DISCUSSION 1

Evaluative Tools      

In Chapter 7, three additional evaluation tools were introduced: the CIPP model of evaluation, Kaufmans five levels of evaluation, and CIRO. Choose one of the three models of evaluation. Describe the model. What are the advantages? What are the disadvantages?

Reference and cite the textbook in your original post. Respond to at least two of your classmates posts.

DISCUSSION 2

Is It a Learning Organization?      

In Chapter 8, transfer of learning is examined. Transfer of learning is based on organizational climate. The climate of a learning organization is most conducive to the transfer of learning. Describe the characteristics of the learning organization. Based on the characteristics of your organization is it a learning organization? Why or why not?

Use this weeks lecture as a basis for your post. Reference and cite the textbook in your original post.  Respond to at least two of your classmates posts.

Using the same scenario from Assignment 1, you realize that transitioning your organization to a learning environment may not be as easy as first imagined. You have encountered several resistance issues relating to the culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge. You decide to gather a decision-making team to assist in identifying the high or moderate resistance risks that may stop or slow down the process of this transition. The decision-making team must also recommend some mitigation intervention to lower the identified resistance risks to either moderate or low. For example, a high resistance risk can become moderate or low and moderate resistance risk can become low.

Your final product will be a table that identifies five (5) issues related to the organizations culture, psychological learning, organization structure, workforce commitment, and dissemination of knowledge. You must also provide a description of each resistance issue and rate the resistance risk before the mitigation intervention as either High (H) or Moderate (M). Then, you must provide a description of your teams mitigation intervention and determine the resistance risks downgrade from High (H) to Moderate (M) or Low (L) and / or Moderate (M) to Low (L) after the mitigation intervention.

Create a table in which you:

1. Determine one (1) challenge in the culture that may cause a major resistance to the transition from individual learning to organizational learning. Next, recommend one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
2. Predict one (1) psychological learning threat that may result from the transition and then provide one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
3. Assess the current organization structure as it relates to the free flow of knowledge then specify one (1) issue that may cause a major resistance to the transition. Provide one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
4. Critique the workforce commitment to this transition and predict one (1) major resistance you may encounter. Next, provide a mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
5. Propose one (1) dissemination of knowledge issue with the recipients ability to absorb the knowledge and comprehend it into action (i.e., motivating the recipient to share knowledge). Next, provide one (1) mitigation intervention to downgrade the identified resistance in your table. Provide a rationale for your selected mitigation intervention.
6. Use the Resistance Risk Mitigation Intervention Table template located . You may also use Microsoft Word or other equivalent software to create a table in an equivalent format for this supporting document.

Your assignment must follow these formatting requirements:

• Be typed, using Times New Roman font (size 12), with one-inch margins on all sides. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the students name, the professors name, the course title, and the date. The cover page is not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

• Examine the processes of how organizations learn and organizational barriers that impact the process.
• Examine the concepts of personal mastery and mental models and their related importance in a learning organization.
• Examine the driving forces related to organizational learning.
• Evaluate management behaviors that influence organizational learning.
• Analyze the key components of a learning organization and the role of a chief learning officer.
• Use technology and information resources to research issues in developing a learning organization.
• Write clearly and concisely about developing a learning organization using proper writing mechanic.

Good afternoon,

Currently taking Managing Organisational Change (HRM560), at Strayer University and I have attached an example of assignment three and a copy of the instructions and rubric for this paper. Can anyone assist?

Thank you,

Daniel

Please read:

U.S. Unleashes Military to Fight Fake News, Disinformation (PDF)Preview the document

Learn to recognize common indicators of fake news (Links to an external site.)

Protecting elections from social media manipulationPreview the document

Answer : 

Have you ever shared fake news?  

Do you fact check new articles you read on Social Media? 

Are you going to keep an eye out for Fake News?  

If someone you know (family, friend or acquaintance) shared fake news would you let tell them?

How would you approach it?

https://money.cnn.com/interactive/media/the-macedonia-story/

I must have ORIGINAL work with 1 or 2 up to date references. each discussion questions can have 250 WORDS with 1 or 2 recent references.

week 7 discussion 

 

Union Legal Implications and Legal Influences”

• Determine whether you are pro-union or anti-union. Provide a rationale for your response.
• Determine the relevancy of the following acts today: The Norris-La Guardia Act, The National Labor Relations (Wagner) Act, and The Labor Management Relations (Taft-Hartley) Act. Provide three (3) specific examples to support your position on the current relevancy of these aforementioned acts.

week 8 discussion

 

“Centralized Bargaining and Negotiation Tactics”

• Create two (2) brief scenarios: one (1) in which management would prefer centralized bargaining and one (1) in which the union would prefer centralized bargaining. Provide a rationale for your response.
• Examine the major implications of unfair bargaining actions on the negotiation climate. Suggest two (2) actions that an employer could take against an employee in order to mitigate the possibility of engaging in unfair negotiation tactics.

After reading this weeks case study (pasted below) answer the following questions.

1.  Explain your understanding of the following statement and concept growing their own people.  

2.  Identify one challenge that ABC is currently facing. 

3.  How is training and development promoted and supported in ABC? 

4.  What methods does ABC employ to get the message across in order to engage as many employees as possible? 

5.  How are these training interventions supported in ABC? 

6.  Why do you think is ABC so successful in their training and learning interventions? Or are they successful? Is there any room for improvement?  

7.  How do training officers contribute to the training and learning intervention in ABC? 

8.  List the approaches for measuring performance. Should more be used? Why or why not? 

9.  If you were CEO for a day at ABC what would you do to ensure training was supported? 

CASE STUDY 

Companies that are serious about getting a return on their investment in learning and development understand that the job isnt finished until the new knowledge and skills are successfully applied in a way that improves performance. They recognize that getting better at anything requires practice and that when trying anything new, people need support and coaching.

 Supporting Training at ABC Organization

ABC Organization is a logistics delivery service, employs over 1500 staff working throughout the nation. The majority of these employees work at one of over 20 major depots as drivers or operational loaders. The delivery and logistics industry is heavily monitored not only to ensure that flow of parcels can be tracked, but also for security reasons. ABC believes in growing their own people and promoting staff from within the company, several depot general managers started out as drivers or indoor sales executives. It is therefore important to ABC that staff have a meaningful career and development path. One of the challenges has been to change the attitude of line managers from ‘my job is getting parcels out’ to ‘my job is to develop my staff to do their jobs better’.  As you might expect for an organization employing staff from drivers and loading bay operators to general managers and directors, providing the appropriate training to all is difficult.

ABC is committed to Investors in People (IiP) and has won awards for its training and development. The company firmly believes that individual learning, rather than directive training, is critical to business success. To quote from one of the managers, John Shipit, General Manager, Training, developing and empowering your people gives you the freedom and the confidence to make changes quickly, affect your business positively and achieve results. The benefits of this culture can be seen in better delegation, succession planning, and in reducing staff turnover – crucial when there is a national driver shortage. This view is articulated and promoted through the production of a people development charter. 

All ABC managers will: 

 remain actively committed to the development of ABC people 

 work to build a company culture which encourages and supports learning 

 lead by example in developing people 

 recognize and respect the valuable contribution of our people

 Your line manager will: 

 actively encourage your personal and professional development 

 provide you with regular feedback on your performance 

 help you to continuously improve your skills and knowledge 

 ensure your learning is linked to the success of your team and the company

You should: 

 take responsibility for your own development and learning 

 apply new skills and knowledge at your workplace 

 know that whatever your job, wherever your location, you have the opportunity to develop

Supporting Training and Learning

A team of eight regional training officers, managed by a regional training manager, supports and audits the systems in place for training and learning. They must ensure that ‘what is promised’ happens. Their responsibilities include: monitoring and supporting line managers at depots; carrying out all internal audits; checking personnel files and appraisal forms. Line managers undertake appraisal training as part of their management training and carry immediate responsibility for ensuring all their staff have meaningful appraisals. The regional training officers support line managers but also check that appraisals take place annually and that any training needs that are identified are met. One of the key reasons for the success of ABC’s training and learning interventions is its evident alignment with the culture and practices of the organization.

Regular performance indicators on the training and learning efforts (for example appraisal forms completed and training requests met) are produced and discussed at management meetings. As John Strong, Head of People Development says: It’s imperative that our line managers take their people management responsibilities seriously to enable them to develop their staff for success. The regional training officer’s role is to support and encourage line managers in their people management responsibilities as well as to report and assess how they perform against target.

The requirements below must be met:

 Write between 1,250 1,750 words (approximately 3 5 pages) using Microsoft Word in APA style, see example below.

 Use font size 12 and 1 margins.

 Include cover page and reference page.

 At least 80% of your paper must be original content/writing.

 No more than 20% of your content/information may come from references.

 Use at least three references from outside the course material, one reference must be from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the three reference requirement.

 Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style.

 References must come from sources such as, scholarly journals found in EBSCOhost, CNN, online newspapers such as, The Wall Street Journal, government websites, etc. Sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. are not acceptable for academic writing.  

It is time to begin the third part of the project, which continues from Project Part 2 (attached). Using the same company of choice (from the assignment attached) that is proposing an expansion opportunity overseas, conduct a strategic audit on the following areas:

• Internal environment
• External environment
• Strengths
• Problem analysis
• Recommendations and implementation costs

Submission Requirements:

Submit a two- to three-page Word document using 12-pt. font and APA format

Dear students, review the attached article on efforts to get more women working in the tech industry. Consider the main points of the article and how the researchers were able to isolate the most significant factors. Finally, based on the outcome of the study, what do you think are the implications for the future of women in non-traditional occupations?

Note: Discussion responses should be a 5-7 sentence paragraph addressing questions asked within the writing prompt.

 

Internet Activity #1

The Internet has made just as large an impact on employee recruiting as it has on most other parts of business. In the hospitality industry, Hospitality Careers.com has emerged as one of the most widely used recruiting devices.

1. Go to

2. Select the jobs and the geographic areas in which you would be most interested to work.

Did you find the site easy to navigate?

If you were an HR director seeking candidates for a job opening, would you utilize shrm.com? Why or why not? 

Executive search firms help HR managers fill jobs nationally and internationally. One such company that services North America is Global Hospitality.

1. Visit their site at

2. Read their Code of Ethics under the About Us tab

What is your opinion of their ethics code?

Do you think you would ever list your name with such a company? Why or why not?

Hospitality managers increasingly use pre- employment background checks to reduce their chances of being sued for negligent hiring. Companies such as American Background were formed to assist managers in checking applicants backgrounds.

1. Review their services at

2. Click on their Products tab to review the products and services they provide

How important are employee background checks to the industry segment in which you seek to work?

Would there be any areas of your own life in which you feel a background check would be inappropriate or intrusive? Why?

Please type a written response to the questions posed in the internet activity. 

Include your name, the class prefix and number (HMS 381), and the due date in the top right corner of the first page.  Subsequent pages should have your last name and a page number in the bottom, center of the page.

You will want to introduce the activity (1 paragraph), then answer the questions.  Please list the questions (with the proper numbers), then type your answers below each question.

Your dropbox submission will only be accepted as a Word (.doc, .docx) or PDF (.pdf) document.

 The structure of the assignment has to be exactly as the PDF and the instructions 

Part I: Management Dilemmas

Review published sources to understand the problem you are interested in examining for your Research Proposal. List 2 different management dilemmas for an organization of your choice and list at least 1 different literature source for each dilemma that you consulted during this process:

1.

2.

Part II: Define Research Questions

Use further exploration to clarify the possible management actions that might be taken to solve the problem. Restate the 2 different management dilemmas into research questions:

1.

2.

Part III: Further Define Research Questions

Based on the two Research Questions above, list and define at least four concepts, constructs, etc. that might apply to your topic. For example, Fan satisfaction is defined as.or Job satisfaction is defined as..

            1.

            2.

            3.

            4.