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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.  

This includes a PowerPoint as well…I’m willing to pay too dollar for 100 this is a final assignment for this course if you aren’t serious don’t accept my offer

Your work with UWEAR and PALEDENIM is coming to a close.

As you reflect on the following final deliverable, you realize that the new values-driven culture, including the code of conduct, represents just part of the change faced by the organizations. Other areas of change include work roles, reporting structure, and key business processes.

The CEOs would like you to recommend a change strategy and process for Theresa and Mike to follow.

Review the scenario for this course, revise Part 1 of the Key Assignment based on your instructor’s feedback, and add an additional 200–500 words to the executive report that addresses the following:

• What change management model (such as Lewin’s, Kotter’s, or ADKAR) should be used, and why?
• What are the set of steps used in the model you chose?
• What can the CEO’ do to address resistance to change during the merger?

Using reliable Internet sources and/or the CSU Online Library, search for and locate a recent court case or lawsuit related to sexual harassment in the workplace. Then, conduct a case study in which you analyze the case, presenting an argument and applicable evidence about your selected court case or lawsuit. Consider the concepts learned in this course as you analyze the case and present your analysis.

Include the following in your paper:

• a brief description of the conduct that precipitated the selected court case or lawsuit and how Title VII protects against this conduct;
• an analysis of the use of the complaint procedure and the employer’s response to any complaints;
• a discussion of preventive steps that could have been used to prevent the harassment from occurring; and
• a summary of the costs to the employer, financial and otherwise, stemming from the lawsuit and the underlying conduct.

Your paper should be a minimum of two pages, not including the title and reference pages. You are required to use a minimum of three sources, one of which may be your textbook as reference material for your case study. Adhere to APA Style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.

Activity #1 (based on the first article)

How is the manager’s role different in the rational goal model and the human relations model ?

Article #1

1) Read Cameron and Quinn’s article, Competing Values Cameron and Quinn’s Competing Values.

Activity #2: (based on the second article)

Describe how HR practices can reflect the organizational culture. Give a specific example of something in your organization that exemplifies or highlights an organizational value. 

Support your position using citations and references. You may want to take a look at the attachment:

Article #2

2) Read the article (in the content below) or follow this link:  Understanding and Developing Organizational Culture.

Creating an argument

What should be included in disaster planning for a large employer in

Annapolis, Maryland, that is concerned about natural disasters such as floods

and snowstorms that might shut down the company and parts of the city?

APA

250 words

well cited

Using your current work organization (or an organization of interest) and a second organization in the same industry as the subject matter expert, research the elements of business, compare and contrast the two selected organizations, and prepare an APA formatted paper that:

• Analyzes the basic legal, social, and economic environment in which the organizations operate
• Analyzes the managerial, operational, and financial issues impacting the organizations including:
  • Company Culture and Performance
  • Promotion Policies
  • Strategic Decisions Making
  • Decision-Making Style
  • Management Style
  • Leadership Style
  • Communication Style
  • Use of SWOT Tool
  • Operations Strategy Framework
• Assesses how the overall management teams perform in terms of the four functions of management.
• Identifies and explains the strong points of the managers.
• Identifies and explains areas in which improvements are needed.  

Be sure to use a minimum of 5 external sources to support your analysis.

• Assignment: Working with your team, create a 1–2-page outline defining how you will present your oral argument.
• What You Need To Know: Re-read some cases and familiarize yourself with the key concepts surrounding sexual harassment complaints.
• Interactive Learning Module: CONTENT
• Review: Review and study the sexual harassment case CapraTek: Capshaw v. CapraTek
• Plan: It is recommended that you rehearse your argument with your team and be ready to answer questions about your position in the debriefing.
• Discussion Overview
  This week’s discussion is ungraded and optional. Post any questions or concerns that you have related to the HR Challenge: Oral Argument due next week.
• What You Need to Know
  This week explores the tasks of constructing and presenting an oral argument. Frequently, human resource professionals must present case facts and fact patterns to executive managers and counselors concerning internal investigations, hiring practices, or workplace issues. How the HRM professional prepares and presents a case provides a platform for employers and counsel to make informed and succinct decisions concerning its viability. Key topic areas this week include information and research sources, use of legal language, case mapping, building case strategy, partnering with counsel, and methods for oral presentation.
  This week, your instructor will schedule a conference call meeting time with your team to discuss and refine your oral arguments as you finalize your presentation. Use this meeting to ask the instructor any questions regarding your argument. Your instructor will also assign a conference call meeting time for your team to present its oral argument in Week 7.
  Cases
  It is recommended that you study the cases this week after analyzing them via the IRAC method, and some cases will be familiar. You shouldn’t need outside research for the HR Challenge: Oral Argument as long as you study the resources for this week.
  • Meritor Savings Bank, FSB v. Vinson, 477 U.S. 57 (1986).
    • Focus area: Extending Title VII to sexual harassment.
  • Crawford v. Nashville and Davidson County, 555 U.S. 271 (2009).
    • Focus area: Title VII and witness retaliation.
  • Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1998).
    • Focus area: Hostile work environment (defense).
  • Faragher v. City of Boca Raton, 524 U.S. 775 (1998).
    • Focus area: Hostile work environment (defense).
  • Oral Argument
    These articles are for your reference since you read them last week.
  • Frey, A. L. (n.d.). Preparing and delivering oral argument [PDF].Appellate Defenders, Inc. Available from http://www.adi-sandiego.com/ 
    • This is a seminal article on preparing for the different parts of an oral argument.
  • National Association of College and University Business Officers. (2010, February 24). Making effective oral presentations. Retrieved from https://www.nacubo.org/Conferences-and-Workshops/Speakers-Corner/Making-Effective-Oral-Presentations 
    • This is general information about making oral presentations that should help you prepare your scripts.
  • Sexual Harassment
  • Branigan, K. S., Nowicki, C. L., Buza, L. A., & Allen, J. S. (2019). Conducting effective independent workplace investigations in a post- #MeToo era.Dispute Resolution Journal, 74(1), 85–110. 
    • This article is about investigating sexual harassment.
  • No defense for quid pro quo sexual harassment. (2017). HR Specialist: New York Employment Law, 12(12), 1–2. 
    • This article defines quid pro quo and how it relates to sexual harassment.
  • Remind managers: They have obligation to report harassment or bias they witness. (2018). HR Specialist: Employment Law, 48(5), 3. 
    • This article explains the connection between harassment and discrimination.
  • Zugelder, M. T., Crosgrove, D. M., & Champagne, P. J. (2018). Sexual harassment prevention after #MeToo: Employers’ need to reevaluate.American Journal of Management, 18(3), 104–112. 
    • This article illustrates two types of sexual harassment, quid pro quo and hostile work environment, plus the employer defenses.
• Review: CapraTek: Capshaw v. CapraTek
  Click CapraTek: Capshaw v. CapraTek to review a sexual harassment case that you will analyze for your assignments in Weeks 6 and 7.

Analyze the case and opinion in Keith v. County of Oakland, 2013 U.S. App. LEXIS 595 (6th Cir.) located in your textbook on pp. 337-342.

Write a case study review of Judge Griffin’s opinion that answers the questions below. Support your review with analysis and evidence from the unit reading and outside sources.

• What are the legal issues presented in this case? Did the plaintiff establish a valid claim of failure to reasonably accommodate? What did the appeals court decide?
• What accommodations was Keith requesting? Was it reasonable? Support your opinion with an argument based on the course concepts and existing legal evidence or precedents.
• Did the county follow the interactive process required by the Americans with Disabilities Act (ADA)? What did they do well? What could they have done differently?

Your paper should be a minimum of two pages, not including the title and reference pages. You are required to use a minimum of three sources, one of which may be your textbook as reference material for your case study. Adhere to APA Style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.

Respond to the following in a minimum of 175 words: 

• Both employers and workers frequently misunderstand the difference between an employee and a contract worker. Discuss the differences between an employee and an independent contractor. Consider the legal and ethical considerations in misclassifying the worker. Do recent differing court decisions about Uber and Lyft drivers impact the classifications as to who is and who is not an employee.