watch the Ted talk presented by Hayley Teasdale on neuroplasticity. Brain plasticity is a great topic of research, imagine what we can do with our brains if we can train it and teach it anything.
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[order_calculator]1) Edit term paper under Additional Files with filename “Term Paper”;
2) Please ensure the paper “Term Paper” achieves the following outline, word count, etc. Verify citations:
a) Issue (50-75 words): Clarify one key strategic issue that your organization is facing. This needs to be as succinct and as clear as you can make it (see Strategic_Issue_Essay in Additional Files);
b) Background (~650-750 words): [In other words why is this a strategic issue?] This section should also identify key stakeholders and leaders that bear directly on the problem, organizational processes, and polices that are relevant, etc., to the discussion (see Strategic_Issue_Essay in Additional Files);
c) Analysis (850-1000 words): Identify the strategic tasks and competencies required to address the strategic issue. Some areas to consider might be:
– Reprioritization of physical, monetary, or human resources;
– Areas where cross-cultural competency (to include joint, international, interagency, etc.) could be improved;
– Communications or negotiations with stakeholders
Policy changes;
– Areas for innovation (mission, organization, processes, etc.);
– Areas for leadership development within your organization;
– Ethical Considerations
(see Strategic_Issue_Essay, Strategic_Tasks_Essay, Sources in Additional Files)
d) Implementation (450-500 words): Describe the course(s) of action that you would take (if you are the person in authority to make these decisions), or identify the person (or people) who do have authority to address the issue and what you would recommend to them;
2) Max word count is 2500 words;
3) Endnotes at end of paper (TNR, 10 font).
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[order_calculator]Write A creative writing poem centering on family members, familial relationships or cultural gifts
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[order_calculator]Please write a two-page (double spaced) synopsis of David McClelland’s article Testing for Competence Rather than for “Intelligence” AND tell me if you agree or disagree with the article. Why?
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[order_calculator]More detail in the additional file
You will pick a video or an activity that you attend to write about.
Memo Format:
TO: Your Instructor
FR: Your Name
SUB: Review of “Name of Film”
DATE:
Use specific margin headings.
Introduction (state the purpose of the memo, date you saw the film, and introduce the film’s title, date, director, etc.)
Discussion (three paragraphs)
o Overall what is the film about?
o What did you learn?
Conclusion (strengths/weaknesses/ethical issues/science vs. pseudoscience, etc.)A minimum of 550-700 words is required.
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[order_calculator]Team Deliverable #3 – Succession Planning for Biotech – Part Two
Step 1: Review the Leadership Competencies Table Review the Leadership Competencies Table completed in Week Two to accompany the Job Announcement (You may also wish to review any feedback received by your Instructor about your Table.). Step 2: Review Upcoming Positions Review the five different upcoming positions for which your group has been tasked at filling and the leadership competencies you identified for each (You may also wish to review any feedback received by your Instructor about these competencies). Step 3: Read Profiles of Five Internal Candidates Read the profiles of the five internal candidates that have put themselves forward for leadership positions.Candidate 1 – Jackie Johnson Current Position – Director of Purchasing Jackie Johnson currently works as Director of Purchasing and obtained this job right out serving in the military. She is a graduate of UMUCs business administration program. Johnson entered the interview room all smiles and with a firm handshake. The interviewer admitted to being impressed by the firm handshake and the constant eye contact throughout the interview. Johnson was very prepared to discuss her future with the company. She had completed extensive research on all four geographic divisions prior to the interview. Johnson had also spoken with current employees throughout Headquarters. Johnson indicated that, as Director of Purchasing, she had worked very hard to create a small business subculture within her department. She felt that her employees were empowered to make their own decisions, which freed her to think strategically about purchasing for Biotech. She admits that this free-rein approach to leadership has sometimes allowed her department to have missteps in distribution with divisions outside of North America. She has worked hard to overcome that image by altering her leadership style according to the situation or the employee she is dealing with. Her approach to leading is to look for leadership opportunities and encourage employees to act upon them, if possible. Johnson believes she is positive about the future and while she admits to only having worked in the purchasing department, she feels that she can bring a big picture perspective to the company, having worked with both suppliers and customers in purchasing. When asked about her risk tolerance, she replied, I believe that is demonstrated in the small-business, entrepreneurial subculture I created in purchasing. At the end of the day, Im more risk tolerant than cautious. Johnson said she sees herself as a transformational leader. She feels that good leadership is built on good relationships with followers. Relational theory seems to make the most sense to her for the 21st century because people make change work, and leading change is the future. Candidate 2 – Henrietta Higgins Current Position Assistant Director of Purchasing
Henrietta currently works at Biotech Headquarters in the Purchasing Department. She is 28 years old with 3 years of college. Henrietta is a business administration major, and expects to graduate in about one year. She is friendly and has a quiet demeanor. She does not tolerate much nonsense from people, hates surprises, and wants people to be brief in talking with her. When asked what she likes about her current position, she replied that she likes the feeling of a small-business that her boss has created within the purchasing department. She appreciates that it makes her feel in control in such an environment. She likes the idea of the collaborative environment of Biotech and responded well to the idea that her opinions and suggestions were always welcome. However, she expressed some concern that the youthful employees of IT, and some other departments, had plenty of opinions but not a lot of discipline in their work ethic. She has found that structure, procedures and rules have worked better than asking for input. When asked how her staff perceived her, she laughed and said they called her a Type A.. The interviewer noted that during this statement, it was only one of two times during the interview that she held his gaze for any length of time. When asked what characteristics she thought a leader needed to possess to succeed in the 21st century she replied, objective, practical, controlled and fair. Higgins said her leadership style was transactional but the interview was not sure if it was not more authoritarian. When asked what leadership theory she thought was most likely to work in the 21st century her reply was Great Man, because it emphasizes the characteristics of a person like honesty and trust. Higginss knowledge of the business was sound but when asked if anyone could be a leader she said no. It was up to the position that a person holds. Higgins did understand that sustainability was very important to the business. She said she had some ideas on how to make the process aspects of Biotech better and more efficient while saving cost. She also thought that being eco-friendly was important but realized that was the other meaning of the word sustainability in business. Candidate 3 Mohammad Darvish Current position Marketing Manager, Homeopathic Division (Corporate Headquarters)
Darvish currently manages the sales of the Homeopathic Division. He enjoys working with a customer until they are satisfied and regrets having to short change the time he spends with customers today. He also feels that the company culture has become more rigid over the past few years. When asked to elaborate he responded, Folks are scared of making mistakes. If there has been anything Ive been seeking to change in the homeopathic division, its that its okay to make mistakes, as long as we learn from them. When asked what characteristics he thought a leader needed to succeed in the 21st century, he replied, flexible, risk tolerant, insightful and honest. He liked the collaborative culture of Biotech and showed signs of having done his homework on the other divisions, particularly Asia. Biotech, he said, would do well if the company made sure that this division continued it existing culture because it encouraged creativity. When asked how he created followers among his employees, Darvish replied that he liked to use incentive motivational techniques and would sometimes empower workers if they demonstrated the ability to take risks. Darvish said he was sometimes a laisse-faire leader because it encouraged freedom of thinking. He said he would solve problems largely through good teaming and collaboration. His said his favorite leadership theory was contingency theory because it allowed him to approach things by the situation. He liked to agree with people and saw himself as being flexible. When asked how he dealt with change, he replied, In this business, if youre not changing, youre dying. Candidate 4 Marg Simpson Current position Sales Director, Chicago Office
Marg Simpson is 36 years old. She is a single mother of two. She was a nurse for 8 years before coming to work at Biotech in the marketing area of the sales division in Chicago. She has been working for the company for four years. Her immediate manager reported that Marg is highly motivated and competent at her job. Her manager said that Margs biggest asset is that she looked at challenges as opportunities and often found creative solutions to problems that others had not considered. Simpsons nursing years were spent at the University of Chicago in Orlando Park. Surrounded by a large Muslim community the hospital gave classes in Arabic and Simpson found it very useful in her work to attend Arabic classes. She learned not only how to carry on a conversation with non-English speaking patients but the names of many drugs and over-the-counter treatments. Simpson enjoyed her time in Orlando Park and found the culture of the families very compatible with her own ideas of family. When asked if she was risk tolerant or risk averse, she answered: I occasionally reward risk taking in the work environment. I do not think poorly planned risk is wise, but sometimes you have to take a chance in sales. It is not for the faint-hearted. But at the end of the day, Id describe myself more risk averse than tolerant. Having read about the opportunity through the Biotechs HR division website, Simpson was excited about the possibility of moving her career forward. When asked if she were to relocate to other regions, such as the Middle East, if it would present problems for her, she only said. Initially, but if I plan things out well, surround myself with good people and learn about my clients I am sure I could overcome the cultural drawbacks to being a woman. While she describes herself as being very familiar with Muslim cultures, Simpson freely admits that she knows little about Europe or South America. She has read some information and thinks she could learn another language if she is given help and the time needed to learn. Simpson has many innovative ideas about increasing sales. Simpsons evaluations are superior and she works well with her team. Her colleagues suggest that she is flexible and a people-first person. Her eye contact is good and she comes off as being very authentic. She describes her leadership style as a blend of situational and transformational and describes herself as a relational leader. The interviewer noted that at times she seemed to be more future oriented in her comments and may need to worry more about the here and now when getting things done. Candidate 5 Rafael Mendez Current Position Director of Sales, New Mexico
Mendez currently is Director of the New Mexico sales division at Biotech. He was Biotechs top salesman before taking over the Director position. Mendez is 32 years old. A recent divorce from his wife has made him eager to make a change in his career. Mendezs wife was Brazilian. Mendez is fluent in Portuguese. When asked if he was open to moving outside of the United States, Mendez replied that he was open to adventure. He had not traveled excessively but had gone to Brazil regularly with his wife when they were together. He was familiar with the problems of a developing country. Mendez enjoys working with customers and spends a lot of time with them making sure they are satisfied. Darvish enjoys Biotechs collaborative culture. He feels that one of the secrets to his own sales success is the ability to coordinate with other departments within Biotech, including purchasing, IT, R&D, and HR. As part of his 360-degree performance appraisal, his team gave him glowing reviews. He got equally high ratings from the more senior (Baby Boomer) salespeople on his team as the younger (millennial) salespeople. When asked what characteristics he thought a leader needed to succeed in the 21st century, he replied, you need to be a good listener, first and foremost. He felt a good leader should change rapidly in a crisis and should be direct and assertive when dealing with people. When asked about the idea of competitive edge he said A leader has to worry about making money every day. It is important to have immediate results for all to see especially in sales. Even customers prefer to deal with successful sales people than those that plod along. Mendez believes he could do well in another country if the company ensured he received language and cultural training. He knew that understanding how people thought about business and their products was important but more likely the sale would be clinched if he knew what was and wasnt good in the country in which he was selling. He stated, Knowing your clients is everything in sales, so I suspect it is a very important part of leadership at Biotech as well. When asked how he created followers among his employees, Mendez replied that he liked to have rules but room for deviation, and likes to provide flexibility in the job while staying results-driven. Mendez said he was a situational leader because it encouraged freedom, and allowed him to use different leadership styles with a diverse group of employees. Step 4: Succession Planning Table Part Two Complete the Succession Planning Table Part Two to help guide your decision making. Step 5: Succession Planning Report Part Two Complete the Succession Planning Report Part Two. This is the report that will be reviewed by President and CEO, Maximillian Barney. Your Groups Succession Planning Report Part Two will be addressed to Mr. Maximillian Barney, the CEO and President of Biotech. The report should address all of the following elements, with each section supported by course materials. Introduction:A description of your groups succession planning process (from both last week and this week) Recommendations:For each of the five positions identify: The internal candidate recommended for each position, and why (supported by course materials).
A brief discussion about any candidate not chosen for a leadership position at this time, with justification for this decision supported by course materials.
If any of the positions cannot be filled by the current candidate pool, describe why an external search is recommended.
If any of the positions cannot be filled by the current candidate pool, briefly describe the qualities that you feel the Biotech recruiting team should look for in the external candidate for this position.
Summary: Reference Page: (in APA format) Step 6: Submit the completed Report in the Assignment Folder. Submit the Succession Planning Report Part Two into your Groups Assignment Area. One submission should be made per group.Other Required Elements:Read the grading rubric for the project. Use the grading rubric while completing the project to ensure all requirements are met that will lead to the highest possible grade. Third person writing is required. Third person means that there are no words such as I, me, my, we, or us (first person writing), nor is there use of you or your (second person writing). If uncertain how to write in the third person, view this link: http://www.quickanddirtytips.com/education/grammar/first-second-and-third- person. Contractions are not used in business reports, so do not use them. Paraphrase and do not use direct quotation marks. This means you do not use more than four consecutive words from a source document, but put a passage from a source document into your own words and attribute the passage to the source document, using in-text citations in APA format. In-text citations should be included in ALL SECTIONS of the report, and should demonstrate application of the course material. Note that a reference within a reference list cannot exist without an associated in-text citation and vice versa. Provide the page or paragraph number, where applicable.You may only use the course material from the classroom. You may not use books or any resource from the Internet.
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[order_calculator]Again, you will construct your own definition, based on your current knowledge and understanding.This will be your first paragraph for this assignment.2. What experiences have you had as a supporter or participant in theatre. If neither of these apply, address how you would participate in the future (if you would never consider participating as a creator or observer, you must state why.This will be the second paragraph for this assignment.3. How is theatre relevant? Provide your statement and then examples to support it.This will be the third and final paragraph for this assignment.
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[order_calculator]The case study is the Administrative Report Public Health Service/CDC/NIOSH/DSR FACE 98-03. Locate the report by going to the Centers of Disease Control and Prevention website and typing the report information in the search engine. This is a brief background from the report to the Director of the National Institute of Occupational Safety and Health (NIOSH) on January 20, 1998 from the Division of Safety Research, NIOSH: Two Fire Fighters Die of Smoke and Soot Inhalation in Residential Fire – Pennsylvania On October 27, 1997, two male fire fighters died of smoke and soot inhalation while fighting a residential fire. An Engine Company comprised of four fighters was responding to a 911 call of a downed power line in a residential neighborhood when one of the fire fighters noticed smoke emitting from the basement area of a nearby residence. Without notifying fire dispatch of the change in conditions (smoke coming from the residence), three fire fighters entered the residence to assist the residents out, and to survey the conditions and location of the fire. The fire fighters then exited the residence to don their self-contained breathing apparatus. Two of the fire fighters reentered the residence with a charged 3/4-inch booster line and proceeded to the basement (location of the fire) to attack the fire. This was the last time either fire fighter was seen alive. NIOSH investigators concluded that, to prevent similar occurrences, fire departments should: (1) ensure that fire fighters advise dispatch of any change in conditions that would warrant a change in the status of unit(s) responding to a specific condition (2) ensure that fire fighters wear and use PASS devices when involved in firefighting, rescue, and other hazardous duties. Consider these requirements for your assignment: Discuss the case study thoroughly relating to smoke or fire effluent. Analyze the aerosols (soot particles and liquid droplets) and gases that could be related to the deaths. Why, or why not? o Did the light haze visible in the living room contain aerosol droplets that resulted from condensation of gases that cool as they leave the vicinity of the flames? Why, or why not? o Did the smoke, soot, and aerosols reduce the ability to see in the dining room? Why, or why not? o Could the moderate smoke and poor visibility that the firefighters encountered affect their ability to orient themselves and constructively identify a path to safety? Why, or why not? o Is there anything you think the first firefighters should have or could have done differently? Support your answer. Provide your responses in a document. The completed assignment must be a minimum of three pages in length, not including the title page and reference list. To supplement your discussion, you may use journal articles, other case studies, scholarly papers, and other sites you may find pertinent. You must use APA style guidelines when writing your paper. You need to utilize at least two sources and you will need to cite these sources in-text and at the end of your essay in a References section. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.
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[order_calculator]The Assignment Please complete an annotated bibliography of 25-30 pages (double-spaced) related to one of the course topics from the material in the Course Schedule. (FINC ) There is no limit on pages. You should use at least 20 academic journal articles or working papers as sources for your paper, and these should be from the last 15 years (2003 and newer)1 . When youve completed your summaries, you will then write up an executive summary of 8 to 10 pages of what you found and put that at the front of the document. You will also keep a list of all references consulted (whether summarized or not) and place this list at the end of your document after the section containing your annotated citations of each source. Format of Written Report 8- to 10- page Executive Summary (Does it briefly describe your topic and does it summarize the topic & what you found out appropriately? Is the Executive Summary at the beginning of the document?) Topic Selection (Is it relevant to this class, and is it specific and detailed enough to represent course assignment?) [Note: You wont be turning in an outline, but it will be evident from your writing.] Quality of Writing (clarity, readability, grammar, punctuation) Quantitative Factors Accuracy & completeness (Did you summarize the articles correctly for your topic? Did you summarize at least 20 articles?) 1Choice & use of articles (Appropriate? Properly referenced?) Full, separate bibliography list included at the end? Are they from SSRN.com or academic journals?)
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[order_calculator]Please model this after a job in the billing sectorREFLECTION PROJECT PART 2For Reflection Project 2, you are required to complete two questionnaires and answer reflection questions related to each. Please review the instructions below for each questionnaire. Submit ONE file that follows the template and has information for both questionnaires on it.Job Design SurveyLocation: Bottom of page 213-215 in textbook; also available by clicking here
Instructions:
Complete the survey
Analyze how you compare and suggest ways to redesign your job by addressing the questions below:
Why do you believe you scored lower or higher than the national average?
Briefly describe your job including tasks, responsibilities, reporting relationships, and overview of general working environment. How could your job be redesigned to be more motivational or higher in motivating potential? Provide suggestions.
Assignment Requirements:
Clear, focused, and meaningful responses
Both questions answered with correct spelling, grammar, and punctuation
Minimum of 150 words per question
Template followed
No external sources required
Assignment Structure:
Follow template provided Location: Page 216 to page 218 in textbook; also available by clicking here
Instructions:
Complete the questionnaire
Address the questions below:
How does your organization satisfy/not satisfy lower-order needs in Maslows hierarchy? What could be done to improve/enhance lower-order need satisfaction?
How does or how could your organization empower employees to meet higher-order needs in Maslows hierarchy? What could be done to improve/enhance higher-order need satisfaction?
Assignment Requirements:
Clear, focused, and meaningful responses
Both questions answered with correct spelling, grammar, and punctuation
Minimum of 150 words per question
Template followed
No external sources required
Assignment Structure:
Follow template provided by clicking here to access it
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