MG401 Unit 3mAssignment

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  1. When good people do bad things, what are the different methods they use in minimizing personal moral responsibility? Briefly describe at least four such methods.
  2. Leaders create and sustain ethical climates in organizations through five “fronts” of leadership. Identify and describe these fronts and discuss how they relate to an ethical climate in an organization
  3. Write a description of the FFM or OCEAN Model of Personality. Explain each of the five personality dimensions and what aspects of a person’s behaviors each dimension most likely affects.
  4. What is intelligence? What is the relationship between intelligence and leadership?

responses

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CLASSMATE 1

Discussion 8

Topic: How does a leader set a sense of urgency for change in an organization?

To improve things, change is introduced and learning makes it possible to make the change. Change is a process through which people and organizations move as they gradually learn, come to understand, and become skilled and competent in the use of new ways (Hall & Hord, 2015). Embracing change can be beneficial for organizations, especially since things in the world are constantly changing. Therefore, it is imperative for leaders to act as agents of change. Change Agent is defined as an individual whose “job is to engage with the user system and prospective adopters to introduce and encourage adoption of the innovation” (Hall & Hord, 2015). In simpler terms, an agent of change is an individual that that seeks to increase effectiveness within an organization.

From my experience, most staff members are resistant to consistent change. It, also, makes it more difficult when the consistent change is mandated. Teamwork and collaboration are huge factors that contributes to the success of the company. When the staff are included in the decision making process, it makes the transition more comfortable. “Leadership is a set of processes involving creating a vision of the future and a strategy for getting there” (Kotter, 2010). In regards to establishing a sense of urgency, change one of John Kotter’s 8 Stages of Organizational Change, details the significance of motivating staff to change (Hall & Hord, 2018). As there cannot be a leader without followers, leadership involves interpersonal influence. The leader has the ability to motivate others to get involved with achieving a common goal. Leadership involves the leader being goal directed and action oriented. Therefore, leaders play an active role in groups and organization by using influence to guide others through a certain course of action. It is the leader that sets the tone of the work environment. When the leader embraces and encourages change, the staff will follow suit.

Hall, G. E. & Hord, S. M. (2015). Implementing change: Patterns, principles, and potholes (4th ed.). Upper Saddle River, NJ: Prentice- Hall.

Kotter, J. (2013). The Key Differences Between Leading and Managing. Retrieved from https://www.youtube.com/watch?v=SEfgCqnMl5E&list=PLRA49gaKoVqOdc28ycg8rgTOC6tNoxKP0&index=12)

CLASSMATE 2

Change is inevitable and must occur (David & David, 2017). Businesses cannot remain the same as competitors are constantly shifting their practices to improve productivity and customer satisfaction. It is imperative that leaders do not become complacent. Being complacent can hinder the organization from growing, expanding, and increasing productivity. Leaders must consider having competitive rates, excellent customer service, deals, etc. to stay in competition with others. Leaders and employees want to envision change as something positive that than an anxious event or a pessimistic way (David & David, 2017). Organizations must be able to recognize the urgency for the need to change. Kotter 8 step model for leading change discusses leaders creating a sense of urgency. 

Kotter and Cohen (2012) mentioned that creating a sense of urgency will require leaders to make bold or risky decisions. Leaders in the position must be okay with making difficult decisions even if others in the organization do not approve of it, as long as it benefits the whole organization. Leaders can create a sense of urgency by recognizing that change needs to occur within the organization. Once the leader realizes that change needs to occur, it is important for leaders to assess what needs to change. Leaders want to ensure that they prepare efficiently and effectively for the change that needs to occur. Communicating the change to the team will be a vital step in ensuring that the change is implemented accurately. Once the change is implemented, it will also be important to track the progression of that change and whether the organization is improving or deteriorating from the change. It is always vital to assess the needs of the organization, for things change, and sometimes change quickly. Leaders want to ensure that they are aware of what is needed to generate effective productivity and overall job satisfaction. As mentioned above, change is inevitable; therefore, leaders want to be aware of when a change needs to occur, how often it occurs, and the outcome of the occurrence.

David, F. R., & David, F. R. (2017). Strategic Management: A Competitive Advantage Approach. Florence: Pearson.

Kotter, J. P., and Cohen, D. S. (2012). Leading Change. Boston, M.A., Harvard Business School Press.

HRMN 7

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Question #1

Piderit (2000) believes that the definition of the term resistance must incorporate a much broader scope. She states that “a review of past empirical research reveals three different emphases in conceptualizations of resistance: as a cognitive state, as an emotional state, and as a behavior” (p. 784).

The notion that employee resistance can be overcome cognitively suggests that negative thoughts or beliefs about the change exist. Piderit sites, “Watson (1982) who suggests that what is often labeled as resistance is, in fact, only reluctance. Armenakis, Harris, and Mossholder (1993) define resistance in behavioral terms but suggest that another state precedes it: is a cognitive state they call (un)-readiness” (2000, p. 785).

Others attempt to define employee resistance based on the emotional factors exhibited as a result of organizational change. From their early study, Coch and French (1948) acknowledged aggression and frustration in employees as the emotional factors that caused undesirable behaviors and resistance to change. Argyris and Schon (1974, 1978) noted that resistance to change is a defense mechanism caused by frustration and anxiety (Piderit, 2000).

The final aspect of Piderit’s conceptualization focuses on individual behavior in an attempt to define employee resistance to change. She cites Brower and Abolafia (1995) who define resistance as a particular kind of action or inaction. Ashforth and Mael (1998) define resistance as intentional acts of commission (defiance) or omission. Shapiro, Lweicki, and Devine (1995) suggest that willingness to deceive authorities constitutes resistance to change (2000).

Piderit (2000) claims that: although these conceptualizations of overlap somewhat, they diverge in important ways. Finding a way to bring together these varying emphases should deepen our understanding of how employees respond to proposed organizational changes. Each of these three conceptualizations of resistance – as a behavior, an emotion, or a belief – has merit and represents an important part of our experience of response to change. Thus, any definition focusing on one view at the expense of the others seems incomplete (p. 785).

According to Dent & Goldberg (1999), individuals aren’t really resisting the change, but rather they may be resisting the loss of status, loss of pay, or loss of comfort. They claim that, “it is time that we dispense with the phrase resistance to change and find a more useful and appropriate models for describing what the phrase has come to mean – employees are not wholeheartedly embracing a change that management wants to implement” (p. 26).

Taken from : Resistance to Change

IN YOUR OWN WORDS:

What is your understanding of these three types of resistance (use your own words)? Give an example of each type.

Required Reading 

 https://www.newfoundations.com/OrgTheory/Bolognese721.html  

HUMAN RESOURCE ASSIGNMENT #2

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Assignment 2

Please read ALL directions below before starting your assignment. You may find it helpful to print a copy and cross off or highlight as you complete each expectation. Good luck! 

HRMN300 Assignment 2 – Summer 2020

INSTRUCTIONS: 

  • Please submit your assignment as an      attachment in your assignments folder. 
  • Your assignment cannot be accepted via      messages, email or conferences. 
  • You must submit to the assignment link by      the due date stated in the syllabus for credit. A missing assignment will      be assigned a 0. 
  • Respond to all three questions below on a      new, blank word processing document (such as MS Word). 
  • Develop each answer to the fullest extent      possible, discussing the nuances of each topic and presenting your      arguments logically. 
  • In addition, include citations from the      class content resources in weeks 1-6 to support your arguments. 
    • Each answer should be robust and developed       in-depth. 
    • You are expected to demonstrate critical       thinking skills as well as an understanding of the issues identified. Some       questions may also require personal reflection and practical application       Your responses will be evaluated for content as well as grammar and       punctuation. 
    • All writing must be your original work. PLEASE do not copy or quote anything. Sources are just that, a reference. Once you locate       the information, read and interpret the data. What does it mean to you?       Type your own thoughts and own words. Then, include in-text citations       to support your ideas. This is       not a research paper.  

FORMAT: 

o Include a Cover Page with Name, Date, and Title of Assignment.

  • Do not include the original question, only      the question number.
  • Each response should be written in complete sentences, double-spaced      and spell-checked. Use 12-point Times New Roman font with 1-inch margins      on all sides. Include page numbers according to APA formatting guidelines.      
  • In addition, you will want to include      citations in APA format at the end of each answer. Include a      minimum of 3 references for each answer. References must be from class      materials. 

Question 1:

Developing employees is different than training employees, though human resource functions often tend to group these activities together. Training and development are not always mutually exclusive, though they do have a different focus. Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs. In your own words, describe and provide at least one example of each of the following: 

a) the difference between employee development and training programs; 

b) how training programs can be used to support employee development; 

c) how training and development support career planning.

Question 2:

A) Imagine that you are preparing for your first performance feedback session with your employee. You want the session to be effective for the employee, so he/she will have the motivation and knowledge to improve performance. You also want to provide a valid, accurate evaluation of the employee’s performance. What are the steps that you would take to prepare for the session? What sources of data would you consider? Be specific and complete…I am looking for a detailed plan and not just a couple of quick sentences.

B) Assume the role of the employee. How would you need to prepare for your performance evaluation meeting? 

Question 3:

A) Define and discuss in detail the two types of sexual harassment found in the workplace. Your answer should include the actions employers can take to create a legal defense and the actions a person subject to this type of treatment or who witnesses these actions can take. 

B) Evaluate the sexual harassment policies of your organization and the role of the human resource manager. How were they communicated? How were employees trained? Discuss three ideas to improve effectiveness in reducing cases of sexual harassment. 

I have to use course material. Below are the only links I can use. 

Recommended

Recommended readings:

Recommended readings:

6A

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For this assignment, you will utilize the online Library to search for information about nonprofit organizations that volunteer during times of disaster. You will choose one, and write a case study that contains a review and analysis of the organization. Your paper should address, at a minimum, the following points.

  • Include the mission of the organization and the sources of its funding. 
  • Explain how the organization interacts with governments.
  • Give examples of how the organization has assisted in disasters.
  • Share your opinion on why people volunteer with this particular organization.
  • Explain the effect volunteering with this organization has on volunteers and the community.

  • Your case study should be a minimum of three pages, not including your title and reference pages. You must use at least three sources,  All sources used should be cited. Your case study and all references should be formatted in APA style.

Case Study: Understanding Process Measurement Variation

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Case Study: Understanding Process Measurement Variation

Introduction

For this assignment, you will conduct an experiment then create supporting visuals to be placed in a PowerPoint presentation of your findings. Your presentation should be easy to read and have a consistent design theme throughout. Please complete the first four chapters in the following LinkedIn Learning course on PowerPoint essentials before creating your presentation:

To help you learn about measurement variation, try this experiential learning exercise. (We are indebted to Alan Goodman, DuPont Company, Wilmington, Delaware, for bringing this exercise to our attention.)

Scenario

UPDATE: Due to COVID-19, students will NOT be collecting their own data for this assignment. Instead, your instructor will share the data sets with you.

You have started a new business providing height measurements of humans. Your customers expect accurate and precise measurements. You offer two methods of measurement: a yardstick or meterstick, and a tape measure. You must test the two methods to evaluate their performance and provide the results to your customers.

For this experiment, you will need the following:

  • A yardstick or meterstick.
  • A tape measure.
  • Access to a single entrance door that is six feet or taller.
  • Twenty or more individual participants.

Instructions

Method 1

You will test Method 1 in this way:

  1. Ask each participant to measure the height of the entrance door using the yardstick or the meterstick.
  2. The participant will report the measurement to you or someone you have designated as the data collector. If the participants are together, make sure that they don’t reveal their answers to anyone but the data collector.
  3. Tabulate the data and plot each measurement on a run or sequence chart. No deviation from the prescribed method is allowed.
Method 2

For Method 2, you may use the same or a different set of participants and the same entrance door or another door.

  1. This time, the participants will use the tape measure in any way they desire.
  2. Again, each person silently reports the measurement of the door to you or a designated data collector.
  3. Tabulate and plot each data point as in Method 1.

PowerPoint Presentation

Create a PowerPoint presentation in which you complete the following:

  1. Compare the accuracy and precision of the two methods using graphical and analytical methods.     
    • Develop a flow chart for each method in which you specify the key problems that might be present.
    • Develop the supplier, input, process steps, output, and customer (SIPOC) model to analyze the process of both methods.       
      • This may also be done in the flow chart. (Please reference these instructions on how to create a flow chart in Microsoft Word.)
  2. Identify the method that was most accurate. Provide a rationale for your response.
  3. Analyze the flow chart and SIPOC model to identify opportunity for improvement (OFI).     
    • Next, categorize whether the OFIs are caused by special causes or common causes variations. Provide a rationale for your response.
    • Identify which method of measurement you would recommend. Explain why.
    • Discuss whether different methods should be used under different circumstances. Consider the role of different customer segments.
  4. Discuss the feelings the participants experienced when using the two methods.     
    • Describe the differences between the two sets of feelings.
    • Assess whether these differences are important. Provide a rationale.
  5. Use Basic Search: Strayer University Online Library to identify at least two quality references to support your discussion.

Additional Requirements

Your assignment must meet these requirements:

  • PowerPoint presentation of at least eight content slides with responses to numbers 1 through 4 above.
  • Presentation includes a reference slide and a cover slide with the title of the assignment, your name, the professor’s name, the course title, and the date.     
    • Note: The cover and the reference slides are not included in the required minimum number of slides.
  • Formatting of the slides should be consistent and easy to read.

Assignment 2: Complementary Partners

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Imagine you are working with a partner to plan and host a workshop on leadership. There will be 100 people attending. Within this assignment you will be creating a document that discusses the main components of leadership and corporate culture.

Write a three to five (3-5) page paper in which you:

Address a key leadership trait that can assist in managing conflict.

Discuss a tool or strategy a leader can adopt for improving communication within the organization.

Describe some methods for motivating employees and improving behaviors within the workplace.

Format your assignment according to the following formatting requirements:

The specific course learning outcomes associated with this assignment are:

Describe the primary functions of management (planning, organizing, leading, controlling) and the associated skills, tools, and theoretical approaches that can be used to accomplish these functions.

Explain the principal theories of leadership and motivation, and describe the fundamental considerations in managing and motivating individual and group behavior.

Describe actions to improve communications, manage conflict, develop strong organizational culture, and improve the ethical behavior in organizations.

Use technology and information resources to research issues in management concepts.

Write clearly and concisely about management concepts using proper writing mechanics.