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ENT 6116 University of South Florida Dine Palm Hotel Business Plan

ENT 6116 University of South Florida Dine Palm Hotel Business Plan.

I’m working on a business plans writing question and need a sample draft to help me learn.

Individual Written Business Plan with Business Model Canvas – 25%Individual Business Model Canvas Cases (4 case studies) – 40%Individual Assignments (7 short written assignments) – Announced on Canvas (1 page summaries and discussions of recent publications) – 35%Individual Business Plan Written with Business Model Canvas will include a maximum 20-page single space written business plan and a minimum of 15 pages, including all appendices, and grading will be assigned as follows:1. Executive Summary, including Business Model Canvas – 20%2. Industry and Market Analysis (Competition and Competitive Analysis) – Includes Porter Five Forces Analysis – 20%3. Why and How Your Company will compete – Blue Ocean Strategy Analysis, Better/Cheaper/Faster Analysis – 20%4. Organizational Plan – Discussion of Attributes of Key Members of Management – 20%5. Financial Analysis – Projections and Financial Model – 10%6. Exit Strategy Discussion – 10%There will be no team assignments due to the challenges posed by the COVID-19 and there will be no recorded or live student presentations. All business plans submitted will be written. Individual Business Model Canvas Cases will include a business evaluation for 4 existing businesses in the form of only the Business Model Canvas, a SWOT Analysis, a Porter Five Forces Analysis and recommendations BOTH for and against investing in the company, (expectations are 3 page single space papers or graphs, and/or combinations of each explaining the canvas, the Porter Five Forces Analysis, the SWOT Analysis and the business plan for the companies assigned. The case due dates will be announced in the Canvas Assignment Sections.
ENT 6116 University of South Florida Dine Palm Hotel Business Plan

Strayer University Problems with High Blood Pressure Discussion

Strayer University Problems with High Blood Pressure Discussion.

Discuss the following:Brad is an air traffic controller for a private airport that works with exclusive executive clients. He has significant problems with high blood pressure. He has changed his diet and takes medication, but the problem persists. His wife thinks he should find other employment because his job is very stressful and contributes to his high blood pressure. She believes that if he continues at the job, he could have a heart attack. Brad is an avid runner and healthy otherwise. Brad has no training for any other job. Based on this scenario, you are Brad’s boss.Determine what the company’s options are and whether Brad qualifies for workers’ compensation due to his health issues. Be sure to explain when you are eligible for workers’ compensation and what the law is. Analyze the key legal and ethical issues faced by the employer throughout the process.What is the Direct Threat Defense and could it protect the company if they fired Brad? Workplace safety is very important today. Once an employer is “informed” about a potential risk for violence in the workplace, it exposes itself to liability for negligence if it “fails to take reasonable steps” to prevent injury. What steps are “reasonable” if you are an employer and must consider safety in the midst of a potential risk of violence in the workplace? Share your thoughts? Please respond to the following peer posting: Determine what the company’s options are and whether Brad qualifies for workers’ compensation due to his health issues. Be sure to explain when you are eligible for workers’ compensation and what the law is. Analyze the key legal and ethical issues faced by the employer throughout the process.Honestly Brad isn’t eligible for any workers comp because he didn’t get injured on the job. Per the description, he is in good bill of health aside from the stress of work thus he should contact his direct supervisor and discuss options on less workload, shift change, etc. Another argument is to have him go to the doctors and have a stress test completed to determine what is causing his high blood pressure and for him to be prescribed medication and or some form of stress reliever. What is the Direct Threat Defense, and could it protect the company if they fired Brad? Direct threat is a defense that employers may raise to a charge of employment discrimination against persons with disabilities. In some instances, a person’s limitations may pose a direct threat to the health and safety of others in the workplace. Where there is no reasonable accommodation available that can negate that threat, employers may use the direct threat defense. An employer may refuse to hire someone who would pose a direct threat to the health of safety of themselves and others in the workplace. If Brad’s ailments fall under as a disability then yes it can protect him under the disability act, but high blood pressure isn’t a disability thus unless he is not performing his job duties diligently, then no he cannot be fired. I believe yes this is a form of discrimination if his boss tries to fire him for a sickness. Workplace safety is very important today. Once an employer is “informed” about a potential risk for violence in the workplace, it exposes itself to liability for negligence if it “fails to take reasonable steps” to prevent injury. What steps are “reasonable” if you are the employer and must consider safety in this regard? Share your thoughts? Reasonable steps would be to have the employees of the company have intake on courses of action on what to do, presentations, and complete demonstrations annually. If an employee fails to adhere to this policy, then they have a right to be terminated for not completing annual training. https://www.pubintlaw.org/wp-content/uploads/2014/11/Direct-Threat.pdf
Strayer University Problems with High Blood Pressure Discussion

CIS353 Strayer University Wk 4 Structural Modeling & Behavior Modeling Paper

custom writing service CIS353 Strayer University Wk 4 Structural Modeling & Behavior Modeling Paper.

Refer to the functional model you verified and validated for ABS in the Week 4 assignment to complete this assignment.
Based on your performance, ABS management was so satisfied that it wants you to develop both the structural and behavior models. This way, ABS can fully understand both the interaction that would take place between the users and the system, and the system itself in greater detail.
Note: You may create and / or assume all necessary assumptions needed for the completion of this assignment.
Write a four to five (4-5) page paper in which you:

Create Class-Responsibility-Collaboration (CRC) cards and a class diagram based on the functional models through the use of graphical tools in Microsoft Word or Visio, or an open source alternative such as Dia. Note: The graphically depicted solution is not included in the required page length.
Identify each use case in the functional model and create a sequence and communication diagram for each scenario of each use case identified through the use of graphical tools in Microsoft Word or Visio, or an open source alternative such as Dia. Note: The graphically depicted solution is not included in the required page length.
Create a behavioral state machine for each of the complex classes in the class diagram.
Perform a CRUDE analysis to show the interactivity of the objects in the system.
Perform a verification and validation walk-through of each:Revise the requirements document created in Assignment 1 with additional information found in this assignment and document the assumptions. 

Functional model
Structural model
Behavioral model

Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.

Your assignment must follow these formatting requirements:

This course requires use of new Strayer Writing Standards (SWS). The format is different from other Strayer University courses. Please take a moment to review the SWS documentation for details.
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow SWS or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
Include charts or diagrams created in Visio or Dia. The completed diagrams / charts must be imported into the Word document before the paper is submitted.

APA format
CIS353 Strayer University Wk 4 Structural Modeling & Behavior Modeling Paper

Comparative Analysis Essay on Two Articles

Introduction Here the selected two articles are Article 1: “Basics about Employee Motivation” written by Carter McNamara, Article2: “Employee Motivation” by Dr. Robert E. Wubbolding. As the assignment is to do a comparative analysis between two articles on a related topic, the selection was done on topic of employee motivation which is an essential topic in effective business administration. In the first article it is basically focuses on the new managers and supervisors. First it describes how to clear up the myths of employee motivation. Then it describes basic principles in employee motivation. Subsequently it provides the details of step you can take for employee motivation. The second article is starts with a serious problem in human resource management and then starts the discussion about the Ideas of the management that need to absolutely give up by the management. Then it opens up for a discussion of why employees succeed or fail and what we can do. Accordingly there are no clear cut similarities that we can find it these two articles. But after the reading and the understanding it will open-up for broader understanding of the area of employee motivation. Comparative Analysis As above said Article 1: “Basics about Employee Motivation” introduces the myths to clear up in the employee motivation. Those are as follows: “I can motivate people”- Not really — they have to motivate themselves “Money is a good motivator” – understand the motivation factor of each of employees “Fear is a damn good motivator” – Fear is a great motivator — for a very short time “I know what motivates me, so I know what motivates my employees”- Not really different people are motivated by different things. “Increased job satisfaction means increased job performance”- Increased job satisfaction does not necessarily mean increased job performance “I can’t comprehend employee motivation — it’s a science” -Supporting your employees to motivate themselves toward increased performance in their jobs. Article 2: “Employee Motivation” also introduces the ideas which have to be given up by the management. Those are somewhat new when compare with the myths of article one. The following four ideas are ineffective and actually constitute barriers to increased quality. As a manager, I can force employees to do what I want them to do Increasing the compensation package is sufficient to keep people happy It is not necessary to reward people for “doing what they are supposed to do.” People are good, honest, and will always perform to the best of their ability In article one introduces specific steps that can help to go a long way toward supporting the employees to motivate them in an organization. 1. Do more than read this article — apply what you’re reading here 2. Briefly write down the motivational factors that sustain you and what you can do to sustain them 3. Make of list of three to five things that motivate each of your employees 4. Work with each employee to ensure their motivational factors are taken into consideration in your reward systems 5. Have one-on-one meetings with each employee 6. Cultivate strong skills in delegation 7. Reward it when you see it 8. Reward it soon after you see it 9. Implement at least the basic principles of performance management 10. Establish goals that are SMARTER 11. Clearly convey how employee results contribute to organizational results 12. Celebrate achievements 13. Let employees hear from their customers (internal or external) 14. Admit to yourself (and to an appropriate someone else) if you don’t like an employee In article two introduces this area as “What you can do” and it says like this, Write a description of the behaviour of two employees with whom you need help. Be specific about their negative behaviours. After you read Employee Motivation, return to these two employees, using your new skills. You will be surprised at your success in helping employees learn to modify their behaviours in positive ways-ways that will help their productivity and make them happier-a win-win for everyone! But in article one “Basics about Employee Motivation” introduces five basic principles in the employee motivation. Motivating employees starts with motivating yourself it’s amazing how, if you hate your job, it seems like everyone else does, too. If you are very stressed out, it seems like everyone else is, too. Enthusiasm is contagious. If you’re enthusiastic about your job, it’s much easier for others to be, too. Also, if you’re doing a good job of taking care of yourself and your own job, you’ll have much clearer perspective on how others are doing in theirs. Always work to align goals of the organization with goals of employees as mentioned above, employees can be all fired up about their work and be working very hard. However, if the results of their work don’t contribute to the goals of the organization, then the organization is not any better off than if the employees were sitting on their hands — maybe worse off! Therefore, it’s critical that managers and supervisors know what they want from their employees. Key to supporting the motivation of your employees is understanding what motivates each of them Each person is motivated by different things. Whatever steps you take to support the motivation of your employees, they should first include finding out what it is that really motivates each of your employees. You can find this out by asking them, listening to them and observing them. (More about this later on below.) Recognize that supporting employee motivation is a process, not a task Organizations change all the time, as do people. Indeed, it is an ongoing process to sustain an environment where each employee can strongly motivate themselves. If you look at sustaining employee motivation as an ongoing process, then you’ll be much more fulfilled and motivated yourself. Support employee motivation by using organizational systems (for example, policies and procedures) — don’t just count on good intentions Don’t just count on cultivating strong interpersonal relationships with employees to help motivate them. The nature of these relationships can change greatly, for example, during times of stress. Instead, use reliable and comprehensive systems in the workplace to help motivate employees. For example, establish compensation systems, employee performance systems, organizational policies and procedures, etc., In article two also describes this in a different manner. It always focuses to speak to the heart of the reader as considering him or her as a manger rather than introducing concepts and approaches in employee motivation. It is as follows with some key areas that author needs to emphasize. That society believes this is illustrated by the actions of our institutions. Authorities believe that stiffer penalties will, of themselves, cure the drug problem; that more effective punishments will control student behaviour. And the world of employment, in which most people spend a high percentage of their time, has surpassed other institutions in affirming this fallacious theory-that people can be effectively controlled from above. The fact is that employees can be helped to become more productive, to show initiative, and to do quality work. But the use of force alone brings only temporary compliance. If you are willing to make a commitment to change, you can learn how to coach employees in an effective manner. You can learn effective ways to talk with employees who are apathetic, resistant, or who suffer from other negative traits or attitudes. If you have ever found yourself without words to respond to an employee, or getting defensive, or giving in to the urge to verbally attack an employee, you will benefit from implementing the ideas contained in this book. These skills can help you feel more comfortable about your job. You might even look forward to Monday mornings! Positive results depend on one condition-you must learn the technique and then put it into practice. Article always try to build a conversation with the reader. It introduces the employee’s behaviours where the need of the employee motivation will arise as follows. Do you have employees who… Are consistently late to work? Perform below their potential? Lack initiative? Fail to follow through? Seem to be moody? Perform poor quality work? Conclusion Article 1 first start up with what a manager should give up if he wants to motivate the employees. After that author wants to clear the myths of motivation and then gradually input the fresh ideas of motivation. Article 2, Employee Motivation, is a tool book that addresses the concerns of anyone who ever wanted to Motivate anyone!. It first asks serious of question which reader’s mind will open to a new area. Then introduces basic principles in employee motivation and then things can do when implementing those principles. So more or less both the articles try to open the reader’s mind by thinking that the reader will implement what the authors have mentioned.

WTCC Reliability Analysis Competitiveness Index Discussion

WTCC Reliability Analysis Competitiveness Index Discussion.

I have given the instructions put also attached the instructions. I have done the data collection so that you can write it into the paper and analyze it. The data needs to be interpreted into the paper and analyzed! I have 15 participants in this test and the scale is 20 items. I had reversed scored items in this analysis as well so that needs to be mentioned; those reversed items were: Reverse scored items: 3, 5, 7, 9, 10, 11, 12, 13, 14, 17, 20. This is a likert scale 1-7. You should be able to find out information on the Competitiveness Index scale in order to understand this assignment. PLEASE ONLY TAKE THIS ASSIGNMENT IF YOU UNDERSTAND CRONBACH ALPA, TEST-RESTEST, CORRELATIONS, INTERNAL CONSISTENCY AND HOW TO ANALYZE THIS DATA AND WRITE A RELIABILITY SUMMARY ON IT.I have attached the template that she wants this written in. IGNORE the data and table part I will paste them in later but I need you to analyze the data I am sending you.Reliability Analysis: Competitiveness Index is the name of my test Discuss reliability and the four types. Use credible sources and DO NOT copy and paste. You should write these up in your own words with in-text citations in APA style. There should be at least a paragraph for each type of reliability. Please fully develop your explanation of 1) overall reliability, 2) parallel forms reliability, 3) inter-rater reliability, 4) internal consistency and 5) test-retest reliability. Your paragraphs should be clear and in your own words. Results – Internal Consistency Describe the statistical analysis and results. Explain the concept behind the analysis. You need to discuss both Cronbach’s alpha and the key item total statistics. This is the information that will ultimately go into the results section of the final paper. (Please include tables/graphs in an appendix at the end, but refer to them in your text.) Results – Test-retest Reliability Describe the statistical analysis and results. Explain the concept behind the analysis.You need to describes the test-retest reliability coefficient and the figure.This is the information that will ultimately go into the results section of the final paper. (Please include tables/graphs in an appendix at the end, but refer to them in your text.) Discussion Start with an overall interpretation of the scale’s reliability.Then support this statement by interpreting the results in detail. Keep in mind that you are writing part of the discussion section of your final paper. Interpret what the results mean about the personality scale’s internal consistency. Interpret what the results mean about the personality scale’s test-retest reliability. Compare and contrast the results to the findings from the literatures.You read two pieces for the Test/Literature Summary. Make sure to describe the internal consistency and test-retest reliability results presented. Provide a logical explanation for these findings.What are the strengths and weaknesses of the test based on these findings? What are your recommendations for use? References Cohen, R. J., Swerdlik, M., & Sturman, E.(2013). Psychological testing and assessment: An introduction to tests and measurement (8th ed.).New York, NY: McGraw-Hill. See the Purdue OWL (https://owl.english.purdue.edu/owl/resource/560/08/) makes it really easy to learn how to format for all different types of references.Make sure that you are only using scholarly references.
WTCC Reliability Analysis Competitiveness Index Discussion