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Q1:1 Impact of Technology on Job Design Title Page and Outline for Literature Review Impact of Technology on Job Design: Organizational Design and Structure Perspectives Student Name Course Name Instructor Name Date Abstract This paper aims at reviewing the literature and assessing the effects of technology on job design, particularly focusing on organizational design and structure. The research focuses on the outcomes of the change in the working environment caused by new technologies that impacted job content, organizational performance, and employee attitudes. Now, the problem analysis reveals general trends, including rising automation, a new remote work model, and the importance of lifelong learning. Specific research findings indicate that changing organizational designs coupled with effective management of change are critical to embedding technology within job design successfully. Again, the review gives advice on how organizations should incorporate more technologies in their workplaces without compromising the employees’ health and how future research can help understand the future impacts of technology on job design. I. Introduction Background The concept of job design and how it has been affected by technology Background of the technological innovation of job design Purpose and Scope Objectives set for the literature review The organizational scope of the research with respect to its focus on organizational design and structure II. Findings Technological Developments and Job Design Significant Technological Developments A brief summary of the main technological developments influencing job design Some of the examples of how technology has changed the nature of job roles Shift in Job Roles and Responsibilities How the use of technology changes or impacts job descriptions and duties Journals that present case evidence on how technology has altered job roles Organizational Efficiency Enhancing organizational processes Influence of technology in the circle of work and production Real-life examples that explain the best practices in the implementation of new technologies Efficiency Metrics Ways of assessing the enhancement of organizational productivity gains Comparisons made based on the experience before and after the integration of technology Employee Satisfaction and Performance Technology and Job Satisfaction Correlation Employee views and opinions through structured and unstructured interviews The role played by technology in the satisfaction of job requirements Significance of the Performance of Employees Relative performance measures and Productivity metrics Looking at the effects of technology on employee well-being Challenges and Barriers Common Challenges Understanding the barriers to the uptake of technologies Change resistance and organizational adaptation concerns Ways of Mitigating Barriers Things to do in order to avoid future problems that may arise due to technology integration Promotion, reward, and employee recognition policies III. Conclusions, Recommendations, and Suggestions for Further Study Conclusions Key findings and conclusions and organizational implications Effect on organization design and structures Recommendations Strategies for the application of technology in job design Strategies for the management of technology in organizations Suggestions for Further Study Detecting areas requires additional research. Trends and future direction, or modifying technology and job design References Kelley, M. R. (1990). New Process Technology, Job Design, and Work Organization: A Contingency Model. American Sociological Review, 55(2), 191–208. https://doi.org/10.2307/2095626 Tyre, M. J., & Hauptman, O. (1992). Effectiveness of Organizational Responses to Technological Change in the Production Process. Organization Science, 3(3), 301–320. http://www.jstor.org/stable/2635275See Answer
Q2:1) Using job postings for paralegal and lawyer postings. Please complete the following assignment: 1. Identify if you are doing this assignment for either attorney or paralegal( do attorney ) 2. Find 2 job postings on google for the position you are searching. Attach word files, pdf, screengrabs or web links to the postings. 3. List ten different verbs used in the job postings. Find any job posting based in US |\ 100 wordsSee Answer
Q3:Question You are a Human Resources Manager at Fly Eagles Fly, Inc., a company that makes custom sports jerseys for domesticated parrots. Draft a 2-page memo to the CEO of the company addressing the discrimination issue facing your workplace (you can focus on discrimination based on race, religion, ability, national origin, age, sex, etc.). Propose a training session to address the problem. Explain the purpose (routine/annual training, training conducted in response to a violation, etc.) and audience (executive leadership team, hiring managers, low-level managers, employees/staff, etc.) for the training include a description of the training. Instructions: Write Memo in 2 pages. Follow APA format. Typed solution needed. Handwritten solution will not be accepted. Do not use AI.See Answer
Q4:Question Write report about McDonald's (Dimensions of Compensation Strategy) 1. Objectives (200 words) 2. Internal Alignment (200 words) 3. External Competitiveness (200 words) 4. Employee Contributions (200 words) This is the key part of the report. Analyze the four dimensions of compensation strategy such as their compensation strategy objectives, the internal alignment, the external competitiveness, and employee contributions, Refer to pgs. 39 and 47 for your reference. Textbook: Milkovich, G., Newman, J. & Gerhart, B. (2014). Compensation (11th edition.). McGraw-Hill. ISBN-13: 978- 9780078029493 Instructions: Write the complete report in 800 words. Book attached in Reference section. Typed solution needed. Follow APA format. Do not use AI.See Answer
Q5:7. If workers have workplace structural power, does this condition mean that they definitely will improve their terms and conditions of employment? Why or why not?See Answer
Q6:3. Identify and explain two of Marshall's conditions for inelastic demand for labor.See Answer
Q7: Q1- Part A: Discuss how classical and contemporary theories of motivation are applied in modern organizational settings as a means to improve employee productivity, effectiveness, and morale at an individual, group/team, and organizational level. The essay Format: answer to each question is to be between 2500-3000 words. This total includes text only, and does not include the cover page and reference page. using typewriters should use standard pica or elite type. using computers should use 12-point size font. The following typefaces are accepted: Times New Roman and Courier New. Margins on all four sides (top, bottom, left and right) should be one inch. must follow the American Psychological Association (APA) style for writing papers. However, you do not need to include a running head or an abstract. You are required to include page numbers. The essay content should follow: Make sure the answer stays on the topic and does not include tangential issues or information. The answers must reflect the student's personal integration of several specifically identified concepts rather than a mere review of the literature. Generalizations should be carefully supported with specific examples. The subjects assigned should be addressed in some depth. Main points should be stated clearly, documented with references to the literature by citations in the text, and illustrated by specific examples. Students should clearly explain. how the point(s) and the example(s) are connected with the assigned question. Responses should be written in inclusive language that is non-sexist and non-racist. Refer to the 7th edition of the APA Publication Manual, chapter 5 - Bias-Free Language Guidelines. You may use the first person (the word "I"). Using Inclusive Language 1. Introduction In the contemporary business environment, the motivation of employees encompassing both intrinsic and extrinsic aspects is crucial for organizational achievement. Beyond merely increasing worker satisfaction, motivation is fundamental to productivity, innovation, and sustaining a competitive advantage. The historical evolution of motivation theories, from early models like Maslow's hierarchy of needs and Herzberg's dual-factor theory to more nuanced approaches reflects a deepening understanding of motivational dynamics. These developments highlight the significance of autonomy, equity, and expectancy in driving employee motivation, marking a shift from basic needs to a more sophisticated analysis of motivational factors (Robbins & Judge, 2019). Originating in the early 20th century, motivation theories have transitioned from simplistic notions of intrinsic versus extrinsic factors to complex models that navigate the intricate realities of organizational life. Contemporary theories emphasize the synergy between autonomy, mastery, and purpose, enriching our psychological insight into organizational roles (Bundtzen, 2020). Advocating for a strategic integration of classical and modern theories, this essay underscores the importance of customized motivational strategies at individual, team, and organizational levels to enhance productivity, efficiency, and morale, thereby improving overall organizational outcomes. 2. Classical Theories of Motivation 2.1 Overview of Classical Theories: The classical theories of motivation, crafted in the mid-20th century, remain pivotal in shaping today's understanding of employee motivation within the business sector. Abraham Maslow's Hierarchy of Needs outlines a progression from basic physiological needs to the quest for self-actualization, suggesting that human motivation is driven by fulfilling these sequential needs (Maslow, 1943). Frederick Herzberg's Two-Factor Theory differentiates between hygiene factors, which prevent dissatisfaction, and motivators that enhance job satisfaction and motivation (Herzberg, 1959). Douglas McGregor's Theory X and Theory Y present contrasting views of human work behavior; Theory X views employees as inherently lazy requiring control, while Theory Y sees them as self-motivated and desiring responsibility (McGregor, 1960). These foundational theories continue to influence job design, management approaches, and the creation of supportive workplace environments. 2.2 Application classical theories in Modern Workplaces In modern workplaces, the application of classical motivation theories continues to play a pivotal role. Maslow's framework informs the development of benefits packages that address both basic and higher-level needs, thereby enhancing employee satisfaction and motivation. Herzberg's theory has led to job enrichment strategies that focus on providing meaningful work and recognizing achievements to boost morale and productivity. McGregor's concepts have encouraged a shift towards more participative management styles, influencing modern leadership training programs that emphasize the value of treating employees as capable and motivated individuals (Bundtzen, 2020; Sennewald, 2021; Whittington & Evans, 2017).It is evident that classical motivation theories leave an indelible mark upon individual, group/team, and organizational levels, offering the essential understanding required to strategically apply intrinsic and extrinsic motivators, and, in the process, facilitate enhanced engagement and performance. The application of these theories is evident in the operational strategies of leading companies. Google showcases Herzberg's theory through initiatives that allow employees to pursue projects aligned with their interests, addressing motivators like achievement and recognition (Pink, 2011). This not only enhances job satisfaction but also fosters innovation. Salesforce applies Maslow's theory by providing comprehensive health benefits and supportive work environments, meeting basic needs, while also offering career advancement opportunities to fulfill higher-level needs (Benioff & Langley, 2019).W.L. Gore & Associates exemplifies McGregor's Theory Y with its lattice structure that eliminates traditional hierarchies, promoting autonomy and innovation (Hamel & Breen, 2007). This approach enhances employee engagement and organizational agility. Zappos integrates Herzberg's and Maslow's theories by creating a culture of happiness, addressing both hygiene factors and motivators through a supportive work environment, development opportunities, and competitive salaries (Hsieh, 2010). At the individual level, Maslow's Hierarchy of Needs posits that individuals are motivated by fulfilling a series of needs, ranging from basic physiological needs to the need for self-actualization the strategic application of Maslow's hierarchy enables managers to craft motivational strategies that are uniquely tailored to an employee's unique set of needs and aspirations, thereby optimizing their engagement and performance (Maslow, 1943). This theory suggests that employers who cater to these varying levels of employee needs can enhance job satisfaction and motivation. For instance, ensuring workplace safety addresses safety needs, while opportunities for advancement and recognition satisfy esteem and self-actualization needs, respectively. At the group or team level, the embrace of McGregor's Theory Y principles affords the foundation upon which management practices are developed that empower teams and, in the process, cultivate an environment of trust, responsibility, and mutual sense of achievement, which, when combined, directly serve to fuel team dynamics and foster a spirit of collaboration (McGregor, 1960). McGregor's Theory X and Theory Y presents two contrasting views of human work behavior: Theory X assumes that employees inherently dislike work and must be coerced into performing, while Theory Y assumes that work is natural and that people will exercise self-direction when committed to objectives (McGregor, 1960). The adoption of a Theory Y management style, which views employees as capable of self-motivation and seeking responsibility, fosters a collaborative team environment. This approach encourages trust, autonomy, and participation, enhancing team dynamics and produce. Herzberg's Two-Factor Theory distinguishes between hygiene factors, which can lead to dissatisfaction if not addressed, and motivators that truly propel employees to higher performance and satisfaction (Herzberg et al., 1959). This theory has encouraged organizations to design jobs that not only mitigate dissatisfaction through adequate pay and job security but also actively engage and fulfill employees through recognition, responsibility, and opportunities for growth. Ultimately, at the organizational level, Herzberg's Two-Factor Theory effectively shapes the reality of organizational culture by steadfastly directing the development of a work environment in which the hygiene factors are vigilantly addressed, to minimize dissatisfaction, while simultaneously integrating those specific motivators capable of consistently raising both the ceiling on job satisfaction and a profound sense of organization-level commitment (Herzberg et al., 1959). 3. Contemporary Theories of Motivation 3.1 An overview to Contemporary Theories of Motivation The evolution of motivation theories reflects a dynamic shift from foundational principles rooted in the mid-20th century to a more nuanced understanding of the psychological and social factors influencing individual behavior within organizations (Rhee & Sigler, 2005). The development and evolution of motivation theories have been significantly influenced by classical theories such as Maslow's Hierarchy of Needs and McGregor's Theory X and Theory Y, which explored basic drivers of human behavior, focusing on needs satisfaction and managerial assumptions about employee motivation (Upadhyaya, 2015). These foundational theories highlighted intrinsic aspects of motivation but were often critiqued for lacking the complexity needed to fully explain the diverse motivations observed in organizational settings. As the field progressed, researchers began to incorporate insights from cognitive psychology and social theory, leading to the development of contemporary theories that address the intricate interplay between individual needs, environmental factors, and organizational dynamics (Kenrick et al., 2010). This evolution reflects a shift from simple, linear explanations of motivation towards more nuanced, dynamic models that better capture the complexity of human motivation in organizational contexts (Ackerman & Bargh, 2010). 3.2 Application of Contemporary theories in Modern Workplaces Contemporary theories of motivation offer a complex view of what drives individuals within organizational settings, highlighting the importance of psychological needs, fairness, and the alignment of effort with rewards. One foundational theory, Self- Determination Theory (SDT), proposed by Deci and Ryan (2000), emphasizes the fulfillment of three basic psychological needs: autonomy, competence, and relatedness. The theory suggests that motivation in the workplace can be enhanced by creating autonomy-supportive roles, offering opportunities for skill development, and fostering a sense of community among employees. This approach is believed to lead to higher levels of performance stemming from autonomous motivation. Baard et al. (2004) support this by showing that a sense of connection to others and the organization increases employee engagement and productivity. According to Adams (1965) Another pivotal theory is Equity Theory, which focuses on the importance of fairness in the distribution of resources and rewards. It asserts that employees assess their input-outcome ratios in comparison to their peers, driving their motivation levels. Modern organizations have adopted various transparency instruments, such as transparent compensation practices and performance appraisal systems, to address these concerns. Barnes et al. (2011) explore the complexity of applying Equity Theory in conjunction with group and individual incentives, revealing that such combinations might not always yield optimal performance outcomes, as they can diminish group cohesion and accuracy. According to Vroom (1964) Expectancy Theory introduces another angle, positing that motivation is influenced by the belief that effort will lead to desired performance outcomes and rewards. This theory has guided the development of performance management systems that set clear goals and link rewards directly to performance. The practical application of Expectancy Theory is illustrated through the challenges faced by Melissa Richardson in her transition to a middle management role within a global firm, as detailed by Booth & Cates (2012). The study highlights the importance of clear communication, understanding individual motivations, and leadership skills in aligning efforts with performance expectations to effectively motivate staff and enhance organizational performance. Together, these theories underscore the multifaceted nature of motivation in the workplace, emphasizing the need for strategies that address psychological needs, fairness, and the clear linkage between effort, performance, and rewards. For the Individual Level, the mention of only Self-Determination Theory (SDT) by Deci and Ryan (2000) is deliberate because SDT directly addresses how personalizing motivational strategies to align with individual values and aspirations can significantly impact an employee's personal development and job satisfaction. SDT's focus on fulfilling the intrinsic needs for autonomy and competence is particularly relevant to understanding and enhancing motivation at the individual level within organizational settings. SDT's focus on fulfilling the intrinsic needs for autonomy and competence is particularly relevant to understanding and enhancing motivation at the individual level within organizational settings highlight how SDT promotes an interest in learning, valuing education, and confidence through intrinsic motivation, leading to improved quality of learning and personal development (Deci et al. 1991). Similarly, Gagné &Deci (2005) demonstrate the significance of categorizing extrinsic motivation to understand the impact of external motivators on intrinsic motivation, which is essential for designing motivating work environments. Research supports the application of SDT in the workplace, showing that when employees' needs for autonomy, competence, and relatedness are satisfied, there are numerous positive outcomes. These include lower turnover, improved well-being, higher job satisfaction, and positive job attitudes. A meta-analysis of 99 studies highlighted that each of these needs predicted lower turnover intentions and were associated with higher job satisfaction, engagement, and affective commitment. Such findings underscore the significance of SDT in organizational settings, offering a framework for leaders to foster high-quality motivation and beneficial outcomes among workers (Forner et al., 2020). For the group/team level, both equity theory (Adams, 1965) and expectancy theory (Vroom, 1964) were cited as these theories interactively influence processes in teams. Equity theory is salient for this level of analysis because it underscores the need for fair and just treatment among team members, as this is critical for building and maintaining motivation and group cohesiveness. Expectancy theory is germane to this level as well, as a clear understanding of the system and the belief that one's efforts will lead to performance enhancements will improve team performance. Thus, both theories together illuminate what drives effective team processes and subsequent performance. In short, the principles of equity and expectancy theories are pivotal for management of group processes. For example, recent research suggests that by addressing employees' individual needs and goals, providing quality feedback, recognizing positive behavior, leading with fairness, and offering autonomy, one can enhance motivation across the organization including at the group or team level (Marczak &Yawson, 2021). Further, to the degree that heuristically incorporating pectancy theory was representative of a psychological reality, perceptions about compensation systems a process highly aligned with components of equitable treatments and/or clear expectations, were significantly related to performance (Schwab & Dyer, 1973). These findings underscore the importance of leveraging equity and expectancy theories at the group level to improve team dynamics and performance. The application of Equity and Expectancy theories significantly influences team dynamics. By ensuring fair reward systems and aligning team goals with achievable rewards, these theories contribute to a sense of teamwork and collective effort. According to Barnes et al. (2011) discuss the challenges of motivating team dynamics, particularlySee Answer
Q8:NOTE Need to Do resume and Cover letter Resume & Cover Letter - Job Resources - The Learning Portal at Ontario Colleges Library Services (tlp-lpa.ca) Copy of student resume is attached in reference/n Seneca WORKS Resumé & Cover Letter Writing for the Child and Youth Care field LEARNING OBJECTIVES Seneca WORKS Upon completion, you will understand how to: 1. Identify the core sections of an effective resumé and cover letter, and their content 2. Create a targeted resumé and cover letter for specific positions and organizations 3. Identify and highlight your transferable and specialized skills 4. Write accomplishment-based job statements 5. Create an ATS-friendly resumé BEFORE WRITING YOUR RESUMÉ Seneca WORKS IDENTIFY YOUR SKILLS In the workplace you will need a combination of different skills: Transferable/Soft skills A skill that is used in a variety of jobs - you transfer them from one job to another. For example, problem solving skills are required for many jobs, regardless of the field or industry. Specialist/Professional skills • A skill that is used for a specific job. For example, ABA knowledge and crisis intervention are skills specific to the field of child and youth care. ● BEFORE WRITING YOUR RESUMÉ CREATE A SKILLS INVENTORY Here are 3 simple steps: Step 1: Step 2: Step 3: Seneca WORKS Make a list of your past jobs and activities. Make sure this list is complete. Write down the tasks associated with each job and activity. What did you learn by doing those tasks? What abilities have you gained? What skills did you utilize? TAILORING YOUR RESUMÉ Employers may spend less than 1 minute skimming your resumé. Seneca WORKS Tailor your resumé for each job by including those skills that are most relevant to the position To determine which of your skills are most relevant, refer to: • the job posting a job description your knowledge of the field C 30/n Resumé Tip Sheet Your Resumé A recruiter may spend an average of six seconds reviewing a resumé to determine suitable candidates. Before Writing Your Resumé review the job posting and note the key qualifications and job duties make a list of your qualifications, Create a Noticeable Resumé tailor your resumé to each job use industry-related language ■ ■ if you've worked in a similar job, list any of the similar duties that you've performed if you've worked in a very different field, list any similar skills you have used identify your top matching qualifications and include them throughout your resumé Resumé Sections Here are the most common sections of a resumé: ■ highlight accomplishments by quantifying and qualifying (e.g. %, $, #) use keywords from the job description to match your skills/qualifications avoid writing in first person (e.g. ‘I’ and ‘me') Contact Information includes your first and last name, email address and phone number may include your full mailing address ■ proofread to make sure there are no spelling or grammar mistakes one to two pages in length Career Objective states job title or field and includes two to three of your most relevant qualifications Highlights of Qualifications ing skills, knowledge and/or experience that match those in the job ting ■ 10-pt to 12-pt font for body text in an easy to read font (e.g. Calibri, Tahoma or Arial) easy for the recruiter to see a match between your qualifications and those they're seeking Education ■ includes qualifications most relevant to the job bullet form with five to six summary statements Technical Skills postsecondary education listed in reverse chronological order (most recent first) includes name of institution, program and dates can include relevant knowledge/skills obtained and/or major projects completed resumés for the IT/technical field can include a 'Technical Skills' section lists the software, hardware, equipment, etc. with which you are proficient Work Experience Seneca WORKS ■ accomplishment-based statements no more than six bulleted points per job can include placement or volunteer experience if you have no experience, include a 'Relevant Project Work' section instead Additional Resumé Sections you can Include: volunteer experience ■ extracurricular activities certifications professional licenses, training or associations ■ ■ ■ reverse chronological order (most recent first) includes job title, company name, location and dates starting with an action verb, includes relevant duties performed and skills used awards/accomplishments additional languages Resumé Tip Sheet Resumé Styles 昭 Chronological Work experience is listed in reverse chronological order (most recent first). Details about duties performed are included for each job listed. *Chronological resumé style is preferred by most employers in most industries Combination Three to four relevant skills are grouped together and detailed under specific skill headings that are relevant to the job. Work experience section includes further details about duties performed for each job listed. ■ Tips for including keywords in your resumé: ■ repeat keywords often but strategically Applicant Tracking System Many large companies use applicant tracking systems (ATS') to collect and store resumé information in a database to filter and search for qualified candidates. Some ATS' automatically rank applicants based on how well their resumés match the job description based on keywords. 8/ Keywords Keywords are words or phrases that appear in the job posting and describe a qualification. They are usually nouns such as a job title, skill or credential. Seneca WORKS Skills-based Numerous skills are grouped together and detailed under specific skill headings that are relevant to the job. 'Work Experience' section does not include details of duties performed for each job listed. Visual/Digital Incorporates graphics, images, videos and more. Not meant to replace a traditional resumé, but can be useful for demonstrating uniqueness, creativity or multimedia skills. You can design your own or use an online platform. try to include keywords in every section of your resumé when possible include both acronyms and fully spelled out designations (Project Management Professional and PMP) More information Website: Phone: Job postings: Formatting Your resumé should be clear and easy to read. Consider using font styles such as Calibri, Tahoma or Arial. Have a plain text version of your resumé for uploading, as some older ATS' cannot 'read' headers, graphics, text boxes or tables. Keep section headings simple and use consistent formatting throughout the resumé. senecacollege.ca/student/sw 416.491.5050 ext. 26007 ATS' can be set up to search and qualify applicants based on their location, so consider including your city and postal code in the contact information on your resumé. sw.senecacollege.ca Questionnaires Some ATS' use questionnaires. Answers are weighted and applicants are automatically ranked based on their responses./n Cover Letter Tip Sheet Your Cover Letter Cover Letter Content 1. Your name and contact information 2. Date, name and title of contact and company address 3. Salutation include contact's first and last name, if possible, or a job title such as "Dear Hiring Manager" or "Dear Human Resources" 4. First paragraph one page with three to four paragraphs tailored to the job and company check for errors 5. Second paragraph ■ 6. Third paragraph ■ ■ ■ ■ 7. Fourth paragraph ■ ■ identify why you are writing ■ End highlight two to three of your most relevant qualifications and explain how these qualify you for the position ■ from your research of the organization's mission, vision, values products and services, mention why you want to work there base your reason(s) on shared values and/or interests restate why you believe you are the best candidate for the position request an interview and thank the employer for their time and consideration state how you can be reached and include your phone number and/or email address Speculative or Prospecting Cover Letter used when seeking an opportunity not advertised in the first paragraph, express your interest in working with the company and mention that you are writing to enquire about a possible employment opportunity finish with "Sincerely" type your full name and sign your signature (you may use a signature-styled font if you are submitting a softcopy of your cover letter) Referral Cover Letter used when you have been referred to an employer in the first paragraph, mention the person who referred you and specify the employment opportunity you are writing about 2 ■ 3 5 ■ 8 Salutation Seneca WORKS End 1 Date Contact name, Title Company address Types of Cover Letters The information that you include in the first paragraph of your cover letter may vary depending on the type of letter you are writing. Name & contact information First paragraph Second paragraph Third paragraph Fourth paragraph Application Cover Letter used when seeking an opportunity that is advertised in the first paragraph, mention the position you are seeking and where you saw it advertised or how you learned about it Cover Note used in the body of an email when submitting your application by email, consider it a shortened version of your cover letter in the cover note, state why you are writing and briefly mention one to two of your strongest qualifications refer the reader to the resumé and cover letter that you have attached to your email Sample Application Cover Letter JAMAL GREEN Mississauga, ON M2J 2X5 Tel: (555) 555-8888 April 15, 2021 Attn: Angela Chan, Hiring Manager All Smiles Dental Clinic 123 Street St. Toronto, ON M3N 2V2 Dear Angela Chan, I was very excited to read your job posting on the Seneca Works Career Portal today for an entry-level Dental Assistant. The qualifications you are seeking are an exact match with those that I have acquired as a second-year Dental Technician student at Seneca College and through my work experience in the customer service field. As a graduating college student with two years of comprehensive dental assistant training, I possess strong skills in equipment sterilization using the Steri-Traces system, along with accurate computer charting and record taking skills. In addition, I am able to properly set up and prepare instruments and examination rooms in accordance with all clinical practice standards. Through my experience working as a server in a very busy local restaurant, I have developed and utilized skills in multi-tasking, time management and problem solving, and have demonstrated the ability to calm and reassure upset customers using tact and empathy. I am confident that my skills and experience will allow me to immediately provide quality dental support to the clinical team and patients at All Smiles Dental Clinic. More information Website: Phone: Job postings: Email: email@email.com I am eager to begin my Dental Assistant career working at a practice that is committed to providing top-quality patient care and dental treatment expertise, and that is seeking someone who shares that same commitment. Having read about your services and patient reviews, I am convinced that your clinic is a leader in these areas. I would be pleased to work at such a well-respected dental practice. Attached please find a copy of my resume for your review. I welcome the opportunity to meet with you in an interview to further discuss my interest and my qualifications. I can be reached at (555) 555-8888 or email@email.com. Thank you in advance for your time and consideration. I look forward to hearing from you. Sincerely, Jamal Green Jamal Green senecacollege.ca/student/sw 416.491.5050 ext. 26007 sw.senecacollege.caSee Answer
Q9: PAPER FORMAT APA 1-2 PAGES NOT INCLUDING TITLE OR REFERENCE PAGE This week we will begin to focus on our final research project by creating an outline of your initial research and what you plan to cover in your final Strategic HR Plan. Prepare an outline of what you plan to cover in your research paper. Your outline should also include a sentence or two (with citations) regarding content and direction in each section. Below is a good example of a sample outline: APA outline example I. Introduction (2 - 3 paragraphs) (cite) A.The topic of interest or main idea B.Problem statement (why) C.Background of the problem II.Main body - Section 1 (4 - 6 paragraphs) (cite) A.Extent of problem 1. What? 2. Why? 3.When? B. Who and how of the problem (cite) 1.Examples 2.Facts III. Body - Section 2 A.Cause and effect (cite) 1. This is/was the problem, and this is the solution IV.Body - Section 3 A.Possible solutions 1.What measures must be taken 2. What will work and what will not 3.Probability V. Conclusion (cite) A.Summarize relating back to introduction/problem B.Restate thesis REFERENCE PAGE This research paper outline example will guide you in formatting the layout for a clear direction to work on. It eliminates the inconsistency along with lacking proper substance in the paper. Be sure to include citations within your outline to further support your writing.See Answer
Q10: Competency In this project, you will demonstrate your mastery of the following competency: Collaborate with multiple stakeholders using principles of emotional intelligence and team dynamics Scenario Large Technology Corporation (LTC) recently acquired the company Small Technology Company (STC). You currently work on a team of four members at LTC. But, with the acquisition, your team has expanded to 10 members. The new team members have a diverse demographic makeup as well as varying levels of professional experience, both in their careers and at the company. They are also quite diverse in their personalities and backgrounds. With the rapid growth on the team, there have been some growing pains: Several new employees have stated that they feel frustrated and demotivated by the lack of training and clarity in job roles. You and the other original employees are feeling the stress of constantly needing to train and answer questions. ● • With the rapid changes, leadership was not able to foster cohesive team dynamics, so the diversity in personalities and backgrounds has caused a great amount of conflict among the team members. ● Leadership is aware that there are conflicts on the team. So, they have asked you to develop a communication plan to explain the approaches you would take to collaborate with the team members effectively and cultivate positive team dynamics. Consider the theories and technologies you used in your management plan when preparing the communication plan. To assist you in developing your plan, review the employee personas of the team. Directions Communication Plan You have been asked to create a communication plan for your team. In this plan, you will not only address how you will manage the specific team, but also how you will manage yourself as a leader. To begin, analyze the team dynamics, specifically the cultural and generational differences of the team, as well as situations that may occur with challenging employees. After analyzing the team dynamics, you will analyze your personal approach to management and how you will manage the specific team dynamics. Finally, you will develop collaboration strategies to effectively lead the team. Specifically, you must address the following: Communication Barriers: While developing your plan, consider the impact of cultural and generational differences. Describe the different factors that may act as barriers for effective communication in the team. For example, describe implicit biases that might be at play on the team, and explain how these may impact communication on the team. ● ● ● Personal Approach: As part of your communication plan, explain how you will manage yourself as a leader. Specifically, show how you will use emotional intelligence principles to analyze your personal approach to management. As you describe your personal approach, be sure to address the following: o Describe the approach you will take to assess your own strengths and weaknesses as a leader and your plan to continually improve these skills. o Explain how you will address your own biases and use empathy when communicating with the diverse team. 0 Explain how you will manage your emotions when working specifically with challenging team members. Collaboration Strategies: Explain your approach to developing collaboration strategies specific to the current team dynamics. Also consider how you will resolve the team conflicts and frustrations that have developed due to the new changes. As you explain your collaboration strategies, be sure to address the following: o Describe how you plan to promote effective collaboration within the team, while considering the cultural and generational differences. For example, how will you ensure the communication is relevant and appropriate for all members of the team? o Explain how you will create a safe, open environment that encourages feedback to build relationships within the team. For example, will you establish specific group norms? o Describe the strategies you will use to facilitate effective collaboration with challenging employees. For example, you might consider how you will manage employees who prefer to work on their own schedules or those who did not get the promotion they were expecting, and so on. What to Submit To complete this project, you must submit the following: Communication Plan Develop a personal approach to managing a team as well as collaboration strategies to create a positive and productive team dynamic. Your communication plan must be 2 to 4 pages in length and cite any references using APA format. Supporting Materials The following resource may help support your work on the project: Employee Personas This document provides specific information about each employee on the team.See Answer
Q11: In at least 2,000 words (total), pick a single Fortune 500 company, review job listings from the company and research their compensation and benefit plans, and then answer the following four questions... (IMPORTANT: For this assignment, the company you choose MUST have at least some job listings posted online for hiring purposes) 1. What does the company's “total rewards” package look like? What do they offer above and beyond merely a paycheck? If you were in charge of Human Resources and Workforce Management for the company, how would you approach total rewards and compensation? Identify at least one thing you would change about the way the company is doing things now. Be sure to support your decisions with sound reasoning. 2. What, if anything, can you glean from publicly available information about the way the company ensures pay equity and pay fairness? Do they have a pay transparency policy? Do they have an affirmative action program? Do they have any other measures in place to safeguard fairness and consistency in terms pay and benefits? If you were in charge of Human Resources and Workforce Management for the company you selected, how would you approach pay equity and fairness? Identify at least one thing you would change about the way the company is doing things now. Be sure to support your decisions with sound reasoning. 3. Critique job descriptions that you find in job listings online. What information is thoroughly included? What information is missing? What information needs to be more clearly explained to potential applicants? If you were in charge of Human Resources and Workforce Management for the company you selected, how would you approach job analyses and job descriptions? Identify at least one thing you would change about the way the company is doing things now. Be sure to support your decisions with sound reasoning. 4. What, if anything, can you glean from publicly available information about the way the company strategizes employee pay? Do they appear to focus on industry benchmarks, or competitor offerings, or something else altogether? Do they advertise their job offerings as being particularly well-compensated compared with any kind of relative or objective baseline? If you were in charge of Human Resources and Workforce Management for the company you selected, how would you approach employee pay strategy? Identify at least one thing you would change about the way the company is doing things now. Be sure to support your decisions with sound reasoning. The reason why you are asked to choose a Fortune 500 company is that you are much more likely to find publicly available information for these very large companies insofar as it concerns the parameters of this assignment. Still, some big companies are a bit shy about publishing some data related to the way they do things - examples commonly include salary ranges and human resources policies and procedures. That said, do the best you can with your research. A good idea, before choosing a company for this assignment, is to take a look at some different company options and assess how much data is available for you - this will ultimately determine how easy it will be to find the answers you need to guide your work. The 2,000 word requirement here means 2,000 words of substance. So please do not count title pages, headings, or references. Also, if you choose to copy the question text into your paper (which is fine), do not count that either. I am looking for 2,000 words of your own thoughts and responses. Since you must write at least 2,000 words, it would be my recommendation that you aim for (roughly) 500 words per question. Your paper should also include a minimum of eight (8) sources (two for each of the questions) – properly cited in-text and in a reference list in APA format. Your paper should be in proper APA format with a title page (no abstract required). Please double-space and use a readable 12pt font. Contrary to popular misunderstanding, first-person writing is perfectly acceptable in APA writing style so you may use first-person perspective where applicable and appropriate.See Answer
Q12: RESEARCH PAPER: ANNOTATED BIBLIOGRAPHY ASSIGNMENT INSTRUCTIONS BMAL 703 OVERVIEW The purpose of this Annotated Bibliography assignment is to discover and evaluate the most current and credible sources of scholarly Christian and secular literature in contemporary organizational management. You must choose a bibliography related to the assigned topic. The literature for this assignment will also be used for the next assignment, which is a literature review. Each annotation should include the purpose of the study, the method of study, key findings of the study, and your critique of the study in terms of its contribution to the organizational management body of knowledge. Most of the annotation must focus on your critique of the study by answering some of the below" How to Write the Annotation Critique" questions. DO NOT SUMMARIZE THE STUDIES. The assigned topic is "How to Manage a Diverse Work Team." For the purposes of this assignment, a diverse work team is defined as one where there is a range of differences between individuals which include one or more of the following: gender identity, age, culture, veteran status, religion, national origin, color, language, race, disability, sexual orientation, ethnicity, socioeconomic status, and family structures. Remember: This assignment and all assignments in this course have a management, not leadership focus. There is a distinct difference between management and leadership. Discuss management, not leadership. The Contemporary Management text only provides basic topical information. As a research-intensive doctoral course, you will need to research current scholarly literature. There is no assignment in this course that can be completed by relying on the text alone. You can find a Research Guide for BMAL 703 on the Research Paper: Annotated Bibliography page under Research Paper: Annotated Bibliography Resources. INSTRUCTIONS Write 10 annotated bibliographies from articles with at least 100 words in the “annotation critique" portion of each bibliography, in addition to a title page, abstract, introduction, and conclusion. Do not choose any of the prior references that you submitted in this course. Be sure to choose articles that are based on a study, not on the authors opinion, and give the purpose, method of research, and research findings. Do not choose studies whose research method is a literature review or content analysis. Choose a variation of studies on the topic that present different viewpoints, and not only a single perspective on the topic. Required key words that must be included are: purpose, method, findings, critique. Required Headings Cover page with Topic Title Abstract Annotated Bibliographies (10 bibliographies with each one including these elements which are also headings): Annotation citation (in APA format) Annotation purpose of the study (no more than 1 sentence) Page 1 of 3 Annotation method of the study (no more than 1 sentence) Annotation key findings (no more than 2 sentences) Annotation critique BMAL 703 (Evaluate the quality & reasoning behind the information, answering questions in How to Write the Annotation Critique below-at least100 words in this annotation critique section) Conclusion How to Write the Annotation Critique Answer some of these questions in writing the “annotation critique” portion for each of the 10 journal articles that you are critically analyzing. You are evaluating the quality and reasoning behind the information in each article. Do not summarize the article. ● What are the strengths and weaknesses of the article? How are the author's arguments supported by evidence? What specific areas are suggested for further research or discussion? If any terms are defined, are the definitions circular, specific or useful? What were the expected results? How was the research study sample selected? What factors could have affected the results of the study? How did the actual results compare with expected results? Other Requirements Materials submitted to fulfill requirements in one course may not be submitted in another course. The cover page must include the following statement: By submitting this assignment, I attest this submission represents my own work, and not that of another student, scholar, or internet source. I understand I am responsible for knowing and correctly utilizing referencing and bibliographical guidelines. Use the assigned topic title for this assignment and the Literature Review assignment. Submit all course assignments in MS Word. Do not submit in PDF or in any other word processing application. This paper must include at least 10 bibliographies (no references) from peer reviewed secular and Christian articles that have publication dates no older than 5 years and have not been previously cited in this course. Choose at least one Christian article among the 10 required articles. The course Jones and Merida texts and the Bible cannot be used as annotated bibliographies. Use Christian articles instead of the Bible. Do not use dissertations. Dissertations are not peer-reviewed articles. Do not conduct interviews. Submit all course assignments in MS Word. Do not submit in PDF or in any other word processing application. In-text citations are not needed in any of the 10 annotated bibliographies. Do not quote any words in the entire paper. The required cover page, abstract, introduction, and conclusion sections are not included in the required assignment word count but are required as part of your paper. The annotation critique portion of each annotation must be at least 100 words and may be written in the first person. There is no maximum word count for any course assignments. Page 2 of 3 ● ● BMAL 703 The abstract should be written within a range of 150-250 words. Your abstract should focus on key findings linked to management concepts in the assignment, but not on your specific research information. The abstract should be written as if it were a stand-alone document. Therefore, do not use phrases such as, “in this paper" which are more appropriate in the introduction section. The introduction should not be longer than ½ page, but not shorter than one paragraph, which is at least 4 sentences. It presents a detailed description of the problems and issues central to the case. A thesis statement should be at the end of your introduction section. Do not provide a separate biblical integration, biblical application or biblical analysis section. Instead, concentrate your biblical integration by providing an annotated bibliography of at least 1 Christian article. Your conclusion section should not be longer than ½ page, but not shorter than one paragraph, which is at least 4 sentences. It clearly states the answer to the problem which you stated in your introduction. Sentence lengths: Each sentence must not exceed 30 words. Sources of information from Wikipedia, dictionaries, encyclopedia and Course Hero will not be accepted. Turnitin similarity scores should not exceed 20%. Avoid clichés, slang, jargon, exaggerations, abbreviations, figurative language, and language that is too informal and/or too subjective. Submit your final document for grading with file name syntax: Last name, First Name. Grading Metrics Consult the Research Paper: Annotated Bibliography Grading Rubric for how your instructor will grade this assignment. Also, any form of plagiarism, including cutting and pasting, will result in zero points for the entire assignment. All quoted materials must be properly cited in current APA format. Note: Your assignment will be checked for originality via the Turnitin plagiarism tool. Page 3 of 3See Answer
Q13: Assignment 1 MGT211 (Second Semester 2023-2024) Course Name: HR Management Course Code: MGT211 Semester: Second Student's Name: Student's ID Number: S CRN: Academic Year: 2023-2024, Second Semester For Instructor's Use only Instructor's Name: Students' Grade: / 10 Level of Marks: High/Middle/Low Instructions – PLEASE READ THEM CAREFULLY This assignment is an individual assignment. The Assignment must be submitted only in WORD format via the allocated folder. Assignments submitted through email will not be accepted. Students are advised to make their work clear and well presented; marks may be reduced for poor presentation. This includes filling in your information on the cover page. Students must mention question numbers clearly in their answers. Late submission will NOT be accepted. Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions. All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism). Submissions without this cover page will NOT be accepted. Assignment Workload: ● This Assignment comprises of a short Case. Assignments are to be submitted by each student individually. Assignment Purposes/Learning Outcomes: ● After completion of Assignment one students will be able to understand the following LO1: To understand the role of human resources within the organization. LO2: To differentiate between the major functions of Human Resources and their interdependency. Read the case given below and answer the questions: Maryam, the owner, and manager of a company with ten employees, has hired you to take over the HRM function so she can focus on other areas of her business. During your first two weeks, you find out that the company has been greatly affected by the up economy and is expected to experience overall revenue growth of 10 percent over the next three years, with some quarters seeing growth as high as 30 percent. However, five of the ten workers are expected to retire within three years. These workers have been with the organization since the beginning and provide a unique historical perspective of the company. The other five workers are of diverse ages. In addition to these changes, Maryam believes they may be able to save costs by allowing employees to telecommute one to two days per week. She has some concerns about productivity if she allows employees to work from home. Despite these concerns, Maryam has even considered closing the physical office and making her company a virtual organization, but she wonders how such a major change will affect the ability to communicate and worker motivation. Maryam shares with you her thoughts about the costs of health care for the organization. She has considered cutting benefits entirely and having her employees work for her on a contract basis, instead of being full-time employees. She isn't sure if this would be a good choice. Maryam schedules a meeting with you to discuss some of her thoughts. To prepare for the meeting, you perform research so you can impress your new boss with recommendations on the challenges presented. Questions 1.Point out which changes are occurring in the business that affect HRM. (2.5Marks) 2. What are some considerations the company and HR should be aware of when making changes related to this case study? (2.5Marks) 3. What would the initial steps be to start planning for these changes? (2.5Marks) 4. What would your role be in implementing these changes? What would Maryam's role be? (2.5Marks) Answers: 1. 2. 3. 4.See Answer
Q14: In your quarterly executive meeting, The CEO just announced plans to expand the business by 30% in the next 2-5 years. In your current review of the organization, you have identified serious concerns in productivity, innovativeness, profitability (or cost effectiveness), and employee morale. All of which are much lower than they should be to meet today's competitive and social challenges. You are now even more concerned with the CEO's plans to grow the organization over the next 3-5 years. Based on your current review of the organization, in addition to the 3-5 year growth plans, identify a minimum of 3 strategies that you will use to address the gaps between future needs and present HR capabilities of the organization. You could choose strategies that focus on any of the following areas in the organization: ● ● ● ● ● ● Job/Work Design Selection/Staffing Performance Management Compensation/Rewards Training/Development Provide a 2-3 page APA formatted paper and include the following elements: Identify a minimum of 3 strategies and corresponding areas of focus in the organization. Provide the rationale for each chosen strategy. What steps do you feel are necessary to achieve the organization's current goals? What steps do you feel are necessary to achieve the organization's 3- 5 year goals? Employee Relations Safety and Health Workforce Diversity Length: 2-3 pages, not including the title and reference pages References: Include a minimum of 2 scholarly resources, one source should be your textbook /n Best workplaces in technology HRMT603 Prof name date 1 2 Best workplaces in technology It is perilous that you, as the HR Director of our company—a leader in the software development and information technology resolutions industry-resolve the shortages in productivity, originality, profitability, and self-esteem. Our company is planned in a way that arouses teamwork and new ideas to embellish in a fast-paced and ever-changing atmosphere. Using sprightly methods, we complete tasks and developments by generating cross-functional teams that work together to provide our clients with top-notch results. “Our company is based in the United States, but we are expanding into new foreign markets via strategic office sites in Europe and North America" (Kaczmarczyk, 2002). Both well-established IT companies and newer startups compete with us for customers and employees in this cutthroat business. Our company's future success depends on our ability to adapt quickly to new technological developments, meet the unique challenges faced by our clients with creative solutions, and encourage a spirit of constant improvement via teamwork and education. Open communication channels promote idea exchange and criticism, and our organizational culture emphasizes honesty, independence, and originality. “Attractive work-life balance policies, career advancement chances, and state-of-the-art technology are what bring in new employees to our company" (Miller, 2012). Three important initiatives will be put into place to fill the gaps that have been identified and become ready for future growth: • Training and Development Programs: Staff members may be better prepared to take advantage of new technology and approaches if you invest in their professional growth via extensive training and development programs. So that our staff can keep up with the 3 competition and adjust to new trends in the business, we are investing in things like certifications, seminars, and online learning tools" (Benson, 2002). Performance Management System: Update the method for managing employee performance so that they get consistent comments, guidance, and praise. In order to boost great performance and invention, it is essential to create measurable performance goals that are in line with the overall objectives of the organization. Regular reviews of performance are also part of this process. • Employee Engagement Initiatives: Set programs in place, as well-being programs, team- building trainings, and assortment and enclosure efforts, to boost employee engagement and self-confidence. Encourage an environment where all employees, unrelatedly of who they are or wherever they come from, are welcome and respected. "In order to substitute innovation and creativity, it is recommended that teams connect openly and work together" (Burnett, 2021). Conclusion Our organization will be well prepared to handle future growth problems if we concentrate on these strategies and keep efficiency, innovation, profitability, and employee morale high. In addition to improving our HR skills, these steps will help us succeed and stay afloat in the IT industry's cutthroat long-term market. References Benson, Angela, S. D. (2002, November). The Use of Technology in the Digital Workplace: A Framework for Human Resource Development. Sage Journals, 4(4). Retrieved from https://journals.sagepub.com/doi/abs/10.1177/152342202237518 Burnett, J. R. (2021). The Future of Employee Engagement: Real-Time Monitoring and Digital Tools for Engaging a Workforce. In T. C. Lisk, International Perspectives on Employee Engagement. Routledge. Kaczmarczyk, S. a. (2002, 2002). Measuring the performance of innovative workplaces. Journal of Facilities Management, Vol. 1 No. 2, 163-176. doi:https://doi.org/10.1108/14725960310807908 Miller, P. (2012). The Digital Workplace: How Technology is Liberating Work (Vol. 9781457510960). Dog Ear Publishing.See Answer
Q15:Human Resource Management Our discussion this week focuses on Human Resource Management (HRM). Managers have a key role in collaborating with human resources for all aspects of their jobs: hiring/firing, training, maintaining ethics within the workplace, mentoring, employee benefits, and more. As a preface to our discussion question this week, keep in mind the argument that human resources support the employee, but overall, they are more concerned with the benefits of the organization for which they serve. This brief video, The HR Trends that will characterize 2023, will give you a snapshot of the HR trends of 2023. (Note: there is no spoken audio in this video. A transcript of the on-screen text is available for download ✓.) The HR Trends that will characterize 20.. Watch on "HR TRENDS Watch later Share 2023 the top 10 most popular YouTube Respond to ONE of the following questions in your initial post: How has the role of human resources evolved over the past 3 years? Provide at least 2 different examples from Management Library Guides B. • Choose an article from HR Source and discuss the impact on managerial decision-making. • Choose an article from HR Source impacts the role of managers. and discuss an issue that international organizations are facing and how the issue presented in the article/nSee Answer
Q16: RESEARCH PAPER: ABRIDGED LITERATURE REVIEW ASSIGNMENT INSTRUCTIONS BMAL 703 OVERVIEW Write an abridged literature review on the prior assignment annotated bibliography assigned topic. The purpose of this review is to integrate and synthesize peer-reviewed literature on the assigned topic. In this literature review, you should describe, contrast, and critique major findings and key theories on the topic, as well as identify controversial questions. In your review of the literature, evaluate the effective application of primary management concepts to your topic and demonstrate a synthesis of Christian literature and secular knowledge generated as a result of your research. The assigned topic is "How to Manage a Diverse Work Team" which is the same topic used in the Annotated Bibliography assignment. For the purposes of this assignment, a diverse work team is defined as one where there is a range of differences between individuals which include one or more of the following: gender identity, age, culture, veteran status, religion, national origin, color, language, race, disability, sexual orientation, ethnicity, socioeconomic status, and family structures. Remember: This assignment and all assignments in this course have a management, not leadership focus. There is a distinct difference between management and leadership. Discuss management, not leadership. The Contemporary Management text only provides basic topical information. As a research-intensive doctoral course, you will need to research current scholarly literature. There is no assignment in this course that can be completed by relying on the text alone. General guidance for writing a literature review can be found at the Research Paper: Abridged Literature Review Resources. INSTRUCTIONS Required Headings • Cover page with Topic Title (the same topic from the Annotated Bibliography assignment) Abstract Table of Contents Literature Review (use at least 20 articles in at least 1500 words in this section) Conclusions References Other Requirements Materials submitted to fulfill requirements in one course may not be submitted in another course. Concerns about the propriety of obtaining outside assistance and acknowledging sources should be addressed to the instructor of the course before the work commences and as necessary as the work proceeds. Page 1 of 3 BMAL 703 • • • • The cover page needs to include the following statement: By submitting this assignment, I attest this submission represents my own work, and not that of another student, scholar, or internet source. I understand I am responsible for knowing and correctly utilizing referencing and bibliographical guidelines. In your review of the literature section, describe, contrast, and critique major findings, key theories, and identify controversial questions on the assigned topic. Also, in this section, evaluate the effective application of primary management concepts to the topic and demonstrate a synthesis of Christian literature and secular knowledge. Submit all course assignments in MS Word. Do not submit in PDF or in any other word processing application. This paper must include at least 20 Christian and secular scholarly articles published within the last 5 years. You may use findings and theories that were previously assigned, mentioned or discussed in this course, but you will find that additional research and resources will be needed. You are encouraged to use any or all quality articles from your prior annotated bibliography assignment. Do not use any books, including the Bible. Instead of the Bible, you must discuss at least one Christian article among the minimum 20 required articles. Do not cite or reference dissertations. Dissertations are not peer- reviewed articles. You may not use the 2 course textbooks for this assignment. In this short, stand-alone, integrative literature review, do not cite the same source more than twice in the entire review, and not twice in the same paragraph. A paragraph should not focus on a single scholar, but the viewpoints of several should be discussed. Also do not directly quote more than 25 words in the entire paper. Do not use the words from your annotated bibliography. In-text citations are required to support your thesis statement, paragraph topic sentences points, statements, issues, arguments, concerns, statements of fact and opinion. Use signal verbs when appropriate. The required cover page, abstract, table of contents, introduction, conclusion and reference sections do not count toward the required 1500-word minimum word count, but these sections are required as part of your paper. There is no maximum word count for this assignment. The abstract should be written within a range of 150-250 words. It should not introduce your paper or duplicate your introduction section, but articulates a clear and comprehensive overview of the paper's content with a focus on your findings and includes your biblical application. The abstract should be written as if it were a stand- alone document. Therefore, do not use phrases such as, “in this paper” which are more appropriate in the introduction section. The introduction should not be longer than ½ page. It presents a detailed description of the problems and issues central to the case. A thesis statement, with supporting citation should be at the end of your introduction section. Do not provide an additional introduction in the literature review section for this short review. Your conclusion section should not be longer than ½ page. It clearly states the answer to the problem which you stated in your introduction. Sources of information from Wikipedia, dictionaries, encyclopedia and Course Hero will not be accepted. Turnitin similarity scores should not exceed 20%. Page 2 of 3 BMAL 703 • • Paragraph lengths: Each paragraph should have a topic sentence unless it continues from or provides support to the prior paragraph. A paragraph is defined in this course as being at least 4 sentences in length. Sentence lengths: Each sentence must not exceed 30 words. The literature review section must have subheadings. The first and second person may not be used. This assignment must be based on peer- reviewed and Christian articles. Avoid clichés, slang, jargon, exaggerations, abbreviations, figurative language, words with a double meaning, and language that is too informal and/or too subjective for example: “showcasing,” or “this paper aims to...” Use words that convey exact meaning. Submit your document for grading with the following file name syntax: Last name, First name. Grading Metrics Consult the Research Paper: Abridged Literature Review Grading Rubric for how your instructor will grade this assignment. Also, any form of plagiarism, including cutting and pasting, will result in zero points for the entire assignment. All quoted materials must be properly cited in current APA format. Note: Your assignment will be checked for originality via the Turnitin plagiarism tool. Page 3 of 3See Answer
Q17:Organizational human resource planning and its effect on Organizational performance Effective HRM enables managers to make plans and hire skilled staff, at the same time it helps employees find meaningful work with avenues for career development. The key objective of HRM is to increase employee performance and improve organizational performance through investment in HR Management. This is assignment topic that should not be less than 1800 words following the same guidelines which I have given you. Plagiarism must be less than 20%. Follow APA style references should not be less than 15.See Answer
Q18: Overview Different audiences require different communication styles and media. In this assignment, you will communicate the same information to different audiences in different formats. You have been coordinating with the benefits team to modify the current employee benefits package to support your long-term employee engagement and retention strategy. After a lot of research and communication with different providers, the benefits team has sent you the following memo regarding the change. As part of the team spearheading the benefits change process, you are tasked with communicating details of the new package to the affected audiences. Prompt Using the information in the memo above, create the following pieces of communication. Remember to tailor the information to be appropriate for the target audience. 1. An email to all affected employees a. Describe what is changing and why. b. Explain the benefits of the change and how it will affect employees. 2. A brief three-to four-slide presentation to the human resources team with speaker notes as needed a. Describe what is changing and why. b. Explain the benefits of the change and how it will affect these teams. 3. An audio script for a two-minute presentation for the CEO a. Describe what is changing and why. b. Explain the benefits of the change and how it will affect the CEO. What to Submit 1. Email: Submit a 1-to 2-page Word document with double spacing, 12-point Times New Roman font, and one-inch margins. 2. Presentation: Submit a 3-to 4-slide PowerPoint presentation. 3. Audio Script: Submit a 2-minute audio script in a Word document with double spacing, 12-point Times New Roman font, and one-inch margins.See Answer
Q19: FINAL - STRATEGIC HR PLAN – GUIDELINES (Due in Week 7): Student should write a well-researched paper, approximately 6-8 pages and double-spaced (not counting a title page, table of contents, references or appendices). The paper must contain the following elements: a. Title Page (or letter of transmittal if a memorandum format is used) b. Table of Contents (unless a memorandum format is used). c. Introduction d. Problem Statement (5-8 sentence paragraph that clearly defines the problem and why it needs to be researched). e. Review of current practices (background of literature) in the area f. Strategic plan for change or creation of the anticipated change (use examples of where this approach has been successful in other organizations if pertinent). g. Strategic approach for implementation of the change(s) h. Final recommendations and possible outcomes (best and worst case scenarios) i. Summary/Conclusions j. References section k. Appendix (if tables or charts or necessary)See Answer
Q20:Overview In this course, the Learner-Faculty Connect video assignment will be used for reflection as well as to discuss your preparedness for upcoming weeks. This is a private conversation between you and your instructor, and you are encouraged to deeply explore the concepts presented. A large box retailer is implementing a new learning and development (L&D) software program in their organization. The existing software program is a simple system run by a small team of content designers and trainers, whereas the new program will require highly specializing programming and coding skills outside of the current skill set of the team. Once implemented, the software will require ongoing support from someone with specific and unique coding capabilities. Coding may require a quick turnaround time to keep the system and the connected pieces of training running smoothly. Prompt In a short video response, address the following criteria: 1. Recommend an implementation strategy for the new L&D program at the large box retailer. ⚫ Which approach would you recommend? Choose one of these options. ⚫. Should the retailer upskill its talent through training and development? • Should the retailer hire new talent that can run the program? • Should the retailer outsource the program to a company that already has the talent? Why did you choose the approach you selected? 2. With this thought process in mind, think about the company you have chosen for your project. What do you recommend it do to increase its revenue or market share? • What skills, facilities, products, and services will the company need to capitalize on the identified opportunity? • Determine whether the company will need to buy, build, or ally with another company, and explain why.See Answer

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