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Get a quote at finance.yahoo.com for two different companies who are competitors of one another. Describe reasons why one of the comparable or “comps” trades at higher earnings multiple. What justifies the difference in “price?”

The successful submission will clearly and concisely address price differences between comparable companies.

 The requirements below must be met for your paper to be accepted and graded:

• Write between 750 – 1,250 words (approximately 3 – 5 pages) using Microsoft Word in APA style, see example below.
• Use font size 12 and 1” margins.
• Include cover page and reference page.
• At least 80% of your paper must be original content/writing.
• No more than 20% of your content/information may come from references.
• Use at least three references from outside the course material, one reference must be from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the three reference requirement.
• Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style.

References must come from sources such as, scholarly journals found in EBSCOhost, CNN, online newspapers such as, The Wall Street Journal, government websites, etc. Sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. are not acceptable for academic writing. 

Instructions:

1. Include an abstract 

2. An introduction: Overview what you will discuss

3. Body of your paper: APA format 2 Pages-Your of thoughts should be supported with key terms from library research.

4. Explain why each of the five interconnected leadership tasks that you picked is important to understand as a leader that is involved with the strategic planning process. 

5. Explain what each process means and what is involved.

The five Interconnected leadership tasks I picked:

1) Understanding the people involved, including oneself

2) Fostering collective leadership

3) Using dialogue and discussion

4) Making and implementing policy decisions

5) Enforcing norms, settling disputes, and managing residual conflict

• Write a minimum of two pages in which you recall team experiences you have had in which a team was effective and another in which it was not. Write a description of these teams and their tasks, paying particular attention to the behavioral expectations for which the team members held each other accountable.

The ground rules for a team are the spoken and unspoken functional rules and expectations that help or hinder the team in reaching a goal. Systems thinking can inform an analysis of team ground rules in that it addresses the interrelationships between people and departments, and the way things are done in an organization. Understanding the larger contexts in an organization can help you communicate with those affected by a problem or issue.

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By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Apply change management interventions. o Describe how ground rules help an effective team perform and work well together.o Analyze prospective differences in ground rules for team members and tensions that may result.o Analyze how differences in unspoken ground rules and team members’ expectations cause conflict and damage performance.o Describe the effect of discussing ground rules as a method of team learning.• Competency 2: Analyze applications of change management principles. o Describe an effective team from a real-world experience, including the tasks of the team.o Describe the ground rules applied in an effective team.o Describe an ineffective team from a real-world experience, including the tasks of the team.o Explain the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team.• Questions to Consider 

To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.

• Reflect on how team learning practices are used to support change in your organization (a current or previous workplace, or another type of organization with which you are involved). What elements do you recognize in your organization? Which methods might be useful to experiment with in your organization?• Think of a team experience you have had in which the team was effective. Write a description of this team and its tasks, paying particular attention to the behavioral expectations for which the team members held each other accountable (these might have been spoken or unspoken). List the ground rules and describe how the rules helped the team perform and work well together.

Think of an team experience you have had in which the team was not effective. Write a description of this team and its tasks, including the spoken or unspoken ground rules that describe the expectations for behavior on this team. Examine the possibility that some members held ground rules that others did not. How might this have been a source of tension? Analyze how this difference in what is expected of team members caused conflict and damaged performance. What effect could a dialogue about ground rules as a method of team learning have had for this group?

Your assessment should be a minimum of 2 pages in length, double-spaced.

Analysis of Ground Rules Scoring Guide

Analysis of Ground Rules Scoring Guide Grading Rubric

Criteria 

Non-performance 

Basic 

Proficient 

Distinguished 

Describe an effective team from a real-world experience, including the tasks of the team.

Does not describe an effective team from a real-world experience, or the tasks of the team. 

Describes an effective team from a real-world experience, but does not include the tasks of the team. 

Describes an effective team from a real-world experience, including the tasks of the team. 

Analyzes an effective team from a real-world experience, including the tasks of the team; and links analysis with discipline theories. 

Describe the ground rules applied in an effective team.

Does not describe the ground rules applied in an effective team. 

Describes the ground rules applied in an effective team but omits key elements. 

Describes the ground rules applied in an effective team. 

Describes the ground rules applied in an effective team and describes the consequences of not utilizing ground rules for team effectiveness. 

Describe how ground rules help an effective team perform and work well together.

Does not describe how ground rules help an effective team perform or work well together. 

Describes how ground rules help an effective team perform and work well together, but omits key elements. 

Describes how ground rules help an effective team perform and work well together. 

Describes how ground rules help an effective team perform and work well together; and describes consequences of a dysfunctional team, in regard to their performance and collegiality. 

Describe an ineffective team from a real-world experience, including the tasks of the team.

Does not describe an ineffective team from a real-world experience, or include the tasks of the team. 

Describes an ineffective team from a real-world experience, but does not include the tasks of the team. 

Describes an ineffective team from a real-world experience, including the tasks of the team. 

Analyzes an ineffective team from a real-world experience, including the tasks of the team; and supports statements with relevant real-world examples. 

Explain the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team.

Does not explain the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team. 

Explains the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team but omits key elements. 

Explains the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team. 

Explains the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team; and describes consequences of misunderstanding spoken and unspoken ground rules on team effectiveness. 

Analyze prospective differences in ground rules for team members and tensions that may result.

Does not describe prospective differences in ground rules for team members or tensions that may result. 

Describes prospective differences in ground rules for team members and tensions that may result. 

Analyzes prospective differences in ground rules for team members and tensions that may result. 

Analyzes prospective differences in ground rules for team members and tensions that may result; and recommends strategies for preventing potential tension in an effective team. 

Analyze how differences in unspoken ground rules and team members” expectations cause conflict and damage performance.

Does not describe how the differences in unspoken ground rules or team members’ expectations cause conflict and damage performance. 

Describes how the differences in unspoken ground rules and team members’ expectations cause conflict and damage performance. 

Analyzes how the differences in unspoken ground rules and team members’ expectations cause conflict and damage performance. 

Analyzes how the differences in unspoken ground rules and team members’ expectations cause conflict and damage performance; and recommends strategies for preventing potential conflict and damage to team performance. 

Describe the effect of discussing ground rules as a method of team learning.

Does not describe the effect of discussing ground rules as a method of team learning. 

Describes the effect of discussing ground rules as a method of team learning but omits key elements. 

Describes the effect of discussing ground rules as a method of team learning. 

Analyzes the effect of discussing ground rules as a method of team learning; and recommends strategies for implementing results of ground rule discussions

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.  

  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.