Category: Essays

You need to consider yourself being a consultant helping with the issue. We are looking for creative solutions proposed by groups. The issue is : Inventory management issue stock out, excess inventory, unfulfilled demand. Examples of solutions could be: Using technology for operations/supply chain practices The company we will be focusing on is Costco Analysis about Costco In this section, you will analyse the data and summarise the findings. Use graph, table, figures, etc to explain your analysis. The analysis must be supported with data. Your recommendations must be reasonable with innovative solution and supported with some indication of cost. I expect you to have a detailed understanding of the capability of any technology you suggest. Generic descriptions will not be accepted; they should be specifically related and relevant to the problem in your case. You should also support your ideas and statement with relevant literature. Tasks for analysis: i. Identifying the significant operations and supply chain issue which has negative impact on business? ii. Impact of the issue on profit, loss, reputation, productivity, customer satisfaction and so on. You should analyse both qualitative and quantitative impact iii. Causes and sources behind the issue. Which causes are responsible most? Analyse. How those responsible causes can be reduced/eliminated to solve the issue? iv. You need to analyse the solution techniques. The solutions techniques must be feasible and applicable within the environment of the organisation/supply chain. How solution techniques will help to reduce or solve the impact of the issue and will help the organisation. Students will need to collect data from actual organisations and/or secondary sources. Valid sources for obtaining such data may include: 1. Visits to the case company and interviewing key personnel (if you choose to do this, interview questions should be included in appendices) 2. Secondary data from online (it should be reliable and valid online data sources such as data from other research publications, databases and so on.

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]

Ensure that each bullet is responded to. Please highlight the bullet and include the bullets on the response pages. Ensure you respond to each prompt. 1. Write a 150250-word response to the following prompt in your journal: Consider three to five people you think would provide effective guidance throughout the dissertation process. – Write a 350500-word response to the following questions adapted from Ch. 1 of Writing Your Doctoral Dissertation or Thesis Faster: A Proven Map to Success: What relationships and support systems will be greatly strained by your being often unavailable during the years you will be completing coursework and writing your dissertation? Who can you count on to be available for emotional and material support? What will you do if faced with a serious life transition or unexpected life events, such as hospitalized loved ones, having children, marital difficulty, or a change in jobs? What pressures might derail this work, and how can you plan around them? If you were to develop a personal policy that would guide when and how you used these resources to ensure that you would not fail, what would that policy entail? How will you develop or strengthen the support networks and personal resources you will need if you are not sure they are in place?

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]

? Discussion: Career Paths My Background and Plans for the Future Purpose of this Discussion: The students in this class have been a cohort for a number of years. The members of the group have worked together and know each other. The instructor may be new to the cohort and does not know you as well as you know each other. This discussion is an opportunity to welcome the instructor to your professional learning community and help him/her use the differentiation in this course more effectively. Note: Some of the assignments in this course are differentiated so that they will be both rigorous and meaningful to each of you based on your background in education. In addition, there is no assumption that every one of you wants to be a Superintendent of Schools or even a school administrator. This discussion is important so that your peers and the instructor understand your background and perspective as we begin this course. Respond to the following questions in the Career Path My Background and Plans for the Future discussion forum by Thursday: What is your background as an educator? 5th Grade Classroom Teacher What positions have your held? Classroom teacher and Assistant Principal What is your current position? 5th Grade Classroom Teacher How long have you been a professional educator? 12 years Explain two of your most meaningful experiences as an educator. At this point in your career, what are your professional plans? Remain in your current position Discussion: Duties of the Superintendent of Schools Respond to the following question in the Duties of the Superintendent of Schools discussion forum by Thursday: Based in your experience and the readings for this week, list and briefly explain five duties (areas of responsibility) of the superintendent of schools. You can also use information gained from the first interview (see above) if you have conducted it. Discussion: The Uniqueness of the Superintendency Respond to the following questions in the The Uniqueness of the Superintendency discussion forum by Thursday: What makes the school superintendency unique compared to other school leadership positions? Explain at least three duties of the Superintendent of Schools that are unique to that position. Week One: Superintendent Journal Each week, you will be asked to reflect on your practices and beliefs as a leader and educator. Your journal responses will not be shared with the class and should be used as a time of honest reflection. Write a 250- to 300-word journal entry in which you assess, based on your current position and experience, your personal strengths and limitations regarding your suitability for and your preparedness to become a building level administrator, district level administrator, or superintendent of schools.

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]

As depression struck the new nation in the mid-1780s, new questions arose about the nature of American democracy. Many conservatives believed that the answer lay in a stronger national government. Most radicals believed it was up to the states to relieve the financial burden of the people. These sentiments fostered a movement for a new constitution. Political differences soon stimulated the creation of political parties.What were the strengths and weaknesses of the Articles vis–vis the Constitution? Give specific instances that demonstrate the weakness of the Articles (such as the Western problem). Then analyze the drafting of the Constitution, using specific details to show how the various states (slave vs. free, east vs. west) compromised in order to effectively draft a constitution. Pay particular attention to Roger Sherman’s plan, the Great Compromise, which broke a stalemate that could have been fatal to the development of the new Constitution. Finally, compare and contrast the debate over ratification between the Federalists and the Anti-Federalists. Make sure you cite specific examples from the Federalist Papers to support the Federalist position and contrast it with leading proponents of the opposition (such as John Hancock). Analyze how the debate over a bill of rights illustrates the differences between the two parties. Evaluate the relative success of the Bill of Rights in achieving an effective balance between national and states’ interests. This paper must be four to five double-spaced pages in length (not including the References page) and utilize no less than four academic quality sources.

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]

APA referencing style needs to be a LITERATURE REVIEW please, thank you! (and articles can be found in english and french) This is for sequelae of GBV around the whole world, just not USA. Please include articles which include sexual and gender-based violence (GBV) as a weapon of war outside of the USA (torture) and also domestic GBV, along with one section on female genital mutilation Thematic Elements can be divided in 3 sections for sequelae portion (or more, if you find it does not suit in these categories): 1) Physical 2) Chronic 3) Reproductive Health 1) Physical can include injury, functional impairment, permanent disability, pelvic inflammation, diseases, anal fissures, vaginal tears, prolapses 2) Chronic health can include gastrointestinal disorders, fibromyalgia, chronic pain syndrome, IBS, etc. 3) Reproductive Health can include unwanted pregnancy, low birth rate, abortion, miscarriage, STIs/HIV, gynecological issues, etc. For physiotherapy interventions, please include any studies about the efficacy of various interventions and include both vaginal, oral and anal rape and any literature about multi or interdisciplinary approaches for treatment of SGBV survivors which include physical therapy (information about various models and efficacy)
Hide

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]

Background In 2002 the management team of Deutsche Lufthansa AG was considering the upcoming threat from low-cost airlines in the context of an increasingly complex and competitive strategic environment. Finally, the decision was taken to respond to the innovation by opening an own low-cost carrier, Germanwings in late 2002. But over time the business model of Germanwings was modified repeatedly. The case series covers Lufthansa’s considerations regarding various options to respond to the competitive challenges brought up by the emerging low-cost airlines such as easyJet or Ryanair in 2002, the foundation of Germanwings in late 2002 and some early successes until 2005, and some more recent changes in the Germanwings business model in the following five years until end of 2010. @ Key Points Read carefully the case study provided on Deutsche Lufthansa AG. Assume you are in May 2002 and have just been hired as a consultant, to advice Deutsche Lufthansa AGs Board of Directors on a strategy for the next 5 years (2003 2007). Prepare a report with your own views, addressing the following key points: 1. Strategic analysis Engage on a careful assessment of the current situation of Deutsche Lufthansa AG, identifying the challenges posed by various aggressive LCCs and how best to leverage Deutsche Lufthansas critical success factors. 2. Strategic choices and reflections Prepare two alternative choices highlighting the pros, cons, risks and expected outcomes. Recommend your preferred option, highlighting the key points. Justify why such option should be taken. Reflect upon the three learning objectives of this case (see the next session) 3. Plan of Action Prepare a 5-year strategic plan of action (from 2003 to 2007) with clear targets/objectives, deadlines, focus-areas, priorities, initiatives and key performance indicators (KPIs). @Learning Objectives The purpose of the Deutsche Lufthansa AG case is to develop a better understanding of possible responses (strategies) to disruptive business models. It reflects upon the case of Lufthansa, who for many years, was considered to have mastered the ability to manage two alternative business models, the full-service model of the mother company and the low-cost model through its subsidiary Germanwings that was launched by the end 2002. The following three learning objectives are addressed in particular: 2. What strategic choices can be adopted to structure the relationship between the two businesses exploiting the different models? 3. How can a company engage on a strategy capable to manage two radically different business models? Length In terms of effort, I expect a maximum of a 3,500-word written report (7 to 8 pages). The 3,500-word report includes headings and the body text. References, annexes, tables, charts and other additional elements should be counted in addition to that. Penalties can be applied for those exceeding the 3,500-word limit! @Assignment Format The assignment should be written on a business report style format, rather than following a typical academic essay format. I expect to find, above all, good strategic thinking and recommendations based on sound/logical business arguments as well as the contents delivered in the classes. I also expect to find evidence on the use of references or bibliography. Because this module is focused on management practices, I expect students to use tables, charts, diagrams and other visual elements to support their views and analyses, since this is common practice in all business environments. @Writing the Assignment The assignment should follow a certain structure, containing, at least, five important parts: 1. Introduction 2. Objectives 3. Addressing the Key Points 4. Conclusions 5. References or Bibliography
Hide

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]

How Do Great Managers Give Constructive Feedback? Can you recall how you felt the last time you received critical feedback about your performance? According to Marshall Goldsmith, most managers say they felt very negative after receiving feedback. Such negative feelings can dampen motivation, impact commitment, and harm the morale of an organization. But how can managers evaluate their employees without feedback that may be critical and negative? And how can employees develop their skills and measure their contributions to the organization effectively when performance evaluations provide feedback that could be negative about employee contributions, accomplishments, and challenges? This week you explore how feedback relates to employee motivation. You will also experiment with and examine different feedback techniques. Learning Objectives Students will: Analyze the effect of feedback on employee motivation Evaluate techniques to improve managerial behaviors Photo Credit: [Robert Nicholas]/[OJO Images]/Getty Images Learning Resources Note: To access this weeks required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus. Required Readings The Weekly Briefing provides an essential introduction to the content and concepts that you will be studying during the week. After viewing the weekly Introduction, the Weekly Briefing should be your initial reading each week. Baek-Kyoo (Brian), J., Sushko, J. S., & McLean, G. N. (2012). Multiple faces of coaching: Manager-as-coach, executive coaching, and formal mentoring. Organization Development Journal, 30(1), 1938. In this article, the authors highlight the prevalence of coaching and mentoring to develop employees despite limited empirical evidence that coaching and mentoring are effective. The authors examine the existing literature on coaching and mentoring in the workplace as well as provide clear distinctions between coaching and mentoring practices. Belschak, F. D., & Den Hartog, D. N. (2009). Consequences of positive and negative feedback: The Impact on emotions and extra-role behaviors. Applied Psychology: An International Review, 58(2), 274303. In this article, the authors present research on how positive and negative feedback impacts work behaviors. The authors argue that managers will inevitably have to give negative feedback to an employee at some time, it importance to provide it in a positive way. Cannon, M. D., & Witherspoon, R. (2005). Actionable feedback: Unlocking the power of learning and performance improvement. Academy Of Management Executive, 19(2), 120134. Note: Retrieved from Walden Library databases. In this article, the authors confess that the process of feedback is rarely enjoyed by those giving or receiving it. The authors share methods for constructive feedback that allows for learning and yields positive results. Feedback: Annoying noise or effective management tool? (2010, February). Payroll Managers Report, 10(2), 112. Note: Retrieved from Walden Library databases. This article helps managers understand the importance of feedback, questions a manager should consider before providing feedback, and how to provide feedback to employees in a face-to-face environment. Gabarro J., & Kotter, J. (2005). Managing your boss. Harvard Business Review, 83(1), 9299. Retrieved from h https://cb.hbsp.harvard.edu/cbmp/pl/71750113/71750123/846b643fb5586da6dd0b54b590f14399 While a lot of research explores how managers use feedback to cultivate relationships with direct reports, the authors of this article discuss how to use feedback to manage your relationship with a boss. Hicks, R., & McCracken, J. (2013). Popcorn coaching. Physician Executive, 39(1), 8587. Note: Retrieved from Walden Library databases. In this article, the authors explore some of the differences between mentoring and coaching, when and how to give feedback that is brief and timely, and how to guide employees through situations that frustrate them. Hicks, R. (2011). How to give difficult feedback. Physician Executive, 37(3), 8487. Note: Retrieved from Walden Library databases. In this article, the author provides tips for when and how to provide difficult feedback. He also explores the futility of angry feedback and the ways employees react to feedback provided to them. Kish-Gephart, J., Detert, J., Trevio, L., & Edmondson, A. (2009). Silenced by fear: The nature, sources, and consequences of fear at work. Research in Organizational Behavior, 29, 163193. Note: Retrieved from Walden Library databases. In this article, the authors examine why many employees do not provide feedback to the authorities in their work environments. The authors also provide methods to cultivate a voice that can provide valuable feedback to managers and executives within an organization. Meister, J. C., & Willyerd, K. (2010). Mentoring millennials. Harvard Business Review, 88(5), 6872. Retrieved from https://cb.hbsp.harvard.edu/cbmp/pl/71750113/71750137/a029ea87133d24f30960a89d116565fe This article examines feedback techniques that can be effective for Generation Y (people born between 1977 and 1997).The authors share some characteristics of this group that are different from other age cohorts and the types of mentoring they find helpful. Payne, V. (2007). Delivering coaching feedback. In Coaching for High Performance (pp. 7995). New York, NY: American Management Association International. Note: Retrieved from Walden Library databases. This chapter covers what makes for effective feedback, how to deliver feedback messages, and how to deliver difficult feedback. Russell, J., & Russell, L. (2010). Talk me through it: The next level of performance management. Training and Development, 64(4), 4248. Note: Retrieved from Walden Library databases. Is there a better way to structure the performance review so that it is less critical, more positive, and effective for all parties involved? This article explores performance coaching and a partnership between the manager and the performer based on mutual learning. Topchik, G. S. (2004). The platinum skill of giving and receiving feedback. In Accidental Manager (pp. 99127). New York, NY: American Management Association International. Note: Retrieved from Walden Library databases. In this chapter, Topchik provides an overview of the role of feedback, the types of feedback that managers use with employees, the ways a manager can provide feedback, and methods of receiving feedback from direct reports. Goldsmith, M. (2002). Try feedforward instead of feedback. Retrieved from https://www.marshallgoldsmith.com/articles/try-feedforward-instead-feedback/ Marshall Goldsmith, a renowned expert on leadership and management practices, discusses in this article some of the problems with traditional methods of giving feedback. He offers an alternative method that can be used by managers, which he calls feedforward. Optional Resources HSM Global. (Producer). (2013). Tal Ben-Shahar: The incredible power of positivity [Video file]. Note: Retrieved from Walden Library databases. Note: The approximate length of this media piece is 12 minutes. Tal Ben-Shahar is a noted expert in the field of positive psychology. In this video, he shares how positive psychology can help managers motivate employees and guide the feedback process. Then think about your goals and consider three questions: What should I stop doing? What could I start doing? What might I want to do differently? Finally, consider the benefits, implications, or consequences to stopping, starting, or changing the behaviors you thought about. With these thoughts in mind: Post a description of one behavior that you would like to change in your professional lifeone that significantly impacts how you manage or relate to othersand briefly describe this behavior in your post.
Hide

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]

Building a Better Dialogue Building a better conflict dialogue involves becoming more familiar with the content issues, being aware of the characteristics of both parties to the conflict and understanding the processes that will move the conflict along. This course has focused on the intangibles and communication strategies for enhancing positive conflict. These are the places where you gain more confidence and the ability to act intentionally and proactively in conflict situations. You have learned about your preferred conflict style. What are your second and third most often used styles, your back-up styles? These are the styles most easily used when you determine that your primary style is not the most appropriate for a given situation. Although you may not have yet put any of this into practice in real time, it often helps to have options and tools that prepare you to enter into a situation. Lets take a look at how this information has affected your confidence and willingness to engage in conflict. The conflict management tools that have been explored address self-management, management of the relationship with others, and management of the climate for conflict. Consider how your approach to each of these has shifted? To prepare for this Discussion, pay particular attention to the following Learning Resources: Review this weeks Learning Resources, especially: Positive Juice. (2010, February 27). No. Don’t hurry up. Think it over and take your sweet time [Blog post]. Retrieved from https://positivejuice.wordpress.com/2010/02/27/no-dont-hurry-up-think-it-over-and-take-your-sweet-time/ Yu, L., & Zellmer-Bruhn, M. (2018). Introducing team mindfulness and considering its safeguard role against conflict transformation and social undermining. Academy of Management Journal, 61(1), 324347. TED. (Producer). (2012, June). Margaret Heffernan: Dare to disagree [Video file]. Retrieved from https://www.ted.com/talks/margaret_heffernan_dare_to_disagree Post a cohesive response based on your analysis of the Learning Resources and your professional experience. Be sure to discuss the following: Share your preferred style of engaging in conflict, and two other styles that you could most easily employ when it is necessary to style flex. How easy or difficult do you expect this transition to be? Why? What you have learned about building a trusting relationship and managing face that will help you be stronger in these two areas of relationship management. What experience do you have with these? Which conflict climate management strategies will help to mitigate them and contribute to creating a supportive environment? Think back to how you felt about and experienced conflict at the beginning of this course. Overall, how much more comfortable and prepared are you to enter into conflict armed with the knowledge and skills learned so far? What opportunities have you taken to put into practice what you have learned about leading or managing conflict?

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]

Write a 2-page paper using the following: o Explain how and why teaching nursing requires courage? o Explain why Parker J. Palmer says teaching requires courage? o What behaviors could illustrate courage in the context of nursing education? Resource to use: o Palmer, P. J. (2017). The courage to teach: Exploring the inner landscape of a teachers life (3rd ed.) San Francisco, Ca: Jossey-Bass.

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]

How do Bourdieu and Marxists disagree about the role of law in society? What do you think are the strengths and weaknesses of their arguments?

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]