A company’s strategic priorities

 A company’s strategic priorities must drive how capital allocations are made and the size of each unit’s operating budget.

Search for recent (most recent five years) articles that discuss how a company has revised its pattern of resource allocation and divisional budgets to support new strategic initiatives. How do the revisions fit within the context of the material we have covered in our coursework (Thompson text and other material)

Submission Details:

· Incorporate a minimum of at least one course (Thompson text) and one non-course scholarly/peer reviewed source. Must include introductory and concluding paragraphs, reference page, be double-spaced and proper in-text citations using APA guidelines.

· Required minimum 2 pages (600 Words) excluding References.

Use Thompson Jr. A. A, Peteraf, M. A., Gamble, J. E., and Strickland III, A. J. (2020). Crafting & Executing Strategy: The Quest for Competitive Advantage: Concepts and Cases. 22nd Edition. McGraw-Hill

https://www.youtube.com/watch?v=JVnSY4hT3i8

exploring in-person and online ways in which you can network

Primary Task Response: The important part of networking is building relationships. Those relationships can lead to career advice and opportunities. There are many ways to network online and offline.

Networking has changed with the rise of social media and the ability to connect online. LinkedIn is the largest professional networking organization in the world. Top companies and recruiters use this site to find candidates for positions, and current professionals join organizations and display their skills through dynamic pages. Individuals can network with one another, conduct research on companies they are interested in working for, and apply for jobs. You can even join groups, such as the Colorado Technical University Students, Alumni, and Faculty networking group, to build your network.

Begin by exploring in-person and online ways in which you can network:

  • In-person methods (e.g., conferences, career fairs, volunteering, or anyone you meet throughout your daily routine)
  • Online methods (e.g., LinkedIn, Webinars, Facebook groups, Meetup, and so on)

Share your experience on the Discussion Board: Write a reflection of your research and/or experiences networking. Address the following topics:

  • Identify at least 1 online method and 1 in-person method for networking.
  • Discuss the advantages of each of the approaches to networking that you identified above.
  • Discuss how you plan to use networking to improve your own career development or career goals, and provide examples of how you plan to use your online and in-person networking methods.

Response to Other Students: Respond to at least 2 of your fellow classmates with at least a 100-word reply about their Primary Task Response. To help you with your discussion, please consider the following questions:

  • What did you learn from your classmate’s posting?
  • What additional questions do you have after reading the posting?
  • What clarification do you need regarding the posting?
  • What other types of networking opportunities would you suggest to your classmate?

Personality AssessmentsPersonality Assessments

Discussion 1: Personality Assessments

Personality assessments are widely used in the workplace for purposes of personal growth, career guidance, and personnel selection. Analyze the use of personality assessments in the workplace and discuss the types of concerns practitioners have about their use. In what types of circumstances would you recommend that an organization administer a personality assessment such as the MBTI assessment? In what types of circumstances would you not recommend the use of a personality assessment? Explain your answer, referencing course readings and other academic sources. Must be 300 words or more.

Discussion 2: Tests of Knowledge and Skill

Organizations have been using assessments of knowledge and skill for many years to determine potential aptitude or qualifications for a specific pursuit. For example, aptitude tests have some established predictability in terms of who might be successful in a given job or career. Tests of knowledge may be useful in determining who is eligible to practice in a certain vocational capacity, such as a CPA or a licensed engineer. Referencing Russell’s (2010) discussion, analyze the use of assessments of knowledge and skill to determine declarative knowledge, procedural knowledge and skill, and motivation. Under what circumstances do you believe such assessments are appropriate? Under what circumstances do you believe such assessments are inappropriate? Explain your answer, referencing course readings and other academic sources. Must be 300 words or more.

Recommended Resources (you may use a minimum of 2 references from below)

Atwater, L. E., Brett, J. F., & Charles, A. C. (2007). Multi-source feedback: Lessons learned and implications for practice. Human Resource Management, 46(2), 285-307. https://doi.org/10.1002/hrm.20161

Campion, M., Fink, A., Ruggeberg, B., Carr, L., Phillips, G., & Odman, R. (2011). Doing competencies well: Best practices in competency modeling. Personnel Psychology, 64(1), 225-262.

Creative Organizational Design, Inc. (COD). (n.d.). Campbell Leadership Index (CLI). Retrieved from https://www.creativeorgdesign.com/tests_page.php?id=50 (Links to an external site.). This website describe the Campbell Leadership Index, an assessment that measures characteristics associated with strong leadership behaviors.

Eisenbraun, G. A. (2006, Feb-March). The pros and cons of personality testing in the workplace. Law Now, 30(4), 17-19.

Goleman, D. [Talks at Google]. (2007, November 12). Daniel Goleman: “Social Intelligence” | Talks at Google. [Video file]. Retrieved from https://youtu.be/-hoo_dIOP8k (Links to an external site.).  This YouTube video features Daniel Goleman speaking on aspects of social and emotional intelligence. *Closed-captioning available.

Gough, H.G. & Bradley, P.. (n.d.). CPI 260 Client Feedback Report . Retrieved from https://shop.cpp.com/en/cpiproducts.aspx?pc=67 (Links to an external site.). The CPI 260 is a leadership assessment used widely to help individuals determine leadership strengths and opportunities for development. The CPI 260 is based on the California Psychological Inventory, restructured to focus on leadership behaviors.

Groves, K. S., McEnrue, M. P., & Shen, W. (2008). Developing and measuring the emotional intelligence of leaders. The Journal of Management Development, 27(2), 225-250.

Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: An integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54-78.

Judge, T. A., Bono. J. E., Ilies, R. & Gerhardt, M. W. (2002). Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 87(4), 765-780. https://doi.org/10.1037/0021-9010.87.4.765

Kilmann Diagnostics. (n.d.). Welcome to Kilmann Diagnostics.  Retrieved from http://www.kilmanndiagnostics.com/ (Links to an external site.).  Discusses the use of the Thomas Kilmann Conflict Mode Instrument, a widely used assessment of conflict resolution strategies. The TKI measures five approaches to addressing conflict situations.

Kouzes, J.M. & Posner, B.Z., (2013, February 22) Leadership Practices Inventory: LPI – Amanda Lopez Individual Feedback Report. Retrieved from https://managersandleaders.com.au/wp-content/uploads/2016/12/LPI360Report-Sample.pdf (Links to an external site.)

Kram, K., Ting, S., & Bunker, K. (2002). On-the-job training for emotional competence. Leadership in Action, 22(3), 3-7.

Meinert, D. (2011). Seeing behind the mask. HR Magazine, 56(2), 31 – 37.

Morgeson, F. P., Mumford, T. V., & Campion, M. A. (2005). Coming full circle: Using research and practice to address 27 questions about 360-degree feedback programs. Consulting Psychology Journal, 57(3), 196-209. https://doi.org/10.1037/1065-9293.57.3.196

O’Meara, D. P. (1994). Personality tests raise questions of legality and effectiveness. HRMagazine, 39(1), 97-100.

Ployhart, R., & Holtz, B. (2008). The diversity-validity dilemma: Strategies for reducing racioethnic and sex subgroup differences and adverse impact in selection. Personnel Psychology, 61(1), 153-172.

Scott, J. C. & Reynolds, D. H. (Eds.). (2010). Handbook of workplace assessment. Retrieved from https://redshelf.com

The Wall Street Journal article

The Wall Street Journal article

The text states that strategic decisions are (1) rare, (2) consequential, and (3) directive. These deal with the long-term future of the entire organization. To aid in the decision making, the authors suggest an eight step decision-making process. Found on page 25 in the text, these include: (1) evaluating current performance results; (2) reviewing corporate governance; (3) scanning and assessing the external environment; (4) scanning and assessing the internal corporate environment; (5) analyzing the strategic factors; (6) generating and selecting the best alternative strategy; (7) implementing selected strategies; and (8) evaluating implemented strategies. These guidelines for making and evaluating decisions at a strategic level can be important for leaders.

Open today’s issue of The Wall Street Journal and look for an article about new moves being made by a corporation, specifically the decisions that are strategic. At what level is each of the decisions that you identified? Functional/Business/Corporate? Why do you believe this to be the case? What is your assessment of these decisions? Will they be effective? Why? How have you decided this?

HR Recruitment policy to hire new employees

Empire ( & it subsidiary National) car rental have an HR Recruitment policy to hire new employees only at the entry level position.   ALL other positions are filled by internal recruitment.

The renowned (or infamous) retired CEO of GE, Jack Welch, enacted an HR policy of terminating the lowest performance rated 10% of GE’s workforce of over 200,000 employees, or about 20,000 employees, every year.

These 2 companies exemplify the extreme poles of the perennial “recruit from inside” and “recruit from outside” camps.  Companies of all sizes  will lose employees to death, retirement, and voluntary or involuntary separation.  Companies will need to hire new employees due to growth in demand, or losses noted before.

As the newly minted manager of recruitment at a moderately sized, 1000 employee, healthcare system.  (Fun fact about 89% of US companies have a 1000 employees or less).  With your shiny new HCM MBA from FSU in hand, what strategy do you recomend? Why?

An Integrated Marketing Strategy

The Final Paper should demonstrate an understanding of the reading assignments as well as the discussion points. The purpose of this assignment is to integrate the concepts studied in this course into a cohesive and comprehensive paper.

The Final Paper will be titled “An Integrated Marketing Strategy for ____.” You will fill in the blank with an existing or a new brand name of your choice. The goal of the paper is to integrate theories and concepts from the textbook and readings into your own ideas to create specific marketing ideas to promote the brand (good or service) with a particular target market. Refer to the previous assignments completed in this course for insight on how to develop your Final Paper. You must

  • Provide an Overview/Executive Summary of the marketing strategy.
  • Describe the good or service and desired brand image.
  • Describe the target market, including buyer motivations, demographics, and psychographics.
  • Describe the overall marketing strategy, including positioning strategy versus competitors.
  • Describe a promotions and advertising campaign that includes a description of one advertisement.
  • Recommend and describe a Public Relations campaign.
  • Describe the use of an Internet marketing campaign, including web site and use of email.
  • Describe a direct marketing campaign, including Customer Relationship Management.

The An Integrated Marketing Strategy Final Paper

  • Must be six to eight double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.).
  • Must include a separate title page with the following:
    • Title of paper
    • Student’s name
    • Course name and number
    • Instructor’s name
    • Date submitted
  • Must begin with an introductory paragraph that has a succinct thesis statement.
  • Must address the topic of the paper with critical thought.
  • Must end with a conclusion that reaffirms your thesis.
  • Must use at least four scholarly sources in addition to the course text, including a minimum of two from the Ashford University library.
  • Must document all sources in APA style as outlined in the Ashford Writing Center.
  • Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.

“hidden” competencies discussion assignment

“hidden” competencies

1.  A firm’s overall level of core competence is usually indicated by the length of its durability, its customer interest in the marketplace, and the tenure of its employees, among other factors. For an innovative company you believe has strong core competence, describe what you believe are 2 or 3 indicators of its competence.

2. Some competencies at the firm level are “hidden” competencies. For a firm of your choosing, identify 3 or 4 “hidden” competencies, then explain why they could be labeled as “hidden” and what value those competencies bring.

building your own personal innovation feasibility tool and applying it to a selected innovation

Learning Outcome: In this project, you will demonstrate your understanding of the feasibility considerations necessary to launch and carry out a basic innovative initiative. You’ll demonstrate this competence by building your own personal innovation feasibility tool and applying it to a selected innovation.

Guidance: Your analysis will assess the technical, customer/user, economic, and competitive feasibility of a specific innovation in a selected business. You may select an innovative business of your own choosing. For your selected business or organization (and an identifiable innovation in that business), explain the key feasibility considerations that would be important for a venture team (or a top management team) to consider before launching the innovation. Some of the categories for your evaluation criteria would include technology (stability, simplicity, etc.); economics (profitability, scaleability, fit with venture mission, value chain dependence, etc.); or marketplace acceptance (novelty, usability, differentiation, accessibility, etc.), among others you may choose to include for the innovation you’ll analyze.

Advice: You may select an existing innovation or you may select a potential (or hypothetical) innovation and test its feasibility with the feasibility tool you create. Factors to consider in your evaluation tool can be drawn from the resource materials in this course and other applicable sources you find

Deliverable: The scope of this feasibility test is a 5-page single-spaced analysis, including references. The body of your analysis should address the following sections: The Innovation and its business/organization (1/2 page); The Innovation’s Marketplace context (1/2 page); Criteria for evaluating the innovation (2-3 pages that describe relevant criteria, and the rationale for why you included them; be sure to use sub-sections to organize each criterion description); Finally, prepare a summary 3-column table (see attached file with a sample format here: Summary Innovation Feasibility Table.docxPreview the document ) with the identities of the feasibility criteria you choose in one column, a brief description of how that criteria applies to the innovation you select in the second column, and a percentage weighting for each of the criteria in a third column. The total weighting should equal 100%.

Examples of parts of prior Innovation Feasibility Testing assignments are here: Selected examples of parts of the Innovation Feasibility assignment.docxPreview the document

Rubric: Here’s how we will review and evaluate this project: Rubric_663_Testing Innovation Feasibility-1.docxPreview the document

Customer Interviews

This Customer Interview assignment

Your weekly submission for the Customer Interviews should include a discussion of the below in the context of developing your chapter for this week.

  1. Hypothesis: This is what you and your faculty mentor thought before the interviews. (Note: Each week, the hypothesis will change as you address subsequent parts of the business plan; as a preview, see the upcoming topics and assignments for modules four through nine).
  2. Experiment: What questions will you ask the interviewee to test your hypothesis?
  3. Results: What did you learn from the interviews?
  4. Iterations: What are you going to do next? For example, stay the course with your plan, continue with more interviews to test the same hypotheses, pursue other customer segments/change the hypothesis, or pivot and move to a new product/service.
  5. Interviewees: Include a list and description of your interviewees.

This Customer Interview assignment should address questions 1-5 immediately above. These will be valuable to your developing the this week’s chapter. For questions on this assignment, please email your faculty mentor.

Discuss the future of operations analytics.

1)      Discuss the future of operations analytics.  You should include a section that specifically covers digital analytics.

As a group, design an initial analytics plan on addressing the impact of the COVID-19 Pandemic on operations of a fictional organization.  You can pick any industry you want. Your plan should consider the following. (You do not have to include formulas or equations in your plan unless you desire to do so.)

a.       What areas (no more than two areas, please) of your operations are you going to focus your data analyses upon?

i.      Why?

ii.      What type of analyses do you want to consider? Why?

iii.      What software would you recommend?

d.      Discuss how you will leverage your data analyses to help meet customer demands and needs.( 2slides for this question.