Please read and respond to the attachment.

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

KPI Selection

Badawy, Abd El-Aziz, Idress, Hefny, and Hossam (2016) stated that many organizations are using the wrong metrics that they call key performance indicators. Instead, they offered four types of performance measures:

1. Key result indicators (KRIs): it tells you how you have achieved in a perspective or critical success factor.
2. Result indicators (RIs): tell you what you have done.
3. Performance indicators (PIs): tell you what you must do.
4. KPIs: tell you what to do to highly increase performance. (p. 47)

For this assignment:

• Interview someone you know who is currently working on a project.
• Discuss the project success factors, what has been accomplished to date, what is left to be done, and what your interviewee thinks might increase performance on the project.
• Find out what types of metrics are being used and if, in the opinion of the interviewee, they are useful.

In your written paper, consolidate what you learned in your interview and provide a synopsis of the information in less than one page. The interviewee may remain anonymous if requested. While the interviewee may remain anonymous, the organization should be an actual one with which you are familiar and noted in the paper. In the remainder of the paper, suggest whether the metrics being used are KRIs, RIs, PIs, or KPIs, and why, and if you were to recommend a change to more effectively report on the project what KRIs, RIs, PIs, or KPIs would you suggest.

Paper Requirements:

• Be sure to properly organize your writing and include an introductory paragraph, headings/subheadings for the body of your work, discussion recommendations, and a conclusion.
• Format your entire paper in accordance with the CSU-Global Guide to Writing and APA.
• Your paper should be at least five pages. The page count does not include the required title page and reference page, nor does the page count include any supplemental pages, should you use them, such as appendices.
• Prepare your work using at least one of this week’s required readings and one outside reference (a peer-reviewed scholarly article published in the past five years). The CSU-Global Library is a good place to find these resources. The Library offers this Project Management Resource Guide to assist you with research and writing.

Reference

Badawy, M., Abd El-Aziz, A. A., Idress, A. M., Hefny, H., & Hossam, S. (2016). A survey on exploring key performance indicators. Future Computing and Informatics Journal, 1, 47-52.

Respond to the following in a minimum of 175 words:  

• This week’s reading material covered major provisions of Title VII and the Civil Rights Act of 1964. Discuss ways an employer can minimize liability of discrimination based on race, color, or national origin.  How do the Black Lives Matter movement as well as disputes over immigration impact these issues?

Outline a five (5) step plans for designing a performance management program in your current organization or a selected organization of your choice. Elaborate upon each step.

Recommend two (2) best practices for evaluating an individual’s or team’s performance. Decide on two (2) reward systems that are best aligned with increased performance of the individual or team. Provide a rationale for your response.

 Assignment 2: Persuasive Memo Due Week 6, Sunday (Weight: 25%) As a leader, there will be times when you will need to convince your audience about your point of view, whether you are selling a product or relaying information. Knowing how to convince people of your perspective is a valuable skill. In order to do this effectively, you must learn the art of persuasion and communication. For this assignment, you will apply key concepts from Week 5 to write a persuasive Memo. Choose ONE of the below scenarios that you feel passionate about. Think about how you will convince your executive leadership team to buy into your point-of-view on your chosen topic. 1. The office dress code at your company is strictly business attire and the employees feel that business casual is more appropriate for your company culture. You have been designated as the spokesperson to approach the executive leadership team about this proposed change. How will you persuade them to buy in to your recommendation? 2. Your boss discourages remote working although it is allowed in other departments, which is starting to impact the morale of your team. How will you persuade him or her that increased flexibility will be beneficial to the productivity of the team? 3. There is an opening on the leadership team at your company. There are several internal and external candidates applying for this job besides you. How will you persuade your boss that you are the best candidate? Instructions: • Review your Week 5 readings • Create a Memo of 2 to 3 pages, addressed to the executive leadership team or to your boss, depending on the scenario that you chose. • Use the Outline below to structure your Memo: 1. Write a “Hook” to get your audience’s attention (1-2 paragraphs) 2. Tell the story/create a connection (1-2 paragraphs) 3. Identify the benefits of your point-of-view (1-2 paragraphs) 4. Back it up with facts and data (1-2 paragraphs) 5. The Ask: State clearly what you are asking for (1-2 paragraphs) 6. Closing: Describe the proposed next steps (1-2 paragraphs) 

 Professional Formatting Requirements: Your assignment should follow these formatting requirements: • Typed, single spaced, with a blank line between paragraphs, professional font (size 10-12) • Includes headings and subheadings (to identify main topics and subtopics), with one-inch margins on all sides • Do NOT include a standard Cover page. Instead, on the first page, start your Memo with the following headings aligned to the left: o TO: Fill in Decision Maker’s Name o FROM: Fill in Your Name o DATE: Fill in the Due Date o RE: Insert a Subject Line to Capture the Reader’s Interest • Application of course material or other resources is needed. References must be included and provide appropriate information that enables the reader to locate the original source. Use the Writing Standards Guide in Course Documents to guide you in the formatting of your citations. • The length of 2 to 3 pages does not include your References page 

Overview

Read the details of the Larson Property Management Company case  scenario on pages 114–115 of the textbook. The Chief Executive Officer,  Mr. Larson, and the Chief Financial Officer, Ms. Johnson, would like to  increase the efficiency and effectiveness of the HR functions, as well  as reduce overall HR costs. Mr. Larson and Ms. Johnson would like you,  the HR Director, to serve as the change agent of the project. In this  assignment, you will develop a plan and analysis (the planning and  analysis phases of the systems development life cycle [SDLC]) of the  current business based on the details of the scenario.

Instructions

Write a 2–3 page proposal, in which you do the following:

Introduction and Plan

1. Detail the current situation for the company, focusing on the  issues that the organization is currently facing from using a legacy  HRIS. Explain your plan for moving forward to address these issues.

Needs Analysis

1. Based on the issues the organization is currently facing,  identify the new system needs. Identify change team members who will  help identify system need, and specify their role and responsibilities.

Interview, Questionnaire, Observation, or Focus Group

1. Determine how additional data will be collected regarding  system needs. Determine how the change management team will collect data  during the exploration phase. Specify whether team members will use  interviews, questionnaires, observations, and/or focus groups to collect  data from end users. Provide at least five essential questions that  will be asked of end users via interview, questionnaire, observation, or  focus group.

Conclusion

1. Explain two to three reasons why the company would benefit  from adopting an HRIS. Focus on how the HRIS would address the current  HR needs of the organization.

Resources

1. Use at least two quality academic resources in this  assignment. Note: Wikipedia and similar websites do not qualify as  academic resources.

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.

The specific course learning outcome associated with this assignment is:

• Develop a plan for conducting an HRIS needs analysis.

Five Phases

After reading this week’s assigned articles, submit a two- to four-page, APA-style paper that summarizes each phase of the project lifecycle and analyzes how each phase could support the organization’s business strategy.

Your paper must include a title page and a reference page, which are not included in the page length requirements. A minimum of one to two sources, including the textbook, must be used for this assignment.

Part 1 Ethical Challenge
Ford Motor Company Responds to Ethical Challenges

Ford Motor Company was founded by Henry Ford, an inventor and entrepreneur, on June 16, 1903, in Detroit, Michigan. The Model-T became one of the most popular vehicles because it was inexpensive. During this era, he opened a factory in Canada, making the

company a global transportation leader. His moving assembly line for manufacturing was to revolutionize the auto industry.

In July 1919, the Ford family bought out all nonfamily shareholders, making them the sole owners of the company. Ever since, all Ford Company Chairmen/CEOs have been direct descendants of Henry Ford. It is the fifth largest family-owned business in the world. Today, Ford remains one the world’s top automobile companies. In 1927, Chevrolet surpassed Ford in the number of cars sold, and a rivalry continued for the next 100 years. The Ford Focus was the world’s bestselling automobile in 2013.

The Ford Company mission also known as the vision statement is “People working together as a lean, global enterprise to make people’s lives better through automotive and

mobility leadership.” Today, Bill Ford is Executive Chairman; under his leadership, the company was named the Best Global Green Brand among all companies in the world in 2014, and one of the World’s Most Ethical Companies for the eighth year in a row in March 2017.

In 2017, Mark Fields was forced out as CEO, after a 40 percent drop in share price over the past three years. Chairman Bill Ford immediately appointed Jim Hackett to replace him. Prior to this appointment, Hackett served as Chairman of the Ford Smart Mobility LLC subsidiary. Hackett’s growth strategy is to take the carmaker from conventional production to new kinds of vehicles and new advanced manufacturing processes that include ridesharing and

autonomous vehicles. His strategy is to move from a traditional car company to a more flexible and technologically advanced mobility company.

Hackett’s management strategy is to cut costs, focus on trucks and SUVs, and move some manufacturing, including the Ford Focus, to China. Ford will cut internal combustion

engine spending by one-third while moving these resources toward electrical technology with a goal to add 13 new electric cars by 2020. Ford has pledged to redesign its factories and add 3D printing, robotics, and virtual reality tools to speed up design for development and production of all product offerings.

Ford will explore emerging markets as they seek new ways to address urban congestion and park and ride desires of the driving public. Recently, the company acquired Chariot, a crowdsourced shuttle service, and opened the company’s Smart Mobility Innovation Office in London, which will target near-term development of smart mobility technologies while focusing on the specific requirements of European cities. Hackett plans to push Internet connectivity and promises that 100 percent of new U.S. vehicles will have the capability. It will include Wi-Fi

technology that is critical for driver assistance systems and autonomous vehicles. Ford’s biggest competitors are Tesla, Google, and Uber.

Henry Ford said “there is a most intimate connection between decency and good business.” The company has a strong code of conduct; it is published in the Ford Code of Conduct Handbook. It focuses on ethical risk, provides guidance on how to recognize and deal with ethical issues, and provides policies and methods to report unethical conduct and to help create a culture of accountability and honesty. It also provides an online reporting system as well as questions and answers.

The handbook covers the workplace environment; gifts, favors, and conflicts of interest, use of company assets and data safeguarding integrity of financial records; product quality; safety and environmental matters; intellectual property; working with the governments political activities; competition and antitrust laws; and international business practices. The

Ford Code of Conduct Handbook provides a list of items employees are forbidden to accept: gifts from those who do business or wish to do business with Ford (unless under a $50.00 value), including cash, discounts on products (unless offered to the whole company), and tickets that do not meet entertainment requirements. The company has strict guidelines on international business and maintains strict oversight over its global operations and provides an online global ethics training program for employees, written in 13 languages.

Even with a strict Code of Conduct, Ford has encountered problems through the years. In 1970–1980 while sales of the Ford Pinto were high, design issues arose regarding placement of the gas tank behind the rear axle instead above it. Bolts were added, which increased the likelihood of a puncture in the tank and causing a fire. In 1977, the flaws were made public in a

Mother Jones article criticizing Ford’s decision-making process for the product. The flawed design cost Ford Motor Company $125 million in compensatory and punitive damages.

The verdict remains controversial even after many appeals as Ford maintained the Pinto was safe and only involved in 1.9 percent of fatal accidents and less than half were the result of rear-end collisions. A California Court of Appeals upheld the original verdict although the amount of punitive damages was reduced to $3.5 million. Ford was found by the jury to be negligent. Later Ford engineers indicated that management was not made aware of the design problems because of a company culture of firing the bearers of bad news. Ford’s reputation

was significantly impacted when the jury viewed Ford was more interested in saving money at the expense of society.

Another embarrassing Ford ethics issue involved Firestone/Bridgestone tire company in 1998. A State Farm Insurance investigator studied claims and discovered tire tread failure with

the Firestone tires, which was then reported to the National Highway Traffic Safety Administration (NHTSA). Almost 84 percent of the tire retread issues were found on Ford vehicles that were manufactured at the Decatur, Illinois, plant. Further investigation revealed the plant did not have adequate air conditioning which directly impacted the adhesive properties of the tire. Old equipment combined with temperature-control problems led to the safety issues. The Ford Explorer recommended a lower tire pressure, and many felt it contributed to the Ford Explorer rollover problems and tire tread failure. Firestone issued a tire recall, and Ford implemented a tire replacement program that affected 1.3 million tires. Each company blamed the other for the problems that ultimately severed the long-term business relationship the two companies had.

Ford was criticized for lack of due diligence and should have had more quality control over their vehicles. Ford also failed to acknowledge to the public that they had identical problems with the Ford Explorer in foreign countries. This resulted in their stock price decline, loss of consumer faith, and ultimately cost the company more than $1.3 billion.

Sustaining Sustainability—Ford Motor Company has made a commitment to sustainability; they created the Sustainable Work Force that focuses on strategic hiring, training, protection, safety, and health care. Ford has a policy for safeguarding human rights and working conditions as they seek to be a good corporate citizen. They also encourage their

suppliers to develop and enforce similar polices for their own suppliers and subcontractors. Sustainability creates an opportunity for engagement, collaboration, and innovation. Ford has created an employee wellness and well-being program and expanded benefits beyond the traditional ones, including increased paid leave time.

The company is a strong supporter of employee diversity and education. An employee program called Ford Interfaith Network was created to help employees learn about and respect different religious beliefs and customs. Every year, Ford holds a National Day of Prayer at its world headquarters and invites employees of all faiths, ethnicities, and religion to participate. The company also created GLOBE to support a safe and supportive work environment for gay, lesbian, bisexual, and transgendered employees. Employees are encouraged to participate in health risk appraisals and health promotion programs.

Community Sustainability—Ford employees gave 204,000 volunteer hours in 2016 working in poverty areas. The Ford Global Day of Caring volunteers engage in building projects in communities through the world. Ford Community Day is a fair for the public that introduces

the customer to their product line. Local Ford dealerships sponsor major events and initiatives. The Ford Partnership for Advanced Studies (Ford PAS) is an academic program that has students, teachers, and community leaders providing free tutoring to participants. In 2016, Ford provided $32.8 million to support Community Life, $18.4 million for education, and $7.7 million for driving safety programs.

The Environmental Sustainability Program for Climate Change addresses ethical business practices, product carbon footprint and fuel economy, customer satisfaction, product quality and safety, supply chain management, assessment, capacity building and performance, and

government regulations. Ford was named to CDP’s Water A List for corporate water stewardship for the second year in a row. Ford’s Value Chain includes product design that addresses the impacts at every stage of the automotive life cycle, from use of natural resources and materials to product quality and safety. Ford tries to use sustainable materials throughout

the manufacturing process. They also hold their suppliers and subcontractors to the same standards they adhere to.

Conclusion—Ford today has operations in more than 100 countries and works to maintain the core values of improving performance while addressing social, economic, and environmental challenges while living in compliance within the Ford Code of Conduct Handbook. There will always be new ethical issues, and Ford will need to continue to access risks and respond to new challenges.

Question:

How has Ford made ethics an important part of its culture?

Module 6: Discussion Forum

Creating an engaged workforce, while considering today’s changing work environment, can be a challenging task for HR professionals. In the past, organizations have been transactional. Today, many organizations believe it is necessary to engage employees while also continuously scanning the environment for organizational impacts.

Organizations need to remain relevant. Leaders must visualize organizational strategies and how to ensure organizational success, while involving employees in change processes. Motorola is a company that was founded in 1929. During its inception, Motorola manufactured home radios, though things have changed throughout the years:

1937 – Phonographs

1963 – Cabinet/furniture style console stereo sets

1964 – Motorola televisions

1964 – 8-track tape players for automobiles

1973 – Electronic organ

1984 – DynaTAC vehicular cellular telephone

1993 – Digital paging systems

1994 – Introduced iDen digital radio

2000 – World’s first GPRS cellular phone

Every few years there was a new technology and strategy created by Motorola. For this discussion, describe how employee engagement can impact the changing business environment. Explain how employees can lead change.

Answer the above using the question and answer (Q&A) format.  The Q&A format should include the original question along with your response. Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from  CSU Global online library or the Internet, and provide the full citation at the end of your post. Use APA guidelines (at the CSU Global Writing Center )  to format your references. Your total word count must be at least 300 words excluding the original questions.

After  watching all the films in Week Two’s content (with the exception of The  Birth of a Nation) discuss at least 5 storytelling/narrative/plot  devices or editing choices that you have seen in recent films or TV  shows. How did these devices or choices help drive the story? Then link  those narrative techniques to the films you watched.

For example: In The Gilded Cage (1915) we see a classic Cinderella  story in which Marie the stepdaughter is treated like a servant compared  with Eloise. We also see a classic story about marrying for wealth vs  love. Both of these themes are common plot device in today’s tv shows  and films.

Respond to at least two of your fellow classmates.