clinical focus see variety in the ways in which specific issues manifest in different relationships. Part of the goal of your program is to expose you to varying scenarios so that when you are faced with differing client situations, you will have the evidence-based research knowledge, flexibility, analytical skills, and theory-integration practice to know the best course of action to take with a particular couple or family.

For this Assignment, select and view one movie from the list provided in this week’s resources below. If you need assistance locating these movies, see this guide: Does the Walden Library have popular films or novels? Begin to conceptualize the couple’s or family’s problem through your theoretical orientation, and identify interventions that you might use. Finally, begin to locate articles in the Walden Library that could be used to justify the interventions you selected.

The Assignment (2–3 pages)

  • Identify the movie you selected and the life transition and developmental issue present in the couple or family.
  • Conceptualize the couple’s or family’s problem through your chosen theoretical orientation.
  • Design a treatment plan including short- and long-term goals.
  • Explain two evidence-based interventions you would use to address these couple’s or family’s issues and how you would use them.

Demme, J., Armian, N., & Platt, M. (Producers), & Demme, J. (Director). (2008). Rachel getting married [Motion picture]. United States: Sony Pictures Classics.