Ques-1-Looking ahead to 2022 and beyond, what does the future hold for the supply chain?Ques-2-What technology disruptors deserve immediate attention? Ques-3-What are the biggest risks being faced by the supply chain leaders? Ques-4-What role does social media play in supply chain strategy going forwards? Ques-5-What are the future necessities in the field of SCM4.0 applied to sustainable supply chain management? Requirments:You are required to choose any company (Saudi Company is
Preferred) focusing on supply chain.Ensure that you follow the APA style in your project and
references.The minimum number of required references is 5.Total critical questions length should be between 800 to 1000 words. Keep plagiarism level as low as 2%
As a Project manager what measures are you going to take for your organization under below mentioned critical questions
presentation about a project has to be perfect with pictures Executive summaryThis assignment investigates the informational technology and the strategic issues of the most profitable steel and iron producing company in America, the Nucor company. The company has its headquarters located in Charlotte, the northern part of California. The company was founded in the year 1940, and its current CEO is Leon Top Alan. Additionally, the paper also focuses on the mission statement and the existing structure that governs its operations. It is worth noting the Nucor operations structure is decentralized in that there is a clear channel under which leadership systems are being conducted. Relatively we are also going to focus on the different competitive strategies used by the company. In this relation, strategies like cost leadership, differentiation, and focus strategy will be focused upon, and in the end, the best approach will be addressed. In cost leadership, the company adapting this strategy ensure that produce their products at a meager cost. In a differentiation strategy, the company ensures that they produce things different from other companies, meaning they produce a unique product from others. In the focus strategy, the company ensures that they only target a very narrow market unto which they are willing to selling their products to and try to develop their products to meet this target market effectively and appropriately (Vohra,2017). In Nucor company, the most effective strategy is a cost-effective strategy, and it is the one they have used to be successful. The technology used by the company doing its operations is also to be addressed in this paper. In this regard, the IT infrastructure is going to be of great importance. In the case of Nucor company, they have adopted the use of both hardware and software. The majorly used software is that of 3D Building Information Modeling BIM, which has enabled them to effectively keep their data. The analysis of the current systems which are in place is going to be considered.
MIS 201 Saudi Electronic University Nucor Steel Manufacturing Presentation
Southern New Hampshire University Process Improvement Toolbox Discussion
Southern New Hampshire University Process Improvement Toolbox Discussion.
This is a discussion posting.You have just been asked by your manager to lead a process improvement team. Your manager has asked you to identify a process that needs improvement within the business. Think about a business process for your current employer or a former employer that could use some improvement. If you cannot think of a business process for an employer, think about a process in your personal life.Provide a description of the process and explain why you think that this process needs some improvement. Within this module you have been introduced to several quality tools. As the leader of this process improvement team you have decided to use at least two of these quality tools to help with this process improvement project.Identify a minimum of two quality tools that you will use in this process improvement project. Provide a brief description about the quality tool and explain how this tool will help your team improve the process. Finally, describe the overall improvement that you hope to achieve by using these quality tools
Southern New Hampshire University Process Improvement Toolbox Discussion
included below and in the attached PDF Resources are included
cheap assignment writing service . PROMPTS – Respond in complete sentences, either in writing, as a presentation, uploaded oral responses, etc. The format is up to you! These do not need to be answered one-by-one/numbered in order–as long as all prompts are answered the approach and level of formality is up to you. As a new teacher, how do you see yourself implementing RJ in your classroom? What challenges to you see in implementing RJ? What specific benefits do you see it having in your classroom? What steps will you take to incorporate RJ, in general? b. ACTIVITY – Draft a classroom management plan based on what you have read in this module (and this course all together) and what you learned about RJ. The format of this plan is your choice (a list, a table, a presentation, etc.), but complete this with an eye toward your current/future classroom (you want to create something you can use!). Here are the items to consider in your plan (and this list is not exhaustive, this can be a jumping-off point): What types of routines will you have in your classroom (including arrivals, departures, switching classes, starting the day, ending the day, moving around the classroom, etc.)? What types of classroom policies will you have (e.g., water, food, cell phones, bathroom, tardiness, homework, interactions, material use/sharing, etc.)? What will be your class rules, and how will those be determined and enforced? What will be your discipline policies, and how will those be determined? (e.g., students breaking class rules, etc.)? Why are these routines/policies/rules in place and how do they reflect restorative practices?
Relationship Between Organization Structure, Culture And HRM
My research question is “Relationship b/w Organization Structure, Culture and HRM. It is a broad term to describe the interrelated functions of an organization. Those function whose absent encounter the problems of decline to an organization. Firstly I would like to describe the basic terminology of my research question. Organization Structure: An organizational structure is a mainly hierarchical concept of subordination of entities that collaborate and contribute to serve one common aim. (Wikipedia) Culture: The specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with Stakeholders outside the organization.” (Wikipedia) HRM The polices and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening. Training rewarding and appraising. (Gary Dessler, HRM ,2005). As these three mention categories are showing these are very much interrelated with each other and I am assigned to show relationship between these in context of an organization. My motivation to select this research question is very obvious as I’m very profound of these management elements and I ll show you how I motivated on these for my thesis. As everyone knows the critical values of these functions in an organization these are the function which constitute the basic part for making an organization or a company .for example if we talk about organizational culture than we heard employees talk about aspects of an organization , what they like about working at a company: respect for individual employees. Opportunity for personal growth and responsibility. Teamwork. A feeling of family. Freedom to be creative. Minimal rules and regulations. Little or no hierarchy. These all are a rich array of benefits and services to facilitate work force balance and people attract to such organization and this is why I select this function. My second target is HRM , as it is considered that the success of an organization often depends largely on the effectiveness through which workers are recruited, hired, trained, evaluated and rewarded. This is the very crucial success factor for a small who are not relying on hr manager even. My great interest in this is because of using the appropriate human source for an organization with its affectivity. My third function to be under taken in my thesis is organization structure, organization in these modern era tend to grow to large size and bureaucracy is efficient with large size while small may come and go but today modern technological advancements tend our organization to be multi-locational with financial and technological resources to compete in global market. So a review of the evidence linkage organizational structure to employee performance and satisfaction. So I’m definitely sure to do justice with these objective of my thesis as with the advancement in each era of life it is so obvious that these three are the essential part of an organization. I’m sure I’m going through this as me my self very much interested in this topic /research question. “It `s not what we don’t know that gives us trouble it `s what we know that ain` t so.” (W . Rogers) DEVELOPMENT OF THIS AREA IN PAKISTAN In Pakistan, HR is merely a department to serve payroll management and related issues. Mostly, it has the short-termed components of HR i.e. Recruitment system. Although many Organization stands out from the rest as it has Training
Schwarzkopf and his Leadership Style Coursework
Schwarzkopf and his Leadership Style Coursework. One of the greatest leaders of the 20th century is General Schwarzkopf. His leadership style is an intriguing subject matter, because he was able to accomplish something that has never been done in the history of military warfare. Schwarzkopf spearheaded a coalition of military forces composed of military personnel, and military equipment that came from different parts of the world. He was tasked to command an alliance comprised of generals and military officers from different parts of the globe. It was a tremendous challenge to manage their egos, and to inspire them to give their best. He succeeded in persuading military leaders from different cultural backgrounds to work together. At the same time, he orchestrated a military campaign that resulted in few casualties. In addition, he was able to accomplish major goals in a few months. He defeated Saddam Hussein in less than 4 months (Schwarzkopf, 1993). If one will contrast his achievements to military generals that were faced with similar challenges in World War II, the Korean War, and the Vietnam War, it is safe to say that General Schwarzkopf’s accomplishments are almost unequaled. Thus, I have decided to use his leadership style as a basis to improve my own. I was able to develop a sketch of Schwarzkopf’s leadership style by gleaning insights from his autobiographical book. I decided to use the book because of personal anecdotes, and other important information regarding Schwarzkopf. In addition, the book is also a critical source of relevant information. It was published a few years after Schwarzkopf’s successful management of Operation Dessert Storm. This historical event was a famous military operation that liberated Kuwait from invading Iraqi armed forces under the command of Saddam Hussein. Leadership Style His leadership style is a combination of Dominance-Style and Interactive-Style of leadership. There was a trace of the dominance style of leadership when Schwarzkopf compelled his subordinates, and fellow military officers to accomplish a specific goal. On the other hand, there was also a trace of the interactive style of leadership in his repertoire, because of his capability to work with others. His leadership style was characterized by humility. He was willing to work with others. He was willing to make them feel part of the winning team. Thus, he did not take all the credit for the overwhelming success of Operation Desert Storm. His leadership style was also characterized by adaptability. He was willing to adjust to the requirements of the mission. In other words, he was willing to work even if the circumstances surrounding him were far from perfect. Finally, Schwarzkopf’s leadership style was defined by cultural sensitivity. He realized that he had to be sensitive to the cultural background of the leaders that he had to work with. His complex leadership style was derived from adopting skills that were under the Dominance-Style and Interactive-Style of leadership. His effective leadership style was largely the byproduct of his upbringing and experiences. Schwarzkopf was born into a middle class family, and he lived in an affluent neighborhood. However, Schwarzkopf was not a spoiled brat. When he was a young boy, he was affected by the impact of the Second World War on American families. As a result, his family was able to experience economic hardships. At the same time, Schwarzkopf’s mother was dealing with alcoholism. Life’s problems gave Schwarzkopf the ability to understand the frailty of human nature. As a result, the multi-awarded general was able to develop a profound sense of empathy that endeared him to his subordinates. I am fascinated to learn more about Schwarzkopf’s leadership style. I believe that his experience and insights can help me improve my leadership capabilities. If I can learn how to be more interactive, and more adventurous as Schwarzkopf, then, I believe that I can become a better leader. Before going any further it is important to point out that based on the Disk Self-Assessment, I have the Cautious-Style of leadership. I like this particular leadership style because it means that I am analytical, systematic, and persistent. It also means that I love solving problems. Those who belong to this category are task-oriented leaders. I also scored high in the sub-category labeled as The Perfecter. In this particular category, leaders have the tendency to pay attention to process and details. Leaders under this category are thorough and dependable. Although you can depend on me to accomplish goals and follow-up on issues that needs resolution in the shortest possible time, I struggle when it comes to in-depth involvement with people. It is important for me to learn how to be genuinely open to people that have a different opinion or a different approach on how to solve a specific problem. I realized that my current capabilities are good enough to solve simple problems. However, when it comes to more complicated goals or objectives, it is imperative to develop the skill on how to work with other people. This is the reason why I greatly admire General Schwarzkopf. He did not only work with people that have a different approach to completing a shared task. He worked with people that spoke a different language. He worked with people that may be offended by things that we find ordinary or inconsequential. He did not only collaborated with them; he even inspired them to accomplish difficult tasks. I want to adopt certain aspects of his leadership style, especially the part that enables him to persuade people to set aside their differences in order to work as a team. My strategy for improvement is to continually learn from leaders like General Schwarzkopf. I will look for leaders that were able to blend the Dominance-Style and Interactive-Style of leadership. I will study how to communicate with other people. I will try to find out how to develop the skill to initiate a consensual and collaborative type of working process (Daft, 2014). I want to understand how to influence people through relationships, rather than through position power and authority. I want to learn how to share ideas and maintain two-way communication (Lewis, 2007). I believe that this is the only way to empower people, and encourage them to develop their skills even more. Reference Daft, R. (2014). The leadership experience. CA: Cengage Learning. Lewis, P. (2007). Management: Challenges for tomorrow’s leaders. OH: Thomson Higher Learning. Schwarzkopf, N. (1993). It doesn’t take a hero: The autobiography of General Norman Schwarzkopf. New York: Bantam Books. Schwarzkopf and his Leadership Style Coursework
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