Topic: Leadership Styles Company: iMiTs ArtDiscuss how you identified the firm that will be the research site for your dissertation.How did you contact the firm and get their commitment to be a resource for your dissertation?Did you agree to provide them the results of your dissertation analysis in the form of a consulting type report?Why do you find this firm interesting?Module 5 – BackgroundCOMPARING MODELS TO ASSESS THE RESEARCH PROBLEMRequired ReadingEvaSys. (2018). How to effectively carry out a qualitative data analysis. Retrieved from https://www.evasys.co.uk/wp-content/uploads/2019/09/How_to_Effectivele_Carry_Out_a_Qualitative_Analysis.pdfReporting and discussing your findings. (2018). Retrieved May 10, 2018, from the Monash University website at https://www.monash.edu/rlo/graduate-research-writing/write-the-thesis/writing-the-thesis-chapters/reporting-and-discussing-your-findingsData presentation and analysis. (2018). Retrieved May 10, 2018 from the Planning Tank website at https://planningtank.com/planning-techniques/data-presentation-and-analysisResearch data management system project: Best practices in research data management. (2018). New England Collaborative Data Management Curriculum. Retrieved May 10, 2018.Rowley, J. (2002). Using case studies in research. Management Research News, 25(1), 16-27. Retrieved May 10, 2018. Available in the Trident Online Library. (Search by title and author’s last name.)Stockberger, D. (2016). Introductory statistics: Concepts, models, and applications. Missouri State. Retrieved from http://www.psychstat.missouristate.edu/introbook/sbk19.htmBrown, N., Lave, B., Romey, J., Schatz, M., & Shingledecker, M. (2018) Beginning Excel. OpenOregon, Creative Commons License. Retrieved from https://openoregon.pressbooks.pub/beginningexcel/ and https://openoregon.pressbooks.pub/beginningexcel/front-matter/introduction/Book II: Chapters 1–4 andBook V: Chapter 1 in:Harvey, G. (2016). Excel 2016 All-in-One For Dummies. John Wiley & Sons. Available in the Trident Online Library: Follow these instructions for Finding Skillsoft Books. Enter 112925 in the search bar.Video MaterialExcellsFun. (2012, October 19). Excel data analysis: Sort, filter, PivotTable, formulas (25 examples): HCC Professional Day 2012 [Video file]. Retrieved from https://www.youtube.com/watch?v=i5WiYh2jmG8Gibbs, G. R. (2015, March 4). Quality in qualitative research [Video file]. Retrieved from https://www.youtube.com/watch?v=F1YfaSmDQbwCurry, L. (2015, June 23). Fundamentals of qualitative research methods: Data analysis (module 5) [Video file]. Retrieved from https://www.youtube.com/watch?v=opp5tH4uD-wRussell, D. (2014, October 24). Introduction to quantitative data analysis [Video file]. Retrieved from https://www.youtube.com/watch?v=k5XR3Ari7-0McGinn, J., Kaniasty, E., Mistry, D., Soucy, K., & Snyder, C. (2012). Delivering results: How do you report user research findings? New Hampshire Usability Professional’s Association Meeting. Retrieved from https://www.slideshare.net/bobthomas/delivering-results-how-do-you-report-user-research-findingsSampling and DataGibbs, G. R. (2012, October 24). Social surveys. Part 1 of 2 on surveys and sampling [Video file]. Retrieved from https://www.youtube.com/watch?v=M-lEVzKyqhQ&t=6sGibbs, G. R. (2012, October 24). Sampling. Part 2 of 2 on surveys and sampling [Video file]. Retrieved from https://www.youtube.com/watch?v=owN9hLq-EacGibbs, G. R. (2014, March 11). Crosstabulations and their interpetation. Part 1 of 2 on crosstabulations and chi-square [Video file]. Retrieved from https://www.youtube.com/watch?v=B6bqHNVd-KwGibbs, G. R. (2014, March 11). The chi-square statistic and reporting results. Part 2 of 2 on crosstabulations and chi-square [Video file]. Retrieved from https://www.youtube.com/watch?v=JmaL62bDsf8&t=5s
DOC 670 Trident University International iMiTs Art Leadership Styles Research Paper
Discussion: Are You Using the Right Interview Methods for Today’s Workforce? View the following video:How to Work at Google: How We Hirehttps://www.youtube.com/watch?v=k-baHBzWe4k Also watch Steve Jobs on how to hire, manage, and lead people:Last, please read the Lewis (2018) article about how new interviewing techniques need to be employed because we fail to assess prospective new employees for their soft skills with traditional methods. Today’s new technology allows HR professionals to screen a group of candidates with a 20-minute test, job auditions, meeting in low-pressure locations, video interviews, and virtual reality (VR) assessments.Required reading: Lewis, G. (2018, January 29). 5 new interviewing techniques that you should start using [Blog]. LinkedIn Talent Blog. Retrieved from https://business.linkedin.com/talent-solutions/blog/interview-questions/2018/5-new-interviewing-techniques-that-you-need-to-know-aboutFirst Post:Please respond to the following:As an HR professional assigned with the task of changing interview methods at your company (current or past employer), which of the five new techniques in the Lewis (2018) reading fits best with your department? How does it compare with your employer’s current methods? Does a candidate’s potential role in your organization determine the interview method? Discuss what you have learned about employers’ approaches to staffing their organizations (Google, Apple, and your current or past employer).Provide source citations if you utilize information from other authors/speakers (so that your peers can find the information if they wish).
MGT 407 Trident University Right Interview Methods Discussion
The Changing Nature Of The Employment Relationship Business Essay
The Changing Nature Of The Employment Relationship Business Essay. Problems faced by mangers. Business environment is changing drastically in todays corporate world. In early years of current management era manager were suppose to work exclusively with equipments, data and systems; performing traditional tasks. But scenario of management responsibilities has been changed significantly and today’s manger faces issues like cross training, personnel management , interdepartmental communication and widening job scope. Globalization is shaping and re-shaping business environment, resulting in increase of competitors, demand of new sourcing strategies and facing new markets with new demands. Irregular flow of information often subject to quantitatively strong fluctuations, controlling the flow of information is necessary otherwise these fluctuations can become detrimental. Information controlling is the analysis, evaluation and importance attached to the data that collected and provided with the data under various criteria. Because day by day managerial job is becoming more and more hectic manager needs to continuously look for new ways to improve speed and quality along with reduction in rising cost. Rising costs is another problem for the managers. Rising in the cost of services and wages is becoming more and more troublesome for managers. In current environment there is no guarantee of the employee’s being loyal to company, then in that case, to get more money employees ask for higher wages. Also there is requirement to keep the cost of services, provided by company under constant watch. If company starts loosing because of rising service cost then mangers put attention to solve this issue. As complexity of electronic data processing increases, security often decreases. Not only does this pose problems in the form of breaches, it also has legal ramifications with regard to license. This problem especially faced in IT industries. IT companies buy very expensive software and after some months or years new version comes up, then again managers need to change their strategy along with change in technology. Customers may want to change or upgrade to new technology, then managers has to negotiate for the money and services, this may lead to unsatisfactory customer service. Mainly following are the main challenges faced by today’s managers Responding to Globalization: Various forces of globalization are reshaping the business environment generating new competitors and demanding new sourcing strategies and market. In dynamic market situations it’s very hard for managers to predict any concrete goal and strategy for the business development. Short term strategy may work very well but for long term, goal setting is the problem. Again dynamic market conditions of global economy make the profit prediction shaky. No one is able to predict the variations in the profit and losses, business can make. Responding to globalization is becoming more and more important; this result in redefining business model. Today change is happening at a rate that does not afford organizations the luxury of managing one major change at a time. Today managers are facing two questions because of globalization, how does relentless change redefine the nature of management and the structure of an enterprise? And what role should management play in re-shaping the enterprise? Managing work force diversity: Because of globalization and open market system for business, management has to face diversity in work force. Now a day’s businesses are spread over different cities in various countries. Thus many times not only gender and age diversity, but cultural diversity becomes essential to manage work force. Basically heterogeneity of people becomes challenge for the managers because of variations in the ethics, motives and working culture. Improving quality and Productivity: Main problem for the management is to decide, what is to produce, how much is to produce and where is to be produce. Management has to decide either to produce different products or to emphasis on one product. Once deciding this, managers have to make sure that the quality of the product is good. It takes long time for the organization to create a market about the product; but if there is any lacuna in quality and productivity then because of high competition it’s become hard for the product to sustain in market. Improving customer service: Improving customer service is sometimes managers think they will get around to in time. But that time rarely comes. Changes in the requirements or changes in the taste of customers become hurdle in the improvement of customer service. To solve this issue many times managers try to set up scenarios that challenge employees and cover the full range of customer requests. At times management also keep two scenarios running parallel and asks employee to maintain balance. Along with above problems managing labor force is again a challenge for managers. Now days there is no unwritten contract of being loyal to an organization, because of this many employees seems to be fired from the organization or they leave the organization for getting good salary job. In the absence of contract between employee and organization, employee may decide to leave an organization in the middle of project work. This is very challenging situations for managers to deal with. To overcome these challenges managers have to modify the working culture. Managers need to be aware of the skills of their subordinates and people under them. Empowering of employees is the best way to get maximum output from them. People get bore because of routine work, then to get more output managers can make changes or innovations in the working style. Along with the challenges discussed above, managers have to make efforts to understand their employees. If managers are able to gel with their employees then only employee will be happy to work with the manager, and he/she will be ready to face or tackle the challenges faced by managers. By knowing employee managers will be in a position to understand the working capacity of employees and allocate the work accordingly. This will also help for the performance appraisal and to know liking of an employee about the job and the work allocated to him/her. Conclusion: Considering many changes in the working environment and globalization today’s managers are facing many new challenges comparing to previous years. Today’s managers are coming up with new ideas and theories about the challenges faced by them. Inflation and changing rates of foreign exchanges are also creating challenges to managements, to handle this managers have to come up with new innovative ideas. Introduction The shift from a manufacturing economy to a services economy from production of goods to production of ideas, and from the machine age to the information age has been accompanied by many transformations. Rather than producing goods, the service firms produce ‘ideas’. Organizations in the ‘services era’, such as software, financial services, and biotechnology firms, depend on ‘intellectual capital’. People create ‘intellectual capital’ and are therefore, the most valuable asset of a firm. Even the environment within which firms conduct business today is very different and much more complex and dynamic when compared to the environment fifteen years ago. Firms no longer compete or operate nationally only. Organizations are no longer governed by the business, legal and political environment of their own nations only. As the world becomes one global playing field, the environmental changes in countries other than the home country of a firm affect business decision and the performance of firms. Several societal and global phenomena have challenged the management of human resources. Thus, changes in the economic, business, social and cultural environments have brought about a transformation in the HR function and the roles and responsibilities of HR professionals. Some of the significant environmental trends and changes faced by HR managers that pose major challenges are as follows: Trends in the business environment The changing nature of work Demographic, societal and work-force trends The changing nature of the employment relationship. Globalization of Business A major environmental change that has taken place in the last fifteen years is the globalization of business. The world has become a global village and business has become global in character. Organizations are venturing beyond national boundaries in the pursuit of business opportunities. Toyota Motor Corporation makes cars in USA and India, Mc Donald’s sells burgers in India and hamburgers in China, and Marks and Spencer’s sells products in India. Every other product sold by Wal-Mart stores Inc. is made in India. This is the time when buildings are conceptualized in the US designed in India and built in China. Very recently, Ford Motor Co. (Ford) announced its plans to invest $ 1 billion in products and plants in the Asia-Pacific region in the next few years to maintain its presence in the fast-growing markets. Outsourcing has made India a Manufacturing hub, especially for the automobile sector; with cheap labour providing one of the competitive advantages. Government policy reforms and growth against an appreciating rupee have also facilitated this trend. Large numbers of manufacturing assembly jobs that require low skills have moved from the US and Western Europe to developing countries like China, Thailand, Malaysia, and India. India’s manufacturing and services companies invested $10 billion overseas in 2004. The top 15 Indian IT, software and related companies have invested mostly in developed countries. Like the IT and automobile industries, domestic hospital chains from India, such as Apollo Hospitals Group, Fortis Healthcare and Max Healthcare Institute Private Limited, also have ambitious expansion plans in markets as far away as the US, UK, Mauritius, and South-East Asia. Multinational corporations require employees who can adapt to different cultures, customs, social practices, values, economic and political systems and management approaches, who can work with other employees from differing backgrounds. This has caused new challenges for HR managers. The HRM function of a company must develop systems that will help individuals from different cultural backgrounds to work together. Human resource managers must ensure that employees with the requisite knowledge, skills, abilities, and cultural adaptability are available so that they may be successful in global assignments. Foreign investment is no longer something that flows only from a developed country to a developing one. Indian companies are on an expansion drive. Indian business houses, like the Tata Group and firms like Ranbaxy Laboratories Limited (Ranbaxy), Wipro Limited (Wipro), Sun pharmaceutical Industries Limited, Crompton Greaves Limited, Asian Paints, and Cognizant Technology Solutions, have struck merger and acquisition deals world wide to become global players. Acquisitions by Indian companies have now become strategic in nature, by which they have been able to take leadership positions in Asia. The table 1.1 depicts major Human Resource Challenges faced by modern businesses in the present scenario. Table 1.1 Environmental Trends and Human Resource Challenges Sr. No. Environmental Trends Human Resource Challenges 1. Business Environment Globalization and increased competition Managing a global workforce. Ensuring availability of employees who have the skills for global assignments. Focusing increasingly on employee productivity to ensure competitiveness. Ensuring legal compliance when conducting business abroad. Mergers and Acquisitions Managing employee insecurity. Ensuring continued employee productivity. Developing HR initiatives to manage employee morale. Downsizing Managing organizational relationship with survivors Managing morale and commitment of survivors Providing outplacement services or relocation for employees who lose jobs. Providing personal and family counseling to employees who lose their jobs. 2. Changing Nature of Work Industry and Occupational shifts Managing workforce with flexible working patterns. Focusing on competencies during hiring process. Designing incentive based compensation. Developing proactive employee development programmes. Technological Advancements Managing a virtual workforce. Managing employee alienation. Developing training modules and conducting programmes to provide employees with required skills. Retraining current employees to mange obsolescence. Providing work-life balance initiatives. Outsourcing Manage employee concerns about losing jobs due to outsourcing. Managing employee morale and productivity. Flexible Work Arrangements Managing the loss of organizational control over work. Developing programmes for motivating the flexible workforce. Developing ways of ensuring commitment of the flexible workforce to the firm. 3. Demographic, Societal, and Workforce Trends Workforce Diversity Workforce Composition Devising customized HR strategies for hiring, retaining, and motivating employees belonging to different generations. Developing life-style driven perks for the new generation employees. Developing work-life balance programmes. Workforce Availability Ensuring the availability of skilled talent to fulfill organizational needs. Ageing population and workforce Finding replacement for retirees. Managing the demand-supply gap for qualified managerial talent due to a large retiring workforce. Developing mentoring programmes to ensure the skills of experienced mangers are passed on to new managers. Obsolescence training and retaining of older employees. Managing retirement policies. Conducting programmes to retain experienced employees. Educated and knowledge workforce Ensuring the continued supply of trained manpower. Training new hires. Partnering with universities and developing academic initiatives to meet projected shortage of skilled manpower. Training employees in computer skills, communication skills, and customer handling skills. Emphasizing re-training and development activities. Women in workforce Strategizing to attract and retain educated and skilled women workers. Conducting programmes for women who opt for career breaks. Providing facilities such as crèches, flexible working hours, etc. Changing family structures Developing work-life balance programmes. Global Workforce Developing diversity training programmes. Developing HR initiatives directed to workforce diversity. Identifying and training expatriate managers for overseas assignments. Developing equitable pay plans for individuals working in different countries. Contingent Workforce/workforce flexibility Developing systems to motivate the temporary workforce and elicit commitment from them Helping the temporary employees to quickly adapt to the organization to reach their full potential 4. Changing Nature of Employment Relationship Offering challenging jobs to employees. Managing rewards for enhancing employee performance. Providing opportunities for enhancing skills through training, development, and educational programmes. Developing programmes for employee commitment. Understanding value differences across different employee groups and customizing HR programmes. Source: Agarwala, Tanuja, “Strategic Human Resource Management”, Oxford Publication, 2007. Another recent change faced by HRM in the present business scenario is that of Mergers and Acquisitions. Companies today need to be fast growing, efficient, profitable, flexible, adaptable, and future-ready and have a dominant market position. Without these qualities, firms believe that it is virtually impossible to be competitive in today’s global economy. In order to gain access to new markets and fresh ideas, companies often choose to grow via MergersThe Changing Nature Of The Employment Relationship Business Essay
Ethical Challenges In International Marketing Marketing Essay
research paper help Abstract: Ogilvy and the Mather is one of the largest providers of marketing services in the world. It aims at delivery the platform for creating the right brand identity and accelerating the business with effective and excellent marketing communications to its multinational clients. This paper includes the Four ‘P’ i.e. are Product, Price, Promotions and Price and the strategies adopted by the company in its operations and delivering of services. The product, price, promotion and distribution strategies help in the achievement of quality and standardized services as compared to its customers. The communication strategy includes the way and the various schemes a company attempts to adopt to communicate about its products and services. In the later part, the ethical challenge faced by the company’s in marketing new product in a different country is discussed. Marketing ethics are rules and the regulations with the principles to be followed in the international marketing. The cultural and the legal issues to be considered in marketing new product in another country are discussed. The cultural and the legal issues must be considered so that the legal regulations and the cultural differences are not humiliated in introduction of new product in another country. Name of the company- Ogilvy
Ashford University Operating System Security & Risk Management Paper
Ashford University Operating System Security & Risk Management Paper.
500 words – 1 apa referenceSummative Discussion BoardReview and reflect on the knowledge you have gained from this course. Based on your review and reflection, write at least 3 paragraphs on the following:What were the most compelling topics learned in this course?How did participating in discussions help your understanding of the subject matter? Is anything still unclear that could be clarified?What approaches could have yielded additional valuable information?The main post should include at least 1 reference to research sources, and all sources should be cited using APA format.100 wordsWhat did you learn from your classmate’s posting?What additional questions do you have after reading the posting?What clarification do you need regarding the posting?What differences or similarities do you see between your posting and other classmates’ postings?
Ashford University Operating System Security & Risk Management Paper
CC Analyzing Account Balance & the Ability to Borrow from World Capital Markets Essay
CC Analyzing Account Balance & the Ability to Borrow from World Capital Markets Essay.
Part 1Go to the IMF website (Links to an external site.)at www.imf.org and find the World Economic Outlook database; then download data on the current account balance as a percentage of GDP for Greece, Spain, Portugal, Italy, and Ireland. Explain what happens to the current accounts of these countries after 2009 during the euro crisis. Analyze two reasons why these countries struggled to provide stability with their financial and monetary systems. Use this week’s lecture and assigned reading to inform your post. Respond to at least two of your classmates’ posts.Part 2Explain how a developing country’s decision to reduce trade restrictions, such as import tariffs, affects its ability to borrow in the world capital market. Analyze how a country can sustain its ability to borrow in capital markets, even when their economy struggles. Respond to at least two of your classmates’ posts.
CC Analyzing Account Balance & the Ability to Borrow from World Capital Markets Essay
Essay Writing at Online Custom Essay
Review This Service