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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.  

Review the case study “Alaska Airlines: Navigating Change” and then complete the following: (a) State what actually occurred in the case regarding Kotter’s steps 5 and 6 of empowering employees for broad-based action and generating short-term wins, and (b) address each of the critical elements for Section II parts E and F in your change effort analysis. Make sure to include your recommendations for implementing Kotter’s steps 5 and 6.

E. Enable Action by Removing Barriers

1. Identify the forces, barriers, and hindrances to the organizational change effort, and describe each.
2. How can resistance be recognized? How will you eliminate resistance or mitigate its impact on the implementation of the change plan?
3. Describe actions that will enable and empower employees to help drive the change effort.

F. Generate Short-Term Wins

1. Determine how you will generate short-term wins. How will you reward these wins?
2. What can be gained from short-term wins? Support your response.

nstructions:

• Research a current event article related to the assigned topic. Students should focus their research on relevant HR trade publications such as HR Magazine and Workforce Magazine. Please note – students may not select articles already provided as resources on the HRM3010 Research Guide.o Topics: Job Offer Process• Prepare a two-three paragraph summary of the article.• Explain in an additional two-three paragraphs your understanding of the article as it relates to the assignment topic.• Explain in an additional one-two paragraphs whether you agree or disagree with the author and why.• Explain in the final one-two paragraphs how knowledge of this topic will help you in your future HR career.

Format: The completed assignment must be prepared in APA format, including the title page, reference page, and in-text source citations. The Article Review will consist of 6-10 paragraphs of body – approximately 1000-1500 words total, not including title and reference pages.

While 360-degree appraisals have many advantages, they are not for every employer or every type of employee.

Read Sections 8.2c Who Should Appraise an Employee’s Performance? and 8.2d Putting It All Together: 360-Degree Evaluations in your textbook.

For your initial post,

Imagine you are an HR manager for a company that has a large call center. The call center manager wants your help initiating a 360-degree appraisal for his call center representatives. In your initial post, discuss whether you would encourage or discourage this and why. Describe what conditions would need to be in place in order for a 360-degree appraisal process to be effective with the call center staff.

    Please follow directions and answer all questions for the assignments.

 Discussion 2 : There  is a pattern

Consider the following scenario:

  You work as the director of a local human service agency that provides services for pregnant teens. You’ve just been handed the results from last month’s client satisfaction survey. You notice that a number of surveys show low ratings indicating a longer than normal waiting time between scheduled appointments. From your perspective you have observed staff beginning scheduled client meetings on time and have not observed any congestion of clients in the waiting room.   

Address the following in your discussion: Is there a pattern here? What do you know and what don’t know when considering the results of the client satisfaction survey. Be specific. Give examples.

                                                             Discussion 2 Gathering Data

Consider the following scenario: You have gathered data for your human service agency, a food pantry that provides food for a small community. The food pantry is new to the community. Some of the data gathered includes information about client’s age, ethnicity, gender, religious affiliation, income, family size favorite football team, favorite color, personal hobbies and interests and favorite books and television shows.

Address the following in this week’s discussion: Identify which data is important and why. Explain how you will use this data to help develop and implement the service delivery for the newly developed food pantry. Be specific. Give examples. 

Instructions:

Write a page with resources in APA format. Explain the termination step in the project management life-cycle and ways to ensure and control effective ways to evaluate each stage, so that the termination stage is successful. Feel free to use examples that may relate to the organization that you work for or the one you will choose for the research paper.

In this assignment, read Case Study 12.1 – The Problems of Multitasking located in the Pinto (2009) text.

• Present a case analysis 2000 word paper in length, not including the cover page and reference section.
• Your discussion is to wrap around questions one through three (1-3) located at the end of the case.
• You are to use a minimum of 7 sources as is required in accordance with APA standards.
• Be sure that you integrate the principles learned thus far in the course.

Identifying Microaggressions in Your Local Area

A member of the racial, ethnic, or cultural population group you selected in Unit 4 discussion is relocating to your local community. Consider the experiences of your selected racial, ethnic, or cultural identity population with living in your community:

• Explore the community and find all of the everyday resources needed for this racial, ethnic, or cultural population group to make a life in your community. (For example, grocery store, doctor, place of worship, gym, library, barber, hair stylist, shopping mall, school, social club, and a newspaper that reflects the racial, ethnic, or cultural group’s point of view and interests.)
• Describe the demographics of your community. Include information on the selected racial, ethnic, or cultural group’s percentage within the community.
• Visit your local grocery store, pharmacy, and shopping mall. Are there products, goods, and services that readily address your racial, ethnic, or cultural group’s sensibilities?
• Is this racial, ethnic, or cultural group represented in the pictorial images found in stores, billboards, and local publications? If so, do the images represent intragroup diversity (age, gender, socioeconomic status, et cetera)?
• Is this racial, ethnic, or cultural group represented in the local professional community (doctor, dentist, lawyer, judge, accountant, teacher, et cetera)?
• Is this racial, ethnic, or cultural group represented in the local business community as business owners?
• Is this racial, ethnic, or cultural group represented in the local government (city council, mayor, et cetera)? If so, does the percentage of government representation match the percentage of the population?
• If your racial, ethnic, or cultural group visited the public library, would they find a robust collection of titles dedicated to the interests of the racial, ethnic, or cultural group or written by members of this racial, ethnic, or cultural group?

Discuss your findings for your community observation. Compare and contrast your findings for your community observation with the discussions in the Sue text (2010), Chapters 7, 8, and 9.

Job Analysis and Competency Modeling

Review this week’s readings on job analysis and competency modeling, and comment on the applicability of the methodologies for determining required knowledge, skills and abilities for three different types of positions: administrative and professional positions, supervisory and entry level management positions, and executive positions. For which types of positions are job analysis and competency modeling most applicable? When, and under what conditions, are job analysis and competency modeling most effective as strategic tools? Explain your answer, referencing course readings and other academic sources. (Must be at least 300 words and use at least 3 references below.) 

References:

Mason, C., & Lin, L. (2008). The application of a streamlined job analysis to human resource systems: Important considerations, best practices, and lessons learned. Paper presented at the 22nd annual meeting of the Society for Industrial and Organizational Psychology, San Francisco, CA.

Sanchez, J. I., & Levine, E. L. (2009). What is (or should be) the difference between competency modeling and traditional job analysis? Human Resource Management Review, 19(2), 53-63.

Voskuijl, O. F., & Evers, A. (2009). Job Analysis and Competency Modeling. Oxford Handbooks Online.

Barrett, G.V., Doverspike, D., & Young, C.M. (2010). Executive and managerial assessment. Retrieved from https://redshelf.com (Links to an external site.) 

Reed, L.M., McCloy, R.A., & Whetzel, D.L. (2010). Assessment for administrative and professional jobs. Retrieved from https://redshelf.com (Links to an external site.) 

Schneider, B., & Konz, A.M. (1989). Strategic job analysis. Human Resources Management, 28, 51-63. 

Schmit, M.J., & Strange, J.M. (2010). Assessment for Supervisory and Early Leadership Roles. Retrieved from https://redshelf.com (Links to an external site.) 

Shppmann, J.S. (2010). Competencies, job analysis, and the next generation of modeling. Retrieved from https://redshelf.com (Links to an external site.) 

Primary Task Response: 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.

Steven Sample states “One must always keep in mind that leadership is an art, not a science. Effective management may be a science…but effective leadership is purely an art” (Sample, 2003).

Discuss the following:

• Develop your interpretation of this quote. 
• Defend or  justify your agreement or disagreement with Sample.

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

• In chapter 1, Sample describes effective leadership as thinking “gray” not being confined to one way of thinking (Sample, 2003).  Think about the leadership traits that may justify and / or  challenge the statement
• The agreement to this statement may vary.
• Is being visionary a science or an art?
• Properly cite required reading material.

Professor Response. Reflecting on your statement “Thinking that is confined to one way is drastic to the organizational setting and individuals as it limits the potentials of the people in giving out their best for operational excellence”, I ask: Is there a specific example to illustrate the point that you are making