Monthly Archives: September 2017

Module 04 Written Assignment – Why Employee Empowerment Matters



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Review the five dimensions of employee empowerment; and conduct academic research on how Fortune 500 companies’ empower their employees.

In a 1-2 pages, discuss the following:

  • Select a Fortune 500 company and describe their philosophy and practices on employee motivation and empowerment.
  • Communicate how this company specifically uses one or more of the dimensions.
  • As a manager, what kind of supervisory style would you practice and what methods/techniques would you use to motivate your staff using that style?
  • Your assignment should include APA formatted in-text citations and references page. Your assignment should be checked for proper spelling, grammar, and punctuation.


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BUSINESS FORMS



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Purpose of Assignment 

The purpose of this assignment is to select the best organizational form, and to discuss ethical concerns with the business scenario. 

Assignment Steps 

Scenario: Adam and Laura wish to open a pet grooming shop called Dazzling Doggies Day Spa. Laura’s mother Beth would like to contribute the startup costs in exchange for a share of profits, but she doesn’t want to participate in the daily operations of the business. She also doesn’t want to have any personal liability in the business. 

Develop a 350- to 700-word summary with the following information:

  • Which business organizational form would be best given the above circumstances, and why?
  • Unbeknownst to Laura and Beth, Adam begins to use Dazzling Doggies Day Spa’s checking account to pay all his personal bills. Are his actions ethical? Why or why not?

Cite a minimum of two peer-reviewed references.

Format your paper consistent with APA guidelines. 

Click the Assignment Files tab to submit your assignment



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Business Law



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Select ONE of the scenarios below.

Scenario 1

Annie Bloom broke her left ankle and was admitted to the Baycare Rehabilitation Center for ankle surgery. During her stay, the doctor marked the incorrect ankle, and the surgery was performed on her right ankle, causing long-term nerve damage. Annie wants to sue for negligence and malpractice during her stay at the center. Annie is a resident of Massachusetts, but Baycare is located in New Hampshire. Answer the following questions:

  • In what court(s), federal and/or state, should Annie file her lawsuit?
  • On what jurisdictional bases would she file her lawsuit?

Scenario 2

Bob Jones operates a business that usually hires college graduates from the local university.  Currently, Bob has a part-time position that does not require a college degree.  Bob is considering hiring an unemployed welfare recipient instead of a student from the local university.  Apply the “Guidelines for Analyzing a Contemplated Action” in your textbook to this problem.  Be sure to address each of the steps involved in the analysis.

Part 2 Sources and Classifications of Law

Select any three (3) of the following terms or combination of terms, provide a brief definition in your own words and give an example of the type of law(s) selected.

  • Constitutional Law
  • Statutory Law
  • Administrative Law
  • Private Law
  • Treaties
  • Uniform State Laws
  • Substantive Law and Procedural Law
  • Private Law and Public Law
  • Civil Law and Criminal Law
  • Cyberlaw


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In addition to your resources for this week, conduct some independent research on state behavior analysis and UML state-machine-diagrams.



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In addition to your resources for this week, conduct some independent research on state behavior analysis and UML state-machine-diagrams.

State Diagrams in UML

Write a 1-2 page paper answering the following:

  • What is the Lifecycle of a Critical Business Object?
  • How does a state-machine-diagram capture the activity of a critical business object?
  • Choose a common business object and complete a state-machine-diagram depicting its lifecycle.


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Distinguish between the Four elements of the marketing mix and the Five uncontrollable forces that affect a marketing decision in an organization.



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Distinguish between the Four elements of the marketing mix and the Five uncontrollable forces that affect a marketing decision in an organization. Please provide a few bullet point examples.

An important reminder: For the entire semester your Post should be 250 words or more.



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BUSI 342 DB1 Replies



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BUSI 342 DB1 Replies

Replies – Criteria #1 0 to 5 points

Two replies:

·       Sufficient word count (at least 300 words)

 
Replies – Criteria #2 0 to 5 points

Major points are supported by the following:

·       At least 1 scripture reference and 1 scholarly source plus the text;

·       Good examples (pertinent conceptual or personal examples are acceptable); and

·       Thoughtful analysis (considering assumptions, analyzing implications, comparing/contrasting concepts).

 
Replies – Criteria #3 0 to 2.5 points

Appropriate “netiquette” manners (For example, no name calling or labeling another student’s idea a derogatory term, such as “stupid,” “dumb” even when disagreeing—See Student Expectations).

 
Replies – Criteria #4 0 to 5 points

Brings clarity to issues being discussed, relating issues to Scripture/biblical principles and experience.

 
Replies – Criteria #5 0 to 2.5 points

Spelling and grammar are correct.

 
Total /50
Instructor’s Comments:

Discussion Board Forum Grading Rubric

 

 

There will be 4 Discussion Board Forums throughout the course. The purpose of Discussion Board Forums is to generate interaction among students in regard to relevant, current course topics. You will submit a thread of at least 500 words in response to the provided prompt for each forum. The thread must include a Scripture reference and at least 2 scholarly sources, plus the text—all in current APA format. You will then submit replies of at least 300 words to at least 2 other students’ threads. Each reply must include a Scripture reference and at least 1 scholarly source, plus the text—all in current APA format.

Submit your thread by 11:59 p.m. (ET) on Monday of the assigned modules/weeks, and submit your replies by 11:59 p.m. (ET) on Monday of the following module/week, except for Discussion Board Forum 4, in which replies are due by 11:59 p.m. (ET) on Friday of Module/Week 8.

 

 

 

19 hours ago

Kenneth Hathaway

DB 1: Health Coverage

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Companies that strive to be successful must take into consideration various factors that they may not realize. One of these factors includes the public appearance that the company has. Some individuals may find it impossible, or undesirable, to do business with a company that has extremely different views than themselves. This could be because of various reasons, such as a strong moral disagreement or personal belief. If an individual feels this strongly about a company’s, they may decide to no longer shop there, or even convince others to do the same. In a society that is becoming increasingly polarized, this is not that unbelievable, as individuals push to boycott companies who take opposing views on common political issues. Therefore, it would not be unreasonable that a company would look at their historical political stances and consider changing certain beliefs or public opinions to try and prevent the loss of customers.

In the question prompt, the company is deciding to extend their health benefits to domestic partners (Mathis, Jackson, & Valentine, 2017). Previously the company had primarily conservative views, but are moving away from that to try and avoid prevention of customers (Mathis, Jackson, & Valentine, 2017). Since this decision has political implications, there’s no doubt that there will be both support for and against this decision within the company. If the company had mostly conservative views previously, it is likely that there are quite a few conservative individuals within the company. This change in view will have effects on both the employees within the company and the potential customers view of the company.

The company’s diversity training may need to undergo some changes along with this shift. Individuals must be sure to understand what viewpoints other individuals have and know what may be considered offensive or inappropriate to say or do at work. Additionally, former employees may be upset with the shift in political views and have complaints or grievances with the leadership for this change. It is important for individuals to realize that the company essentially exists as its own entity, therefore they need to be able to separate themselves, and their personal views, from the company’s. Typically, it would be in the company’s best interest to remain neutral in political issues, if they are not detrimental to civil rights. Employees that cannot separate the company’s views from their own may find that they can no longer stay employed for the company. However, this political view does not have any direct impact on these individuals, so it should not escalate to such a point.

While the issue of domestic partners may not follow my Biblical Worldview, this is not a matter that would cause me to need to leave a company. The issue has no direct implications on myself or my family and does not cause us any harm for, or against, the matter. Additionally, I believe that we are not to hold non-believers to the standards of the Bible (1 Corinthians 5:12-13, ESV). While they are bound to God’s Law, it is not for us to judge them. When at work, I try to keep my focus on performing my job in a way that is honoring to God (Colossians 3:23, ESV). If what I’m being told to do does not conflict with my Biblical Worldview then I strive to do my best. Therefore, in this situation I would work with the company to transition into the new health care plans and assist the other employees in adapting to the new work environment.

References

Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2017). Human resource management (15th ed.). Stamford, CT: Cengage Learning.

 

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16 hours ago

Jennifer Riser

Riser, Jennifer

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Knowledge of an organizations culture is paramount. Prior to processing any changes in a workplace, it is critical to have all the necessary information regarding the present atmosphere. A company’s organizational culture “consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior,” (Mathis, Jackson, Valentine, & Meglich, 2017). As of 2012, there were approximately 9 million LGBT s in the United States (Cordes, 2012, p. 112). This equates to a very large number of talented potential employees to pull from. For a business to continue to grow and make profit, changes in the organizations culture need to change to keep up with the growing population. This may, at times, affect the way current employees view their employers. When these instances arise, it becomes necessary to point out the reasons for the cultural change and explain the mindset behind the changes.

In this instance, the element of adding health benefits for domestic partners, can alter the way current employees view not just their employers but the product in which they are contributing sales to. What needs to be understood is that whatever view a person has regarding domestic partner benefits, the fact remains that it is merely a view; a personal belief that one harbors in their own mind. “Since talent is indifferent to sexual orientation, to attract and retain the best and the brightest, an employer needs a reputation for having an inclusive and supportive culture,” (Cordes, 2012, p. 113). This means thinking outside he current cultural box at times and recruiting from resources that can be considered taboo by some individuals.

It is deadly for a business to stagnate due to bias. “Although there are many potential reasons why some companies have not fully embraced progressive policies for these [LGBT] employees, there is little empirical evidence to suggest what factors contribute to organizational decisions to adopt LGBT-friendly policies,”  (Everly & Schwarz, 2015, p. 368).

As the workforce continues to grow with new and variant types of employees, so too does the consumer market. “The LGBT population is a customer market with purchasing power estimated at $743 billion – and is more likely to purchase from a company with a reputation for supporting LGBT causes,” (Cordes, 2012, p. 114). Basically – it is just good business.

Employees may be concerned by such a culture change, and that is fine. There is nothing wrong with having varied viewpoints on topics. Differences keeps conversations moving. Moving conversations keep businesses in line with current affairs. Employees need to understand that it comes down to simple factors when making decisions that affect the entire culture of an organization; the climate and the bottom-line. These go together. Without one, the other suffers. Poor work climates do not help the bottom-line. In fact, they do the opposite. When an organization suffers from a poor climate, employees report “a greater desire to leave the organization; poorer job and career satisfaction; higher reported levels of job anxiety, role ambiguity and role conflict; greater difficulty concentrating; higher levels of absenteeism; greater mental and physical health complaints; lower levels of organizational commitment and fewer promotions opportunities,” (Cordes, 2012, p. 113). In stark contrast, climates that are favored as good report, “coworkers and the organization are perceived as being supportive and accepting, employees report higher levels of satisfactions, greater loyalty to the organization, productivity and effectiveness, higher levels of creativity and innovation, less role ambiguity, less role conflict and less work-home conflict,” (Cordes, 2012, p. 113). When everyone works together everyone profits.

Change is not an overnight process and it should not be considered an “easy” move to adopt radical changes to an organizational culture. Small steps need to be taken to ease the transition for the benefit of all parties. Cues should be taken from larger organizations where the transition has been made or is at least in full-swing. The federal government should be a starting point. Though not perfect, it does establish a strong foundation for the necessary steps to promote change in a strongly considered staunch environment opposed to non-traditional beliefs and values.

As a Veteran of the United States Army, I have seen my fair share of cultural changes. I can name every year’s recruitment slogan like a General Order. The military does not differ from any other organization. It too needs to adapt and grow to meet its quotas and that includes pulling from groups of people that are not “traditional”. I served with, alongside and right next to members of the LGBT community and one thing held true – despite their orientation or way of life, they held a rifle the same I did, fought as I did, had my back and, unfortunately, bled the same color as I did, sometimes to the point that there was no life left. There was no rainbow that emerged from their veins. There was no devil that drug them down below the dirt for eternity. There was a man. There was a woman. There was a Soldier.

As a Christian, I understand my Bible and its teachings and I accept the ways and laws of my God; but I also understand tolerance and acceptance.

“When the Pharisees heard that he had silenced the Sadducees, they gathered together, and one of them, a lawyer, asked him a question to test him. ‘Teacher, which commandment in the law is the greatest?’ He said to him, ‘“You shall love the Lord your God with all your heart, and with all your soul, and with all your mind.” This is the greatest and first commandment. And a second is like it: “You shall love your neighbor as yourself.” On these two commandments hang all the law and the prophets,’” (NRSV Matthew 23:34-40, 1989).

From this, my balance is simple. I live Matthew 23:34-40.

Works Cited

Cordes, C. L. (2012). The Business Case for Offering Domestic Partner Benefits. Compensation and Benefits Review(44), 110-16.

Everly, B. A., & Schwarz, J. L. (2015, April-May). Predictors of the Adoption of LGBT-Friendly HR Policies. Human Resource Management, 54, No. 2, 368-83.

Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. A. (2017). Human Resource Management (Vol. 15th). Boston , MA: Cengage Learning.

New Revised Standard Version Bible (Catholic Edition, Anglicized Text ed.). (1989). San Francisco, CA: HarperOne.



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Accounting I Class 1.During a period of inflation, the cost of good rise. FIFO (First In, First Out) method would report the highest inventory balance.



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Accounting I Class

1.During a period of inflation, the cost of good rise.  FIFO (First In, First Out) method would report the highest inventory balance.  This is because the price rotates with the goods.  If the first term of an item is purchased for $1, then a second term of that same item is purchased for $2, the first term items will be reported as being taken off inventory first.

I would be considered ethical of the reports that show the highest net income are used throughout all reporting processes.  These would interest investors and owners and profit-sharers.  At the same time for tax purposes the same net incomes should be used.

 

2.The first in first out inventory method is the old way of selling off the oldest goods valued in the company due to them being around the longest and therefore would have the most inflation value. The earliest cost methods would have these goods sold off using the valuation of those earliest cost values. The cost of the older goods being sold currently would be that of the cost of the current goods being sold now. This would make sense for a company to do this because they would want to show the highest numbers possible rather than sit on the goods that they have had the longest.

 

Financial Management class

  1. Call feature is beneficial when market rate is lower than coupon rate. the comapny can call its bond at pre specified payment on call premium. the comapny can issue new bond at lower rate.

Call option is risk for bondholder because there is a risk of call the bond before its maturity period. in this case bondholder face reinvestment. the investor has to invest at low rate.

In convertible bond, the bondholder excercise the conversion option when market value of after conversion is higher than market value of bond. also the dividend payment on total stock is higher than annual coupon payment.

 

  1. “Callable bonds provide a corporation the right to repay the bonds before the maturity date. Callable bonds protect the corporation from having to pay high interest rates on existing debt if interest rates drop.  For example, if the market rate drops to 4%, the corporation could call the bonds and replace them with bonds that pay a 4% interest rate.  The corporation would be able to essentially refinance the higher interest debt with a lower interest rate bond. By offering the bonds as callable, the corporation prevents itself from being locked into a high interest rate and not being able to change it.   If the bonds are called, investors would no longer receive semiannual interest payments and would be presented with the challenge of investing their money in another investment that offers a comparable return” (Miller, Mattison & Matsumura, 2016, p.744).  Horngren’s Accounting 11thed.

 

Business Law

  1. Although is was a hand shake deal. Charles had no control over the weather and no one stated what happens if the crop don’t come in or if it is damage. So, I think Charles should win because although they did agree on $1.00 per bushel which is $20,000 he had no control over the weather and besides that they did not state what will happen if anything happens to the crops. I wouldn’t consider this a breach of contract. Charles had every attention to follow through with his deal on the corn but it got damaged in the storm. Why couldn’t they go over another contract for what Charles do have. After all it wasn’t his fault the crop got damaged.
  2. I believe Charles did not breach the contract he made. Charles did produce the corn crops that were not damged by the rain storm. Charles could not control the weather.  It would be differnet if Charles just did not finish the corn crops but he did.  With the hand shake contract no one stated what would happen if there was inclement weather. Charles defense would be the weather and he should win because he had all intention of delivering what they agreed upon.

Principle of Macro class

 

  1. What determine the shape and position of the short-run aggregate supply curve is that the normal wage rate has to be fixed. This will increase prices and make for higher profit. What makes the supply curve increase is because some prices are normal and fixed in the short-term, this means that aggregate supply curve will slope upwards.
  2. The short run aggregate supply curve is determined by the connection between genuine creation and the value level. As the value level ascents, genuine creation is more noteworthy. As the value level falls, genuine generation additionally decays. The connection between the short-run total supply bend and the total request bend, and additionally the long-run total supply bend is the center instrument of the total market (AS-AD) examination. This investigation is then used to clarify and comprehend macroeconomic wonder, including business cycles, expansion, joblessness, and adjustment arrangements.


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Action Research and Organizational Development Videos



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Action Research and Organizational Development Videos

 

There are a huge number of individuals and firms who are out there selling their organizational development services. Take a look at videos and/or webpages of OD consultants and find a company or individual that really stands out in a good or bad way. Share the link to the video or webpage, and explain what made this particular consultant or consulting firm stand out to you. Also, discuss whether or not the material presented in the video or webpage seems to be consistent with what you read about in the background readings. For example, does this consultant seem to practice a form of action research or do they do something entirely different?

One consultant whose videos or webpage you may want to check out is Dr. Jeremy Lurey, as he is the author of one of your readings for this module and the CEO of Plus Delta Consulting.

 

 

If needed.

Weiher, A. (2014). Artifact: Organization Development. https://www.youtube.com/watch?v=x9iLMsogoR0

 

 

200 words with references

 

 



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It has been said: A conflict is said to be ripe once both parties realize they cannot win, and the conflict is costing them too much to continue. This tends to be a good time to open negotiations.



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Please answer the below questions in one page using your own and simple words and please put citations and references(APA Format) (3 Resources) examples from the real life.

 

 

Questions:

 

It has been said: A conflict is said to be ripe once both parties realize they cannot win, and the conflict is costing them too much to continue. This tends to be a good time to open negotiations.

Reflect on the comment. Is there a way to make sure you are able to recognize such opportunities? How do you introduce the idea of negotiations to people in need? Give an example of a time you were witness to or involved in such a moment.



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WEEK 5 ASSIGNMENT MIKE SMITH



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Describe, in 500 words or less, how a nonprofit executive can determine what functions are necessary to pursue the organization’s board-established mission?  How does one determine what staff positions are necessary to operate those functions?   If there is inadequate funding available for a staff position the ED feels is necessary, how can the ED accomplish that work?

 

PLUS 2 REF



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