Author: chris

Oranges between the USA and Japan

Based on cultural differences, develope a culturally responsive negotiation strategy for American negotiators to deal with Japanese negotiators.

Write between 750-1250 (approx 3 – 5 pages) using microsoft word.

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Additional Information: The presentation that Shawn made to the board was a success. You and he both believe that the overview he gave to this leadership group helped them see the challenges associated with the effective management of global human capital and the value of recognizing human capital as the most important asset that a company can have. John and the board gave every indication that they understand the urgency in moving ahead to align key global human capital goals with those established for the global organization. In fact, they asked you to move ahead with the development of these goals and to return next week to initiate goal alignment.

“I’m relieved that my presentation went so well,” says Shawn. “I was braced for resistance.”

“Yes, it’s a major milestone, you say. Now that we have buy-in from the top, we can move forward with developing global human capital goals for AGC. It’s exciting!”

“Indeed it is,” he says. “I want to get this next step started as soon as possible.”

“Yes, developing goals will take time and lots of thought,” you say. “I recommend that you begin by evaluating the existing organizational cultures and leadership styles at AGC. They look to be very diverse.”

“That makes sense,” says Shawn. “Because the company has several global subsidiaries with significant cultural differences, this evaluation will be challenging.”

“Well, as I always say, as goes the leadership style, so goes the organizational culture. Keep that in mind as you work through this diagnostic process,” you say. “It will be foundational for the work that follows.”

“We should make time to discuss our combined knowledge and experience with managers who have diverse leadership styles and the organizational cultures that we’ve seen them create,” he says.

“AGC would benefit from an organizational culture that is more proactive and competitive,” you say. “One that focuses on the most important asset of any organization—the human assets—could turn this company around.”

“When you get back to your office,” you say as you hand him a piece of paper, “take a look at this list that I jotted down during your presentation. I think it will help you with developing goals.”

“This is great,” he says. “Thanks.”

The list you gave Shawn to help him develop goals is as follows:

• Define and evaluate the problem with the current organizational cultures at AGC.
• What components of the organizational culture should change, and why?
• What impact do the leadership styles have on the present organizational cultures at AGC?
• Describe problems that exist when a parent organization fails to acknowledge cultural differences at its other global locations.
• What challenges does AGC presently face in regard to its past lack of focus on cultural differences?
• What solutions can Shawn implement to correct these problems?

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Part I

Additional Information: Today, you and Shawn Williams, the new Director of Global Human Capital Management at Atlantis Global Corporation (AGC), met with John Dawson, the company’s Chief Executive Officer (CEO), Chief Operations Officer (COO), and Chairman of the Board of Directors. This meeting provided both of you with some background about the company and touched on some of the major problems that are currently confronting it.

The meeting with John was cordial. He is obviously very concerned about the financial losses that AGC continues to experience. You note that John’s main concerns seem to center around global competition and the very real threat of losing AGC’s market lead as the top manufacturer of electronic circuit boards for high-definition television screens.

Both you and Shawn are surprised, however, that John never mentions any issues relating to the employees who work at AGC. Earlier in the month, the president of one of the global subsidiaries told Shawn that it is difficult to recruit talent for AGC. He also told Shawn that employees are not happy and continue to leave the organization to work for other organizations in their various industrial park locations. Competition for talent is high.

When Shawn speaks about human capital concerns at AGC, John is not very interested; seemingly, John knows little about this area of business. In addition, John thinks these employee-related issues do not have much to do with the organization’s problems. Shawn is surprised by his dismissive attitude about the employees of this multinational organization, and he is worried about the alignment of joint objectives. After the meeting, you and Shawn get together in his office to share observations.

“I’m worried about John’s lack of knowledge about how to manage his employees at AGC,” you say.

“Yes, it looks like John’s disregard for the people issues at the company may be a major problem in itself,” says Shawn. “People management must be treated as a high-level strategic matter.”

“Right,” you say. “He doesn’t seem to understand that human capital has economic value and that other organizational changes will not occur if the people aren’t managed properly.”

“Ultimately, the bottom line is affected,” says Shawn. “I have another meeting to go to now. Let’s wait until tomorrow to talk about next steps. Does that work for you?”

“That sounds good to me,” you say. During your drive home, you think about the meeting and think about the difficult job that lies ahead. You know that it will be challenging to work with John to implement the organizational changes that are necessary to build greater global strength without changes in the management of global human capital. Later that evening, you sit down at your computer to make notes about the following questions:

• How would you describe the leadership styles of John and Shawn?
• Why would you think that conflict may occur because of these style differences?
• What are the pros and cons associated with these styles?

Part II

You and Shawn are scheduled to meet next week with John and the board of directors at AGC. Shawn will make a presentation about human capital management. Both of you understand the urgency of the company’s situation and why it is important to instruct this group about the value and need for an optimized program for the management of global human capital. You run into each other as you arrive at the office this morning and stop for a minute to talk.

“Shawn, I think your presentation will be a learning opportunity for this group,” you say. “Without this information about global human capital management, AGC may never be able to move forward with critically needed changes.”

“I agree,” he says. “I’m working on my notes, and I want your advice about some concerns I have.”

“Sure,” you say. “Why don’t you e-mail me the list and I’ll get back to you with my suggestions.”

“Sounds good,” he says. Later that morning, you get his e-mail, and the following list of questions:

• How should I approach the board?
• How should I deliver my message without embarrassing the board about its lack of knowledge about human capital management?
• What can I say to illustrate the intrinsic value of human capital?
• What examples from other organizations can be provided that will strengthen the board’s knowledge of global human capital trends and problems?
• Do you think that my leadership style will help me during this meeting?

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Write a paper (at least 2 pages in length, double-spaced) describing the two definitions of Customer Relationship Management (CRM). Include images and diagrams.

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Throughout this course, you learned about the importance of training to improve organizational effectiveness. However, it is even more critical to determine whether training is the best option. Identifying the training need is a critical first step in the training and development process. One needs to tie the deficiency to a business need and ensure that the benefits of conducting the training are likely to resolve the identified problem. For this assignment, you will be tasked with doing just that.

For an organization of your choice, you will create a needs analysis and evaluation report of approximately 10- to 12-pages, which will outline your training recommendations for management. Refer to the discussed theories (i.e., expectancy theory or social learning theory) and prior articles for guidance in completing this assignment.

Directions:

For your report of 10- to 12-pages:

1. 1. Choose an Organization

Select an organization. It can be either a recent employer or a business where you may have volunteered. Identify a particular department in which you have experience.

• If you cannot identify an organization, consider a fictitious organization well known for a popular product. Reviewing the literature may help in giving you ideas in creating your organization. Identify an issue that is impacting efficiency and productivity (for instance, it could be a well-known telecom company where sales have been down due to poor customer service). The company has hired you as a consultant to do a needs assessment. Improvise where appropriate and provide complete details of the organization and the identified issue for which you have been brought in.

Create a Training Needs Analysis Report

Create a set of ten to fifteen interview questions to ask managers and employees. The questions should address all of the necessary sections to complete the training needs analysis report.

If possible, schedule time to conduct observations.

Required Information for the Training Needs Analysis Report:

• Background Information: Include information about the organization and the issue you have identified or for which you were consulted.
• Number of Employees: Identify the number of employees to be trained and their current skill levels.
• Locations of Employees: Identify where the employees to be trained are located.
• Interview Data: Interview at least one manager and one employee and summarize managerial and employee feedback on current performance and identified skill gaps. Include your list of questions and answers.
• Observational Data: Observe at least one or two employees performing the job for which training will be created and include a log of your personal observations.
• Training Sponsor: Identify the requestor and the approver of the training (may be a single person or two separate individuals).

Identification of Training Needs: Include the following in your conclusion:

• Perform Performance Analysis: If training has been identified due to a performance problem (errors at work, etc.), conduct an analysis to confirm whether a training remedy can resolve the skill deficiency. If not, suggest other strategies that management can use to solve the problem without training (i.e., improving communication on what is expected of employees).
• Identify Insufficient Knowledge or Skills: List specific knowledge or skills that are deficient (lack of knowledge of products, lack of skills in operating specific software, etc.).
• Identify the Business Need: Summarize the business need impacted by the identified knowledge or skill deficiency.
• Identify Cultural or Ethical Considerations: Discuss considerations to be kept in mind when designing the training course.

Justification for the Training: Provide your justification for training as the solution to the identified performance problem or skill deficiency:

• What were the indicators or facts that identify the existence of the issue?
• What are the possible causes for the existence of the issue?

Delivery Dates: Identify when the organization wants to implement the training. Do you think it can be offered in a timely manner? Explain why or why not:

• Training and Development Department: Assess the company’s training and development department’s role. How will the department be involved?

Construct a Design Document Report

Next, construct a design document making your training recommendations for management. A design document should outline your training program at a high level. It should include all the below-listed components. You are to utilize the Design Document Report Template as a guide for organizing your content.

Click here to download the Design Document Report Template.

Required Information for a Design Document Report:

• Course Title: Suggest a course title.
• Course Description: Explain in three to four sentences the goals of the whole course.
• Course Objectives: Write four to six objectives using measureable Bloom’s Taxonomy verbs.
• Course Topics: Include three to five main topics with three to five subtopics for at least three modules.
• Activities: Include one suggested activity for each module (simulation, case study, etc.) that directly links to all objectives (three in total). Explain how you incorporated ethical or diversity-related considerations.
• Module Time Frame: Provide an approximate time frame within which the participant has to complete each module (e.g., in class or online).
• Course Time Frame: Provide an approximate time frame within which the participant has to complete the full course (e.g., the number of hours or days).
• Delivery Approach: Recommend a suggested delivery method for the whole course (instructor-led, online, blended, etc.).
• Delivery Approach Justification: Justify your training delivery approach recommendation, along with a comparison of two to three different delivery options based on learning theories, training research, organizational requirements, and individual needs.
• Risks: Identify any project risks or concerns that could affect the success of this training (budget, timelines, buy-in, etc.).
• Follow-Up: Analyze the different methods available for follow-up to ensure transfer of training. Determine the preferred method and justify your decision referencing scholarly resources.
• Evaluation: Construct an evaluation for the training using Kirkpatrick’s model and discuss it.

Your final product will be a Microsoft Word document of approximately 10- to 12-pages in length and utilize four scholarly sources in your research (beyond your textbook). Your paper should be written in a clear, concise, and organized manner; demonstrate ethical scholarship in accurate representation and attribution of sources; and display accurate spelling, grammar, and punctuation.

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200 word minimum, APA format, cited and referenced: non-plagiarized work please. Textbook in use: Foundations of Earth Science (Lutgens & Tarbuck, 2011, 6th ed.).

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What are the specific pieces of information that you must use in computing Gross Pay? Why is each piece of information important? You will look at the computations for Gross Pay in Continuing Payroll Problem B on page 2-46 to 2-47. Each person show the work for one hourly and one salaried employee only.

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Write a 700-word paper in which you address the following:

• Do you agree with your results?
• Based on your self-assessment, what do you see as your strengths and weaknesses regarding working on a team?
• Have you ever engaged in social loafing while on a team? Why or why not?
• How does working effectively on a team give you an advantage in the workplace?
• How do groups normally develop?
• How does the effectiveness of the team members influence the group’s development process?

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1. List all standards of IEEE 802.11 from a to z. Describe each of them briey in a sentence or two.

2.  Compare and contrast OFDM, DSSS and FHSS in terms of various metrics. Explain the current technology with IEEE 802.11a/b/g/n/ac (i.e., tell if they use DSSS or FHSS or OFDM other form of spread spectrum).

3.  Describe what MIB is. What is the dierence between a standard and an enterprise MIB?

4.  Explain hidden and exposed terminal problems in wireless transmission.

5.  Describe 3 attacks on WEP.

6. Probe messages are sent as part of IEEE 802.11 from the clients. Please describe the format of a Probe message.

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Assume you are designing a network infrastructure for Verbania, Inc. The company requires an efficient network that carries data, Voice over Internet Protocol (VoIP), and Power over Ethernet (PoE). It also requires the effective use of a CRM system to pull customers’ social media data for review and analysis to improve user experience and generate profits.

• Which type of network topology would you recommend for the corporate backbone and the wired and wireless connections? Why do you think this would be the best choice?
• Which type of cabling would you recommend? Why do you think this would be the best choice?
• How will the network infrastructure accommodate remote access?
• What solution would you propose to integrate the social media site with a CRM solution?
• What security considerations are involved?

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