Showing 37–45 of 1959 results
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Latoya Washington-Department of Marketing Case Study
$0.00Study Case Questions
1- What source of power does Carl have, and what type of power is he using? Which influencing tactic is Carl using during the meeting? Is negotiation and/or the exchange tactic appropriate in this situation?
2- What source of power does Washington have, and what type of power is she using during the meeting? Which two influencing tactics is Washington primarily using during the meeting? Which influencing tactic is Washington using with the memo? Is the memo a wise political move for Washington? What might she gain and lose by sending it?
3- What would you do if you were Carl? Would you talk to the dean, letting him know that Washington said she would appeal the policy decision? Which influencing tactic would this discussion involve? Which political behavior would the discussion represent? Would you draft a policy directly stating that graduate assistants can-not be used to grade objective exams? Would your answer to be influenced by your answer to?
4- If you were Washington, knowing you had no verbal supporters during the meeting, would you have continued to defend your position or agreed to stop using a graduate assistant? What do you think of Washington sending the memo? As a tenured full professor, Washington is secure in her job. Would your answer change if you (as Washington) had not received tenure or promotion to the top rank?
5- If you were Washington, and Carl drafted a policy and department members agreed with it, what would you do? Would you appeal the decision to the dean? Again, would your answer change if you had not received tenure or promotion to the top rank?
6- If you were the dean of the School of Business (SB), knowing that the vice president does not want to set a college-wide policy, and Washington appealed to you what would you do? Would you develop a school-wide policy for SB?
7- At what level (college-wide, by schools, or by departments within each school) should a graduate assistant policy be set?
Should Eddie Accorsi have spoken up in defense of Washington during the meeting? If you were Accorsi, would you have taken Washington’s side against the other seven members? Would your answer change if you were or were not friends with Washington, and if you were or were not a tenured full professor?
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Appraise and Generate Common Financial Statement
$25.00The analysis of the common-size financial statements can either be a vertical or horizontal analysis statement. Through horizontal analysis of financial statements, you would be able to see two actual data for consecutive years and would be able to accurately do a comparative analysis of each line item. Based on either a horizontal or vertical analysis, you can forecast the future and better understand trends.
For this assignment, present, describe, and illustrate the use of horizontal analyses. You also should form numerical examples to clarify your points. Form clear conclusions on the value gained from the analysis. Additionally, present, describe, and illustrate the use of vertical analyses. Form numerical examples using two comparative companies. Form clear conclusion on the value gained from the analysis. The intent is to take a base metric and express the other matrices in the financial statements as a percentage of this base number. For example, a vertical analysis of the income statement would simply have each income statement measure expressed as a percentage of total sales. The bottom-line number would be net income divided by sales, which is the profit margin ratio. Your analysis of the common-size financial statement should be crisp and clearly define the components and matrices that are to be applied to successfully assess the financial statement.
Length: 5 to 7-page Paper
References: Include a minimum of 5 scholarly resources.
The completed assignment should address all of the assignment requirements, exhibit evidence of concept knowledge, and demonstrate thoughtful consideration of the content presented in the course. The writing should integrate scholarly resources, reflect academic expectations and current APA standards
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African American Health Status
$20.00Select an ethnic minority group that is represented in the United States (American Indian/Alaskan Native, Asian American, Black/African American, Hispanic/Latino, Native Hawaiian, or Pacific Islander). Using health information available from Healthy People, the CDC, and other relevant government websites, analyze the health status for this group.
In a paper of 1,000-1,250 words, compare and contrast the health status of your selected minority group to the national average. Include the following:
- Describe the ethnic minority group selected. Describe the current health status of this group. How do race and ethnicity influence health for this group?
- What are the health disparities that exist for this group? What are the nutritional challenges for this group?
- Discuss the barriers to health for this group resulting from culture, socioeconomics, education, and sociopolitical factors.
- What health promotion activities are often practiced by this group?
- Describe at least one approach using the three levels of health promotion prevention (primary, secondary, and tertiary) that is likely to be the most effective in a care plan given the unique needs of the minority group you have selected. Provide an explanation of why it might be the most effective choice.
- What cultural beliefs or practices must be considered when creating a care plan? What cultural theory or model would be best to support culturally competent health promotion for this population? Why?
Cite at least three peer-reviewed or scholarly sources to complete this assignment. Sources should be published within the last 5 years and appropriate for the assignment criteria and public health content.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Course Materials if you need assistance.
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Employer Branding
$15.00page memo to recommend strategies to be implemented for branding by CapraTek. In today’s markets, a brand that stands for something and stands out from the crowd goes a long way to
sell products as well as attract high quality employees. The HR team can contribute to the brand by
helping the marketers tell the story of the unknown service ethic of the company or how they inspire
their diverse employees. The brand of the company is a part of the employee experience from attraction
to departure. While the brand attracts, it also reinforces connection and commitment between employee and
organization. It is also representative of the organization’s culture. When employees tell others about
their company, the culture and brand are wrapped into one story. Every time an employee shares
information about the organization, it is a story about challenges, successes, and failures. These stories
give listeners a feel for the company’s character—is this a company that is resilient, persistent,
competent, caring? How the story is told matters. The individual reflection can yield pride or
resentment. Once in the organization, the candidate will either embrace the culture or not. One of the
elements that influence this is the employee’s personal alignment to the mission of the organization. If
what attracted the applicant to the company transitions to a sense of belonging and common purpose,
that employee will be proud to work for their organization. When employees are proud of their
company’s work, there is a foundation or engagement that is supported by culture. Scenario Alley, an HR pro at CapraTek, laughed upon realizing that Molly didn’t know about CapraTek’s many
charitable works. “CapraTek has many divisions! I know you work in public affairs, and maybe what the
company does in IT research may not seem to be the kind of contribution to society you were hoping to
make. However, one of CapraTek’s divisions is committed to the development of orphan medications.
Do you know what those are?” “No,” Molly replied slowly. “Not really. Honestly, Alley, I don’t think there is much information on the
pharmaceutical part of the company in the public domain.” “Well, there are diseases called ‘orphan diseases.’ They’re called that because they either affect 200,000
or fewer people worldwide, or the disease is common but ignored because it is far more prevalent in the
developing world. It isn’t profitable to create medications to treat or cure these diseases because so few
people have them, or because the people who have common diseases like malaria and tuberculosis are
poor. I’m not sure if you know this, but it can cost upwards of two billion dollars to develop a single
drug, and some of those don’t make it through FDA trials. CapraTek, though, researches treatments for
orphan diseases, and we forgo profits. This is something the company does to improve society through
better health. We work along with two other companies, sharing the burden of finding cures and
treatments, and I think it’s pretty wonderful.” “Alley, I had no idea,” Molly said. “Robert, what about you?” “Nope, not a clue,” replied Robert. “Molly, if people in CapraTek’s public affairs office don’t know about
this, then I guess nobody does. Maybe your job is a little more important than you thought! As a publicaffairs and HR pro, what do you recommend we do to get this aspect of who we are and what we do
into the media?” Your Challenge As a member of the CapraTek HR team, you have been tasked to write a 3–4 page internal memo about
employer branding and how it can benefit organizations like CapraTek. You will submit the internal
memo to the company leadership team in order to recommend the changes that you would like to make
to the CapraTek career website. Instructions
• Read the Maurer article and review the Google careers website.
o Maurer, R. (2019). Despite worker complaints, google is still world’s most reputable
employer. HRNews, Retrieved from
http://library.capella.edu/login?qurl=https%3A%2F%2Fsearch.proquest.com%2Fdocvie
w%2F2300196709%3Facc
o Look for information about corporate culture, benefits and compensation, social
responsibility, and career development.
o How would you assess their brand as a candidate?
• Select two more corporations and review their career websites for comparison. Select other
tech companies of similar size—such as Facebook and large tech companies—and look for the
same characteristics as the Google site.
• Write a 3–4 page internal memo about employer branding and how it can benefit the
organization. Include the following in your memo:
o To, From, Internal Memo: Employer Branding, Date.
o Follow a format similar to a normal paper, including an introduction, conclusion, and the
following elements:
o Describe an overview of the employer branding concept and its benefits to an
individual employee and the organization.
o What is “brand?”
o What is the impact of branding on potential employees?
o How can recruiters use the employer’s brand to attract people?
o How does employer branding influence strategic retention?
o Analyze the three most influential features to include on a company career
website: benefits, compensation, culture, social responsibility, or career
development. Give examples of how each feature can be done well based on
your website reviews.o Describe what kind of branding and recruitment would attract you as a career
candidate.
o Explain best practices for responding to negative reviews on social media about
an organization’s employer brand. Submission Requirements The deliverable for this assessment applies professional skills in Human Resources Management (HRM)
to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your
learning, we focus on the development of effective professional communication skills for the workplace.
Other requirements include the following:
• Length of paper: Your memorandum should be 3–4 double-spaced pages, including the
resources page.
• Organization: Make sure that your assessment writing is well-organized, using headings and
subheadings to organize content for the reader.
• Font and font size: Times New Roman, 12-point.
• Number of resources: A minimum of five resources, not including course readings.
• Evidence: Support your assertions with data and in-text citations. Use current APA format for in-
text citations and create a reference list at the end of your documents.
• APA formatting: Resources and in-text citations are formatted according to current APA style
and formatting.
• Written communication:
o Convey purpose, in an appropriate tone and style, incorporating supporting evidence
and adhering to organizational, professional, and scholarly writing standards.
o Write for a specific audience, using the vernacular of the profession.
o Use spell-check and other tools to ensure correct spelling and grammar. Scoring Guide Criteria
• Competency 1: Apply models of employee motivation, growth, and engagement in the
workplace to create the employee experience.
o Explain best practices for responding to negative reviews on social media about an
organization’s employer brand.
• Competency 2: Analyze the ways in which culture, employee, and leader behavior impact
strategic retention.
o Analyze the most influential features to include on a company career website to
promote strategic employee retention.
• Competency 3: Assess the influence of technology on engagement and retention outcomes.o Describe overview of employer branding concept and its benefits to an individual
employee and to the organization.
• Competency 4: Design practices that impact the employee life cycle and generate positive
employee and organizational outcomes.
o Describe what kind of branding and recruitment would attract you as a career
candidate.
• Competency 5: Communicate clearly, accurately, and professionally in the Human Resource
Management field.
o Convey purpose, in an appropriate tone and style, incorporating supporting evidence
and adhering to organizational, professional, and scholarly writing standards. -
Contemporary performance appraisal C&D
$20.00C.
Today, performance management and the employee experience are being framed in very different ways from the past. The performance appraisal is being criticized and even rejected for good reasons. The challenge is that we still need the content of the appraisal for many different reasons. At the same time, many organizations and professional environments may have gotten to a point in the evolution of work that the use of traditional performance appraisals may have come to their natural end. However, there are still many organizational contexts and commercial settings where the old approach or something like it will be necessary.
The HR concept of the employee experience comes from the field of marketing and seeks to provide HR professionals and their clients a very different perspective of work and the workplace. This means many different things to different people. From well-conceived and executed onboarding processes, to access to good cuisine, an accommodating place to work, opportunities for advancement, work rotations, and personal growth. The challenge is to create the best possible experience for the employees in the organization, which will attract employees with high potential to make valuable contributions. Determining what makes work a positive experience by a significant majority is similar to benefits programs but from the view of demographic influences. There will be generational differences and lifestyle-oriented preferences.
For this discussion, help Dana and Kimberly create talking points for the HR VP on the following:
* Contemporary performance appraisal approaches:
* No more performance appraisals?
* The employee experience.
D.
Alley and Robert had an interesting and insightful visit from their neighbor down the hall who is about to become a career changer. However, there was more to Molly’s visit than asking for a little advice. Alley, Molly and Robert’s conversation reminds us that what a company does matters to the brand of the organization and how it is perceived and respected by customers, employees and their families. Image matters, and organizations must pay attention to their brand. Not having any visibility is as unfortunate as a negative public image. Positive branding and such items as logos and company prestige often means a bigger market share and respect and appreciation from the community.
* Consider organizational brands that you view as positive and others you view as negative. What do the positive companies have in common, and what do the negative companies have in common in your opinion?
* If you were an HR pro with a company that had a neutral reputation, what might you do to improve it?
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A and B Attracting and retaining top medical talent
$20.00A.
Physician demand is expected to continue and will be at a shortfall of 47,000 by 2032. In the scenario Dana and Kimberly are working on, the medical system in a particular region of a state has traditionally only recruited physicians with MD (Medical Doctor) degrees and have not recruited DO (Doctors of Osteopathic Medicine) degrees or physicians that have graduated from Caribbean medical schools. The medical system is currently over 29% short of physicians across all specialties represented in the system.
The shortages of physicians in the medical system have gone critical, and the system has been contracting services, which is costing the system almost twice as much as it would to have full-time employees. Should the medical system continue this practice or broaden its hiring practices to include doctors from non-allopathic medical schools as well as those in the Caribbean?
Apply material from the assigned readings to help Dana and Kimberly create a framework strategy for:
* Medical Recruiting: Cost-effectiveness of attracting and retaining top medical talent.
B.
Alley explained how to best tailor the employee experience to employees of different generations. Interestingly, all three major employee populations have different sets of expectations and place their priorities in different areas. While boomers respond superbly well to engaged supervisors, millennials have more complicated relationships with authority and hierarchy. Some of them have a more expensive set of professional expectations. Learners will work to understand the generational differences among baby-boomers, generation X’ers, and millennials. As you learn about the employee experience, post a response to one of the specific areas below:
* What can HR pros do to retain millennials in the organization?
* What support can HR pros seek from other staff to create an employee experience that will positively influence millennial retention?
* How can information technology support a framework for an enhanced employee experience?
* What can we do to ensure other generations in the company also have a positive employee experience leading to retention?
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Calculate Ratios and Explain Their Results
$15.00n order to get an accurate comparison of firms’ performance, ratios are important components that should be used when determining how organizations are performing or have performed. There are four (4) main categories of ratios. These are profitability, liquidity, business risk, and financial risk ratios. . The profitability ratio perhaps is the most calculated and evaluated as both managers and investors use these to measure success. Other important categories of ratios that are used in determining a firm’s performance are, coverage, stability, and control ratios.
The liquidity ratio attempts to measure the ability of the firm to meet short-term obligations. Short-term obligations are defined as those that are due within 12 months. The debt ratios measure the longer solvency of the company. There are several types of activity ratios that assess inventory management and accounts receivable management. Example of the market-based ratios include the price-to-earnings ratio.
For this week’s assignment, identify and describe the five (5) most important ratios for a potential equity investor. Explain the reasoning for your selection. Illustrate your discussion using numerical examples and respond to the following:
Provide ratio comparisons of three companies.
Identify and describe the five (5) most important ratios for a potential bond investor in a corporate bond issuance. Explain the reasoning for your selection. Illustrate your discussion using numerical examples.
Identify and describe the five most important ratios for a potential bank investment in a short-term corporate loan. Explain the reasoning for your selection. Illustrate your discussion using numerical examples.
Identify and describe the five most important ratios for a potential shareholder to assess prior to making a stock purchase in a company. Explain the reasoning for your selection. Illustrate your discussion using numerical examples.
Provide recommendations on how the company could improve the results for each ratio identified.
Length: 10 to 12-slide PowerPointReferences: Include a minimum of 5 scholarly resources.
The completed assignment should address all of the assignment requirements, exhibit evidence of concept knowledge, and demonstrate thoughtful consideration of the content presented in the course. The writing should integrate scholarly resources, reflect academic expectations and current APA standards
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Job analysis, job competencies, and job descriptions
$15.00Assignment Introduction
Scenario
Job analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skills to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assignment, you will be assisting our senior HR professional Kimberly by developing a position description.
Your Challenge
Use O*Net Online to develop a job description and competencies for any job of your choosing. The job should have five to seven competencies. Your job description and competency model should follow this example of a medical job description for a Physician Assistant:
Serves in the Occupational Medicine Program (OMP), Occupational and Environmental Medicine (OEM) and other Occupational Health (OH) services and related matters.
Advises on Occupational Health (OH) program development, management, administration and evaluation. Formulates OH service policies and objectives as required. Advises on program requirements and procedures. Establishes criteria for OH program evaluations and assessments. Advises on the development, interpretation, and application of occupational health standards. Provides technical assistance on health conservation requirements, OH practices, and delivery of OH services that impact worker health as needed. Participates in epidemiological investigation of disease, illness, or accidents of particular importance to the OH program as required.
Plans, coordinates, and conducts OH program consultation reviews, visits, and special studies. Evaluate the effectiveness of OH programs. Analyzes and interprets data on OH programs. Resolve complex OH problems to improve OH clinical services, health education, and wellness. Researches trends and patterns. Reports on findings and conclusions, with recommendations as needed.
Reviews state and federal regulations on occupational health for organizational impact, recommending changes as needed. Develops new OH program evaluation methods and criteria. Develops standard procedures, model administrative documents, and informational material relating to the development and management of installation OH programs. Develops innovative and unique methods of problem solving and evaluation.
Reference
Department of the Army (n.d.) Army position description: Physician’s assistant. Retrieved from: https://acpol2.army.mil/fasclass/search_fs/search_fs_output.asp?fcp=zutpk3eFRtaToL2jorlGuam0buidbYGWmalTiGC7hLBmYn%2BYmKc%3D
Assignment Instructions
Prepare a 1–2-page job description and competency model that follows the example given. Use O*Net Online to select the job you will describe, and include the following:
* Provide a description that includes knowledge of the content information and expertise associated with the work.
* Analyze what someone in this job would need to know and be able to do.
* Would they need to have special skills, training, licenses or degrees?
* Define tasks and technology skills that are aligned to the context of the environment in which the work is done.
* Does the description include details on what the main tasks and skills are?
* How does the work environment impact the work?
* Create descriptions of work activities that match the context of the work.
* Are the job elements described?
* Are they consistent with job framework, setting, or expectations?
* Develop a description of work that displays a clear connection to measurable elements of performance.
* How are things connected and do they make sense?
* Would a potential job applicant be able to read the description and understand the job expectations?
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HR CHALLENGE: PRESENTATION TO LEADERSHIP
$8.00HR CHALLENGE: PRESENTATION TO LEADERSHIP
Introduction
HR professionals are more often being included in the leadership discussions for organizations. Sharing information and recommendations about employee engagement and development is part of your role as a trusted stakeholder. This assignment gives you the opportunity to practice creating a thoughtfully designed PowerPoint presentation that you could use to present data and recommendations to the leadership team at CapraTek.
Scenario
The leadership team at CapraTek has agreed that a “pulse” survey would provide much-needed information about the specific feelings and concerns from this organization. Ultimately, they will use your presentation of the plan outline to help them decide how to spend the money, time, and resources to conduct an engagement study. CapraTek is an organization that has 360 employees in three research and development divisions across two locations.
CapraTek has had some difficulty in retaining millennial employees at entry and mid-levels in all fields across the organization. Also, the level of satisfaction of the overall boomer workforce is not as positive as it could be. The HR team has observed that they are not applying for advancement opportunities. This is an area of concern. The HR team does not have any specific data on generation X employees. No survey has been done. They are just starting to think about generation Z employees, as the youngest group is just graduating from college. There also seems to be issues with how our work areas in the company spaces are organized, which may have some connection to generational preferences, but we are not sure. There is a great deal more information that we don’t know because the company does not have an active survey program.
The current perspective among the executive leadership of the organization is that there are no employee engagement issues or concerns. There have been some comments that HR is not sourcing the best possible candidates for hiring and that is having an impact on retention rates.
Your Challenge
As an HR professional at CapraTek, you have been tasked with preparing 10–12 slides that could be presented to the leadership team about employee engagement issues, the goals for the engagement study, the likely budget and timeframe, as well as how you will select the best strategy to conduct the engagement study for the different generations in your workplace.
Instructions
Create an effective 10–12-slide presentation deck with detailed presentation notes elaborating on each bullet point that could be presented to a leadership meeting. Your presentation should describe the engagement issues to address at CapraTek, how the engagement research tool will be selected, and the time/budget/plan to implement the engagement research strategy.
Include the following in your slide presentation and presentation notes:
* Analyze the current employee engagement situation at CapraTek from observations of the different generations.
* Re-read the weekly introductions and discussions from the first six weeks of the course to make observations of the different generations at CapraTek.
* What issues do you see from the employees’ perspective?
* What issues do you see from the managers’ perspective?
* Define the goals and the purpose of collecting engagement data from employees.
* What is the purpose of collecting engagement data from employees?
* How will the data collected be used to address the engagement issues identified above?
* Analyze the common process in the field for selecting appropriate engagement survey questions and/or selecting the right survey tool.
* Estimate the approximate budget, time, and resources needed to implement an engagement research strategy for CapraTek.
* 360 employees at CapraTek, three divisions, two work sites.
* Describe the overview of the implementation plan for engagement research at CapraTek.
* An effective PowerPoint presentation for this purpose typically includes:
* 1 title slide, APA formatted.
* 1–2 introduction slides explaining the employee engagement context at CapraTek, taken from the scenario above and the first six weeks of unit introductions and discussions.
* 1–2 slides identifying the main engagement issues for the different generations.
* 1–2 slides defining the goals for the engagement study and how the data will be used to address the issues.
* 1–2 slides analyzing the common process for creating or selecting and engagement research tool.
* 1–2 slides with an approximate needed budget, time, and resources needed to implement an engagement research strategy.
* 1 conclusion slide with an overview of the implementation plan for the engagement research at CapraTek.
* 1 slide with APA-formatted references.
* Presentation notes under each slide to describe the main points of emphasis.