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Decision making.

 
500 words. Decision making.
We learn in this module about some of the most common decision-making biases that get in the way when we try to optimize the outcomes of our decisions. Think of a time when you were a victim of one or more biases. What was the outcome? How might you bring about a different outcome if a similar experience occurred today? Support your comments by discussing one or more examples from the contemporary environment that parallel your experience. Cite at least one example from popular media (newspaper, radio, television, internet, podcast, etc.).
Learning Outcomes

  1. Evaluate      various managerial decision-making models.
  2. Explain      why managers must plan.
  3. Analyze      the most common obstacles to good decision making.

 

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advantages of an organization that offers quality services

Module 3 Workplace

1. This question provides you with an opportunity to analyze the advantages of an organization that offers quality customer service. First, describe what it means to you to provide quality customer service for both internal customers and also external customers. Second, use your critical-thinking skills to explain how quality customer service can impact an organization’s entire culture.  Your response must be at least 200 words in length.
QUESTION 2
1. This question involves analyzing the advantages of an organization that offers quality services that are related to human resources. Specifically, think about two major areas of a performance evaluation: (a) quality and (b) remaining positive throughout. Use your critical-thinking skills to describe some techniques that you could apply toward quality and positive service while conducting a performance evaluation for an employee.  Your response must be at least 200 words in length.
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Describe a step-by-step process of conducting the dismissal meeting

· Assignment 3: Dismissal Meeting
Due Week 6 and worth 150 points
Imagine that you are an office manager and you have been tasked with the job of coordinating and heading the dismissal meeting for an employee layoff.
Write a six to eight (6-8) page paper in which you:
1. Propose three (3) ways that a manager can cope with any negative emotions that may accompany an employee layoff.
2. Describe a step-by-step process of conducting the dismissal meeting.
3. Determine the compensation that the fictitious company may provide to the separated employee.
4. Using Microsoft Word or an equivalent such as OpenOffice, create a chart that depicts the timeline of the disbursement of the compensation.
5. Predict three (3) ways that this layoff may affect the company.
6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
. Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
. Formulate HRM strategies and policies to recruit, select, place, and retain the most efficient and effective workforce.
. Develop effective talent management strategies to recruit and select employees.
. Design processes to manage employee performance, retention, and separation.
. Analyze laws governing employment and how organizations can ensure ethical practices.
. Use technology and information resources to research issues in strategic human resource development.
. Write clearly and concisely about strategic human resource development using proper writing mechanics
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team members satisfaction-Reflection Paper

Unit III Reflection Paper
The employment of different types of power might influence a team member’s satisfaction, and thus, his or her motivation to continue. In regards to your current industry and/or the culture of your current organization, write a reflection paper that addresses the following requirements: Describe which motivational theory, as described in Harell and Daim in the required readings for this unit, would be the most appropriate for your industry/organization. Why? Describe which of the o Unit III Reflection Paper
The employment of different types of power might influence a team member’s satisfaction, and thus, his or her motivation to continue. In regards to your current industry and/or the culture of your current organization, write a reflection paper that addresses the following requirements: Describe which motivational theory, as described in Harell and Daim in the required readings for this unit, would be the most appropriate for your industry/organization. Why? Describe which of the original power types from the French and Raven power taxonomy, as described by Elias (2008) in this unit’s required readings, would fit best with the selected motivational theory. Your reflection paper should be two to three pages in length.

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MISMANAGING EMPLOYEE LAYOFFS

Running head: MISMANAGING EMPLOYEE LAYOFFS 1
MISMANAGING EMPLOYEE LAYOFFS 4
Mismanaging Employee Layoffs

When a business is not doing well, it has to make decisions particularly to minimize the costs, and one of the decisions is laying off staff. Once the business makes that decision, again it has to decide the part of the company (department) layoff will affect together with the number of employees that will be affected and the type of severance package. Additionally, the businesses have to ensure that it shows some sympathy and care for the workers being laid off as well as keeping up the morale of the staff that is remaining. This is a business situation every company faces

The article summarizes on the issue of the things that can go wrong upon mismanagement of layoffs. Majority of the managers especially the human resource managers do not have expertise in the proper handling of layoffs. As a result, a couple of things go wrong. Managers fail to prepare their employees for layoff, and as a result, they are caught up with employees’ emotions that they cannot handle (Bouw, 2017). Moreover, un-respectful handling of layoffs causes humiliation and psychological disturbance to the laid-off employees. Also, mismanaged layoff has consequences on the business’s operations as the remaining employees may view the layoff negatively. Businesses do not recognize the adverse effect of layoff on the morale of the remaining employees and productivity. Layoffs instill fear and resentment in the remaining employees towards the business. At times, businesses consider layoff as the solution to trim costs, and they do not consider other alternatives, and this is not the solution to the bottom line of the problem. Business should clearly define the problem to address the problem upfront to avoid unnecessary layoffs (Bouw, 2017).

The problem in this article is that managers do not know how to go about layoffs effectively. Managers do not effectively communicate to the employees about layoff to prepare them leading to the employees feeling humiliates and causing adverse psychological effects on them. Also, due to their ineffectiveness in handling layoffs, they are unable to handle the reactions of the employees being laid off and those remaining. They rush to downsizing without really addressing the bottom line of the problem and realizing the consequences. The managers do not realize the consequences of layoffs on the morale of the remaining employees. Layoffs generate uncertainty among the remaining employees resulting in productivity loss. Layoffs are unnecessary, but businesses seem to consider it as the best solution to cut costs (Bouw, 2017). Therefore, businesses should exhaust all the alternatives.

The consequences of layoff on the employees being laid off and the remaining employees present the ineffectiveness of managers in handling layoff as the underlying problem. Businesses effect layoff immediately and the employees are not given a chance to air their concerns regarding the layoff. The managers do not recognize the employees as an asset, and they approach layoff in an inhumane manner, and this attracts a negative reception of the business by the employees. They do not even consider the negative consequences on the employees being laid off and the remaining employees.

According to Robbins (2009), managers do not effectively handle layoffs, and as a result, thereafter many things go wrong. Laying off staff is an emotional thing for the laid employees, and in a majority of the cases, this would be avoided if the employees to be laid off are made aware and prepared for the same. However, businesses do not communicate and prepare these employees. The staff that survives the cutbacks need reassurance regarding their future but due to mismanagement of layoffs uncertainty becomes common among the workers and this adversely affects the morale and in turn the productivity of the remaining employees.

A well-defined problem results in breakthrough solutions. Most businesses when faced with situations they tend to develop solutions without sufficiently and rigorously defining the problem the business is attempting to solve and communicating the importance of these problems. In the absence of sufficient definition of the problem, businesses miss opportunities, and in the end, they end up taking actions that are not effective and have negative consequences on the business (Spradlin, 2012). Critically, analyzing and precisely defining and communicating the problem yields innovative solutions.

In conclusion, managers ineffectively handle layoffs, and as a result, negative consequences follow thereafter. A majority of businesses consider layoffs as the best alternative to cut costs without considering other alternatives. Research has shown that managers do not effectively handle layoffs and as a result, thereafter many things go wrong. However, businesses can develop innovative solutions through clearly defining the problem.

References

Bouw, B. (2017, March 26). Layoffs can go horribly wrong if mismanaged. The Globe and Mail. Retrieved February 03, 2018, from https://www.theglobeandmail.com/report-on-business/careers/management/layoffs-can-go-horribly-wrong-if-mismanaged/article12870186/
Robbins, S. (2009). How to handle layoffs. Harvard Business Review. Retrieved February 03, 2018, from https://hbr.org/2009/03/how-to-communicate-layoffs
Spradlin, D. (2012, September 25). The Power of Defining the Problem. Harvard Business Review. Retrieved February 03, 2018, from https://hbr.org/2012/09/the-power-of-defining-the-prob

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Succession Planning Procedure 

Succession Planning Procedure

In a minimum of 500 words, document a succession plan for an employee (e.g., IT Developer, Maintenance Crew, Training Specialist, CEO) of your chosen firm. What concepts are crucial when recruiting team members? Be sure to address the following questions in your response: 

1. What are the critical knowledge, skills, and abilities (KSAs) of that position? 2. Will you select, train, or both for these KSAs? 3. How will you ensure your selected successor does not leave the firm? 4. What succession planning process will you use?

 Succession Planning Procedure

In a minimum of 500 words, document a succession plan for an employee (e.g., IT Developer, Maintenance Crew, Training Specialist, CEO) of your chosen firm. What concepts are crucial when recruiting team members? Be sure to address the following questions in your response:

1. What are the critical knowledge, skills, and abilities (KSAs) of that position? 2. Will you select, train, or both for these KSAs? 3. How will you ensure your selected successor does not leave the firm? 4. What succession planning process will you use?

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Course Project Task

Assignment 3: Course Project Task 1

Research
Review the Web sites provided for research for your course project. Select three of these Web sites and summarize the information you found on each that is relevant for the project. Note, it may take some exploration of the Web site to identify the relevant information. Write the summary in 2–3 paragraphs. Apply current APA standards for writing style to your work.
Country Choice
Based on your review of the Web sources and research, identify one country you would like to select for the course project. Also, specify two backup choices of countries to study. The countries that you choose should be interesting to you for either personal or professional reasons. Provide your primary and secondary choices in a short paragraph. Your facilitator will confirm either your first choice or one of your backup choices.
By the due date assigned, deliver your assignment to the Submissions Area.
Write your choice of countries in a Microsoft Word document.
Use the following file naming convention: LastnameFirstInitial_M1_A3.doc.
All written assignments and responses should follow APA rules for attributing sources.
Assignment 3 Grading CriteriaMaximum PointsSummarized information relevant to the course project available on three Web sites.28Identified your first choice of a country for your own course project and the specific reasons for their selection.32Identified two backup countries for the course project.20Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources, displayed accurate spelling, grammar, and punctuation.20Total:100

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Company Evaluation-AG BM 308W

AG BM 308W

Company Evaluation

 
 
Company Name: (list company name here)
 
 
Maximum Points

  1. Company Background

Using the information from the One-Page Summary Memo:         5

  1. Describe the company background/products
  2. Market position

 

  1. Company Analysis (maximum 70 points)

Please label and designate a separate paragraph for
each section

  1. Identify the company’s internal strengths and weaknesses

(at least two of each)                                                                       10

  1. Identify opportunities and threats from the external

environment** (at least two of each)                                            10

  1. SWOT Analysis** with conclusions and implications             10
  2. Analyze corporate-level strategy (include SCA:

Source of Competitive Advantage or Sustainable
Competitive Advantage)                                                                 10

  1. Analyze business-level strategy             10
  2. Analyze the company’s structure and control

systems. Who is the CEO; what are the major business
units? Include stock chart and financial metrics            (at least 2
of the following ROIC, revenue, net income, P/E ratio)                        10

  1. Make recommendations: different goals, strategies?

(with reasons); include buy or not buy rationale
and 2 quotes from stock analysts                                                 10
 

  • Quality of Written Presentation             5

Clarity of Presentation—did your writing engage the
reader, was it concise, did it lead to your conclusion?

  1. Effective use of bullets, bold, and underlining can

help accomplish this.

  1. Each spelling, grammar, and punctuation error will

reduce grade by a point.
____
Total Points                                                                         80
 
** A good way to do the external analysis is to examine each of the five forces given in Porter’s Five Forces Model.

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Values

Please read the articles titled, “Clarify What’s Important to You” (in the course packet).  Then, address the following THREE points. Note: Your submission should be no more than 4 double-spaced pages in length (Times New Roman Font, 1 inch margins and font size 12). Please bring this assignment to class in HARD COPY, stapled.   a. The “Clarify What’s Important to You” reading provides a list of core values (in a table towards the end).  Identify three values that are most important to you and explain how each of these three values have influenced key decisions you have made in your life.  b. Describe two ethically challenging situations that you experienced. One in which you spoke up, and one in which you did not speak up. Which of the values that you identified in part a were challenged in each of these situations? What did you do (or not do), and what was the result in each case? What factors (e.g., individual, situational, organizational) were present that influenced whether or not you spoke up? How did you feel based on the outcome of each situation? c. Most of us have faced adversity, difficulties or failures in our lives. Identify how your values played a role in your overcoming one such situation. How are you stronger /better /smarter /wiser now as a result of facing that situation?

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organizational behavior and ethics business

organizational behavior and ethics business

The first brief, or research paper, is due this week. Assume the reader of your paper is totally unaware of the issues and you need to educate her in about 3-5 pages.
Ethical Dilemma
Disco Global is an online and technology systems firm based out of Atlanta, Georgia; the company has been steadily acquiring a significant market share for the last five years. Founded by Melissa Young and Brian Whitman, Disco Global’s current strategic goal is to penetrate international markets within the next three years. When Melissa and Brian first conceived of Disco Global, they envisioned growing a small niche company into one that served the widest market available, while they stay true to their professional values of corporate social responsibility.
Given Disco Global’s positioning, the company has been advised to make inroads into the coveted Asian market at this time. Both co-CEO Melissa and Brian agree with this strategy and have secured a local marketing team in Hong Kong to help facilitate their entrance into China’s marketplace. Henry Chee Wan, their liaison in Hong Kong, has developed a very tight plan that everyone agrees will promote Disco Global in a positive and efficient manner.
During the course of their work with Henry, Melissa and Brian learn some facts about working within the Chinese governmental structure that have given them a pause. In the company’s vision statement, Melissa and Brian specifically included a mention of freedom to obtain knowledge. As they learn more about China’s internet censorship practices, they grow more concerned that in acquiescing to the government’s conditions, they are moving too far away from their company’s original goals and ethical compass. Henry explains to Melissa and Brian that the internet is heavily regulated in China and that if their software or hardware was used with criminal, seditious intent, they would be liable for helping to reveal the user and culprit. Having their technology being used as filters for what Chinese people can read and hear seems contrary to the conception of Disco Global.
However, Melissa and Brian want to capitalize on the Asian market, and they agree that if Disco Global doesn’t bring Internet and technology services to China, someone else will. Melissa and Brian now have to decide which the best decision for Disco Global is: stay true to their stated values or their strategic plan?
Questions
1. Using consequential, rule-based, and character theories, evaluate Melissa and Brian’s options.
2. What should Melissa and Brian do? Why?