Creating a landing webpage for a restaurant.It will consist of 5 pagesHome- This page will contain history and origin about the restaurant with details like when was it established, origin idea for the restaurant, where it is located and information about its franchisesMenu-This page with contain the menu of different types of cuisines and dishes served in the restaurantContact- Contact Us page will consist of contact numbers and address of the restaurantGallery- Photos of indoor and outdoor dining areas, Kitchen and restaurant’s special food itemsFeedback-Feedback page for customers to leave a feedback with a rating systemAll pages should be accessible from other pages
HarrisburgU Creating a Landing Page HTML Website for a Restaurant Codes
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Determining how to build a high-performing Agile team while managing conflicts is a considerable task for any Agile coach/leader. In this assignment, you are asked to explore and discuss various conflict resolution methods and determine when and how to use them as an Agile coach/leader. You must discuss the techniques in the context of an Agile project team environment with various scenarios and must also demonstrate approaches to turning the high-contention situations into high collaboration situations. For example, the project team has consistently encountered changes of scope from the product owner. The QA team also emailed the whole team on how poorly the developers have done in their coding. The developers escalated to their manager about the documentation errors from the architects.InstructionsWrite a 5–6 page paper in which you:1. Identify and evaluate at least three conflict resolution techniques that can be used by the agile coach/leader to change the dynamics of the team in the example provided. 2. Speculate on two common causes of conflicts in teams. Suggest two approaches that agile coach/leaders can take in order to mitigate or prevent these conflicts.3. Analyze the major pros and cons of two conflict resolution techniques. Determine at least three different situations (e.g., levels of conflicts) where these conflict resolution techniques would be useful. 4. Suggest at least three strategies an Agile coach/leader can employ to use conflict to propel team members to achieve higher performance. 5. Recommend at least five best practices for collaboration and cooperation within agile teams. Support each best practice recommendation with one example of collaboration within agile teams. 6. Use at least three quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources. You may use the resources above or others of your choosing. This course requires the use of Strayer Writing Standards.
CIS 525 Strayer Univeristy Agile Team Conflicts Management Discussion
Analysing Succession Planning Strategies of Companies
Management quality is a key parameter to consider while evaluating any software company, or for that matter any company. The ability to foresee future trends and lead the company forward are major factors that determine the company’s future in a highly competitive industry. For seamless transfer of management quality from one leader to other leader, the company needs proper succession planning. The smooth continuation of a business depends on effective succession planning. It is a proactive approach to create a talent pool of candidates with the required potential and competencies to take the high positions in future and help in the growth of the organization. In fact, it determines how business will be run once the leader or key person leaves. General Electronics (GE): Succession planning is an ongoing, rigorous and challenging process at GE. GE adopted succession planning right from the mid-1900s. At GE, succession planning was not confined to only the top management, but was applied across all tiers of management. The managers of GE’s various businesses were encouraged to identify potential candidates and fulfill their development needs, and transform them into efficient leaders ready to take up top jobs at the company. As part of CEO succession planning, GE shifted its key candidates from one business to another to enable them to gain experience across all its businesses. The company used mainly annual performance reviews for identifying potential candidates, until the early 1980s. However, after Welch took over as the CEO, the succession planning process at GE became a more systematic process, with the use of various analytical tools and the involvement of the top management in leadership development and succession planning. Since early 1980s, the annual Human Resource Reviews (popularly called Session C) had been at the heart of succession planning at GE. The Session C process was reportedly given as much importance as financial monitoring in GE. The CEO succession planning (GE): The succession planning by Welch for his post had started way back in 1994, when Welch, with help of Bill Conaty and Chuck Okosky both vice-presidents, HR and Executive Development, created a list of essential qualities, skill and characteristics an “ideal CEO” should posses. The list mainly included elements such as : Integrity and values. Vision. Leadership. Experience. Edge. Stature. Fairness. Energy. Balance. Insatiable appetite for enhancing knowledge. Courageous advocacy. Most importantly, stomach to play for high stakes and being comfortable operating under a microscope. Ranbaxy: The CEO succession planning, Ranbaxy Laboratories Limited (Ranbaxy), India’s largest pharmaceutical company. It describes the concept of succession planning and its importance in managing large companies (especially family owned businesses). Parvinder Singh (Ranbaxy’s promoter, also CEO) believed in running the business professionally and handed over the company’s management to D S Brar, a professional (and a non-family member), amidst stiff opposition from family members. Then Brar transformed Ranbaxy from a small Indian pharmaceutical company into a research based global pharmaceutical major. The reasons for Brar’s decision to step down as the CEO and comments on his succession plan. The case concludes with a discussion of whether Ranbaxy’s promoters would takeover the company’s management or continue to allow professionals to manage their business. One company which seems to have taken succession planning seriously is Lucent Technologies. Lucent has divided succession planning into two phases: identifying leadership requirements and the talent available and in the next phase talent development. Most senior leaders develop their own succession planning process. Each senior executive typically identifies three possible successors. Lucent evaluates possible successors on two primary criteria: Performance and the ability to develop and adopt. Some of the important attributes, the company looks for in future leaders Include: Ability to think globally Ability to focus on results Ability to perform tasks and projects with speed Customer orientation Concern for people Respect for people Ability to inspire trust in employees. A dedicated department at Lucent assumes responsibility for succession planning. This department develops strategies, collects feedback and makes ongoing improvements in the system. Senior executives spend more time on identifying and developing potential successors. High potential managers are given stock options. Succession Planning In It Sector Management quality is a key parameter to consider while evaluating any software company, or for that matter any company. The ability to foresee future trends and lead the company forward are major factors that determine the company’s future in a highly competitive industry. For seamless transfer of management quality from one leader to other leader, the company needs proper succession planning. The smooth continuation of a business depends on effective succession planning. It is a proactive approach to create a talent pool of candidates with the required potential and competencies to take the high positions in future and help in the growth of the organization. In fact, it determines how business will be run once the leader or key person leaves. Let us analyze how IT majors are doing their succession planning to maintain leadership position in the future. Wipro: One major IT company is Wipro, which has developed leaders through a well planned process. The succession planning programme is called Talent Review and Planning (TRP). At Wipro, the succession planning starts with identification of suitable candidate through regular quarterly talent engagement and development (TED) reviews, and action plans of each business unit and vertical. Then feedbacks about these candidates are gathered. Wipro has developed “Life Cycle Stage Development Program”. Here the employees who are identified to have high leadership talent are giventraining according to their level in the organization. There are different kinds of programmers targeted towards different levels. Wipro has programs like “entry level program”, “New leaders program”, “Wipro leader’s program”, “Business leaders program” and “Strategic leaders program”. Tata Consultancy Services (TCS): TCS has a systematic process for succession planning. TCS leadership programsare focused around ‘practices’ (industry verticals or services) and ‘geographies’ (for marketing). The top management is involved in selecting the leadership teams at each ‘practice’ and ‘geography’. High performers are identified at the time of appraisals and their progress is monitored. Then these high performing employees are constantly moved across projects,practices and geographies to ensure that a high performing individual does notonly move in a narrow hierarchical structure. The company also has a ‘Think Tank’, made up of people both at the senior management and one level below, these people are carefully selected for their strategic view and technology and domain competence. This ‘Think Tank’ plays a vital role in succession planning. In fact, this is another mechanism for creating and nurturing leaders. INFOSYS Introduction: Infosys is an information technology services company headquartered in Bangalore, India. Infosys is one of the larget IT companies in India with 114,822 employees (including subsidiaries) as of 2010. Infosys was founded on 2 July 1981 by seven entrepreneurs, N.R. Narayana Mruthy, Nandan Nilekani, Kris Gopalakrishnan, S. D. Shibulal, K Dinesh and N. S. Raghavn. Pro-active approach A succession plan has long been put in place and the smooth transition of authority and leadership ensured. S Gopalakrishnan, S D Shibulal, and K Dinesh look after the affairs. N S Raghavan retired in 1999, while Ashok Arora had quit the firm much earlier, in 1989, to settle down in the United States. The IT major has already identified a pool of 400 leaders who will steer it in the future. Process of Grooming future Leaders The process is long-drawn, meticulous, and in consonance with the company’s stated vision: ‘To be a globally respected corporation that provides best-of-breed business solutions, leveraging technology, delivered by best-in-class people. This is where the Infosys Leadership Institute at the company’s Mysore campus comes into the picture. The 162,000 square feet structure, built at the cost of Rs 41.1 crore (Rs 411 million), is where the next generation of Infosys leaders is being primed. “The company has identified 400 ‘leaders’ on the basis of several parameters: their performance throughout their tenure with the company being a prime criterion for selection.” The pool of 400 leaders,” says Gopalakrishnan, “that Infosys has identified is from across the globe and does not comprise Indians alone. It is in keeping with the company’s multi-national, multi-cultural image where excellence is the most important condition.” Three-tier mentoring process at Infosys Tier-1 mentors Tier-2 leaders Tier-1: Members of the Infosys Management Council, which consists of the company’s board of directors. There are 45 members. Tier-2: leaders in turn guide the Tier-3 group. Each of the leaders undergoes exhaustive and sustained training through the company’s personal development program – PDP Nine pillars for leadership development in Infosys 1. 360 degree feedback- This is the mechanism through which the company gathers data about an individual’s performance and abilities. Personal development plans are prepared on the basis of this feedback. 2. Development assignments- Identified high potential Infoscions are trained at various functions of the company through job rotations and cross-functional assignments. This helps employees to acquire new leadership skills outside their own areas of expertise and experience. 3. Infosys Culture workshops- These workshops are designed to fortify the Infosys culture amongst the participants, help instill better communication skills through sustained interaction amongst themselves, and identify with the values and processes involved in leadership development. 4. Development relationships- This includes one-on-one interaction in actual on-the-job work climate and leads to better sharing of knowledge and camaraderie amongst individuals. Mentoring forms an integral part of this exercise. 5. Leadership skills training- The ‘Leaders Teach Series’ are workshops that the company’s Tier-1 members, including Narayana Murthy and Nandan Nilekani (CEO and MD), hold to acclimatise the next rung with leadership roles and to groom them through their own rich experience. 6. Feedback intensive programs- These are akin to 360 degree feedback, but based on formal and informal feedback from employees that an individual interacts with 7. Systemic process learning- This helps individuals to gain an overall view of the company and its diverse and complex systems, business, operations and processes. It is a continuous process and helps improve the individual and also the systems. 8. Action learning- This exercise constitutes solving real problems in real-time conditions, but as a team. 9. Community empathy- The Company stresses the need to give back to society through involvement in various developmental, educational and social causes. This programme helps nurture a social conscience amongst its leaders.
George Mason University Cloud Computing and Security Issues Discussion
professional essay writers George Mason University Cloud Computing and Security Issues Discussion.
DISCIPLINE PROJECTIn this assignment, you will choose a recently published scholarly article on your research topic (ideally from your Annotated Bibliography) and adapt it (rewrite it) for a public audience. This article should come from a peer-reviewed journal or other reputable publication and should be an example of a common genre in your field used to present original research or an original argument.This assignment consists of five steps:Summarizing and analyzing the article with attention to genre, audience, and discipline conventionsIdentifying a new audience and genre for your adaptation of the articleAnalyzing your target audience and the genre expectationsWriting the adaptation in the new genre and for the target audienceAnalyzing the choices you made as you adapted the scholarly article for a public audience.
George Mason University Cloud Computing and Security Issues Discussion
Power and Influence of the French President and the Japanese Prime Minister Essay
France and Japan are governed differently. Executive leaders of the two countries possess varying degrees of power and influence. France is led by a president while Japan is led by a prime minister. The two leaders ascend to power differently. This may partly explain the reason why the prime minister of Japan is not a very influential person. The French president has considerable power and influence as compared to the Japanese prime minister. It has been argued that the French president has considerable power that is not permitted in other democracies. For instance, the president has power to appoint the prime minister (Gaffney 54). The prime minister leads the government while the president exercises executive authority in France. French presidents have great personal influence on the country. This influence can be ascribed to the fact that the president is required by the constitution to be a uniting factor. The president is expected to behave like a statesman in public. France is partially socialist. The French constitution declares that France is a democratic and socialist state. Former presidents appeared to subscribe to socialist ideals. In contrast, the national symbol of unity in Japan is the emperor. The emperor is the head of state. However, his office is ceremonial in nature. The emperor witnesses the swearing in of the prime minister. This affects the public influence of the prime minister. The citizens look up to the emperor in times of crisis. For instance, in times of war the populace expects the emperor to be a source of hope. The emperor is expected to encourage the citizens and the soldiers to fight for their country and the prime minister is expected to oversee the logistics of the war. Though the prime minister will have done a lot of work, it is the emperor who is remembered more for giving hope and encouragement. This may be attributed to the fact that war and crises are perceived emotionally. In France, the president comes to power through a popular vote. The president has to seek power from the people directly. The president has an opportunity to endear himself to the populace during campaigns. In addition he has to get more than half the votes cast to assume office. This implies that the president enjoys the support of at least half the population. This loosely translates to considerable influence for the president. In such circumstances, the president can carry out his mandate with great confidence because majority of the people in the country have faith in his leadership. Get your 100% original paper on any topic done in as little as 3 hours Learn More On the other hand, the Japanese prime minister is elected by parliament (Diet). Though a future prime minister is expected to receive support from majority of the prefectures, he does not have to engage the public directly. This reduces his influence in the country. Absence of the ability to directly elect the prime minister has made many Japanese nationals feel that the premiership rather than prime minister is important. In Japan, the ruling party is in power. The ruling party has the final say on who becomes the prime minister. It can dismiss the prime minister through an impeachment motion. Therefore, the power and influence of the prime minister is largely tied to the composition of parliament. Japan has had many prime ministers since the end of World War II (Mulgan 195). This is clear evidence that the prime ministers are merely representatives of their parties. They lack personal influence. However, there have been a few prime ministers with considerable influence. They include those who made the economy their priority. It is important to note that this group of prime ministers had a greater risk for impeachment. In the past they have been forced to shoulder responsibility for an election defeat or policy failure. This compelled many former prime ministers to suppress their views. Generally, a Japanese prime minister does not remain in the national limelight long enough to become a national figure. They are usually forced to resign before they capture attention of the nation. In both France and Japan, the executive leaders have been given the power to appoint and dismiss cabinet ministers. In Japan, the prime minister appoints both members of parliament and non-parliamentarians to cabinet. The Japanese prime minister can dismiss members of cabinet as he wishes. If a prime minister is dropped by his party, the new prime minister is expected to appoint a new cabinet. However, the French president can appoint the prime minister and other office holders but he cannot dismiss them without the approval of parliament. The president can control the executive arm of government if he has a clear majority in the national assembly. The president’s control is reduced if a different party has more members of parliament (Thorburn 201). The French president reserves the power to declare war on an enemy. The president is empowered by the constitution to decide when nuclear arsenal can be used. This is enormous power vested on a single individual. It is important to note that the president can take all power in times of crisis. In such scenarios the prime minister and parliament lose control over the president. The president of the republic of France also reserves the right to negotiate and sign treaties with other countries. This is absolute power and no one other than the citizens of France can overturn his decisions. We will write a custom Essay on Power and Influence of the French President and the Japanese Prime Minister specifically for you! Get your first paper with 15% OFF Learn More In Japan, the prime minister together with his cabinet may recommend a course of action to parliament and the emperor who must agree before any action is taken. The prime minister cannot declare war without the approval of parliament. Treaties must also be ratified by parliament. In such situations the party leader seems to have more influence than the prime minister. The party leader in Japan is traditionally regarded as the second in command after the prime minister. The prime minister is somewhat less influential when it comes to party issues. This subordination may lead to resignation of the prime minister. In conclusion, the Japanese prime minister is elected by members of parliament while the French president is elected by the public. The French president has more power and influence than the Japanese prime minister. The French president is a symbol of unity while the Japanese prime minister is only a chief executive of the country. In both Japan and France, the cabinet is appointed by the chief executive (prime minister and president respectively). However, in France the power to dismiss ministers is regulated by parliament. In Japan, the prime minister has the power to dismiss cabinet members without offering a satisfactory explanation. Works Cited Gaffney, John. Political Leadership in France: From Charles de Gaulle to Nicolas Sarkozy, Palgrave: Macmillan Publishers, 2012. Print. Mulgan, A. “Japan’s Political Leadership Deficit.” Australian Journal of Political Science. 35.2 (2000): 183–202. Web. Thorburn, H.G. “Towards a More Simplified Party System in France.” Canadian Journal of Political Science.1. 2 (1968): 204-216. Web.
Economics homework help
Economics homework help. Feedback from professor to complete assignment:ÿThe approach to be taken is to read the articles and synthesize the ideas from among them in order to come to a conclusion. I saw an attempt at synthesizing the ideas in the second paragraph, so that was good. Your selection of articles is good. But for next week, it would be best to focus in on one area. I have some concerns with the grammar. In order to get your ideas across clearly, and they are good ideas, my suggestion is to either have someone proofread the writing.Internet Crime PreventionWrite about people who have found the Internet to be a useful tool for perpetrating crimes, conducting terrorism, and even waging war. Apply theories and statistics when explaining how situations should be handled by law enforcement and e-business professional. The textbook is not a valid source for this assignment.You may find this website valuable when seeking additional information on Internet Crime Prevention Tips:ÿhttp://www.ic3.gov/preventiontips.aspxThe following requirements must be met:úÿÿÿÿÿÿÿÿ Write between 1,500 words using Microsoft Word in APA 6th edition style.úÿÿÿÿÿÿÿÿ Use an appropriate number of references to support your position, and defend your arguments. The following are examples of primary and secondary sources that may be used, and non-credible and opinion based sources that may not be used.úÿÿÿÿÿÿÿÿ ÿ1.ÿÿÿ Primary sources such as government websites (United States Department of Labor -ÿBureau of Labor Statistics, United StatesÿCensus Bureau,ÿThe World Bank), peer reviewed and scholarly journals inÿEBSCOhostÿ(Grantham University Online Library) andÿGoogle Scholar.2.ÿÿÿ Secondary and credible sources such asÿCNN Money,ÿThe Wall Street Journal, trade journals, and publications inÿEBSCOhostÿ(Grantham University Online Library).3.ÿÿÿ Non-credible and opinion based sources such as,ÿWikis, Yahoo Answers,ÿeHow,ÿblogs, etc. should not be used.úÿÿÿÿÿÿÿÿ Cite all reference material (data, dates, graphs, quotes, paraphrased statements, information, etc.) in the paper and list each source on a reference page using APA style. An overview of APA 6th edition in-text citations, formatting, reference list, and style is providedÿhere.Economics homework help