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Discuss why these two are important to you and how you can apply these in your organization.

200 WORDS EACH

(1) Watch the Steve Jobs video in Unit 8: “How to Live Before you Die”

https://www.youtube.com/watch?v=mUlN78N1NN8

What moved you and what lessons did you learn from him? and/or How can you apply this to the workplace?

(2) Choose two moons shots (ATTACHED) which you feel are most significant in changing the future of management and leadership in organizations.

  1. Discuss why these two are important to you and how you can apply these in your organization.
  2. What would the impact be in your organization if implemented? What would be the challenges and barriers to implementation?

Here are my choices…more questions than answers:

Redefine the Work of Leadership and Reducing Fear and Increase Trust

Redefining the Work of Leadership…I think leaders need to provide a more compelling meaning in who we (leaders and subordinates) are in an organization and where we are headed.  I am also interested in finding out more about leaders being social architects, looking deeper into the employees’ and customers’/consumers’ behaviors. Also important is understanding the community we are surrounded by, and creating a collaborative and innovative environment to increase innovation, making a better product/service and having an engaged workforce.  

Reducing Fear and Increasing Trust…I am still amazed at hearing from students how much fear is present in organizations and subsequently, how unapproachable managers still are in the workplace. I want to know what causes this culture of fear and more importantly, how is it able to be sustained for so long. My doctoral work originates with cultures of fear and intimidation in organizations. Not just from employees being bullied, but what type of experience employees bring from previous jobs. Many have been bullied and have formed a distrust of management, making it difficult for a non-intimidating culture to gain their trust. How do we suspend these assumptions and allow for a more open dialogue between each other?  We are afraid to open our mouths because of the risk of losing our jobs?  That does not sit well with me.

(3) How can you use Systems Thinking (BOOK ATTACHED) to simplify your daily life?  Or is System Thinking just a “corporate” way of defining and justifying common sense?  Give this one some real thought!!


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Job Analysis / Job Description

Assignment 2: Job Analysis / Job Description   Go to YouTube, located at http://www.youtube.com/, and search for an episode of “UnderCover Boss”. Imagine you are the CEO of the company in the selected episode.  Write a three (3) page paper in which you:  1.Compare two (2) job positions from the episode and perform a job analysis of each position.  2.Describe your method of collecting the information for the job analysis (i.e., one-on-one, interview, survey, etc.). 3.Create a job description from the job analysis. 4.Justify your belief that the job analysis and job description are in compliance with state and federal regulations. 5.Use at four (4) 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  format.  •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. •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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Explain how the purpose statement for a human resources functional area supports people leadership.

Complete the purpose statement and performance standards sections of strategic alignment worksheets for two functional areas of a fictional organization. Then write a 2–3 page summary analysis of the strategic alignment work you did.

Note: The assessments in this course build upon each other, so you are strongly encouraged to complete them in sequence. In this assessment, you are required to complete the SAWs you began in Assessment 1.

The four principal elements of management are planning, organizing, leading, and controlling. This assessment focuses on the dynamic relationship between the third and fourth of these elements: leading and controlling.

Your job as the department manager is to lead your teams so that organizational and department goals can be accomplished. For this assessment you will develop purpose statements for the two functional areas that you have chosen for the case study scenario. You will also establish performance standards for both functional areas.

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 4: Evaluate how leading influences the role of a manager. 
    • Explain how the purpose statement for a human resources functional area supports people leadership.
    • Explain how the purpose statement for a declared functional area supports people leadership.
  • Competency 5: Evaluate how controlling influences the role of a manager. 
    • Create a strategically aligned purpose statement for a human resources functional area.
    • Create a strategically aligned purpose statement for a declared functional area.
    • Identify strategically aligned performance standards for a human resources functional area.
    • Identify strategically aligned performance standards for a declared functional area.
    • Explain how the performance standards for a human resources functional area reflect strategic alignment with the organization.
    • Explain how the performance standards for a declared functional area reflect strategic alignment with the organization

Required Resources

The following resources are required to complete the assessment.

Capella Multimedia
  • Atha Corporation: Leading | Transcript.
  • Atha Corporation: Controlling | Transcript.

SHOW LESS

Suggested Resources

The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The BUS-FP3011– Fundamentals of Management Library Guidecan help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.

Capella Resources
  • Executive Department Management Instructions [DOCX].
  • Doubling Sales Memo [DOCX].
Capella University Library Resources
  • Rao, P. S., & Pande, H. S. (2010). Principles and practice of management. Mumbai, IND: Himalaya Publishing House. 
    • You may want to pay particular attention to the chapters associated with leading and controlling, which are the focus of this assessment.
  • Aswathappa, K., & Shridhara Bhat, K. (2009). Production and operations management. Mumbai, IND: Himalaya Publishing House.
  • Bogardus, A. M. (2004). Human resources JumpStart. San Francisco, CA: Sybex.
  • Hiriyappa, B. (2009). Organizational behavior. Delhi, IND: New Age International Publishers.
  • Peterson Drake, P., & Fabozzi, F. J. (2010). The basics of finance: An introduction to financial markets, business finance, and portfolio management. Hoboken, NJ: Wiley.
  • Sheehan, B. (2011). Marketing management. West Sussex: GBR: AVA Publishing.
Bookstore Resources

These resources are available from the Capella University Bookstore:

  • Robbins, S. P., Coulter, M., & DeCenzo, D. A. (2017). Fundamentals of management: Management myths debunked! (10th ed.). Boston, MA: Pearson.

Assessment Instructions

Note: You will need to complete Assessment 1 before completing this assessment.

For this assessment, consider that you were asked to continue assisting an executive of the organization by completing the remaining sections of your strategic alignment worksheets (SAWs) for the human resources functional area and the additional functional area you selected for Atha Corporation. To complete this, your executive manager and you agreed that you should use the two strategic alignment worksheets you submitted for Assessment 1, and complete the following:

  1. Conduct independent research to familiarize yourself with the process of developing a purpose statement and performance standards. You may find the materials listed in the Suggested Resources helpful, or you may refer to other resources.
  2. Update the SAW for the human resources area by completing Section 2: Purpose Statement and Section 3: Performance Standards
    • In the Section 2: Purpose Statement table, provide thoughtful answers to the four questions to arrive at your purpose statement for each functional area. Explain how the purpose statement will help produce effective results.
    • In the Section 3: Performance Standards table, identify at least three strategically aligned performance standards that will be used to measure the performance of the functional area team. Provide a rationale for each identified performance standard and explain how managers can support the team through measuring performance and taking corrective action.
  3. Update the SAW for the additional functional area you selected by completing Section 2: Purpose Statement and Section 3: Performance Standards
    • In the Section 2: Purpose Statement table, provide thoughtful answers to the four questions to arrive at your purpose statement for each functional area. Explain how the purpose statement will help produce effective results.
    • In the Section 3: Performance Standards table, identify at least three strategically aligned performance standards that will be used to measure the performance of the functional area team. Provide a rationale for each identified performance standardand explain how managers can support the team through measuring performance and taking corrective action.
  4. Write one 2–3 page summary analysis on the sections you just completed for your SAWs. In your analysis, address the following questions: 
    • For each SAW, explain how the purpose statement for that functional area addresses the people leadership aspects of management by promoting trust, motivating employees, and supporting collaboration. Assess potential management challenges associated with the purpose statement.
    • For each SAW, explain how the performance standards reflect strategic alignment with the organization, through support of the other sections of the SAW (the goals and activities and purpose statement) and your revised organizational charts.
    • Indicate the research you used to support your work.
    • Describe the current or past experience (if any) you used as the basis for this activity.

Based on an executive audience, your summary should be well organized and written in clear, succinct language. Follow APA rules for attributing sources that support your analysis and conclusions.

Academic Integrity and APA formatting

As a reminder related to using APA rules to ensure academic honesty:

1. When using a direct quote (using exact or nearly exact wording), you must enclose the quoted wording in quotation marks, immediately followed by an in-text citation. The source must then be listed in your references page.

2. When paraphrasing (using your own words to describe a non-original idea), the paraphrased idea must be immediately followed by an in-text citation and the source must be listed in your references page.

Submit all three of the following as attachments to this assessment:

  1. Your completed SAW worksheet for the human resources functional area.
  2. Your completed SAW worksheet for the additional functional area you chose.

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What are the top legal, safety, environmental, and financial risks and opportunities identified

  • Prior to beginning your assignment, read Chapters 7 and 8 of the textbook, and Creating an ethical workplace (Links to an external site.)Links to an external site..  For this assignment, you will take on the role of a mid-level organizational manager.  In your current job role, you have noticed that the organizational culture is contributing to some unethical decision making by subordinates and peers. You feel strongly that leadership must be not only made aware of the situation but also given appropriate solutions. To communicate with the CEO and shareholders, you must create a memo.  In the memo, you will explain the issues, as well as offer appropriate solutions.  For help in the format and writing style of a memo use  Good example of a persuasive memo.   
  • In your memo include:
  • Header: with To, From, Date, and Subject 
  • Introductory paragraph 
  • One to two paragraphs outlining the issues. 
  • Three to six paragraphs describing solutions 
  • A closing paragraph that summarizes the information. 
  • In the memo:
  • Describe the issues of the current ethical culture 
  • Describe which stakeholders are affected by the issues, such as employees, shareholders, local community, society, etc.  
  • Formulate a plan to change the ethical culture 
  • Convince the CEO and shareholders of the importance of the changes 
  • Memos are a business style of writing rather than academic. You do not need to use in-text citations in the memo. However, your work should be paraphrased rather than quoted. You must include a reference page to demonstrate the use of any resources.

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organization where you have access to information to provide data about that organization’s H.R. strategy

Review the outline, and choose an H.R. organization where you have access to information to provide data about that organization’s H.R. strategy in each of the categories listed in the attachment identified here. It’s important to note that your final paper will be approximately 40 pages long. A draft should be a near complete paper subject to my review and recommendations for your editing. During this week you should begin writing your H. R. Strategy paper. The draft of your paper is due at the end of week 6. To begin writing your paper, please see the Attachment entitled Outline for Your H.R. Strategy Presentation. https://cluster18-files.instructure.com/courses/1242014/files/50117721/course%20files/course_content/week02/outline_for%20hr_strategy_presentation.html?download=1&inline=1&sf_verifier=5e9ec7c5b5c0605c16aab2ac177e880d&ts=1446694331&user_id=4962493 *****PLEASE KEEP IN MIND THE FINAL PROJECT DUE DATE IS 12/13/15. IM REQUESTING 11/30/015 JUST IN CASE WE HAVE TO REVISE PRIOR TO FINAL SUBMISSION. *******


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List and describe four categories of artifacts through which corporate culture is deciphered. (210 Words)

1. List and describe four categories of artifacts through which corporate culture is deciphered. (210 Words)

2. Describe the elements of organizational culture, and discuss the importance of organizational subcultures. (210 Words)

3. Discuss the reasons people resist organizational change and how change agents should view this resistance. (210 Words)

4. Describe the elements of Lewin’s force field analysis model. (210 Words)

Your response should be at least 210 words in length. You are required to use at least your textbook as an in-text cited source to support your response. All sources used, including the textbook, must be referenced with a full citation in APA format at the end of your entry. Both paraphrased and quoted material must have accompanying in-text citations.

Reference: (ATTACHED)

McShane, S. L., & Von Glinow, M. A. (2013). Organizational behavior (6th ed.). New York, NY: McGraw-Hill/Irwin


List and describe four categories of artifacts through which corporate culture is deciphered. (210 Words) was first posted on July 9, 2019 at 7:59 am.
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The principles of conduct governing an individual or a group are referred to as _

1. The principles of conduct governing an individual or a group are referred to as ________.a. judgmentsb. ethicsc. normsd. laws2. Procedural justice refers to the ________.a. degree to which managers treat employees with dignity as opposed to abuse or disrespectb. fairness of the process used to arrive at a decisionc. manner in which managers conduct their interpersonal dealings with employeesd. fairness of a decision’s result3. The Enron debacle, “It’s not the rules but what employees feel they should do that determines ethicalbehavior,” is a description of ________.a. national cultureb. organizational culturec. organizational climated. organizational ethics4. The CEO of Southwest Airlines can sometimes be seen helping out at a gate, handling luggage, and assistingcabin attendants while in flight. This is an example of ________ to create and sustain the company’s culture.a. organizing ceremoniesb. providing physical supportc. using signs and symbolsd. clarifying expectations5. All of the following is a step in discipline without punishment except:a. if no further incidents purge the one-day suspension from the fileb. contact others involvedc. give a paid, one-day “decision-making leave”d. None of the above.6. The most drastic step a manager can take in response to an employee offense is ________.a. dismissalb. time off without payc. written warningd. warning documented in employee file 7. Which of the basis for dismissal is defined as the persistent failure to perform assigned duties or to meetprescribed standards on the job?a. misconductb. changed requirements of jobc. unsatisfactory performanced. lack of qualifications for job8. Misconduct, one of the basis for dismissal, is defined as ________.a. an employee’s inability to do the work assigned because the nature of the job has changedb. an employee’s inability to do the assigned work despite his or her diligencec. the deliberate and willful violation of the employer’s rules and may include stealing andinsubordinationd. the persistent failure to perform assigned duties or to meet prescribed standards on the job9. What law requires that employers of 100 or more employees receive 60 days’ notice before closing a facilityor starting a layoff of 50 people or more?a. Electronic Communications Privacy Actb. ERISAc. Worker Adjustment and Retraining Notification Actd. COBRA10. The plant closing law requires employers with ________ or more employees to give advance notificationprior to closing a facility.a. 150b. 25c. 50d. 10011. What is the second step in the guidelines for an effective termination interview?a. plan the interview carefullyb. get to the pointc. describe the situationd. listen12. The ________ shop form of union security means that the company can hire non-union people, but thosepeople must join the union within a prescribed period of time.a. unionb. openc. closedd. agency 13. In what year was the Wagner Act passed?a. 1886b. 1935c. 1947d. 193214. Which law gave employers the right to express their views concerning union organization?a. Gompers Actb. Landrum-Griffin Actc. Taft-Hartley Actd. Norris-LaGuardia Act15. ________ is an organizing tactic by which full-time undercover union organizers are hired unknowingly byemployers in order to sway union elections.a. Union saltingb. Infiltrationc. Espionaged. Featherbedding16. All of the following are examples of permissible bargaining items except:a. overtime payb. use of union labelc. indemnity bondsd. cafeteria prices17. Illegal bargaining items are ________.a. items which must be negotiated according to lawb. a part of negotiations through joint agreement of both management and unionc. forbidden by lawd. All of the above.18. Fact finding seeks to end an impasse by ________.a. communicating assessments of the likelihood of a strikeb. interpreting existing contract termsc. studying the issue in a dispute and making a public recommendationd. assisting the principals in reaching an agreement19. Employers dealing with an unfair labor practice strike can use all of the following responses except:a. shut down the affected area until the strike endsb. hire permanent replacement workersc. contract out work to other operationsd. continue operations with supervisors filling in 20. Which of the following is not a basis for reducing and preventing accidents at work?a. reducing unsafe conditionsb. training employeesc. reducing unsafe actsd. hiring non-accident-prone workers21. Which of the following is one of the earliest indicators of possible alcoholism in an employee?a. lyingb. tardinessc. avoidance of fellow employeesd. domestic problems22. A drug-free workplace program includes how many components?a. 3b. 4c. 6d. 523. All of the following are symptoms of employees in the middle stage of alcoholism except:a. anxietyb. untrue statementsc. frequent absencesd. mood swings24. Which of the following is an external factor that can lead to job stress?a. workaholic personalityb. pessimismc. job securityd. locus of control25. Which of the following safety concerns only became a top priority of employers following the terroristattacks of September 11, 2001?a. internet securityb. physical asset securityc. workplace violenced. employee selection and screening


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Does not determine the medium(s) that will be used to deliver message

For Milestone Two, craft the internal message that will be used to address the problem you identified in the final project case study provided.

For additional details, please refer to the Milestone Two Guidelines and Rubricdocument.

Hide Rubrics

Rubric Name: MGT 550 Milestone Two Rubric

This table lists criteria and criteria group name in the first column. The first row lists level names and includes scores if the rubric uses a numeric scoring method.CriteriaProficientNeeds ImprovementNot EvidentInternal Communication: Medium(s)15 points

Determines the medium(s) that will be used to deliver message and clearly explains how this decision was made, supported by text and other scholarly sources

11.25 points

Determines the medium(s) that will be used to deliver message, but does not explain how this decision was made, or explanation is cursory, or illogical, or not supported by text or other scholarly sources

0 points

Does not determine the medium(s) that will be used to deliver message

/ 15Internal Communication: Audience15 points

Defines the target audience of internal communication, including key factors and any cultural factors that were considered, supported by text and other scholarly sources

11.25 points

Defines the target audience of internal communication but definition is vague or key factors and cultural factors are missing or not supported by text or other scholarly sources

0 points

Does not define the target audience of internal communication

/ 15Internal Communication: Message15 points

Crafts internal message and explains change management principles that were considered in its development, supported by text and other scholarly sources

11.25 points

Crafts internal message and explains change management principles that were considered in its development but message lacks cogent connections to change management principles or is not supported by text or other scholarly sources

0 points

Does not craft an internal message and explain change management principles that were considered in its development

/ 15Internal Communication: Needs and Development15 points

Explains how the personal needs and development of employees were considered when creating messaging, supported by text andother scholarly sources

11.25 points

Explains how the personal needs and development of employees were considered when creating messaging but explanation is illogical or lacks cogent connections between the needs and development of the employees and the messaging, or is not supported by text or other scholarly sources

0 points

Does not explain how the personal needs and development of employees were considered when creating messaging

/ 15Internal Communication: Support15 points

Explains what considerations are being made to offer continuous support to employees through the change process, supported by text and other scholarly sources

11.25 points

Explains what considerations are being made to offer continuous support to employees through the change process but explanation does not reference internal communications, or considerations are illogical or not supported by text or other scholarly sources

0 points

Does not explain what considerations are being made to offer continuous support to employees through the change process

/ 15Internal Communication: Conflict15 points

Identifies potential sources of conflict as a result of the communication, supported by text and other scholarly sources

11.25 points

Identifies potential sources of conflict as a result of the communication but response is illogical or does not consider the messaging and the mediums used, or is not supported by text or other scholarly sources

0 points

Does not identify potential sources of conflict as a result of the communication

/ 15Articulation of Response10 pointsSubmission has no major errors related to citations, grammar, spelling, syntax, or organization7.5 pointsSubmission has major errors related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas0 pointsSubmission has critical errors related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas/ 10Total/ 100

Overall Score

Points earned out of 100

76 points minimum
The overall submission earned 76 points or more. Final calculation of grades can be found in the gradebook.

Points earned out of 100

1 point minimum
The overall submission earned 1 points or more. Final calculation of grades can be found in the gradebook.

Points earned out of 100

0 points minimum
The overall submission earned 0 points or more. Final calculation of grades can be found in the gradebook.


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Answer the review questions on page W-113 for Case Study 8, NASCAR’S Racing Teams UPDATE.

Activity 6.5 – Assignment: Case Study – NASCAR

Write a paper (minimum of two pages) discussing the review questions about the case study using the writing criteria outlined in earlier writing assignments.

  • Answer the review questions on page W-113 for Case Study 8, NASCAR’S Racing Teams UPDATE.

Submit a document including your surname, module number, and title of the assignment in the document name (e.g., surname_M6_NASCAR).


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