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Business Plan

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Business Plan.

Your business plan will be for a business you are interested in starting and you should be prepared to do outside research on various factors affecting this business.Chapter 6 in your textbook gives you an overview of a business plan and reference the content section of the course for a Business Plan Format Guide of how your plan should look.Information for preparing each section of your business plan can be found within the assigned chapters of your text.Although you can begin exploring possibilities for a new business and doing research on these businesses, you will not be ready to actually begin writing your business plan until after you’ve read Chapter 6.Note also that Chapters 7 through 17 also include information needed to prepare a good business plan.It will be helpful if you read ahead while working on your business plan. You will have the attachment with the instruction….. here is what i had on my discussion board 2 fr business plan . you can use this to elaborate the business plan. A
business plan is a critical aspect that every person starting up a
business should undertake. In most of the situations, a business plan
can help you in securing finance, understand the direction of the
business you are wishing to start, and create strategies that are meant
for achieving your goals. Without a business plan, it is likely that
your business will fail future since you don’t have direction on where
your business is going, or you don’t understand how to start your
business that will pick up after the start. Many people will fail simply
because they don’t know their goals, or if their strategies are
working. Moreover, a business plan helps you to be very competitive in
the marketplace and expand your business in the future. Starting a small
business can be very challenging; however, it can be immensely
rewarding in different ways, for example, personal fulfillment
(Morgaine, 2017).Assuming
that I need to start a small business, I would consider starting an
online boutique. Definitely, every human wears clothes, which is needed
to cover their nakedness. It is likely that many manufacturers on the
same have sprung up and I have seen them succeed. As the population has
grown, so does the demand for clothes. It is important to ensure that
the demand for clothes has been met. In starting an online boutique can
be very critical step since many people will be able to demand on them. I
will ensure different designs for my clothes. One of the major reasons
to start an online store is that people cannot do without putting on
clothes. Clothing stores have experienced major developments over the
years, and this means mine will thrive too, provided I have a business
plan.Starting
an online boutique is not a herculean task. However, it is very
important to consider the right steps that can transform the business. I
can face some challenges in starting an online boutique but this does
not discourage me from start my own. For example, I may face challenges
like competition because many other similar boutiques have sprung up.
Since I don’t have any customer in starting the business, it will take
time for them to consider my services. However, I will ensure that my
products are of great quality and capture the attention of many
personalities. The other challenge is cash flow. Cash flow is very
important in running a business. Especially is what makes a business to
operate successfully. Provided that there is no cash flow in my
business, I will have a challenge in this area since I need to manage my
business and operate successfully. With when my business will pick, it
is likely that I will be able to lack cash flow. The final challenge can
be profitability. In starting a business, it is likely that I will not
make profits as possible, or in some cases, I will make a loss (Saleem,
2017).Despite the challenges I will experience, a business plan will give me an opportunity on how to plan for effective success.Work CitedMorgaine B. (2017).Your Guide to Opening a Crazy-Successful Online Boutique. Retrieved from: http://articles.bplans.com/the-complete-guide-to-starting-an-online-boutique/Saleem, M. A. (2017). The impact of socio-economic factors on small business success. Geografia-Malaysian Journal of Society and Space, 8(1).http://www.mytopbusinessideas.com/challenges-start…
Business Plan

Evaluate the Role of Leadership in Business. Introduction This paper strives to evaluate the role of leadership, group behavior, training and development and change management in the broader context of organizational behavior in today’s environment. The new realities that businesses have to face are globalization, changing technology, employees from diverse demographic backgrounds, customers, investors and competition from both global and small innovators. Globalization brings in new opportunities and challenges in the form of new markets, exchange rate risks, trade and tariff barriers and distribution challenges. Companies have to compete increasingly with global competitors than local ones. Customers also have more options when selecting a product. The internet has made consumers savvier about the products available in the market. Improvements in the transportation and communication network meant that people were better informed and mobile. A classic example is the fall of the iron curtain where the people learned about the lifestyles of other countries which led to the collapse of the socialist countries. In this environment, Companies need the ability to adapt to the changes that are occurring at lightning speed or as coined by Bill Gates in his book “business @ the speed of thought”. Therefore organizations need to have the proper leaders who can drive the business towards their strategic goals. The other factors that companies need to address are intense competition, nontraditional management practices and societal consciousness of workers. he role of leadership in business In literature the influence a leader can exercise over followers in an organization is said to be the type of power he or she can exercise. There are five main sources of power; these are reward power, coercive power, legitimate power, referent and expert power. In addition to these five, finlay suggests that personal power and connection power are also factors that need to be considered. (Mullins, 2005). In addition to the above followers also look for trustworthyness, visionary, competancy and inspiring qualities in their leaders. In today’s context although being a visionary leader is second only to being trustworthy it is the quality that leaders world over struggle with. In order to be a forward looking individual it is required to first pay attention to the here and now. A leader needs to know what is going on around him in order for him to focus on what needs to be done to get to the objective. It is not always about meeting deadlines it is looking at what comes after the deadline is met or the project is finished that define visionary leadership. Leadership Types A research study undertaken by a consulting firm and reported by Daniel Goleman has identified six types of leadership. Coercive leaders (do what I tell you) Authoritative leaders (Come with me) Affiliative leaders (People Come first) Democratic leaders (What do you think) Pacesetting leaders (Do as I do, Now) Coaching leaders (Try This) The study has also revealed that only four of these styles had a positive effect on employees. The authoritative style was found to be the most effective while the affiliative style. The democratic style and the coaching style were seen as positive. However it was also revealed that effective leaders often use more than one of these styles in various proportions in their dealings. (Mullins, 2005) leaders who have mastered the above four styles and are able to apply them in given situations have ben found to be more effective than others who do not. however it does not mean that the other styles of leadership are not effective when used in the correct situation and context. for example the coearcive style (demands immediate compliance) will work well in a crisis situation. When discussing leadership it is also important to explore the full range leadership model In the above model the bottom left hand quadrant describes avoidant behavior of leadership, which can be further described as non transacting these type of leaders avoid decisions or intervention relying on time to heal all ills. In the middle of the quadrant is transactional leadership, this is goal and result oriented leadership. And at the top right hand corner is the transformational leadership which broaden and elevate interests of followers. In today’s organizations with the rapidly changing business environment the leaders we should develop are transformational leaders. The components of a transactional leader are individual consideration, intellectual stimulation, inspirational motivation and idealized behavior. Delving deeper into these components we find that Individual Consideration; values individual needs, shows empathy and encourages continuous improvement. Intellectual stimulation; challenges existing practices, encourages imagination and values intelligence. There is no doubt therefore that all these traits are required from a leader of a organization in this day. Change management Change is often said is the only thing that remains constant in organizations, and change management is defined as the process of achieving the smooth implementation of change by planning and introducing it systematically, taking into account the likely hood of being resisted. (Armstrong, 2009) Most businesses founded during and before the last decade has been steeped in archaic practices that really do not work in the present. Therefore if organizations need to be able to compete in the current business atmosphere companies will need to change the fundamental approaches that they have practiced in the past and embrace new methods of management. Organizations need to first identify why they need to change, the need for change can manifest itself from two directions one is external factors such as economic, social, environmental, technological, legal and political the other is internal factors such as business processers, objectives, technology, finance and structure. In the current context businesses will more often than not be influenced by external factors than internal factors for change. Once this is identified then the organization needs to have a vision of the final destination and the gaps that need to be filled to reach the final objective. It is also important for organizations to plan for this change and most importantly make the stakeholders aware of the importance of this change to the organization in order to get their buy in. Herbert C Kelman explains in his paper on attitude change that there can be three processes of influence. Compliance – Occurs when an individual accept influence because of a reward or punishment by conforming. Thus the satisfactions derived from compliance are due to a social effect of accepting influence. Identification – This is said to occur when an individual accepts influence because he wants to establish or maintain a satisfying self defining relationship with another person or group. Internalization – This occurs when an individual accepts influence because it is intrinsically rewarding, he adopts the behavior because it is congruent with his values. (Kelman, 1958) Therfore in an organisation which is going through change all the above three types may be encountered, there will be some who comply because of the rewards or punishment some who will comply with change due to their relaqtionship with other members of the organisation and others who find that the change conforms to their values. Resistance to change People resist changing whenever they feel that the change is a threat to them. Resistance can take many forms; it can be active, passive, covert, overt, aggressive, timid, individual or organized. The top ten reasons for resisting change as argued by A. J. Schuler, Psy. D (A. J. Schuler, 2003) The risk of change is seen as greater than the risk of standing still People feel connected to other people who are identified with the old way People have no role models for the new activity People fear they lack the competence to change People feel overloaded and overwhelmed People have a healthy skepticism and want to be sure new ideas are sound People fear hidden agendas among would-be reformers People feel the proposed change threatens their notions of themselves People anticipate a loss of status or quality of life People genuinely believe that the proposed change is a bad idea. Dealing with resistance In order to overcome resistance to change a few methods can be used, foremost is to guarantee the employees security, thereafter a good communication plan of the objectives of the change should be instituted. Concerns of employees should be discussed and understood by the management. Where possible the most vociferous resistors should be made participants of the change management team. Flexibility should be made a key word in the change process. Incentives such as rewards can also be used to change the mind set of employees. In implementing the change an incremental change model can be used where initially small changes are done and once the employees have been removed from their comfort zones a bigger and more radical change is made. There can be several iterations of this with small periods of inactivity to allow the changes to normalize. This approach will make the change more acceptable as employees will be able to experience the benefits of each change prior to proceeding to the next iteration. Group behavior In organizations you will find several individuals forming groups to achieve common objectives, these groups or teams can exist as formal or informal groups. When formed as a formal group they will be part of the structure of the organization. In order to appreciate how groups behave we need to consider the nature of the following. (Armstrong, 2009) formal groups; informal groups; the processes that take place within groups; group ideology; group cohesion; group dynamics; The concept of a reference group and its impact on group members; The factors that make for group effectiveness. Formal Groups Organizations set up formal groups in order to achieve a defined purpose. The composition, size and structure of the group will depend on the nature of the task; if the task is clearly defined the leader may exercise authoritative power which if the task is routine in nature then the leader will exercise a more supportive role in this case the team will operate in democratic manner. Informal groups Individuals who have likeness towards each other can set up Informal groups, these can be in the form of book clubs, social club etc. A study conducted by Roethlibeger and Dickson in 1939 has revealed that activities within groups could be regulated by their own conduct and output irrespective of what the administration wanted, however by understanding the processes that take place within groups can help them work for the organization rather that against it. The processes that take place within a group. The manner in which groups function are affected by the size of the group and the task at hand, although there can be a greater knowledge base in a large group, individuals in the group may find it difficult to contribute. The main processes that take place in groups are interaction, task and maintenance functions, group ideology, group cohesion, group development and identification. (Armstrong, 2009) Reference groups A reference group comprises of a group of people with whom an individual identifies with .Most individuals in an organizations belong to a reference group and this can considerably affect the ways in which they behave. Initially a group member may comply in order to be accepted as part of the group, however as time progresses the norm will get internalized and the individual will react in the same manner whether in the group or not. Influencing groups Vince Lombardi arguably the greatest NFL football coach once said “true leadership involves not only the ability to direct people, but the ability to have them embrace your direction” influencing or persuading people to embrace your direction is a multi step process. In order for you to be able to persuade the first thing you need is credibility or trust and be perceived to be a person who keeps his word. The second is to canvass, which is to have a series of exchanges with individuals and groups to obtain a clear view of the concerns, goals and aspirations. The third is to try your ideas on opinion leaders, discuss your ideas with small groups get their feedback and importantly try to get the opinion leaders acceptance of the ideas. Then use the information gathered and reframe the idea in a manner which they see it as their own. By adopting the approaches discussed in this chapter an organization can obtain the support it needs to change and overcome any resistance by employees to the proposed changes. Training and Development Donald Schon argues that the loss of stable state in our society and its institutions means that they are in a process of continuous transformation and that we cannot expect new stable states that will endure for our own lifetimes. Therefore we must become adept at learning. (Smith, 2009) In order for an organization to able to be competitive in its business space it first needs to understand the skills it needs. Thereafter a gap analysis should be carried out to identify what skills are required In order for the company to reach its goals. All employees want their services to be valuable to their employers and be able to be competitive in the employment market. And the only method of achieving these targets is training and development. It is also a motivating factor for the employee since by being trained on the skills he needs to perform his function he becomes more comfortable and adept at his task. Employers should strive to build in training into their evaluation of the employee so that the final measurement of his performance will be realistic and aligned towards to companies goals and objectives. Conclusion In conclusion, an organization of today need a multifaceted approach to shape its organizational behavior. Foremost among them is the need to be able to adapt quickly to change. To do this the organization needs to have visionary leaders who will be able to manage the changes happening around them in ways that keep the motivation of the employees at high levels while maintaining the momentum of the organization. They also need also to focus on other aspects such as environmental, cultural and political issues in order to survive in today’s business environment. Donald Sull a professor of management practice at the London school of business has to say this ” companies that execute on their strategies quickly and effectively tend to construct solid organizational hardware: information systems, corporate priorities, incentives and so forth. But they also program in software – That is the right culture, people and leadership for execution. The most agile organizations share a core set of values: achievement that recognizes and rewards employees for setting and achieving ambitious goals, ownership, team work, creativity and integrity. Most importantly agile organizations translate these principles into action.” (Sull, 2010) A. J. Schuler, P. D. (2003). resistance to change. Retrieved 02 2, 2011, from www.SchulerSolutions.com: http://www.schulersolutions.com/resistance_to_change.html Armstrong, m. (2009). Hand Book of Human Resource Practice. london: Kogan Page. Kelman, H. C. (1958). Compliance identification and internalization. Retrieved 02 02, 2011, from scholar harvard edu: http://scholar.harvard.edu/hckelman/files/Compliance_identification_and_internalization.pdf leader to leader institute. (2009). The Organisation of the Future. San Francisco: jossey-bass. Mullins, L. J. (2005). Management and Organisational Behaviour. Essex: Pearson Education limited. Smith, M. K. (2009, 09 03). donald shon :Learning,reflection and change. Retrieved 02 04, 2011, from www.infed.org: http://www.infed.org/thinkers/et-shon.htm Sull, D. (2010, 05 23). Organisational Behaviour. Retrieved 02 04, 2011, from Management Quotes: http://www.mgmtquotes.com/subject/organisational behavior/ Evaluate the Role of Leadership in Business
The Day of the Dead, or all souls day, is the official Catholic holiday following All Saints Day. The date of the Día de los Muertos, is November 2nd. The date of this event is typically attributed to St. Odilio, an abbot of Cluny, France. St. Odilio wished to offer special prayer and singing to the Office of the Dead. The day was created in honor of those who died. During this time, there are three Requiem Masses, said to assist the soul of the deceased from Purgatory to Heaven. The modern view of death is attributed to the Aztec, as they themselves celebrated. They believed that after death, a person would rise though nine levels of, in order to reach their destination, Mictlan, the place of the dead. It was also believed that at birth, the destination of the person would be decided, and would not take into consideration how that person lived their life. It was also believed that the fashion in which one died would determine the region of their destination one would inhabbit. When the person arrived at the destination, one would either linger, awaiting movement to the next destination, or would transform. In the Aztec calender, two months are devoted to honoring the deceased. The ninth month was dedicated to deceased infants. The tenth month was dedicated the deceased adults. During the Spanish Inquisition of 1521, indigenous beliefs were fused with those of the Catholic church. As a celebration adapted by many Catholic nations globally, the central idea remains the same. If a person dies after living a humane life, he or she goes to Purgatory, also known as Hell (commonly known by this term for its slang uses.) After paying for their sins, by being cleansed in the Purgatorial flames, that person goes to the afterlife. If a person did not live a humane life, he or she would spend eternity suffering in the Purgatorial flames. It was believed however that the family of the deceased would assist the person in leaving Purgatory, by praying. During the Día de los Muertos, family of the deceased often attends services, as well as creates an alter in their home. The typical the alter in the family’s home is adorned with marigolds, the official flower of the dead, as well as a candle for each of the deceased. Incense is often used in conjunction to these items. Also, as part of the ofrenda, or offering, food is often prepared. The dead are believed to spiritually partake from the food, and the living later consume the food. In some countries, it is also common to view the play Don Juan Tenorio. Another common item is the sugar skull, as well as cardboard caskets with a skeleton which jumps out, and also masks, which are believed to show an expression which one cannot show normally. During the celebration of the dead, calaveras are published. These calaveras are similar to obituaries, except for those prominent in government or society, the person is often alive. The calaveras are published often in local newspapers in a versus style. They often will describe the character of the person, and what he or she has done for the comunity. One of the most popular pieces of the celebration are sugar skulls. The origin of these pieces are unknown, but it is often suggested, that they date back many centuries. The origin for the giving of the sugar skull, is believed that in ancient times, the human skull would be given as a commemorative. As this tradition grew, this became obsolete, as well as extremely unhygienic and grizzly. The sugar skull is believed to have been an alternative to this, having, in plain form, the rough shape and color of the human skull. In conclusion, the day of the dead brings forth a celebration in reflectance toward the dead. While the celebration is not performed in mass in non Hispanic nations, it is officially recognized by the Catholic church, which is responsible for a vast portion of religion globally. The celebration has been performed for many centuries, but is not commonly celebrated in counties from non Hispanic decent, such as most of Europe, and most of North America, with the exception of Mexico. Due to its vast importance in Hispanic nations, the celebration has carried out since 1521, and will most likely continue on past the lives of many generations to come. Bibliograpy http://spanish.about.com/gi/o.htm?zi=1/XJ
Financial Analyst.

OVERVIEWResearch the last two years of financial statements for a publicly traded organization based in the United States. Then write a 10- to 12-page financial analysis that applies financial theories, methods, and analytical tools, including capital structure and financial statement ratio analysis.Note: The assessments in this course build upon each other, so you are strongly encouraged to complete them in sequence.SHOW LESSBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment objectives:Competency 1: Apply the theories, models, and practices of finance to the financial management of the firm.Analyze the financial statements of a publicly traded company.Competency 2: Assess the impact of ethical, regulatory, and tax considerations on financial policy decisions.Analyze the impact of ethical, regulatory, and tax considerations on financial policy decisions.Competency 3: Evaluate alternative methods of financing a firm in diverse economic environments.Analyze the impacts and risks of international trade on an organization’s financial statements.Competency 4: Integrate financial analyses into general business management planning and decision making.Evaluate financial analyses used for general business management planning and decision making.Competency 5: Communicate in a manner that is professional and consistent with expectations for members of the business professions.Communicate in a manner that is professional and consistent with expectations for members of the business professions.Competency MapCHECK YOUR PROGRESSUse this online tool to track your performance and progress through your course.Toggle DrawerRESOURCESSUGGESTED RESOURCESThe 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. They provide helpful information about the topics in this unit. The MBA-FP6016 – Finance and Value Creation Library Guide can help direct your research. The Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.Internet ResourcesADDITIONAL RESOURCES FOR FURTHER EXPLORATIONThe following texts are designed to assist learners to master core concepts, solve financial problems, and analyze results.Ross, S. A., Westerfield, R. W., Jaffe, J. F., & Jordan, B. D. (2014). Corporate finance: Core principles and applications (4th ed.). New York, NY: McGraw-Hill. – Available from the bookstoreChapter 18, “Short-Term Finance and Planning,” pages 551–582.Chapter 19, “Raising Capital,” pages 583–618.Chapter 20, “International Corporate Finance,” pages 619–644.The text offers an introductory look at corporate finance.Welch, I. (2017). Corporate finance (4th ed.). Retrieved from http://book.ivo-welch.info/read/.Chapter 14, “From Financial Statements to Economic Cash Flows,” pages 355-385.ASSESSMENT INSTRUCTIONSWrite a financial analysis for a U.S.-based, publicly traded organization.To begin, research the latest two years of financial statements for a publicly traded organization based in the United States. Obtain the organization’s three most recent annual reports. You may choose any organization, as long as the data needed to complete this assessment is available to you.Then, write an analysis (10–12 pages) of your findings. Apply theories, methods, and analytical tools, including capital structure and financial statement ratio analysis. Address the following in your analysis:Analyze the financial statements of a publicly traded company.Identify the industry of the organization and present industry statistics.Perform a complete financial analysis of the organization’s financial statements for the last two years, including horizontal, vertical, and changes in ratios.Analyze the impacts and specific risks of international trade on the organization’s financial statements.What are the financial research sources to support your analysis?What specifics from the financial statements would be at greatest risk?Evaluate financial analyses used for general business management planning and decision making.Identify and analyze important segments (percentage of sales or subsidiaries).Analyze cash flows.Compare and evaluate the organization’s ratios against the industry averages.Analyze the impact of ethical, regulatory, and tax considerations on the organization’s financial policy decisions.ADDITIONAL REQUIREMENTSWritten communication: Written communication is free of errors that detract from the overall message.APA formatting: Format the title page, citations, references, and any tables, graphs, or charts according to current APA style and formatting.Number of resources: Minimum of 10 references, of which three should be academic journals and no more than two should be textbooks.Length of paper: 10–12 typed, double-spaced pages—not including the title page, references, tables, graphs, or charts.Font and font size: Times New Roman, 12 point.Financial Analysis Scoring GuideCRITERIANON-PERFORMANCEBASICPROFICIENTDISTINGUISHEDAnalyze the financial statements of a publicly traded company.Does not identify the financial statements of a publicly traded company.Identifies the financial statements of a publicly traded company.Analyzes the financial statements of a publicly traded company.Evaluates the financial statements of a publicly traded company; provides details and examples to support the evaluation.Analyze the impacts and risks of international trade on an organization’s financial statements.Does not identify the impacts and risks of international trade on an organization’s financial statements.Identifies the impacts and risks of international trade on an organization’s financial statements.Analyzes the impacts and risks of international trade on an organization’s financial statements.Evaluates the impacts and risks of international trade on an organization’s financial statements; provides details and examples to support the evaluation.Evaluate financial analyses used for general business management planning and decision making.Does not analyze financial analyses used for general business management planning and decision making.Analyzes financial analyses used for general business management planning and decision making.Evaluates financial analyses used for general business management planning and decision making.Interprets financial analyses for general business management planning and decision making; provides details and examples to support the interpretation.Analyze the impact of ethical, regulatory, and tax considerations on financial policy decisions. Does not identify the impact of ethical, regulatory, and tax considerations on financial policy decisions.Identifies the impact of ethical, regulatory, and tax considerations on financial policy decisions.Analyzes the impact of ethical, regulatory, and tax considerations on financial policy decisions.Evaluates the impact of ethical, regulatory, and tax considerations on financial policy decisions; provides details and examples to support the evaluation.Communicate in a manner that is professional and consistent with expectations for members of the business professions.Communicates in a manner that is not professional or consistent with expectations for members of the business professions.Communicates in a manner that is inconsistent with expectations for members of the business professions.Communicates in a manner that is professional and consistent with expectations for members of the business professions.Communicates in a manner that is professional, scholarly, and consistent with expectations for members of the business professions. Adheres to APA formatting guidelines and produces work that is appropriate for publication.
Financial Analyst

MGT 530 Saudi Electronic University Mod 7 Business Processes Discussion

MGT 530 Saudi Electronic University Mod 7 Business Processes Discussion.

Business processes are important to communicate an organization’s best practices as they leverage themselves against competitors. Some benefits of business processes are that in the long-run, gains may be realized in cost reduction, meeting customers’ expectations, and streamlining business operations. Business process management then focuses on workflow which may hinder good performance.Identify a business process for which there is not yet a workflow diagram, explain the situation, and devise a workflow to address the problem. Defend your workflow and identify any areas of concern that may hinder successful implementation and a proposed remedy to that concern.Embed course material concepts, principles and theories, which require supporting citations along with at least two scholarly, peer reviewed reference in supporting your answer. You are required to reply to at least two peer discussion question post answers to this weekly discussion question and/or your instructor’s response to your posting. These post replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that post answer. Normal course dialogue doesn’t fulfill these two peer replies but is expected throughout the course. Answering all course questions is also required.Hello Cristina,How are you?I need please MAX 2 Pages, MIN 1 Page ( More pages are optional)At least 2 references.Thank you
MGT 530 Saudi Electronic University Mod 7 Business Processes Discussion

San Jose State University US Government Questions Discussion

essay writer San Jose State University US Government Questions Discussion.

(Pick 2 and be prepared to answer them in 150-200 words each)TOTAL is around 400 wordsRead textbook below: from Module 1 to Module 71) In what ways is formal political power in the United States distributed and checked? What is the role of federalism and the system of “checks and balances” in this scheme? Is this system working in your opinion or is it often producing stalemate and inefficient governance? Why and how?2) Is American judiciary a conservative or a progressive institution? How and why?3) Is the U.S. a democracy of the wealthy or do you think poor and rich are equally represented in this political system? How and why?4) Did the framers go far by dispersing power in the U.S. system of governance that eventually ended up in an inefficient and dysfunctional regime or do you think this was necessary to preserve democracy and prevent tyranny? With the expansion of the presidential powers over the last century do you think the U.S. is getting closer to an autocracy than ever before? Why or why not?5) When do you think we can start the first day of democracy in the U.S., given the divisions and controversies based on race, gender, and class? Provide reasons and discuss the arguments of each side of this debate.
San Jose State University US Government Questions Discussion

Ethnic Differences and Bias in Rorschach Comprehensive System Discussion

Ethnic Differences and Bias in Rorschach Comprehensive System Discussion.

In previous weeks you have engaged with a variety of resources related to self-report inventories and performance-based, projective assessments, including the Rorschach. As you reflect on the readings, what topics generate strong opinions from you or spark your interest to learn more? Why do those resources elicit such a response?For this Discussion, review this week’s Learning Resources. Select two topics from the readings on the Rorschach about which you have strong opinions or are curious.With these thoughts in mind:Post by Day 4 a description of at least two topics from the Rorschach readings about which you have strong opinions or are curious.Be sure to support your post with specific references to the Learning Resources.
Ethnic Differences and Bias in Rorschach Comprehensive System Discussion

Resourcing and Talent Planning in UAE: Labour Laws and the Available Strategies Report (Assessment)

Question 1: Different Labour Market Conditions in the UAE and the U.S. The environment of a labour market might seem as convoluted and complex at first, yet, after scrutinising the phenomenon from different perspectives, one will realise that the rules by which the specified setting is guided are rather basic. Although the taxonomies used to distinguish between different types of market are numerous, the one that splits the existing markets into tight and loose is of particular interest due to the difference in the conditions under which companies in each market operate. By definition, tight labour markets are characterised by high levels of employment and the resulting drop in the real wage rates (Gillespie and Riddle 149). Respectively, when the levels of employment are low, the real wage rates increase, which makes the labour market loose. In regard to the UAE labour market, the propensity to tightening can be viewed as the most appropriate description since the specified environment has been displaying the propensity toward saturation recently (Sadaqat). Indeed, a look at the UAE labour market conditions will show that the unemployment rates within the specified setting have been declining over the past few years, whereas the real wage levels remain inconsistent, with a drop in 2018 and an expected increase in 2019 (“Real Salaries in the UAE Set to Drop in 2018”; Sadaqat). The observed situation can be deemed as unique since the UAE market currently fluctuates between “tight” and “loose,” while slightly gearing toward the former. In regard to other conditions in the UAE market, the youth employment levels are moderate, with most companies preferring to select experienced candidates. Another distinct characteristic of the UAE labour market is that it is geared significantly toward seeking employment in the public sector (UAE Government). Furthermore, the UAE labour market setting displays the propensity toward low participation rates among the members of its labour force, which can also be attributed to tighter markets and more rigid market conditions. Comparing the described setting to the U.S. labour market, one will find significant differences between the two and appreciate the unique situation within the UAE setting. In contrast to the UAE labour market environment, the American market is obviously tightening, with inflation rates rising and the real wage rates plummeting (“United States Employment Rate”). For instance, there is strong evidence that the American market has been overly saturated with workforce, with the levels of employment increasing exponentially (“United States Employment Rate”). According to the recent statistical data, while there have been minor predicaments with employment opportunities, the overall tendency in the American labour market can be deemed as highly positive, with the recent rise from 60% to 60.7% (see Figure 1) (“United States Employment Rate”). The described phenomenon is slightly different from the one observed in the UAE, where the rise in employment levels is consistent and uninterrupted. Moreover, the propensity toward tightness is much more pronounced in the American labour market setting since the wage rates have been less consistent. Figure 1. U.S. Employment Rates (2014-2018) (“United States Employment Rate”). Therefore, there are certain differences in the labour markets of the UAE and the U.S. While both display the propensity toward tightness, the trend within the UAE labour market is much more consistent toward tightness that in the American one. Furthermore, in the U.S. labour market environment, private organisations enjoy significantly higher popularity than state-owned ones, which represents a directly opposite situation to the one in the UAE (“United States Employment Rate”). The participation rates, in turn, are much higher than in the UAE environment, although the U.S. labour market also displays the tendency toward a decline in the levels of activism among employees. Thus, overall, the labour market situation in the UAE is quite different from the one in the U.S., which can be explained by differences in legal requirements, traditions, and economic specifics. Get your 100% original paper on any topic done in as little as 3 hours Learn More Question 2: The Role of the Government, Employers and Trade Unions In the UAE labour market environment, organisations tend to position themselves as global and strive at emphasising their positive characteristics, such as the high quality of products and services, the focus on traditional corporate values, and the support of employees by providing them with numerous benefits and opportunities (Nuseir 4). Since the public sector is the key area of the labour forces’ focus, the government plays a huge role in the UAE labour market environment. Specifically, the government ensures that people are provided with the skill set and level that will be appropriate for the labour market (Nuseir 5). The described detail is particularly important in the setting of the 21st century, when technological innovations disrupt the traditional course of the market development and require applicants to display a wide range of skills and abilities. Specifically, the UAE government has recently introduced the National Smart Government plan to enhance the process of youth education and to encourage young people to develop the abilities and skills that will be highly valued in the labour force market in the future (Telecommunications Regulatory Authority 3). The plan claims to provide guidance to employees and assist them in acquiring the skills needed for using innovative communication technologies (ICT) productively (Telecommunications Regulatory Authority 4). Therefore, it could be argued that the role of the UAE state authorities in enhancing employee education and supporting them in training is rather important. In addition, the UAE government has created the laws and regulations such as the Human Resources Law that entitles the UAE labour force to a set of specific rights and offers guidelines for managers. These guidelines are used in order to introduce the principles of the global leadership into the public and private corporate setting (Federal Authority for Government Human Resources). Employers, in turn, also take an active part in staff’s learning process, making various endeavours at spurring it. For instance, public organisations provide their staff members full access to courses for increasing their competence levels and offer opportunities for professional development. Since being a law-abiding citizen is not merely a civic duty but also a part of the UAE national identity, the UAE employers strive to meet the needs of their staff members as required by law. Therefore, the role of employers in the management of employment-related issues is quite high. However, it would be a misconception to assume that employers are left unprotected by the law. On the contrary, the UAE legal standards promote equality in the treatment of both employers and employees, which is reflected in the regulations such as Federal Law No. 10 of 2017 (Sebugwaawo). Thus, both sides strive to maximise each other’s benefit. Finally, trade unions that are supposed to play an important role in protecting the rights of the labour force by creating the platform for collective bargaining are non-existent in the UAE. According to the UAE Federal Law No. 8 of 1980 and the recent amendments to it, trade unions are not allowed in the UAE economic environment (Sebugwaawo). The specified measure has been introduced to address the scenarios in which employees abuse their rights and affect the performance of the organisations in which they work (Sebugwaawo). While the proposed approach was designed primarily to prevent migrant workers from disturbing the UAE economic environment, it has also affected the UAE labour force, in general, making it extraordinarily vulnerable to the choices that employers make. Therefore, while the current situation with the protection of employees’ and employers’ rights seems to be adequate in the UAE, further changes may be required to ensure that employees are not inherently dependent on the goodwill of the people who hire them. Although in the context of the contemporary UAE labour market, the specified issue is addressed by setting rigid boundaries for companies in terms of employee management, the current situation could use certain improvements involving a permission for trade unions at least for private companies. We will write a custom Assessment on Resourcing and Talent Planning in UAE: Labour Laws and the Available Strategies specifically for you! Get your first paper with 15% OFF Learn More Each method of recruitment and selection has its strengths and weaknesses. For instance, the analysis of competencies can provide a rather accurate analysis of a candidate’s abilities and skills, yet it also makes one overlook unique qualities of candidates that make them more suitable for the job. Screening is another tool for detecting the candidates that do not fit the profile completely. However, screening also takes a substantial amount of time. Shortlisting is a slightly less time-consuming strategy, yet it requires spending a lot of money. Interviews and, specifically, home interviews, give a clear idea of an employees’ qualities and competencies, yet they take a lot of time. Finally, work-sample tests give a general idea of how a candidate will make decisions in the workplace. However, these tests also fail to assess every possible scenario, thus offering not quite reliable results (Gillespie and Riddle 159). Question 3: Principles of Effective Workforce Planning. Description and Examples Effective workforce planning is an inherent part of any firm’s functioning since it allows managing the existing resources successfully and creates opportunities for organisations to maximise their profits. Several principles for workforce planning have been designed so far to assist companies in encouraging the development of skills in their employees and enhancing the performance of their workforce. These principles mainly concern developing an understanding of the workforce needs, meeting these needs respectively, and introducing tools for controlling employees’ performance (Gillespie and Riddle 114). By using a combination of strategies for investing in staff members and enhancing their productivity, an organisation can benefit significantly from workforce planning tool. A typical framework of effective workforce planning includes five key constituents. These are locating of the direction for a company’s development and the needs of its staff, building strong knowledge about employee and their needs, bridging the gap between staff members and an organisation by managing these needs, implementing the proposed change framework, and observing alterations with the following assessment of the results and institutionalisation of change (Gillespie and Riddle 117). The described approaches are designed to assist companies in building trust-based relationships with their employees by meeting their requirements and assisting them in their professional growth. Thus, the proposed strategies are expected to increase the levels of loyalty and CSR among employees and convince them to reciprocate the company’s positive attitude by developing Corporate Social Responsibility (CSR), maintaining workplace integrity, following corporate ethics, and meeting organisational standards in regard to quality. The first requirement of the effective workforce planning, which implies aligning the course for the company’s progress with the needs of its employees, is crucial to the effective management of workforce resources. By using the specified strategy, one invests in the positive relationships with staff members, thus ensuring that they will remain loyal to the company. For example, CEMEX UAE manifests that it is willing to encourage the professional and personal growth of its staff members by encouraging them to build a proper skill set and acquire new skills consistently (“Employee Development”). According to the information provided by the organisation, This strategy is reinforced by our CEMEX Training