Business case executive recommendation 

Below the case doc and the rubric about the case analysis are attached please follow the rubric for a level 4 (4 point) and it will be submitted to Turnitin  

Group Case Study Analysis (2–3 pages):

Then, using your leadership Assignment for the Case Study, collaborate with your colleagues to create a Group Case Study Analysis that includes: 

• An explanation of how the challenges identified in the individual case analyses collectively affect crisis response by the system and the individuals within it 
• An explanation of how transformational and transactional leaders might influence outcomes within this case 
• A summary of how poor leadership might affect the outcome of the case

Support your Case Study with specific references to all resources and current literature used in its preparation. You are to provide a reference list for all resources, including those in the Learning Resources for this course.

Within the Discussion Board area, write 350–500 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.

You will have 2 options this week for your DB posting. Select either Option 1 or Option 2 for your Discussion Board response. For your responses to classmates, please respond to at least 1 person from the option that you did not select and the second response from someone who replied to the same option as you.

Option 1

This week will focus on situational leadership. Situational leadership is based on a leader’s ability to adapt his or her style and approach based on what is most needed in that situation. What is most needed is usually determined by the gaps in subordinates’ skills and abilities with the task requirements. 

Research articles on situational leadership. Use high-level and synthesis thinking in your responses to the following questions:

• Where do situational leadership and authentic leadership conflict, and where are there similarities? 
• How would you apply situational leadership to improve the performance of leaders? 
• How can the style approach (behavior theory) be combined with situational  leadership to develop subordinates? 

Option 2

Write 350–500 words that respond to the following questions with your thoughts, ideas, and comments.

• Steven Sample discussed the importance of leaders having experts. These experts, as defined by Sample (2003), need to be artful listeners so they can understand what the leader is trying to achieve and then help them accomplish these objectives. Contrarian leaders are able to distinguish      the experts that are saviors from the charlatans (Sample, 2003). 
  • Identify   5 experts that you need in your life during your doctoral journey and the objectives each expert will help you achieve.
• Steven Sample discussed the importance of leaders to read what he calls supertexts. These supertexts, as explained by Sample, are insightful, the foundation of our culture, and stimulate original thinking. Some of the books he recommends are The Prince, Plato’s Republic, Shakespeare’s Hamlet  and Othello, Sophocles’ Antigone, and Dante’s Divine Comedy (Sample, 2003).  
  • What was the last supertext that you read? 
  • What  insights did you gain that helped stimulate original thinking? 
  • Why do you think Sample considered these supertexts more important than reading popular periodicals? Do you agree or disagree? Justify your answer.

In addition to addressing all requirements of the assignments, model answer includes the following:

Option 1

• Discuss adaptation.
• Discuss supportive versus directive interventions.
• Where differences occur is in the approach. If a person is naturally supportive, he or she may find challenges in leadership roles that require him or her to be very directive. If the situation is more      temporary or instant, then situational leadership and authentic leadership are similar. In situations demanding a specific leadership style over long periods, if that style is opposite to the leader’s natural preference, the two may conflict.
• As subordinates apply these theories, in assessing their performance and knowledge gaps, they will be better able to assess where they need to improve and can use the style approach to observe their      leaders and apply what they have learned.

Option 2

• Identify your mentors as experts who will help you navigate through the dissertation process, professors as the subject matter experts, advisors as experts on university policies, maybe editors      as APA experts to help to finalize the dissertation. Personal experts like counselors to help manage the stress, and financial experts to help with the financial processes associated with the doctoral journey. Again, this is more personal, so answers may vary.
• Key point: Experts should be able to help you meet your defined objectives.
• Importance of supertext to history and culture.
• The insights that are gained from your selected supertext should be connected to changing your mindset or helping your perspective on certain aspects of life.
• Sample considered these supertexts more important than periodicals because they are changing the fabric of our thoughts, challenging our ideals, and causing us to rethink our own thoughts and      ideas. 

Additional Resources:

• Chan, D. (2019, Apr 27). Why smart leaders fail: What  makes a good leader? beyond cognitive ability, having a good sense of situational judgment is critical.The Straits Times. https://proxy.cecybrary.com/login?url=https://search-proquest-com.proxy.cecybrary.com/docview/2215522851?accountid=144789

I have provided  name of the book below in order to complete the assignment properly 

Strategic Training and Development by Robyn A. Berkley & David M. Kaplan ISBN: 9781506344393

Chapter 5 (I have attached a photo for the questions that need to be answered) 

After reading Chapter 5 – Read the Ethical Scenario: P Is for Perfection (and Pizza) and answer the three questions related to the scenario.

Chapter 9   (I have attached a photo for the questions that need to be answered) 

After reading chapter 9 – Answer questions 2 – 4 & 9

I have a written assignment due. I will attach the requirements needed to complete this assignment. Please be advised that there is a 300 word minimum for this assignment. Must use required reading for in text-citations. Must use APA formatting.

Note: Only up to 20% of content in the written assignment can be quotes from third parties. 

1)The topic for PowerPoint Presentation

Thoroughly discuss the pro’s and Con’s of internal and external recruiting.

 Every slide needs to include 100 words in the Notes section. 

 Your in-text citation and your reference (on your reference slide) must be in APA format. 

***************************************************************************************

2)  

1.       How would you personally define ethics? 

2.       How does business ethics differ from your personal ethics? 

3.       What is the biggest influence on your personal ethics? Why? 

4.       Do you try to always be ethical? Why or why not? 

5.       Do you think you have a high personal standard? 

6.       Do you know an adult that has lied, cheated, or stolen anything? How might an adult justify this type of behavior?

Crisis Communication Reflection

Find a current event, within the last year, that involved a crisis or scandal. Give a brief synopsis of the company and the issue, and then answer the questions below:

• What was the company’s communication approach to the crisis?
• Do you feel the company’s communication approach was effective? Why or why not?
• What would you have done the same and what would you have done differently?

 Week 7 Discussion Starter PostCOLLAPSE

Class:

This week we will be discussing crisis management communications. Any business, large or small, at some time will have to respond to a crisis that has affected the organization. You will learn this week that the key is being prepared.

A few tips for this week’s Discussion Post: 

1. Find a crisis that occurred in the last few years (Examples: Boeing, Starbucks, United Airlines, Equifax, Facebook, etc.).  This can be about a company in the news or a crisis within your own company.  

2. Describe the crisis you are selecting with a short synopsis in your own words about what occurred.  Describe the company and the issue that affected them. Is it a public company, private, your company, etc.? 

Besides the reading and video material for this week, here are two additional resources for you as you consider crisis management discussion post:

“13 Golden Rules of PR Crisis Management” https://www.forbes.com/sites/forbesagencycouncil/2017/06/20/13-golden-rules-of-pr-crisis-management/  

 “Ted Talk: The Secret to Crisis Management in the 21st Century” https://www.youtube.com/watch?v=VQGEPEaEWtg  

3. Make sure to consider these questions in your post:  

• What was the company’s communication approach to the crisis? 
• Did they use social media? 
• Who in the firm responded?  
• How quick were they to respond?   
• Did they follow up with new information?         
• Do you feel the company’s communication approach was effective? Why or why not?          
• Do you think the response was well-thought-out and planned, or just reflexive? 
• Did the story change? For better or worse?   
• Was it effective with the public (audience) or did it antagonize the situation?   
• Did they appear transparent and candid?  
• Did the public appreciate the response? 
• What would you have done the same?
• What would you have done differently?

Put yourself into the position of the company’s spokesperson and make sure you never take things from “bad to worse”. Explain how you will anticipate, plan, and put into effect your crisis management plan.

As always, please include your references and in-text citations.

I look forward to you incorporating all the material from this week’s readings and videos.

Have a great week everyone.

1 Response

 RE: Week 7 DiscussionCOLLAPSE

Hello Professor Paulson and Classmates,

Fundamentally, GE follows the principles mentioned in the “Crisis Management” chapter of The Real-Life MBA (Welch, 1).   We often refer to ourselves as having a bullseye on our monogram (the GE Meatball).  We know that any crisis will be bigger and deeper, secrets (true and false) will be told, how we handle it will be portrayed as bad, internal changes will be one of several results, and we will survive.  For the 128 years GE has been in existence, it has been known as an easy target with deep pockets.  Our PR department is viewed as an essential part of our business and remains busy throughout the year to try to be proactive and get ahead of stories as mentioned by Forbes in the 13 Golden Rules (Forbes, 2).

GE was slow to get into social media but once it decided to do so, the process in place has been very focused on preparing for crisis and responsiveness.  Our main social media presence exists on Twitter, LinkedIn, Facebook, and Instagram. 

The crisis situation in this case is based on the rumors surrounding our X-ray team being relocated to China.  The negative news described our $1B business move from the Wisconsin area to China, taking jobs away from the United States in order to take advantage of cheaper labor.  For background purposes, Wisconsin is the first headquarters location for this business unit.  There are approximately 6000 employees in the southeast Wisconsin area and another 4000 GE retirees.  Moving from Wisconsin anywhere was big news in that region.  Unfortunately, it didn’t stop there.  The story spread fiercely across the nation and examples of other business units moving jobs and work outside of the United States became the negative theme.  This led to the accusation that GE doesn’t pay taxes and so on. 

Our PR department answered each accusation immediately and prepped the senior leadership for any upcoming press opportunities.  Internally, communications were sent to our email addresses as well as our intranet site with facts and directions not to speak with any press.  The PR lead name and contact information were shared for any and all inquiries.  This was completed at every business unit and our GE corporate intranet site as well. 

Social Media was used via press releases and Twitter links to press releases in less than 24 hours.  There wasn’t as much activity on LinkedIn, and Facebook and Instagram were not deemed appropriate.

The truth was, only four employees were moved from the Wisconsin area.  GE has grown its non-US presence over the past two decades unapologetically.  While headquartered in the US, the expectation is that non-US presence will continue to rise and deliver over 50% of GE’s total revenues.  GE, like many other corporations, benefits in tax breaks, this is publicly known and documented.  Some years, more is paid in taxes; some years, less is paid.

The follow up was not very consistent but another crisis took the headlines away from this one.  The accusations regarding tax payments is often mentioned.  Overall, the explanation regarding the roles being moved seemed to satisfy the fury in Wisconsin, but it wasn’t the last time the US press provided backlash on the globalization efforts of GE.  It was effective in that the answer pointed out the actual numbers which were so low; it quieted the noise.  The response was more reflexive but based upon a well-planned PR process for these types of incidents.

The only change to the story is more employees have been hired in Wisconsin and the X-Ray team continues to grow.  Recently, articles and social media highlighted some new product introductions from this well-developed team and the challenges of keeping up with the orders.  That’s definitely a change for the better!  For this particular team, the public sees the positive and appreciates hearing about the Wisconsin led team.  We hear this from our healthcare professionals and we see it in our orders. 

Once the negative story was published by the press, the candor was required. Providing simple facts was a win for the PR department.  Equipping the employees across all business units is the best practice for crisis management that should remain the same.   If GE had publicized and made this a positive story, transparency would receive higher points. 

By creating a positive and proactive story around the move, this could have been less impactful initially.  The jobs held in the Wisconsin area is always a very touchy point, especially in the Midwest.  Eventually, because the individuals were US citizens, their ex-patriot contracts returned them to the US after two years.  This should have been part of the story and follow up on the transition, culture, learnings, and return would have made the story more interesting and inclusive.

The root cause of this particular crisis was a lack of communication to the PR department regarding the upcoming move of the four individuals.  In this PR position, it is essential that HR and the respective PR team are in lockstep to prepare, plan, and put into effect a strong crisis management plan.  It was no secret that the local community would be upset about the movement; however, the leader and the HR team must consider PR a partner.  Building a partnership with the HR lead would be my first step.  Creating a positive theme or story around this scenario would have been the next step.  By creating a team to assess the situation, get ahead of the media, and prepare responses, communications (internal and external) and announcements would be included in my crisis management plan (Forbes, 2).  Additionally, the ongoing story is key.  This could have been a “filler” story as the four individuals progressed over the 2-year period—an opportunity to spread the good things we bring to life at GE.

References

1.  Welch, J & S.  The Real-Life MBA.  New York.  HarperCollins Publishers.  2015
2. Forbes Agency Council.  “13 Golden Rules of PR Crisis Management”. Forbes.  2017.  https://www.forbes.com/sites/forbesagencycouncil/2017/06/20/13-golden-rules-of-pr-crisis-management/

You have taken steps to identify the risks in your community, identify the actions that the community has taken to address those risks, and prepare some priority issues to address in risk management. Now, this work will be combined to create a portfolio package. You should prepare this portfolio package as if you were going to an interview panel and interviewing for a position as the community’s chief resiliency officer. The chief resiliency officer is equal to the other department heads in the organization and reports directly to the chief executive such as the city manager or county administrator. 

You have flexibility in how you organize the portfolio package. However, the components that make up your portfolio package should include corrections and updates that you made based on integrating the feedback provided by your professor about your previous assignments.

You have the option to submit your portfolio package as multiple files or as a single file. 

Your portfolio package will include the elements listed below. 

• Include an executive summary that introduces the portfolio package and highlights the priority focuses for risk management and hazard mitigation that you have identified. Your executive summary should include an overview of the current activities in disaster risk reduction and risk management that are being used in your community and your new action plan that provides a snapshot of how you would frame or change the risk management activities of the office, should you get the chief resiliency officer position.
• Your portfolio package will also include your revised and updated assignments from Units II, IV, VI, and VII. You should update them as needed to address the feedback provided by your instructor. Specifically, make certain to include the following elements: 
  • Unit II Article Critique: Incorporate your article critique discussing an emergency support function issue for today’s first responders. 
  • Unit IV Research Paper: This section should contain the research and evaluation of your local hazard mitigation plan. 
  • Unit VI PowerPoint Presentation: Include your presentation, which focused on the evaluation of your community’s hazard mitigation plan. 
  • Unit VII Scholarly Activity: Include your briefing memo. 

APA Style should be followed.

 Case Scenario 

 Read the following case first; then proceed to the next steps. 

Jim and Mary work in the same department for a company. Mary is a new employee. Jim has worked at the company for 11 years. Both employees have the same job title and do the same job. The nature of their work dictates that they have to work together.

Jim believes if something works or if a procedure has been successful then it should not be altered. Jim likes to do things the way they have always been done. His personality is such that he is very outspoken. Because he’s been with the company 11 years, he ”freelances” at times when it comes to company policy is comfortable with his performance. Simply put, Jim thinks he knows how to do things better. He will share his opinion on the best way to complete a task, even if his coworkers do not ask for his input.

Mary tries hard to follow company rules. Mary is a very quiet person and doesn’t say much at work. Mary has conservative and traditional values. So when the policy is that employees must clock in within 5 minutes of the start of their shifts, Mary always adheres to the rule.

Employees are supposed to clock in at their own buildings, but there isn’t any way to check this as the company has employees working at multiple sites.

Jim has developed the habit of clocking in at another building when he is running behind so he won’t be docked for being late. Jim has begun getting late to his work station at least 10 minutes on most days.

At least a couple of times each week, somebody asks Mary where Jim is because they are supposed to be working together.

Mary has been covering for Jim for a long time; however, she now feels that she is being taken advantage of rather than just being a good coworker. She is tired of covering for Jim.

Finally, one morning, Jim is 20 minutes late. Mary has to cover for Jim twice that day. When Jim finally arrives at work, Mary tells him she will not make excuses for him anymore.

Jim says, “Hey, I clocked in at the other building. I’ve been doing that for years so what is your problem? As long as you don’t say anything, nobody will ever know. Just shut the %&# up and do your job.”

Mary feels betrayed and she and Jim start shouting at each other. You are the supervisor and you walk in just as it looks like Jim is going to hit Mary. 

Step 2 Reflection

Ask yourself:

As a team supervisor for this company, what would you do?

After you have thought through your position on this scenario, apply your thinking to this week’s philosophers and complete Step 3 – the writing part of this assignment. (John Rawls)

Writing Part

 In 2 pages, explain how Rawls might suggest that you respond to the scenario of Jim and Mary if he was the supervisor and confronted with this situation. How might he apply consensus and public reason to illustrate his philosophy? Support your analysis with quotes or paraphrases from the philosophers. Use APA format and citation when writing your assignment. 

Step 1: Case ScenarioRead the following case first; then proceed to the neJim and Mary work in the same department for a company. Mary is a new employee. Jim has worked at the company for 11 years. Both employees have the same job title and do the same job. The nature of their work dictates that they have to work together.

Write 7-page single space using the executive summary below, and  reference the attached materials. You may have attachments in the  addendum (create a salary grid from a reputable job, or a job  classification family table. You may use APA or MLA format for citation.  TURNITIN IS USED FOR PLAGIARISM. 

EXECUTIVE SUMMARY

Identify the Problem and Stakeholders

Job classification is the process of placing one or more jobs into a cluster or family of similar jobs. The jobs family is based on lines of authority, duties, and responsibilities of the work or behavioral requirements of the job. Job classification can be important for setting pay rates and selecting employees. Small companies are facing challenges more than ever before. Small companies used to serve local community in the past and that was kind of sufficient for those companies to survive. Nowadays, massive companies are dominating the market and extending to even small neighborhoods that used to be served by small companies. There is then a challenge for those small companies to recruit highly talented employees and create a job classification system in which they can compete with other larger companies. HR professional play a crucial role in creating the job classification systems that those small companies need. Position classification is the foundation document used to assign a position’s title, job duties, compensations, and grade level. Since small companies do not have a wide range of job that can be classified under the same jobs family, they face challenge as each job maybe considered a unique job. 

The impact of this touches employers and employees together as they each need to have a well-defined list of duties and responsibilities. The job classification sets the expectation for both parties and allows for a smooth task to be carried in workplace. 

The paper will finally discuss in details those challenges and how small companies can classify their jobs in order to compete with larger companies who have a more designed system for job classification. 

Research Methodology

For the purpose of this research, two methods, questionnaire and interview will be the first methods to use. Market research about small companies challenge to create job classifications comes third as well as journals from human resource subject will compliment the information needed for the entire research. 

Different Alternatives

Job analysis will be conducted in order to determine what can classified as family job and hence have the chance to create a classification system for those jobs. Also, standardizing the classification based on the job requirements and automate most of the tasks will make easy to classify a job and list the requirements. The use of duties as a mode of analysis may be helpful for such functions as job evaluation and classification or creation of job families. Small companies should strive to create a classification system that simultaneously treats the essential attributes of both jobs and people. Other alternatives based on market research will be in the paper as well.

Review Alternatives

The feasibility of the alternatives will be reviewed in the paper, and each will be given a weight as to how easily it can be implemented. The information used to evaluate the alternatives will be based on researching the market and finding more about how small companies deal with job classification and how they can create a reliable system for the same. 

Final Recommendation

The final recommendation is choosing one of the alternatives as the most appropriate method or creating a job classification based on using information from all alternatives presented.