To Reel or not to Reel – Lawn mower industry

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To Reel or not to Reel – Lawn mower industry

What are people looking for in a lawn mower? Is it about speed in mowing the lawn, safety, control, noise reduc­tion, and/or reducing their carbon foot print?

Explain your answer.
Identify at least three bases for segmenting the lawn mower market.
How can the reel lawn mower companies grow their business?

Discussion Instructions
This discussion is intended to help you further explore and think critically about the information you are reading and viewing. Posting of around 150-200 words The discussion response must be spell checked, well-written, and cite references in support of arguments.

Advantages and disadvantages of a merger

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Advantages and disadvantages of a merger

As part of the financial planning process, a common practice in the corporate finance world is restructuring through the process of mergers and acquisitions (M&A). It seems that on a regular basis, investment bankers arrange M&A transactions, forming one company from separate companies. What are the advantages and disadvantages of a merger? In your response, provide an example of either – a merger that was successful, or one that was unsuccessful.

Write a paper of 800 content words (title page, abstract, and reference page not included).
Prepare this assignment according to the APA guidelines, including a title page, an introduction, and a conclusion. An abstract is not required. Cite in text and include a References section. A template is included in the assignment.
In your report, make certain that you include at least three credible outside references from search engines or scholarly sources from the  Online Library.

Risk analysis techniques and tools

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Risk analysis techniques and tools

Option #1: Risk Management Handbook, Part 6
Option #1: Risk Management Handbook, Part 6
This week, you will create section 6 of the handbook. Your goal for this section is to enlighten the staff of some of the different challenges that the risk manager faces and why it is so important for all staff to become familiar with how they can apply risk analysis techniques and tools to ensure that risk reduction strategies are being applied in all aspects of patient care. Explain and justify four to six different strategies that could be implemented to prevent such events from occurring.

Submission Requirements:
Your paper should be three to four pages in length (excluding title page, reference list, and exhibits) and conform to APA guidelines .

Personal Leadership Model

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Personal Leadership Model

Develop a personal leadership model based on your evaluation of how you responded at a critical moment, along with an analysis of how your personal strengths and leadership style can become a model for leadership within your organization. There is no page limit for this assessment; be substantive, thorough, and concise.

Note: You are strongly encouraged to complete the assessments in this course in the order in which they are presented.

Health care leaders are expected to be able to enter the workplace, assess priorities, and work with teams to accomplish the organizational mission. Typically, this involves both clinical and financial goals, as well as the motivation of teams to get the work done.

Emotional intelligence (EI) is the ability to perceive emotions (both our own and the emotions of those around us) understand the causes and meanings of different emotions, and use this knowledge of emotions to guide how we think about and respond to people and situations (Salovey, Mayer, & Caruso, 2004). In 1995, Daniel Goleman brought the concept of emotional intelligence into the business world with his book Emotional Intelligence: Why It Can Matter More Than IQ. Goleman’s model defines EI as a blend of skills and characteristics that guide leadership decisions and can influence organizational success. In fact, EI has had a tremendous impact on the business world and many organizations worldwide use EI for hiring, promoting, and developing employees (Goleman, n.d.).

As a health care leader, you will face a variety of obstacles and will need to use leadership skills to move teams forward and overcome barriers. Assessing the environment encompasses the morale and needs of individual team members, as well as perhaps the department or strategic business unit. Effective leaders utilize their natural leadership strengths and can enhance results via integration of personal leadership and emotional intelligence.

References
Goleman, D. (n.d.). Emotional intelligence [Blog post]. Retrieved from http://www.danielgoleman.info/topics/emotional-intelligence/

Salovey, P., Mayer, J., & Caruso, P. (2004). Emotional intelligence: Theory, findings, and implications. Psychological Inquiry, 197–215.

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

Competency 2: Assess personal leadership competencies relative to the organizational need. (L2.4, L14.4, L22.4, L19.2, L7.2, L10.5)
Explain how emotional intelligence strengthens leadership skills.
Describe evidence-based leadership strategies for managing stressful situations.
Propose a personal leadership brand that reflects organizational direction and need.
Explain how leadership style aligns with organizational mission and values, and professional and personal ethics.
Competency 3: Analyze characteristics of effective team leadership. (L5.4, L26.5, L1.4)
Analyze leadership strategies to guide highly effective teams.
Competency 4: Examine how financial forecasts guide organizational leadership. (L8.4)
Analyze how financial forecasts influence leadership style.
Competency 5: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in health care administration. (L6.1, L6.2, L6.3, and L6.4)
Write coherently, concisely, logically, and with strong support from relevant professional resources, in an appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional.
Preparation
For your Personal Leadership Model assessment you are required take one of the following three quizzes. You will refer to the results and how your emotional intelligence strengths can help to improve your leadership skills.

Section One: Emotional Intelligence and Leadership.
In this section you will discuss the connection between emotional intelligence and effective leadership.
Section Two: Personal Leadership Assessment.
Use the critical reflection approach to self-assess your situational and current abilities related to personal leadership.
Section Three: Personal Leadership Brand Statement
Propose a personal leadership brand or style that is authentic to you and reflects your strengths.
Section 4: Personal Leadership Model
Develop an evidence-based personal leadership model that leverages your personal strength, leadership brand, and emotional intelligence.
Read the requirements carefully and be sure you complete each section.

Section One: Emotional Intelligence and Leadership
Relevant Scoring Guide Criteria:

Explain how emotional intelligence strengthens leadership skills.
Write coherently, concisely, logically, and with strong support from relevant professional resources, in an appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional.
Take one of the three Emotional Intelligence (EI) quizzes listed above to help inform your current level and knowledge of EI. Based on your quiz results and research into leadership skills and best-practices, explain how EI concepts can help improve specific leadership skills or competencies.

How does understanding and managing emotions make a more effective leader?

Section Two: Personal Leadership Assessment
Relevant Scoring Guide Criteria:

Describe evidence-based leadership strategies for managing stressful situations.
Write coherently, concisely, logically, and with strong support from relevant professional resources, in an appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional.
Conduct a personal leadership situational assessment using the critical reflection approach. As this is a reflective activity, please use a situation with which you have experience and are comfortable sharing in your assignment.

Additionally:

Describe a chaotic or stressful situation you experienced (in just a few sentences) and the specific actions you took in the situation.
Describe ways you could have better managed your reaction to the situation, using the leadership resources you located.
Explain how this new insight might influence your personal leadership development.
Section Three: Personal Leadership Brand Statement
Relevant Scoring Guide Criteria:

Propose a personal leadership brand that reflects organizational direction and need.
Write coherently, concisely, logically, and with strong support from relevant professional resources, in an appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional.
Based on the results of your STAR assessment, personal leadership situational assessment, and EI assessment, propose a personal leadership brand or style that is authentic, reflects your personality and strengths, and capitalizes on your EI.

Condense your personal leadership brand into two words that best describe your style. You can test your proposed leadership brand by asking colleagues for feedback. Include a so that statement for your brand that demonstrates how your leadership style adds value to your organization.
Example: “My leadership brand is collaborative accountability so that I can facilitate effective teamwork towards meeting the organization’s goal to deliver X clinical and/or Y financial outcomes.”
Section Four: Personal Leadership Model
Relevant Scoring Guide Criteria:

Analyze leadership strategies to guide highly effective teams.
Analyze how financial forecasts influence leadership style.
Explain how leadership style aligns with organizational mission and values, and professional and personal ethics.
Write coherently, concisely, logically, and with strong support from relevant professional resources, in an appropriate format, with correct grammar, usage, and mechanics as expected of a health care administration professional.
Analyze how you can combine your leadership strengths, emotional intelligence, and personal leadership brand into a leadership model that aligns with organizational culture and strategic goals and can guide organizational success. Be sure your analysis includes evidence and support from the resources you located. Specifically, address the following:

Leadership strategies to guide highly effective teams.
How your leadership approach might be influenced by financial forecasts.
How your leadership approach reflects the mission and values of the organization, as well as professional and personal ethics.
Additional Requirements
Structure: Include a title page and reference page.
Length: No required minimum length. Be substantive, thorough, and concise.
References: At least five current credible professional resources.
Format: APA format for references and citations only.
You may wish to refer to the following APA resources to help with your structure, formatting, and style:
APA Style and Format
APA Paper Tutorial
APA Paper Template
Font: Times New Roman font, 12 point, double-spaced.

Emotional Intelligence
Arunima, S., & Ajeya, J. (2014). Age and emotional intelligence of healthcare leaders: A study. Advances in Management, 7(7), 41–48.
This study examines how emotional intelligence changes across age groups of healthcare leaders.
du Plessis, M., Wakelin, Z., & Nel, P. (2015). The influence of emotional intelligence and trust on servant leadership. SA Journal of Industrial Psychology, 41(1), 1–9.
This article looks at how emotional intelligence and trust can impact the effectiveness of servant leadership.

Critical Reflection
Maiden, G. (2017). Using reflection and visual representation to analyse and build leadership capacity, through a personal account of exemplary leadership. International Practice Development Journal, 7(2), 1–9.
This article examines specific frameworks for critical reflection that were utilized in a program designed to build leadership skills and capacity.
Middleton, R. (2017). Critical reflection: The struggle of a practice developer. International Practice Development Journal, 7(1), 1–7.
This article discusses strategies to make critical reflection meaningful and overcome some of the challenges associated with this reflection strategy.
Leadership
Boak, G., Dickens, V., Newson, A., & Brown, L. (2015). Distributed leadership, team working and service improvement in healthcare. Leadership in Health Services, 28(4), 332–344.
This article presents a case study about the use of distributed leadership strategies within a healthcare team to drive service improvements.
Hargett, C. W., Doty, J. P., Hauck, J. N. . . .Taylor, D. C. (2017). Developing a model for effective leadership in healthcare: A concept mapping approach. Journal of Healthcare Leadership, 9, 69–78.
This article presents a concept mapping exercise that was conducted to identify competencies and construct a healthcare leadership model.
Rosenman, E. D., Ilgen, J. S., Shandro, J. R., Harper, A. L., & Fernandez, R. (2015). A systematic review of tools used to assess team leadership in health care action teams. Academic Medicine: Journal of the Association of American Medical Colleges, 90(10), 1408–1422.
A study that examines tools currently used to assess the quality and effectiveness of leaders in interdisciplinary healthcare teams.

Personal Leadership Brand
Rampersad, H. (2011). Matching your personal brand to that of your employer. Training & Management Development Methods, 25(2), 413–418.
This article examines strategies for building a personal leadership brand that aligns with the values and interests of an employer.
Shirey, M. R. (2010). Building your personal leadership brand. Clinical Nurse Specialist, 24​(1), 11–13.
This article examines the ways in which building a personal leadership brand can help you enhance professional value and workplace influence.
Ulrich, D., & Smallwood, N. (2009). Five steps to building your personal leadership brand. Infonomics, 23​(2), 32–35.
This article presents a five-step process for building a personal leadership brand and adapting to keep it relevant as you and the industry changes.

Globalization Report

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Globalization Report

Select a popular multinational corporation of your preference and a new market (Country) that it would like to increase its presence. Using the case mentioned above as a guide, pinpoint the areas where glocalization can be implemented in the organization’s marketing strategy.
Prepare a report on how you may increase your market share by catering to local tastes and preferences. Research the operational, human resource, and financial needs for adopting a glocalization plan. This includes customizing products or services and developing promotional strategies to match local demands.
You must give an introduction and background of the chosen organization in accordance with the format outlined below. Clearly state the problem faced by the organization and justify it with supporting evidence. Utilize literature review, materials and methods to draw findings. You should discuss your key findings and provide recommendations for future research. Finally, develop a conclusion based on your research.

Virtual Leadership in the Workplace

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Virtual Leadership in the Workplace

Conduct extensive research on the value of leaders in the workplace. Next, conduct further research specifically focusing on virtual team leaders and the impact they may or may not have. In a nicely formatted, double spaced paper, with a minimum of 3 pages, address the following:
1. Address the need for strong leadership in the workplace.
a. Identify at least three traits every leader, regardless of the industry, should possess
2. Identify differences in face-to-face vs. virtual leadership.
a. What is the difference
b. Do they need to conduct themselves differently (how so?)
3. Address the need for virtual leaders in today’s era
a. Pandemics (i.e., COVID)
b. Differences in generational gaps and the desire for more work-life balance,
c. Globalization of organizations
d. Etc. (anything else)
4. Identify how virtual leaders can be successful
a. How can they, compared to traditional leadership, still motivate employees?
b. How can they connect with individuals?
c. How can they have a positive influence?
a. Will or can companies be just as successful with a remote workforce (why or why not)
5. What are the pros and cons of working remotely and seeing how leadership needs to change and adapt to being more agile?
a. Will or can companies be just as successful with a remote workforce (why or why not)
6. Provide examples of real-life scenarios as needed.
7. Nicely formatted, double spaced, cover and reference pages, 3 pages of content
8. References: 2-4 scholarly researched references to corroborate your thoughts

Characteristics of a learning organization change management

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Characteristics of a learning organization change management

Prepare a 3-5 page project approach and plan that explains the purpose and discipline of change management and the characteristics of a learning organization, defines the goals and objectives, and describes the selected model to be used for the project.

Introduction

Individual and organizational frames of reference, also known as mental models, are the assumptions and beliefs embedded in our language that determine what we see and how we explain how things work. Although in our speech mental models may be unconscious, they influence decision and action. It is important to examine methods for reflection and inquiry that help bring mental models to the surface. A team can then examine and choose its language in order to operate in a more open and integrated way.

Change leaders must also understand the dynamics of change and develop strategies for building shared vision as a conduit for shared meaning and to develop facilitation skills. Creating shared meaning and supporting the relationship between employee engagement and enterprise sustainability allows people to believe they are part of a common entity, that they are participating in a community, and that they have the power to determine their destinies. By creating a shared vision, they decide what is important and why. By clarifying, they propel themselves into the future of the image they hold.

Overview

The purpose of this assessment is to prepare your plan on how you will work with your client organization and the approach you will use to inform them about the change management strategy. This assessment gives you an opportunity to organize your notes from your conversations with the client organization (and feedback on your project proposal) into a document that clearly explains to the client what they are to expect from you as their change management consultant. The primary audience for your CM Strategy: Project Approach and Plan assessment is your sponsors and your key contact.

Instructions

Prepare a detailed project approach and plan that explains the change management goals and objectives, approach, and tools you will use, and how you will complete the work. Your assessment should have the following sections. Make sure you support your writing using information from any resources you have reviewed and research you have conducted.

  • Change Management Purpose and Discipline.
    • Explain the purpose and discipline of change management and the characteristics of a learning organization.
      • Establish the value of change management in organizations.
      • Provide examples of other organizations that have used change management.
      • Describe what an organization that doesn\’t embody characteristics of a learning organization looks like.
      • Describe what a learning organization looks like.
      • Explain the changes that an organization must undergo to evolve into a learning organization.
  • Project Goals and Objectives.
    • Define the change management goals and objectives of the project.
      • Explain the goals you want to help your client organization achieve through this project.
      • Align your goals and objectives with characteristics of learning organizations.
  • Selected Change Management Model and Tools.
    • Describe the selected model to be used for the change management project.
      • Summarize the following change management models:
        • Organization Development Effectiveness Model.
        • Appreciative Inquiry Model.
        • Action Research Model.
        • Senge Five Discipline Model.
      • Select the model, or combination thereof, that you will use to complete your project, and explain why you chose this particular model.
    • Describe the change management tools you will use to assess your stakeholders and the organization\’s culture and environment.
      • Identify ways you will gather information about the organization\’s culture and environment.
  • Project Plan.
    • Outline a plan that conveys how the work will be completed.
      • Build upon the initial timeline you provided in your Project Proposal and update it with meetings that you have scheduled and project deliverables you will be preparing for the client organization.

Additional Requirements

Your submission should meet the following requirements:

  • Written communication: Write in complete sentences free from errors that detract from the overall message. Communicate in an exemplary and professional manner through clear, concise, well-organized, and grammatically correct writing.
  • Font: Arial, 12 point.
  • Page length: 3-5 pages.
  • Citations: Include complete citations for your sources. Review Evidence and APA for more information on how to cite your sources.

Review the assessment scoring guide for details on how your assessment will be graded.

Competencies Measured

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

  • Competency 1: Analyze key change management principles.
    • Explain the purpose and discipline of change management.
    • Outline a plan that conveys how the work will be completed.
  • Competency 2: Assess change management principles and their use cases for achieving desired results.
    • Describe the characteristics of a learning organization.
    • Define the change management goals and objectives of the project.
    • Describe the approach to be used for the change project.
  • Competency 5: Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing.
    • Write in a well-organized and concise manner that adheres to the rules of grammar, usage, and mechanics.

Impact of cross-cultural communications on employee management in multinational corporations (MNCs)

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Impact of cross-cultural communications on employee management in multinational corporations (MNCs)

Write a three-page executive summary on global talent management strategies, based on a case study for Riot Games.

Competencies Measured

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

  • Competency 1: Explain how culture influences human resource practices and employee management.
    • Explain how culture influences HR practices and employee management in this case study. 
  • Competency 2: Analyze global issues that influence human resource practices for multinational corporations (MNCs).
    • Analyze the evidence supporting the improvement of the organization\’s talent management.
  • Competency 3: Analyze the impact of cross-cultural communications on employee management in multinational corporations (MNCs).
    • Articulate personal views for or against improving the organization\’s talent management.
    • Assess whether a non-HR leader and an HR leader would support the same talent management decisions.
  • Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.
    • Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.

Overview

The global organization is a complicated and powerful platform of productive capability, built on the power of differences. Cultural diversity offers a broad perspective of competitive settings and responds to and from many views and leverages the strengths that come from different nations and regions of the world. A strong global human resources strategy can support the organization’s goals to attract and retain the most talented professionals in fields aligned with the organization’s competitive posture and marketing space.

One such global organization, Riot Games, Inc., is an American gaming company based in West Los Angeles, California. The company was started in 2006 by Brandon Beck and Marc Merrill, as they worked to build a gaming company that would be quality focused and continuously improved. As of May 2018, Riot Games employed 2,500 staff members and operated 24 offices around the world, including locations in Barcelona, Spain; Berlin, Germany; Dubai, UAE; Dublin, Ireland; Hong Kong, China; Istanbul, Turkey; London, England, Los Angeles, CA, U.S.; New Delhi, India; Paris, France; San Francisco, CA, U.S.; St. Louis, MO, U.S.; Santiago, Chile; São Paulo, Brazil; Seoul, Korea; Shanghai, China; Singapore; Sydney, Australia; and Tokyo, Japan. Talent is not a function of place but of people, and the hundreds of skills and dozens of occupations required to create a highly exciting and engaging family of computer games enjoyed in virtually every nation in the world require a broadly diverse staff.

Riot Games is working very hard on diversity and inclusion with respect to both national culture and diversity, as we recognize it in the United States. The company has hired experts engaged in programs and is honestly working to address a culture that could be much improved with respect to inclusion. However, there is a key point that needs to be considered as you review and respond to this assessment. The proportion of women working for the organization in the creative area is currently less than 10 percent. Riot Games is a highly successful organization full of very capable and creative people. The majority of people work in the areas of art and technology. Another portion of its employees work in supporting roles that are common to companies. A challenge that this great company has is how to attract women to both its technology roles and other supporting functions of the organization. With such low numbers of women, the company will be challenged to attract others, often out of concern for the presence of peers. The high male population is the same across all offices listed above. While there is diversity of culture and ethnicity, and the LGBT community is being welcomed, the absence of women is an issue the organization’s leadership has made a major goal to resolve.

Riot Games is ultimately a talent-driven organization that is successful due to its uniquely qualified employees. These are not always the kinds of employees who can be sourced in traditional ways. They are talented and driven, work all hours, dream in code, and are intolerant of traditional bureaucratic settings. Interestingly, Riot Games is anything but bureaucratic. However, no matter the organizational structure and behavior of an organization, all will have human resources challenges that cannot be easily resolved. In fact this will be an issue that will require both resources and creativity to fix, which is exactly what you are challenged to do in this assessment.

Preparation

Today, talent management is a principal area of attention for HR departments and organizational leaders and this assessment provides a strategic case study based on Riot Games. On the company\’s website below, review the company\’s products, functions, and locations to support your assessment work. ?Note: Since websites are dynamic domains, it is understood that content will change over time.

  • Riot Games. (n.d.). https://www.riotgames.com/en

Requirements

Consider yourself to be an HR practitioner working for Riot Games as you prepare a three-page executive summary that includes the following:

  • Analyze the evidence supporting the improvement of the organization\’s talent management.
  • Explain how culture influences HR practices and employee management in this case study.
  • Articulate personal views for or against improving the organization\’s talent management.
  • Assess whether a non-HR leader and an HR leader would support the same talent management decisions.

Additional Requirements

Your assessment should meet the following requirements:

  • Executive Summary Length: 3–4 typed, double-spaced pages.
  • Written communication: Communicate in a manner that is scholarly and professional. Your writing should be:
    • Concise and logically organized.
    • Free of errors in grammar and mechanics.
  • Validation and support: Use ???a minimum of three relevant and credible scholarly or professional resources such as the Wall Street Journal to support your work.
  • APA formatting: Format all citations and references in accordance with current APA guidelines.? Refer to Evidence and APA for more information.

Competencies Measured

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

  • Competency 1: Explain how culture influences human resource practices and employee management.
    • Explain how culture influences HR practices and employee management in this case study.
  • Competency 2: Analyze global issues that influence human resource practices for multinational corporations (MNCs).
    • Analyze the evidence supporting the improvement of the organization\s talent management.
  • Competency 3: Analyze the impact of cross-cultural communications on employee management in multinational corporations (MNCs).
    • Articulate personal views for or against improving the organization’s talent management.
    • Assess whether a non-HR leader and an HR leader would support the same talent management decisions.
  • Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.
    • Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.

Impact of cross-cultural communications on employee management

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Impact of cross-cultural communications on employee management

Create a PowerPoint presentation of 7-10 slides to provide training to your HR team on engaging a global workforce culture to maximize performance.

Competencies Measured

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

  • Competency 1: Explain how culture influences human resource practices and employee management.
    • Analyze differences in work styles between a U.S. worker and that of another country.
  • Competency 2: Analyze global issues that influence human resource practices for multinational corporations (MNCs).
    • Describe best practices for a virtual human resources team of a global workforce.
  • Competency 3: Analyze the impact of cross-cultural communications on employee management in multinational corporations (MNCs).
    • Analyze the impact of cross-cultural communications on employee management.
  • Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.
    • Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.

Preparation

This assessment is based on the following scenario:

You are the section leader of a seven-member training and development team within the larger human resources department of a multinational corporation headquartered in Washington DC. All the HR professionals are Americans who grew up in the U.S. Three of your peers have extensive global experience; the other four have not worked outside the U.S., nor have they ever been part of a global HR team. The multinational corporation you work for is an engineering firm with projects around the globe and employees over 34,000 employees from 50 nations.

Understanding how to blend global talent into teams to support an organization\’s training goals—?while being mindful of cultural dimensions, values, communication, and expectations—?helps HR practitioners take on this challenging task. Seeking to understand biases and behaviors in our communications is critical to our cultural awareness, whether we are based domestically or abroad. Exploring national culture as it relates to team building in the workplace can enhance our ability to engage employees. Inclusivity builds solid employee relations and engagement with people from all cultures while supporting human resource practices.

Requirements

Create a PowerPoint presentation of 7–10 slides, using detailed speaker notes, to provide training to your HR team on engaging a global workforce culture to maximize performance. Include the following:

  • Analyze differences in work styles between a U.S. worker and that of another country.
    • Demonstrate that these differences are cultural and not performance-based by selecting a country of your choice for this comparison.
  • Describe best practices for a virtual human resource team of a global workforce.
    • How does cultural differences influence employee management with such things as self-service tools or HR systems?
    • Consider practices concerning the workforce coordination with senior leaders (executives) and the communication of labor laws with HR peers.
  • Analyze the impact of cross-cultural communications on employee management.
    • How does personal bias or knowledge of other’s cultural backgrounds, active listening, and forms of non-verbal communication impact cross-cultural interactions and communications?
    • Provide one or two workplace examples that maximize the performance and effectiveness of a HR team.

Additional Requirements

  • Length: 7–10 PowerPoint slides, including title and reference slides.
    • Select a PowerPoint slide template appropriate for a professional presentation.
    • Include the content of the slides as well as the supporting narrative in the speaker\’s notes.
    • Be sure slide content supports your main points and ideas.
    • Do not overbuild your slides; information that supports what you are saying should appear at the lower portion of each slide as notes.
    • Note: Save your finished PowerPoint presentation in Notes view as a PDF. Instead of File > Save As, use File > Print > Adobe PDF. Look for the Settings dropdown menu to change it from slides to Notes Pages. Be sure you can see both the slides and your notes in the preview of your saved file. Upload only the PDF to this assessment.
  • Written communication: Communicate in a manner that is scholarly and professional. Your writing should be:
    • Concise and logically organized.
    • Free of errors in grammar and mechanics.
  • Validation and support: Use 2–3 relevant and credible scholarly or professional resources to support your work.
  • APA formatting: Format all citations and references in accordance with current APA guidelines. Refer to Evidence and APA for more information.

Competencies Measured

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

  • Competency 1: Explain how culture influences human resource practices and employee management.
    • Analyze differences in work styles between a U.S. worker and that of another country.
  • Competency 2: Analyze global issues that influence human resource practices for multinational corporations (MNCs).
    • Describe best practices for a virtual human resources team of a global workforce.
  • Competency 3: Analyze the impact of cross-cultural communications on employee management in multinational corporations (MNCs).
    • Analyze the impact of cross-cultural communications on employee management.
  • Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.
    • Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.

Best practices for a virtual human resources team of a global workforce

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Best practices for a virtual human resources team of a global workforce

Create a PowerPoint presentation of 7-10 slides to provide training to your HR team on engaging a global workforce culture to maximize performance.

Competencies Measured

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

  • Competency 1: Explain how culture influences human resource practices and employee management.
    • Analyze differences in work styles between a U.S. worker and that of another country.
  • Competency 2: Analyze global issues that influence human resource practices for multinational corporations (MNCs).
    • Describe best practices for a virtual human resources team of a global workforce.
  • Competency 3: Analyze the impact of cross-cultural communications on employee management in multinational corporations (MNCs).
    • Analyze the impact of cross-cultural communications on employee management.
  • Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.
    • Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.

Preparation

This assessment is based on the following scenario:

You are the section leader of a seven-member training and development team within the larger human resources department of a multinational corporation headquartered in Washington DC. All the HR professionals are Americans who grew up in the U.S. Three of your peers have extensive global experience; the other four have not worked outside the U.S., nor have they ever been part of a global HR team. The multinational corporation you work for is an engineering firm with projects around the globe and employees over 34,000 employees from 50 nations.

Understanding how to blend global talent into teams to support an organization\’s training goals—?while being mindful of cultural dimensions, values, communication, and expectations—?helps HR practitioners take on this challenging task. Seeking to understand biases and behaviors in our communications is critical to our cultural awareness, whether we are based domestically or abroad. Exploring national culture as it relates to team building in the workplace can enhance our ability to engage employees. Inclusivity builds solid employee relations and engagement with people from all cultures while supporting human resource practices.

Requirements

Create a PowerPoint presentation of 7–10 slides, using detailed speaker notes, to provide training to your HR team on engaging a global workforce culture to maximize performance. Include the following:

  • Analyze differences in work styles between a U.S. worker and that of another country.
    • Demonstrate that these differences are cultural and not performance-based by selecting a country of your choice for this comparison.
  • Describe best practices for a virtual human resource team of a global workforce.
    • How does cultural differences influence employee management with such things as self-service tools or HR systems?
    • Consider practices concerning the workforce coordination with senior leaders (executives) and the communication of labor laws with HR peers.
  • Analyze the impact of cross-cultural communications on employee management.
    • How does personal bias or knowledge of other\’s cultural backgrounds, active listening, and forms of non-verbal communication impact cross-cultural interactions and communications?
    • Provide one or two workplace examples that maximize the performance and effectiveness of a HR team.

Additional Requirements

  • Length: 7–?10 PowerPoint slides, including title and reference slides.
    • Select a PowerPoint slide template appropriate for a professional presentation.
    • Include the content of the slides as well as the supporting narrative in the speaker\’s notes.
    • ?Be sure slide content supports your main points and ideas.
    • Do not overbuild your slides; information that supports what you are saying should appear at the lower portion of each slide as notes.
    • Note: Save your finished PowerPoint presentation in Notes view as a PDF. Instead of File > Save As, use File > Print > Adobe PDF. Look for the Settings dropdown menu to change it from slides to Notes Pages. Be sure you can see both the slides and your notes in the preview of your saved file. Upload only the PDF to this assessment.
  • Written communication: Communicate in a manner that is scholarly and professional. Your writing should be:
    • Concise and logically organized.
    • Free of errors in grammar and mechanics.
  • Validation and support: Use 2–3 relevant and credible scholarly or professional resources to support your work.
  • APA formatting: Format all citations and references in accordance with current APA guidelines. Refer to Evidence and APA for more information.

Competencies Measured

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

  • Competency 1: Explain how culture influences human resource practices and employee management.
    • Analyze differences in work styles between a U.S. worker and that of another country.
  • Competency 2: Analyze global issues that influence human resource practices for multinational corporations (MNCs).
    • Describe best practices for a virtual human resources team of a global workforce.
  • Competency 3: Analyze the impact of cross-cultural communications on employee management in multinational corporations (MNCs).
    • Analyze the impact of cross-cultural communications on employee management.
  • Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.
    • Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.