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Developing and Maintaining Quality Products and Services

Developing and Maintaining Quality Products and Services.

The Assignment overview – Developing and Maintaining Quality Products and ServicesThe word “quality” has specific meaning for organizations that adhere to some variation of the Total Quality Management philosophy. What is the significance of “quality” for OPD professionals? In this week’s Application, you will analyze factors related to quality and explore their implications for workers and communities.To prepare for this assignment:Review the readings for this week: Behavior in Organizations, Chapter 1, and Business: A Changing World, pp. 250-254. (Attached Below)Think about the nature of developing and maintaining quality services.Think about the situations and examples presented in the “Products and Services” video with Edie Goldberg and Soren Kaplan.Reflect on the similarities and differences between developing and maintaining quality products and services.The assignment: (1 page)Compare/contrast how quality new products/services are likely to be developed at a McDonald’s versus a bank in your neighborhood (use the state Maryland in USA).Explain how quality is likely to be maintained in each case through continuous improvement in these different types of businesses/organizations.Please put Citations in each paragraph and Reference all APA in the reference page.Support your Application assignment with specific references to all resources used in its preparation. You are asked to provide a reference list only for those resources not included in the Learning Resources for this course.Reading References (attached)Course Text: Ferrell, O. C., Hirt, G., & Ferrell, L. (2016). Business: A changing world (10thed.). New York: McGraw-Hill Education. – Chapter 8, “Managing Service and Manufacturing Operations” (pp. 230-257)Course Text: Behavior in Organizations – Chapter 1, “The Field of Organizational Behavior”Optional Reference Resources (or add your own)Learn About Quality: Resources from The American Society for Qualityhttp://asq.org/learn-about-quality/index.htmlTotal Quality Management (TQM)http://www.isixsigma.com/methodology/total-quality-management-tqm/introduction-and-implementation-total-quality-management-tqm/
Developing and Maintaining Quality Products and Services

Santa Monica College Contrast of Plato and Aristotles Philosophies Essay.

At least 2000 word essay. 4 pages. Very good work pleaseThis is very important for my grade. I need someone who can research and knows about the philosophies of Plato and Aristotle This is the instruction. Use sources and use facts. use some sightings from these sources 1. Western Civilization, A Brief History. Vol. I. Marvin Perry. ISBN: 978-1-1118-3720-4 2. Machiavelli, The Prince. ISBN: 04862727453. Course Reader, available in the Course Announcement section. Please answer the question below. There is not one right answer, nor is there any required or recommended length. The best answers will integrate facts from the lecture notes, discussions and books. The question is intentionally open-ended so you can easily demonstrate your knowledge. Please submit in .doc or PDF format.This is the prompt.1. Compare and contrast the philosophy of Plato and Aristotle. Be sure to explain the key ideas of both thinkers and show how they are different.need it done in 12 hours. Good quality work please
Santa Monica College Contrast of Plato and Aristotles Philosophies Essay

Produce Life Cycle (PLC) and include tactical plans for the Four Ps at each stag.

How you will manage each stage of the Produce Life Cycle (PLC) and include tactical plans for the Four Ps at each stageIs not a entire paper is just one half to two page long max in APA style must include the references (3) at the end of the doc. this paper must be in relation with the other paper that i will attach to this explanation because is the second part  of the paper. In other words the Produce Life Cycle (PLC) and include tactical plans for the Four Ps at each stage must be oriented to develop the PRODUCT in the first paper.
Produce Life Cycle (PLC) and include tactical plans for the Four Ps at each stag

University of Phoenix Adaptive Leadership Questions

University of Phoenix Adaptive Leadership Questions.

I’m working on a health & medical discussion question and need a sample draft to help me learn.

Reply to eachresponse with a minimum of 200 words. They all do not have to have a reference but at least one of them should.1. Adaptive leadership is having basic skills and knowledge to “adapt” to change in the workplace. his/her followers or employees. Adaptive leadership is about how leaders encourage people to adapt – to face and deal with problems, challenges, and changes (Northouse, 2012, p 257). Adaptive leaders mobilize, motivate, organize, orient, and focus the attention of others to address and resolve changes that are central in their lives (Northouse, 2012, p 259). With this being said adaptive leadership, being able to adapt when unexpected situations or problems arise. Not only being able to adapt, but adapt with confidence. The strengths of adaptive leadership changes are expected. Change doesn’t take an adaptive leader by surprise. Instead, this leader has established systems and strategies to quickly respond to challenges as they arise. There is always at least one backup plan readily available when an adaptive leader is around. Also, adaptive leadership thrives on being able to bring a diverse group of people together to brainstorm ideas and come up with feasible solutions. There a few weaknesses to adaptive leadership as well. For example,adaptive leaders tend to run an unstructured environment. They will attempt to add structure to the work routines of the employees who need it, though that is different than adding structure to an entire team. Also, Adaptive leaders are more likely to break these rules when they feel like there is a need to make a change. Instead of fast, automatic decisions, they take a slow and conscious approach.2. Adaptive leadership, much like many other leadership theories we have studied so far, has its fair shares of strengths and weaknesses that define it as a leadership theory. For adaptive leadership, it is follower centered, takes a process approach, and has a way to help followers with conflicting values (Northouse, 2018). Much like strengths, adaptive leadership also has weaknesses that could cause this theory to not work for some individuals. Adaptive leadership can be too wide-ranged and abstract and also causes some confusion as it does not quite pinpoint the moral dimensions (Northouse, 2018). Because of these strengths and weaknesses, adaptive leadership can help the leaders that are able to put their followers first using a process approach, and still works with their followers should conflicts arise surrounding their conflicting values, or moral dimensions.While adaptive leadership is not as clear cut as servant leadership or transformational leadership, there may be issues when followers tend to have an issue arise in their life. As issues may arise, the leaders may not have the best ideas to employ changes and ideas for their followers. I think that this could cause issues for newer leaders who not have the directional or assertive traits that can help push their followers in how to approach the conflict.3. Whether we like to admit it or not, we all have had preconceived notions, prejudices, and interpretations of other cultures in the work place. Its human to have these thoughts and feelings. These feelings are built on past experiences and interactions with a dynamic healthcare culture of patients and coworkers. However, acting irrationally and inappropriately in a negative or even manner due to these individual notions are WRONG! These feelings can lead to unfair advantages for other groups who one may identify with or be more favorable to, while inappropriately putting the others at a disadvantage. As a leader, our job is to create a safe environment, where employees can bond together for the betterment of the team. In the workplace, especially in healthcare, putting your differences aside for the sake of the life of another is what makes a diverse and strong team. Working with different individuals from different backgrounds and upbringings, we need to understand and sympathize with how they think, feel, and what motivates them. “The psychodynamic approach to leadership focuses on the dynamics of human behavior, and the idea that if we study what affects a person’s behavior, we can understand how he or she functions and why they react or act in certain ways, and in turn use that information to be better leaders and followers” (Powlus, 2017). With leadership, often times anticipation of people’s reactions can make a big difference.Implementing the four characteristics of conscious capitalism: conscious leadership, stakeholder orientation, conscious culture, and higher purpose can be utilized to help improve employee engagement and collaboration. Leaders should be aware and understanding of different cultures and upbringings and be sensitive to those who are different than their own. Respect and understanding is key. Making everyone feel included and not left out due to perceived prejudices is key to maintaining a strong team environment. Understanding there is a higher purpose besides focusing on individual backgrounds can make the working environment so much more positive. Having compassion and a strong need to help those who cannot help themselves can bond a group of people with different backgrounds, mindsets, and cultures.
University of Phoenix Adaptive Leadership Questions

Avila University Heart Rate Monitor Discussion

assignment writing services Avila University Heart Rate Monitor Discussion.

(. I will identify a heart rate monitor chest strap as my product, and the service provided by this heart rate monitor chest strap is that it Calculates the heartbeat. The reason is to prevent obesity.)Before we begin the process of creating the ads for your campaigns, we must craft the foundations that will guide their creation and production. This is where the creative and strategic briefs enter the equation. Together these create the story lines, value propositions, and messaging and call to action of your ads. These elements will also define how you expect to capture attention and as well how you plan to make your ads work across many mediums and. of course time. We know these principles as SPOGA.A creative brief is a short 1-2 page document outlining the strategy for a creative project. Think of it as a map that guides its target audience – the creative team – on how to best reach the campaign’s stated goals. … To that effect, it’s an interpretation of the ideas and vision for your product, service and cause.So your assignment is to create a 1-2 page document/outline addressing the above for your advertising projects.https://www.columnfivemedia.com/how-to-write-a-useful-creative-brief (Links to an external site.)https://blog.hubspot.com/marketing/creative-brief (Links to an external site.)https://www.workamajig.com/blog/creative-brief (Links to an external site.)
Avila University Heart Rate Monitor Discussion

Snap-on tools conversion Research Paper

Abstract The Snap-On project involved the conversion of the company’s order entry system to the ERP system. The company obtained the system from Baan Co. The system took three years of design and deployment. However, the new system for making order entry turned to be a disaster for the company. It resulted in “$50 million in lost sales for the first half of 1998” (Stein, 1998). It also created delays in the delivery of orders and wrong number of inventories. Snap-On experienced a surge in operating costs by 40 percent. This cost resulted from the need to “cover costs of extra freight and temporary workers” (Stein, 1998). The deployed system also affected dealers because most of them could not operate the new software, and they went to rival companies. During the fiscal year of 1998, the company recorded a decline in profit by 22 percent as compared to the previous year. The ERP system has a crucial role in most important aspects of an organization, both internal and external. Therefore, effective implementation of the project and its subsequent usages are significant to performance and continuity of any firm. Introduction In the past decades, Enterprises Resource Planning (ERP) systems have taken center stage in the development of information technology among many firms. The adoption of ERP systems in an organization involves complex processes, many stakeholders, and deployment of other resources in order to achieve the desired outcome under pressure and time constraints amidst unforeseen challenges. Therefore, for an organization to remain competitive in an evolving marketplace, it must deploy the ERP system to for efficiency and effective services to its customers. Although the system can provide numerous benefits, there are high rates of failure during the deployment process as was the case of the Snap-On conversion project. It resulted in massive losses, increase in costs, loss of customers, wrong deliveries, and miscounted inventories. In most circumstances, firms do not adhere to the most important warnings that may indicate the possibility of a project failure. Therefore, it is necessary for a firm to identify issues that could lead to success or failure of a noble project (Kuang, Lau and Nah, 2001). The jumbled initiation of the Baan enterprise software contributed to massive financial difficulties for Snap-On Inc. The company recognized that challenges with the implementation of the system would result in 40 percent losses in the second quarter. Challenges occurred due to the learning curve for the new system and system failures and delays. These factors contributed to poor standard of services at Snap-On. For instance, there were unwanted impacts on sales, customer service, expenses, and productivity. Get your 100% original paper on any topic done in as little as 3 hours Learn More Snap-On Project Simplify was among the top ten failures of the time Snap-On had acquired the Baan’s software for manufacturing, distribution, and financial in 1994. The company referred to the initiative as the Project Simplify. Implementation of the system formed the part of a broad Project Simplify, which originally aimed at changing the entire business processes and facilitating delivery of products and services to Snap-On independent dealers. However, serious issues during the implementation resulted in a massive loss of $50 million in sales. This was according to the published report on the project. However, both Snap-On and Baan did not comment on the exact nature of the problem. Baan noted that they would assist Snap-On to rollout its system. However, during the implementation, Baan did not take active role in the process because Snap-On introduced another consulting company (Booz, Allen

Abubakar Tafawa Balewa University Bauchi Nigeria Total Rewards Paper

Abubakar Tafawa Balewa University Bauchi Nigeria Total Rewards Paper.

Complete Assignment Instructions: Please read Chapter 4- Incentive Pay (pages 77-95) and Chapter 5-Person-Focused Pay (pages 100-114) before continuing your assignment.For your Unit 3 Complete assignment, you will write a narrative essay (minimum 1500 words narrative) in which you address and discuss the questions and statements listed below while conducting online research on the topics, including both company and non-company sources.Prepare each response in a third person, consultant point-of-view format.Include a minimum of at least four scholarly, peer-reviewed articles (at least one minimum for each question below).Be sure to demonstrate a thorough understanding of the READ and ATTEND sections in your essay. Cite your sources in APA format with in-text citations, as appropriate, and place a single labeled reference listing at the end of the assignment to provide full credit to the sources utilized. References with the articles attached Lyons, M., & Smith, M. (2007). Work Choices and Pay Equity. Hecate, 33(1), 81–93. Demougin, D., & Fabel, O. (2019). The Nexus between Contract Duration and the Use of Formal and Informal Incentive Pay. LABOUR: Review of Labour Economics & Industrial Relations, 33(3), 351–370. https://doi-org.bethelu.idm.oclc.org/10.1111/labr.12151 Text Book: Martocchio, J. J. (2013). Strategic compensation: A human resource management approach (seventh Ed.). Pearson. Complete Assignment questions: For the first three questions, read the case “Person-focused Pay at Mitron Computers” on pages 115-116 of the textbook and consider the bases for pay approaches.Answer the following: Identify and describe at least three advantages of a person-focused pay system at Mitron. Identify and describe at least three disadvantages. What approach would you recommend for Turner to take in designing a person-focused pay system? Explain the reasons for your recommendation. Other chapter topic questions: What advantages are offered by incentive-based pay systems and what are their related special challenges?
Abubakar Tafawa Balewa University Bauchi Nigeria Total Rewards Paper