1st part, provide a summary of the case study. 2nd part, answers the questions in a Q and A numbered format. 3rd part, provide your own perspective but also use references.
Frank Schuman, vice president of human resources for Big Bison Resorts, heard laughter as he approached the chief executive’s office door. As he stepped into the room, he saw CEO Janette Briggs seated behind her desk, regaling two other executives with a story that the three were obviously enjoying immensely.
“Oh, Frank! Good!” exclaimed Janette when she saw him enter. “I was just telling Pedro and Marlys about my great adventure in TV land.” Janette had been away from the office for the past two weeks, taping the popular reality TV show Executive in Disguise instead of running her company, a regional chain of indoor water parks.
“How did it go?” asked Frank. “From the laughter I heard outside your door, it must have been hilarious.”
“Well, funny, yes,” replied Janette. “But mainly it was eye-opening. After spending all that time in our kitchens and cleaning the guest rooms and pools, I see our people and their jobs in a totally new way.”
“Is that why you called me here? I was expecting you wanted to review our plans for the Employee of the Month program we’re unrolling next month. That is, until I saw—” He waved his hand toward the other two people seated in the room, Pedro Gutierrez, head of operations, and finance chief Marlys Higgenbotham. “Or at least I was guessing they’re not here to nominate the first employee of the month.”
“No, see, that’s the issue. After working directly with our frontline staff, I’m having my doubts about putting resources into Employee of the Month,” replied the CEO. Frank swallowed. Employee of the Month had been a pet idea of Janette’s, so he had poured most of his time into developing the program. Each month, a manager at each resort was going to nominate a top-performing employee to be the Employee of the Month and enjoy the glory, not to mention a premium parking space and a framed photo posted in the lobby of the resort where he or she worked. Now it appeared that Janette shared what, he had to admit, were his own doubts about whether the program would really do much to improve performance or lower turnover. Janette continued, “Have a seat, Frank, and let me tell you about what I saw the past two weeks.” Frank settled into a chair next to Marlys.
Janette brought Frank up to date: “I’ve been telling Marlys and Pedro what it was like to work in one of our kitchens. The pace is unbelievable. The workload is unbelievable. And the teamwork is out of this world. Frank, I was amazed, and you would be, too. I know how to make a grilled cheese sandwich, but these folks do a lot more than cook. They’re planning and controlling on the fly: How many salads? How many pancakes? How can we make all that without any waste? There’s no supervisor on the line; they’re all thinking like managers—how to please customers, control costs. Honestly, our managers could take lessons from them on teamwork and quality control.”
“It sounds like we have a lot of Employees of the Month,” Frank said hopefully. Maybe the program wouldn’t be canceled after all, and his group’s efforts wouldn’t have been wasted.
“No, no, no!” broke in Marlys. “The point is, we’ve tried so many programs to boost productivity. As you know, we were looking at bonuses last year, till the economy got so bad. We simply couldn’t justify paying more when occupancy rates were diving. But we have to do something. Now that business is picking up in our market area, other hotels and resorts are going to start recruiting away our best people. The question is, what can we do that will keep employees working as hard as they are now without burning out and leaving us? We thought people would just like a little recognition, but Janette is saying she doubts it now.”
“Exactly,” said Janette. “And that’s why I called you in. We need your expertise about human relations. What do people want? I thought it would be pay, prizes, that sort of thing. And you went along with me. But really, Frank, can that be it? The people I worked with the past two weeks—they have so much skill at what they do, and they’re constantly thinking up ways to make our guests happy. They already take pride in what they accomplish. We need to decide what will make their jobs better so they can accomplish more without us getting in their way with, well, Employee of the Month ceremonies.”
“OK,” replied Frank, “now that you’ve put it that way, I have to ask if maybe what we don’t want to do is decide what will make their jobs better.”
As Janette and Marlys gazed at Frank quizzically, Pedro spoke up. “That’s great, Frank. You’re saying we shouldn’t make their jobs better? I came up through the ranks at Big Bison, and I can recall that those hourly jobs aren’t exactly perfect the way they are.”
“What I mean,” replied Frank, “is that we need to listen before we decide.”
DISCUSSION QUESTIONS
1.What kinds of behavior would an Employee of the Month program, as described here, reinforce at Big Bison Resorts? How might the company apply the principles of reinforcement more effectively?
2.How might Big Bison Resorts get input from employees to make the company’s jobs more motivating? What impact would this effort have on the company’s performance?
3.How would Big Bison’s employees perceive the equity of the Employee of the Month program? Compare their reactions to that program with the response you would expect from an effort to involve employees in improving their jobs.
4.Think about a previous job you have held or hold currently. If you had the power to make such decisions, what would you do to make the job more motivating for employees?
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Disease process
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Purdue Nursing Leadership Authentic and Servant Leadership Research Paper
/in Uncategorized /by JosephDevelop a full-sentence outline of your research topic, taking care to structure your thoughts on the topic in a coherent fashion that clearly illustrates
your objectives and intentions.
Your full sentence outline should identify your thesis statement, the leadership in healthcare topic, and also a leadership theory or approach learned in this course. You must incorporate at least one leadership theory or approach to tie into your leadership in health care topic in your final paper. You must incorporate the use of at least 6 references (as required in your final paper) to use within your outline.
Follow the alphanumeric outline structure and use complete sentences. Use APA format throughout. Include citations as needed along with a title page and a reference page. Click here for further information on writing a full sentence outline or visit the Writing Resources area under the Student Resources tab.
Review the rubric for further information on how your assignment will be graded.
Tip: Review the rubric for this assignment and look ahead to week 7 to see what should be presented in the final paper. This will help guide you through the contents of your outline.
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IT 210 Southern New Hampshire Final Project Case Scenario
/in Uncategorized /by JosephFor guidance on completing the decision matrix, refer to these learning resources: Decision Matrix: What It Is and How to Use It: This article defines the decision matrix and discusses how leaders evaluate and prioritize all of their options when considering solutions to a difficult task. Decision Matrix Analysis: This article explains how to use a decision matrix analysis, a useful technique for making a choice when many factors must be balanced. Captioned version of this resource can be found here. Decision Matrix Example: Use this resource to view an example of a completed decision matrix. Prompt: Remember that you have immersed yourself in the role of an IT professional. Imagine that you work for the small brick-and-mortar business described in the final project case scenario. The owner of your business wants to focus on generating new revenue through e-commerce, but she knows that this change in operations requires the company to integrate new technology. To gain an understanding of what the business might need for technology, she has asked you to create a business systems analysis. In this part of your drafted analysis, you will focus on solutions and recommendations based on your research for your first milestone. Specifically, the following critical elements must be addressed: IV. Technology Solutions: In this section, you will discuss how each of the two technologies meets the technology requirements that you identified in section II. Use your decision matrix to guide your responses. A. Technology One: Explain how well this technology meets the technology requirements of your business. Be sure to address which technology requirements the technology meets, and where there are gaps. B. Technology Two: Explain how well this technology meets the technology requirements of your business. Be sure to address which technology requirements the technology meets, and where there are gaps. V. Recommendations: In this section, you will recommend the technology solution that you believe is most appropriate for your business based on how well each technology meets your business’s technology requirements. A. Recommend a technology solution for your business, and defend why that solution is appropriate. You could recommend only one technology, or you could recommend any combination of the two that you investigated. B. Explain the overall benefit of your recommended technology solution to your business. Consider the following: i. How will it enhance efficiency? ii. How will it position your business for future growth as you move online? Lastly, submit the decision matrix that you used for your research.
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Read chapter 13
/in Uncategorized /by JosephRead chapter 13 of our textbook and submit five pages of notes.
I need you to write me a 5 page notes for this chapter 13
Write a five-page, 12-point, Times New Roman, double-spaced essay with no heading in which you respond broadly to this set of prompts:
➢ Culture and Values: A Survey of the Humanities vol. II, 9th or 8th edition. Ed. Lawrence S. Cunningham, John J. Reich, Lois FichnerRathus. Wadsworth, Cengage Learning.
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MAMP 509A Adler Reasons TRICARE was not created until the late 90s
/in Uncategorized /by JosephWhy was TRICARE not created until the late 90’s?
minimum of 250 words with citation and references. This is a discussion and does not require cover page. below i included some reading material in case it may help
Retrieved from http://www.military.com/money/insurance/health-ins…
[Video file] Retrieved from
Minimum of 250 words with citation
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BUAD 262 Okanagan Organizational Behavior: Ten Question Assignment
/in Uncategorized /by JosephTen Question Assignment
DE BUAD 262 Organizational Behavior
The following questions require you to think critically about the content presented in your text, synthesize the materials and/or reflect upon how the concepts apply in your own experience.
Answer each question clearly and comprehensively making sure you tie in all appropriate and relevant terms and theoretical concepts from your text. Answer the questions in proper sequence and begin your answer by restating the question. Use other information sources as well as your text i.e. other texts, newspapers, business magazines etc. as appropriate, as they can considerably strengthen your answers. Where possible enrich your answers with illustrations from your own personal experience or observations. Your answer to each question should be around 500 words in length and be properly formatted using APA.
Your assignment will require you to explain and apply terms from the text. Be sure that you explain/define the terms so that I will understand and that I know that you know the correct meaning. While such explanations can properly occur in the sentence, in parenthesis, or in a footnote, I strongly prefer that you define /explain your terms in a footnote at the bottom of the page. Please cite references from the text the same as you would any other source.
What Profs Want.
All material that is taken from source material, other than your own experience, should be cited to avoid plagiarism. Also, make sure you paraphrase material correctly; avoid word for word plagiarismas explained in “What Profs Want” posted on the course site. Again a reminder, use examples liberally to strengthen your report and support your point. Examples can be drawn from your personal experiences (ideal situation) other texts, the Internet, business magazines, newspapers such as the Globe and Mail, .and if you are desperate from your course text.)
Please include student ID number, course and section number. Also, number your pages.
Please submit your assignment as a Word document to the Assignment Dropbox no later than the deadline posted on the course site. Any assignment not submitted by the time listed above will be graded as ‘0’ unless a valid and relevant medical certificate is presented which explains the failure to meet the deadline. If you have other conflicts which might impact on your ability to meet the deadline, contact me as soon as possible.
1) One of the challenges in the Canadian workplace is managing diversity. Managers must address the differences among diverse groups of people. Describe what is meant by diversity in the workplace and then explain how organizations of today must manage and/or accommodate this diversity. Provide examples to support your response.
2) What is perception? Describe in detail the three factors that influence perception. Give specific examples to illustrate your answers.
3) Compare and contrast some of the values of the Asian, Aboriginal, Francophone, and Anglophone cultures. For each culture, explain at least one way in which their values may impact management practices and strategies.
4) Describe and discuss equity theory and explain how a manager might apply it in the workplace. Give specific examples to illustrate your answer.
5) Describe in detail at least five barriers to effective communication within organizations and explain how these barriers can be overcome. Give specific examples to illustrate your answers.
6) Discuss in detail the concept of organizational politics. What constitutes political behaviour, why and how does it occur in organizations, and how do people use politics for their own benefit? Give specific examples to support your answer.
7) Do men and women lead differently? Compare and contrast men’s and women’s leadership characteristics and styles, and their general effectiveness in the workplace. Give specific details to support your answer.
8) Discuss in detail the four ethical decision criteria and relate them to issues and decisions about corporate social responsibility. Give specific examples to support your answer.
9) Why do people and organizations resist change? Discuss the tactics that organizations use to overcome resistance to change. How are some of these tactics related to organizational power and politics? Support your answers with specific examples.
10) Consider a group situation in which you have worked. To what extent did this group rely on the technical skills of the group members vs. their interpersonal skills? Which skills seemed most important in helping this group function well?
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GCU Community Teaching Plan: Teaching Experience Paper
/in Uncategorized /by JosephNote: This is an individual assignment. In 1,500-2,000 words, describe the teaching experience and discuss your observations. The written portion of this assignment should include:
Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
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Robot Project
/in Uncategorized /by JosephScenario: A robot is sitting in a chair with its arms facing down. Write an algorithm, using pseudocode, to make the robot:
Finally, output the total number of steps taken.
Commands:
In addition to our standard pseudocode commands, you must also use the following robot control commands:
Immediately after issuing a sense command, you can check if the robot is at a wall.
You do this via the boolean conditions “at wall” or “not at wall”.
The following are examples of this:
if at wall
if not at wall
while not at wall
Assumptions
You must assume the following facts:
Your solution
Your solution must include all of the following:
Your pseudocode must conform to the course pseudocode guidelines.
Once you have completed the algorithm:
Make sure your comments are detailed enough, someone without any knowledge of algorithms or pseudocode could follow what is happening. Upload the assignment as a text document using the following naming protocol: flast-Project.txt where “flast” is the first letter of your first name followed by your last name.
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MGT350 CSU Global Boston Consulting Group Matrix Discussion
/in Uncategorized /by JosephChoose a company and discuss which BCG category (star, cash cow, dog, or question mark) would apply and why. Analyze whether it is always possible or desired to be in any one category at all stages of a company’s evolution and whether every company should strive to be in the star category.
Include in your initial post at least one reference using the CSU Library or other professional and scholarly references. You may want to use the Business Management & Administration Library Guide (Links to an external site.)Links to an external site. to begin your research. Your responses in the discussion board must be well written according to CSU-Global Guide to Writing and APA Requirements (Links to an external site.)Links to an external site..
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Employee Motivation case study summary
/in Uncategorized /by Joseph1st part, provide a summary of the case study. 2nd part, answers the questions in a Q and A numbered format. 3rd part, provide your own perspective but also use references.
Frank Schuman, vice president of human resources for Big Bison Resorts, heard laughter as he approached the chief executive’s office door. As he stepped into the room, he saw CEO Janette Briggs seated behind her desk, regaling two other executives with a story that the three were obviously enjoying immensely.
“Oh, Frank! Good!” exclaimed Janette when she saw him enter. “I was just telling Pedro and Marlys about my great adventure in TV land.” Janette had been away from the office for the past two weeks, taping the popular reality TV show Executive in Disguise instead of running her company, a regional chain of indoor water parks.
“How did it go?” asked Frank. “From the laughter I heard outside your door, it must have been hilarious.”
“Well, funny, yes,” replied Janette. “But mainly it was eye-opening. After spending all that time in our kitchens and cleaning the guest rooms and pools, I see our people and their jobs in a totally new way.”
“Is that why you called me here? I was expecting you wanted to review our plans for the Employee of the Month program we’re unrolling next month. That is, until I saw—” He waved his hand toward the other two people seated in the room, Pedro Gutierrez, head of operations, and finance chief Marlys Higgenbotham. “Or at least I was guessing they’re not here to nominate the first employee of the month.”
“No, see, that’s the issue. After working directly with our frontline staff, I’m having my doubts about putting resources into Employee of the Month,” replied the CEO. Frank swallowed. Employee of the Month had been a pet idea of Janette’s, so he had poured most of his time into developing the program. Each month, a manager at each resort was going to nominate a top-performing employee to be the Employee of the Month and enjoy the glory, not to mention a premium parking space and a framed photo posted in the lobby of the resort where he or she worked. Now it appeared that Janette shared what, he had to admit, were his own doubts about whether the program would really do much to improve performance or lower turnover. Janette continued, “Have a seat, Frank, and let me tell you about what I saw the past two weeks.” Frank settled into a chair next to Marlys.
Janette brought Frank up to date: “I’ve been telling Marlys and Pedro what it was like to work in one of our kitchens. The pace is unbelievable. The workload is unbelievable. And the teamwork is out of this world. Frank, I was amazed, and you would be, too. I know how to make a grilled cheese sandwich, but these folks do a lot more than cook. They’re planning and controlling on the fly: How many salads? How many pancakes? How can we make all that without any waste? There’s no supervisor on the line; they’re all thinking like managers—how to please customers, control costs. Honestly, our managers could take lessons from them on teamwork and quality control.”
“It sounds like we have a lot of Employees of the Month,” Frank said hopefully. Maybe the program wouldn’t be canceled after all, and his group’s efforts wouldn’t have been wasted.
“No, no, no!” broke in Marlys. “The point is, we’ve tried so many programs to boost productivity. As you know, we were looking at bonuses last year, till the economy got so bad. We simply couldn’t justify paying more when occupancy rates were diving. But we have to do something. Now that business is picking up in our market area, other hotels and resorts are going to start recruiting away our best people. The question is, what can we do that will keep employees working as hard as they are now without burning out and leaving us? We thought people would just like a little recognition, but Janette is saying she doubts it now.”
“Exactly,” said Janette. “And that’s why I called you in. We need your expertise about human relations. What do people want? I thought it would be pay, prizes, that sort of thing. And you went along with me. But really, Frank, can that be it? The people I worked with the past two weeks—they have so much skill at what they do, and they’re constantly thinking up ways to make our guests happy. They already take pride in what they accomplish. We need to decide what will make their jobs better so they can accomplish more without us getting in their way with, well, Employee of the Month ceremonies.”
“OK,” replied Frank, “now that you’ve put it that way, I have to ask if maybe what we don’t want to do is decide what will make their jobs better.”
As Janette and Marlys gazed at Frank quizzically, Pedro spoke up. “That’s great, Frank. You’re saying we shouldn’t make their jobs better? I came up through the ranks at Big Bison, and I can recall that those hourly jobs aren’t exactly perfect the way they are.”
“What I mean,” replied Frank, “is that we need to listen before we decide.”
DISCUSSION QUESTIONS
1.What kinds of behavior would an Employee of the Month program, as described here, reinforce at Big Bison Resorts? How might the company apply the principles of reinforcement more effectively?
2.How might Big Bison Resorts get input from employees to make the company’s jobs more motivating? What impact would this effort have on the company’s performance?
3.How would Big Bison’s employees perceive the equity of the Employee of the Month program? Compare their reactions to that program with the response you would expect from an effort to involve employees in improving their jobs.
4.Think about a previous job you have held or hold currently. If you had the power to make such decisions, what would you do to make the job more motivating for employees?
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