Best Communication Practices for Leaders

Option #1: Best Communication Practices for Leaders (325 points)

For this portfolio project, you are to benchmark the best practices in leadership communication based on your learning in this course. This project consists of two components: a presentation and accompanying paper.

Effective Communication Practices for Leaders (10 slides)Select at least four of the below topics to include in your presentation. Be sure to include the use of electronic messages and digital media for business communication. Visuals, graphics, and screenshots should be included in the presentation using presentation software or an online presentation alternative. Submit a URL to your presentation in your analysis paper.

Discuss best practices in:

  1. Digital communication practices
  2. Role of personal strengths
  3. Written communication
  4. Oral communication
  5. Emotional intelligence
  6. Culture competence

Analysis Paper (8-10 pages)An analysis of your selected best practices listed above must be included in your paper, with a detailed explanation and examples of the best practices for each component. Be sure to include the URL to your presentation in this document.

Keep in mind this is academic writing. It should be written in third person and should not include unsubstantiated opinions, but rather facts and theories.

Your well-written paper must adhere to the following parameters:

  • 8 pages in length, including reference pages.
  • 6 scholarly references cited in the assignment. Remember, you must support your thinking/opinions and prior knowledge with in-text citations and references; all facts must be supported; in-text references used throughout the assignment must be included in an APA-formatted reference list. Formatted according to CSU Global Guide to Writing and APA Requirements (Links to an external site.).
  • Be clear, concise, and focused on the assignment.
  • Utilize approximately six different outside resources.
  • Meet the requirements of the assignment.

Analyze the financial condition of a company using vertical, horizontal, and ratio analysis to make informed decisions.

  • Analyze the financial condition of a company using vertical, horizontal, and ratio analysis to make informed decisions.

Shoals Corporation puts significant emphasis on cash flow when planning capital investments. The company chose its discount rate of 8 percent based on the rate of return it must pay its owners and creditors. Using that rate, Shoals Corporation then uses different methods to determine the most appropriate capital outlays.

This year, Shoals Corporation is considering buying five new backhoes to replace the backhoes it now owns. The new backhoes are faster, cost less to run, provide for more accurate trench digging, have comfort features for the operators, and have 1-year maintenance agreements to go with them. The old backhoes are working just fine, but they do require considerable maintenance. The backhoe operators are very familiar with the old backhoes and would need to learn some new skills to use the new backhoes.

The following information is available to use in deciding whether to purchase the new backhoes:

Old Backhoes

New Backhoes

Purchase cost when new

$90,000

$200,000

Salvage value now

$42,000

Investment in major overhaul needed in next year

$55,000

Salvage value in 8 years

$15,000

$90,000

Remaining life

8 years

8 years

Net cash flow generated each year

$30,425

$43,900

Instructions

1. Evaluate, discuss, and compare whether to purchase the new equipment or overhaul the old equipment. (Hint: For the old machine, the initial investment is the cost of the overhaul. For the new machine, subtract the salvage value of the old machine to determine the initial cost of the investment.)

  • Calculate the net present value of the old backhoes and the new backhoes.
  • Discuss the net present value of each, including what the calculations reveal about whether the company should purchase the new backhoes or continue using the old backhoes.
  • Calculate the payback period for keeping the old backhoes and purchasing the new backhoes. (Hint: For the old machines, evaluate the payback of an overhaul.)
  • Discuss the payback method and what the payback periods of the old backhoes and new backhoes reveal about whether the company should purchase new backhoes or continue using the old backhoes. Calculate the profitability index for keeping the old backhoes and purchasing new backhoes.
  • Discuss the profitability index of each, including what the calculations reveal about whether the company should purchase the new backhoes or continue using the old backhoes.

2. Identify and discuss any intangible benefits that might influence this decision.
3. Answer the following: Should the company purchase the new backhoes or continue using the old backhoes? Explain your decision.

This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.

The specific course learning outcome associated with this assignment is:

  • Analyze the financial condition of a company using vertical, horizontal, and ratio analysis to make informed decisions.

What role should the government have in regulating business ethics?

What role should the government have in regulating business ethics?

MUST USE THE ATTACHED COURSE RESOURCES AND APA IN-TEXT CITATION/REFERENCE PAGE. Please see discussion question below. Response must be 1-2 pages in length and due Friday 5/7.

Discussion #1 – Government Regulation

Government regulation varies by industry and jurisdiction. Some states have more requirements over others and in certain states, products are more heavily regulated. In turn, this may result in the product become more expensive to those consumers or the consumer may have more rights to file a civil lawsuit if the product is harmful. What role should the government have in regulating business ethics?

human resource management and human capital indicators

 

 

5. What specific human resource management and human capital indicators

suggested that a change was needed in how IBM approached its talent

management decisions? If you were an IBM business leader, would you care

about improving talent management at IBM? What would be the evidence you

would probably be seeing that would cause you to desire an improvement? If

you were an HR leader at IBM, why would you care about improving talent

management? Are the answers for a non-HR leader and an HR leader the same?

6. If you were a board member or a member of IBM’s executive team and you were

presented with the vision of the “Workforce Management Initiative” shown in

the case and told that implementing such an initiative would take several years

and cost up to US$100 million, would you embrace the initiative or resist it?

Why?

7. Consider the questions posed in the last section of the case study (pages 13-15).

How would you design the change-management initiative and the WMI itself

in answer to these questions? Why would you make those choices? What do you

think Randy and the IBM HR and executive team decided to do?

Describe the identified policy issue and its relevancy in the workplace

For this assessment, select a policy issue that is relevant in today’s workplace. Examples could include, but are not limited to, dress code, employee privacy, social media usage, and workplace romance. Conduct research on your selected policy, including legal implications, and find at least two scholarly or professional resources to support your work.

Requirements

Include the following in an executive summary to organizational leadership:

  • Describe the identified policy issue and its relevancy in the workplace.
  • Develop a policy establishing employee expectations and consequences for violating.
  • Describe additional information relevant to the policy implementation. Why is the policy beneficial to employees and an organization?
  • Articulate how HR professionals would implement and manage the policy. Consider relevant laws and regulations that may impact the adoption of the policy.

Additional Requirements

Your assessment should meet the following requirements:

  • Length: 2–3 double-spaced pages, including a references page.
  • Written communication: Communicate in a manner that is scholarly and professional. Your writing should be:
    • Concise and logically organized.
    • Free of errors in grammar and mechanics.
  • Validation and support: Provide at least two relevant and credible scholarly or professional resources.
  • APA formatting: Format all citations and references in accordance with current APA guidelines.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Define the employee relations function of an organization and human resources’ role in its development.
    • Describe the identified policy issue and its relevancy in the workplace.
  • Competency 2: Analyze human resource practices that promote positive employee relations and legal compliance.
    • Articulate how HR professionals would implement and manage the policy.
  • Competency 3: Explain the components of managing employee performance for organizational and personal success.
    • Develop a policy establishing employee expectations and consequences for violating.
    • Describe additional information relevant to the policy implementation.
  • Competency 6: Communicate professionally with all stakeholders.
    • Write in a clear, well-organized manner with the required number of resources to support a central idea, with no technical writing errors, as expected of a business professional.

What type of communication strategy would you use to speak directly with an employee accused of stereotyping coworkers from a different culture?

 What type of communication strategy would you use to speak directly with an employee accused of stereotyping coworkers from a different culture?

Respond to the following in a minimum of 185 words:

If you were an HR Director, what type of communication strategy would you create to address stereotypes in the workplace? Consider the following questions in your response:

· What type of communication strategy would you use to speak directly with an employee accused of stereotyping coworkers from a different culture?

· Would the communication strategy differ if you were a direct manager? What about a peer? If you used a different strategy, what would you do differently? Why?

The Journey and the Destination

The Journey and the Destination

In Chapter 10 of Leading Change, Kotter explains that he believes cultural changes must take place after a major change initiative, to support the changes that have been made.

  • Do you agree or disagree with this viewpoint?
  • Share an example from your own professional life where you have seen cultural norms support or impede progress.
  • What actions can HR leaders take to foster a culture that sustains changes that have been made?

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​

1st response

 

“The Journey and the Destination”

In chapter 10 of Leading Change, Kotter explains that he believes cultural changes must take place after a major change initiative to support the changes that have been made.

  • Do you agree or disagree with this viewpoint?
  • Share an example from your own professional life where you have seen cultural norms support or impede progress.
  • What actions can HR leaders take to foster a culture that sustains changes that have been made?

Hello Professor Bodam and Classmates,

I agree that cultural changes must take place after a major change initiative to support the changes that have been made. It is crucial that moving forward after a major change initiative that everyone in the organization understands and is in agreement with those change(s). HR leaders can begin by altering the norms and values of the organization. In some cases, the only way to change the culture of an organization is to change some of employees.

I know that this example is different, but it does show the response of management when employees did not agree with culture. I recall a company that used to work for put its clients first which did not go over well with many of the employees working in the service department. Employees were upset by the fact that managements decisions made it impossible to do their job effectively. However, instead of management admitting their error or listening to employee opinion, management got rid of those who were not on board with their ideas.

HR leaders can implement cultural values and practices that allow them to use smaller change initiatives as a proven ground for team building and refining HR’s approach to change leadership (JWI556, notes). HR leaders can accomplish this goal by providing the following:

  1. Voice and Dignity– all people want and deserve to have their ideas, opinions and feelings heard and their work and effort respected.
  2. Candor– the willingness to be open about what they think and to speak up. Candor generates 1- richer ideas, as more people get into the conversation, 2- more speed as ideas are debated and acted upon more quickly, and 3- cost reductions through the elimination of meaningless meetings and reports.
  3. Flat Organizational Structures and Empowerment to Take Action– reflects and reinforces a culture of personal empowerment and accountability.

Paula

Resources:

JWI 566 Leading Change by Putting People First, Week #5 Lecture Notes

John P. Kotter (2012) Leading Change. Harvard Business Review Press

2nd response

 

Good afternoon Class and Professor,

I agree that cultural changes must take place after a major change to support the changes made because the new initiative will most likely not have the shared values of the old company culture. It is important to realize that a business’ old company culture has been probably been around since its inception and needs to be upgraded to shared values of groups that work the business. Businesses’ have to think about the younger generation of workers and that their viewpoints of the culture are different from the older generation or even the business culture, itself.

The company I work for hasn’t changed its mission and values in 90 years since its inception. The culture hasn’t changed much. The only thing I would say that is changing is how we serve our customers to fit norms already put in place. They are always trying to make the concept of Customer First better and being the best food retailer out of all the competition in the same market. I don’t think the culture has shared values among certain groups because most employees are under the age of 40 or have been there for over 25 years. I think they should focus on employees first because if everyone’s values are being supported in a change initiative they are most likely to stay loyal employees. After all, culture has to benefit younger and older generations, alike.

As Kotter described, their ways to anchor change to make sure it stays sustained, like evaluating the results because management has to focus on the actions of change to see if clearly works and is above the old cultural norms. The other important focus is having consistent communication without talking about the new changes and how it fits into shared values among employees then it will be hard for people to get on board and support the changes. The last one I think that can be hard for management is that if some people just aren’t as supportive of the change and not really attempting then it may be time to reconsider their employment, which means having to let some people go and bring in new employees that will be open to change (1). It is necessary to changes the culture in a business at some point and management has to think about all the different groups and how it will benefit all employees. If not, there could be regression and it will be harder to move on in integrating new change to old norms and shared values.

1. John Kotter. Leading Change. 2012.

 Develop a plan for healthcare advocacy.

HA405-4: Develop a plan for healthcare advocacy.

In this module, you will communicate a healthcare advocacy plan. You will contact either a local healthcare agency (i.e., County Health Department, etc.) or healthcare facility (i.e., clinic, hospital, or nursing home) to research two to three healthcare issues affecting the local community.

Explain the issues facing your community, possible methods to alleviate the concern, and how you would ethically advocate for the respective population. You are required to research the specific issues presented with credible sources (e.g., Centers for Disease Control and Prevention, National Institute of Health, Census Bureau, etc.). In a 3-page paper, present a healthcare advocacy plan that addresses your research findings. Provide a summary of your findings, including at least three (3) credible references to support your advocacy plan in APA format.

Requirements:

  • Research two to three healthcare issues affecting your local community.
  • Propose a healthcare advocacy plan that addresses your research findings.
  • Include three (3) academic references.

Minimum Submission Requirements

  • This Assessment should be a Microsoft Word (minimum 2 page) document, in addition to the title and reference pages.
  • Respond to the questions in a thorough manner, providing specific examples of concepts, topics, definitions, and other elements asked for in the questions. Your paper should be highly organized, logical, and focused.
  • Your paper must be written in Standard English and demonstrate exceptional content, organization, style, and grammar and mechanics.
  • Your paper should provide a clearly established and sustained viewpoint and purpose.
  • Your writing should be well ordered, logical and unified, as well as original and insightful.
  • A separate page at the end of your research paper should contain a list of references, in APA format. Use your textbook, the Library, and the internet for research.
  • Be sure to cite both in-text and reference list citations where appropriate and reference all sources. Your sources and content should follow proper APA citation style. Review the writing resources for APA formatting and citation found in Academic Tools. Additional writing resources can be found within the Academic Success Center.
  • Your submission should:
    • include a cover sheet;
    • be double-spaced;
    • be typed in Times New Roman, 12 -point font;
    • include correct citations
    • be written in Standard English with no spelling or punctuation errors; and
    • include correct references at the bottom of the last page.

If work submitted for this competency assessment does not meet the minimum submission requirements, it will be returned without being scored.

identify key events that marked the three stages of Knapp’s model:

Learning Objectives:

·        Use Knapp’s model to describe the nature of communication in the various stages of a relationship.

·        Identify the three stages of Knapp’s model: coming together, relational maintenance, and coming apart.

·        Reflect on how changes in these three stages of the relationship might have caused the relationship to unfold differently.

PART ONE for this assignment

Instructions:

1. Think of a romantic or close relationship that you had that unfolded through most of the developmental stages, ending in termination. As your text explains, no all relationship move through all of the stages in a linear, predictable order.  However, you’ll likely find that your significant relationships will reflect most of the stages in some way  .

2. In the spaces below, describe a memorable event or conversation that illustrates how your relationship fulfilled that stage of Knapp’s model of communication.

Initiating:

Experimenting:

Intensifying:

Integrating:

Bonding:

Differentiating:

Circumscribing:

Stagnating:

Avoiding:

Terminating:

Reflect:

3. Answer the reflection questions that follow. (This will be done in PART TWO for this assignment)

PART TWO for this assignment

1. Review your answers and identify key events that marked the three stages of Knapp’s model: coming together, relational maintenance, and coming apart. For example, what happened that led you to move from Differentiating and Circumscribing to Stagnating?

2. Describe how changes in behavior and events in these three stages of the relationship might have caused the relationship to unfold differently.

***Be as thorough as possible when completing this assignment. This assignment will  need to be at least 7 pages and should follow the rules of APA. You are only required to use the textbook (Chapter 9) as a resource; however, you are free to include the use of reputable online sources.

  • attachment

Case Study on Creating a Wage and Salary Pay Grade System

ASSIGNMENT DETAILS

Case Study on Creating a Wage and Salary Pay Grade System

This assignment will involve the creation of a simple wage and salary program. You will complete this assignment utilizing Excel. You will find the grading rubric for this assignment following the case study.

Case Study:

This organization has 10 different positions; due to the lack of having an HR professional who understands compensation issues, it is without any salary structure for the employees.

The job titles are:

  • Operator
  • Mechanic
  • Electrician
  • Supervisor
  • Administrative Assistant
  • Sales Professional
  • Sales Manager
  • HR Manager
  • Operations Manager
  • President

Your task is to identify the ranking order of these jobs in the business based on least to most value to the organization.

This is accomplished by the following:

1. You will need to do some research at salary.com and benchmark these positions using regional data or national data and rank the salaries of the employees.

2. You can use an objective point system to assign points, using compensable factors for the jobs as well.

3. Next, you will tally the points for each position and assign these jobs to specific pay grades.

Now you have created an example of how a compensation professional creates pay grades for internal consistency and external competitiveness.

Here is the assignment grading rubric.

Assignment submission: Before you submit your assignment, you should save your work on your computer in a location that you will remember in Excel format. Save the document using the naming convention Username_Unit3_Assignment.xlxs. Submit your file by selecting the Unit 3 Assignment Dropbox.

https://www.salary.com/