Develop and practice communication skills, including skills in verbal, nonverbal, listening, writing, interpersonal, perception, and critical thinking as appropriate for the audience.

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Can you do this assignment?

Week 9 Assignment 5: Email Using Social Media Scenario Due Week 9 and worth 150 points

Your best friend has asked your help in securing a job where you work. You want to help your friend, but you know her social media sites have photos and other material that violate your company’s social media policy. You also know that the human resources department of your company always does a thorough search of social media sites of prospective hires. You need to write an email to your friend that explains which content needs to be deleted from her social media accounts and why. You need to discuss how refusal to delete the inappropriate photos and material might impact her ability to get the job. Your memo should clearly and specifically state the relevant rules from your company’s social media policy.

Create a one to two (1-2) paragraph memo in which you:

  1. Review your friend’s inappropriate social media content here.
  2. Review your company’s social media policy here.
  3. Create a one to two (1-2) paragraph email.
  4. Target the appropriate professional audience.
  5. Use appropriate language for professional audience.
  6. Use correct email formatting.
  7. Follow appropriate etiquette rules for electronic communication.
  8. Meet the 250-to-500-word minimum requirement.
  9. Use correct sentence mechanics, grammar, spelling, punctuation, and style.

Your assignment must follow these APA and other formatting requirements:

  • Be typed, single-spaced, using Times New Roman font (size 12), with 1-inch margins on all sides. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required length.
  • Include a “To” “From” and “Subject Line” to represent an email format.

The specific course learning outcomes associated with this assignment are:

  • Demonstrate understanding of the basic fundamentals of communication.
  • Develop and practice communication skills, including skills in verbal, nonverbal, listening, writing, interpersonal, perception, and critical thinking as appropriate for the audience.
  • Relate to the interpersonal and organizational dynamics that affect communication in organizations.
  • Analyze and assess effective communication.
  • Use correct sentence mechanics, grammar, spelling, punctuation, and style.
  • Use technology and information resources to research issues in communications.
  • Write clearly and concisely about communications using proper writing mechanics.

Click here to view the grading rubric.

Develop a Training and Organizational Development (OD) proposal and presentation to senior management targeted at improving diversity training within an organization of your choice.

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This is a PowerPoint Presentation in need of 17 slides with notes in the notes section for the content slides, to include title slide, introduction slide, and reference slide, and at least 5 references. Critical factors are that only MS PowerPoint software can be used as well as research conducted, effectiveness of the proposed training program, the credibility and appearance of the PowerPoint presentation, critical thought, and APA format

The assignment and instructions are as follows:

Develop a Training and Organizational Development (OD) proposal and presentation to senior management targeted at improving diversity training within an organization of your choice. Many organizations have extended the management of diversity programs beyond HRD programs and processes by changing human resource management (HRM) policies and programs to meet the special needs of the new workforce. A growing number of organizations are holding line management accountable for diversity goals. For example, incorporating diversity goals into their performance evaluation process, and measuring improvement in relation to pre-established target goals annually.

As the HRD manager of your organization, what new training programs and processes would you propose to senior management to develop effective recruiting and selection methods to attract more minorities and women to your organization? Explain how HRD methods can be used to help manage a culturally diverse workforce. For example, how will you overcome language and discrimination issues that will ultimately lead to a climate in which all employees can thrive within the organization and contribute to its success?   

identify atleast three other potential threats to Mercer Paints, assign probabilities, andestimate a loss range.

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This project uses spreadsheet software to calculateanticipated annual losses from various security threats identified for a smallcompany. Mercer Paints is a paint manufacturing company located in Alabama thatuses a network to link its business operations. A security risk assessmentrequested by management identified a number of potential exposures. Theseexposures, their associated probabilities, and average losses are summarized ina table, which can be found in this learning module. Use the table to answerthe following questions:

⢠In addition to the potential exposures listed, identify atleast three other potential threats to Mercer Paints, assign probabilities, andestimate a loss range.

⢠Use spreadsheet software and the risk assessment data tocalculate the expected annual loss for each exposure.

⢠Present your findings in the form of a chart. Whichcontrol points have the greatest vulnerability? What recommendations would youmake to Mercer Paints? Prepare a written report that summarizes your findingsand recommendations.

Setting securitypolicies and procedures really means developing a plan for how to deal withcomputer security. One way to approach this task is:

·Look at what you are trying to protect.

·Look at what you need to protect it from.

·Determine how likely the threats are.

·Implement measures that will protect your assetsin a cost-effective manner.

·Review the process continuously, and improvethings every time a weakness is found.

Reports should focus most on the last two steps, but the first threeare critically important to making effective decisions about security. One oldtruism in security is that the cost of protecting yourself against a threatshould be less than the cost of recovering if the threat were to strike you.Without reasonable knowledge of what you are protecting and what the likelythreats are, following this rule could be difficult.

Hands-on MIS

Improving Decision Making: Using Spreadsheet Software to Perform a Security Risk Assessment

Mercer Paints Risk Assessment

Exposure

Probability of Occurrence (%)

Average Loss ($)

Malware attack

60%

$75,000

Data loss

12%

$70,000

Embezzlement

3%

$30,000

User errors

85%

$25,000

Threats from hackers

95%

$90,000

Improper use by employees

35%

$5,000

Power failure

15%

$300,000

Hands-on MIS Security Vulnerabilities and Risk Assessment Tables

Management Decision Problem 2

SECURITY VULNERABILITIES BY TYPE OF COMPUTING PLATFORM

Platform Number of High Medium Low Total

Computers Risk Risk Risk Vulnerabilities

Windows Server

(corporate applications) 111 37 19

Windows 8 Enterprise

(high-level administrators) 3 56 242 87

Linux (e-mail and printing services) 1 3 154 98

Sun Solaris (UNIX)

(E-commerce and Web servers) 2 12 299 78

Windows 8 Enterprise user

desktops and laptops with office19514161,237

productivity tools that can also be

linked to the corporate network

running corporate applications and

intranet

What additional questions should Sweeney ask or what additional information is needed before proceeding toward a solution to this problem?  Why?

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Career Development at Electronic Applications

Electronic Applications Corporation is a major producer of silicon chips for the computer industry.  It is located southeast of San Francisco in an area of high technology firms.  Since its founding in 1972, the company has grown rapidly in terms of sales and profits, thus enhancing its stock price many times over.

However, human resource policies have tended to lag behind company growth.  Emphasis has been on reactive policies to meet the requirements of external organizations such as the federal government.  Human resources have not been a high priority.

Recently, Harold Sweeney has been hired as Director of Human Resources for the company.  Sweeney had previously served as an Assistant Personnel Director for a large “blue-chip” corporation in southern California.  He took his present position not only because of an increase in pay and responsibility, but also because of what he termed “the challenge of bringing this company from a 1950s human resource mentality to one more compatible with the realities of 1990s.”

Sweeney has been on the job for four months and has been assessing the situation to determine the more significant human resource problems.  One significant problem seems to be high turnover among electrical engineers who work in Research and Development.  This is the core of the research function and turnover rates have averaged about 30 percent per year over the past three years.

In assessing the cause of the problem, Sweeney checked area wage surveys and found Electronic Applications paid five to eight percent above the market for various categories of electrical engineers.  Since the company did not have a formal exit interview system, he could not check out other possible explanations through that mechanism.  However, through informal conversations with a large number of individuals, including the engineers themselves, he learned that many of the engineers felt “dead-ended” in the technical aspects of engineering.

In particular, the Research and Development Department had lost some of the younger engineers who had been considered to be on the “fast track.”  Most had gone to competitors in the local area.

One particular Research and Development employee who impressed Sweeney was Helen Morgan.  Helen was 29 years old, had a B.S. degree in Electrical Engineering from California Institute of Technology, and was studying for her M.B.A. at the University of Santa Clara at night.  Helen had been employed for seven years, three in an entry-level engineering position and four as a section chief.  The latter promotion was the highest position in Research and Development other than the position of Director of Research and Development.

Helen claimed that “the company doesn’t really care about its good people.”  In her view, the present director, Harry James, doesn’t want to allow his better people to move up in the organization.  He is more interested in keeping them in his own department so he can meet his own goals without having them to orient and train new people.  Helen also claimed she was told she “has a bright future with the company” by both James and the former Personnel Director.  Her performance appraisals have been uniformly excellent.

She went on to criticize the company for using an appraisal form with no section dealing with future potential or future goals, no rewards for supervisors who develop their subordinates, no human resource planning to identify future job openings, no centralized job information or job positioning system, no career paths and/or career ladders, and attitudinal barriers against women in management positions.

Sweeney checked out the information Morgan had provided him and fount it to be accurate.  Moreover, he heard through the “grapevine” that she is in line for the excellent position with a nearby competitor.  Clearly, he has an even greater challenge that he had anticipated.  He realizes he has an immediate problem concerning high turnover of certain key employees.  In addition, he also has a series of interconnected problems associated with career development.  However, he is not quite sure what to do and in what order.

Questions

1.      Describe the nature and causes of the problem faced by Mr. Sweeney.

2.      What additional questions should Sweeney ask or what additional information is needed before proceeding toward a solution to this problem?  Why?

3.      What are the individual and organization benefits of a formalized career development system?

4.      If Sweeney decides to develop a formalized career development system of Electronic Applications, what components or types of service should be offered?   Why?

5.      Should the career development activities be integrated with other human resource management activities?  If yes, which one? Why?

6.       What criteria should Sweeney consider to evaluate good candidates for promotion?  What criteria could be used to evaluate the performance of supervisors in development of their subordinates?

Should state and federal homeland security grant money be distributed based upon population density? Why or why not? Explain.

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The Discussion Board (DB) is part of the core of online learning. Classroom discussion in an online environment requires the active participation of students and the instructor to create robust interaction and dialogue. Every student is expected to create an original response to the open-ended DB question as well as engage in dialogue by responding to posts created by others throughout the week. At the end of each unit, DB participation will be assessed based on both level of engagement and the quality of the contribution to the discussion.

At a minimum, each student will be expected to post an original and thoughtful response to the DB question and contribute to the weekly dialogue by responding to at least two other posts from students. The first contribution must be posted before midnight (Central Time) on Friday of each week. Two additional responses are required after Friday of each week. Students are highly encouraged to engage on the Discussion Board early and often, as that is the primary way the university tracks class attendance and participation.

The purpose of the DB is to allow students to learn through sharing ideas and experiences as they relate to course content and the DB question. Because it is not possible to engage in two-way dialogue after a conversation has ended, no posts to the DB will be accepted after the end of each unit.

Within the DB area, write 3–5 paragraphs that respond to the following questions:

  • Should state and federal homeland security grant money be distributed based upon population density? Why or why not? Explain.
  • Should state and federal homeland security grant money be distributed based upon risk assessment? Why or why not? Explain.
  • Should state and federal homeland security grant money be distributed equally across the nation or jurisdictions? Why or why not? Explain.
  • Do you think that a combination of any of the listed funding factors above can be effectively utilized? Why or why not? Explain.

What areas of the plan should be added to this plan and why? Those are the types of questions that you will be asking in this short essay.

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DescriptionBuilding on the Jurisdictional Comprehensive Emergency Management Plan (CEMP) short essay findings, in this Continued Focus & Improvement Short Essay, students will provide further elaboration upon the revisiting and overall evaluation of the CEMP that they have selected to review for this course. In this short essay, students should provide deeper level analysis regarding the deficiencies, or areas of improvement, that they have found in their plans selected for review. Students should also provide suggestions for overall improvement for the existing plan that they are reviewing. What areas of the plan that you are reviewing this week need to be revised & updated. What areas of the plan should be added to this plan and why? Those are the types of questions that you will be asking in this short essay. Your answers to such questions should be accurate and well supported.InstructionsTopic: Exclusive Federal JurisdictionPlease write a three-page white paper short essay briefing providing analysis and elaboration on the deficiencies, or areas of improvement, that they found while reviewing their selected plan for this course. Secondly, provide significant elaboration and analysis on what sections of the plan need to be updated as well as what new sections should be added to the existing plan to keep the plan as current as possible.Please include both in-text citations and a reference list. Both should be in alignment with APA 6th edition citation form and style.

Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.

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It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.

In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:

  • Bier, Ellin & Tucker: Distinguishing Between Independent Contractors and Employees
  • Murray: Difference Between Independent Contractors and Employees
  • “The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed”

Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:

  1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
  2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
  3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
  4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
  5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
  6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
  7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
  8. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

  • Format the PowerPoint presentation with headings on each slide and relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with your professor for any additional instructions.
  • Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length.

The specific course learning outcomes associated with this assignment are:

  • Develop policies that are compliant with employment laws.
  • Evaluate an organization’s physical environment and determine criteria that ensure occupational safety.
  • Use technology and information resources to research issues in employment law.
  • Write clearly and concisely about employment law using proper writing mechanic.

Provide a viable link (not a URL) to the article Ensure your summary is no less than 25 and no more than 50 words

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ue at the end of Week 1 (not eligible for late policy unless an approved, documented exception is provided)

*In the workplace, incomplete work is not accepted. The professional experience assignments are designed to help prepare you for that environment. To earn credit, make sure you complete all elements and follow the directions exactly as written. This is a pass/fail assignment, so no partial credit is possible. Assignments that follow directions as written will be scored at a 22. Assignments that are incomplete or do not follow directions will be scored at a zero.

Steps to Complete Professional Experience One:

Step One: Find an article about effective professional communication that was published in the last 18 months.

Step Two: Read the article and develop a 25 to 50-word summary. Summaries shorter than 25 words and longer than 50 will not receive credit.

Step Three: On the top of the page, there is a Link to One Drive – that link will take you to a document entitled “Professional Communication Table.” Locate and click on this link

Step four: The table requests that you provide a hyperlink to the article, your 25-50 word summary, and your name (in the employee section). Fill in the table with the requested information.

In order to receive your points for completing this task you must do the following:

  • Provide a viable link (not a URL) to the article
  • Ensure your summary is no less than 25 and no more than 50 words
  • Fill in the “Employee” section with your first and last name
  • Copy the webpage link to the article you summarized and submit it to the Professional Experience 1 link in Blackboard

Discuss the nature of “loyalty” and the conflicts associated with divided loyalty (CO4, 5). Articulate the ethical dimensions of “whistleblowing” (CO4, 5).

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EXCELSIOR COLLEGE:BNS301: National Security Ethics and Diversity

M6D1: Loyalty and Whistleblowing

Read:

  • Required
    • Module Notes: Defining and describing loyal dissent
    • Boffey, P.M. (1986, February 14. Analyst who gave shuttle warning faults gung-ho, can-do attitude (Links to an external site.)Links to an external site., The New York Times, p. B-4.
    • Cook, R.C. (1986, March 16). Why I blew the whistle on NASA’s O-ring woes (Links to an external site.)Links to an external site., The Washington Post, pp. D-1 to D-3.
    • Grimsley, K.D., (1997, September 8).  A matter of ethics:  In the workplace, sometimes you pay a price for following your conscience (Links to an external site.)Links to an external site., The Washington Post, p. F-12.
    • Kidder, R. M (1995).  How good people make tough choices, Harper Collins.  New York. pp. 83-88.
    • Lindorff, D. (1986, June 28).  Engineers’ Duty to Speak Out (Links to an external site.)Links to an external site., The Nation, pp. 880-882.
    • Wayne, L. (1986, February 28). Getting Bad News at the Top (Links to an external site.)Links to an external site., The New York Times, pp. D-1, D-4.

View:

  • Required
    • Space Shuttle Challenger Disaster: Major Malfunction | Retro Report | The New York Times (Links to an external site.)Links to an external site.

https://youtu.be/-O_DMyHdq_M

Discuss:

  • M6D1: Loyalty and WhistleblowingNote: Please contribute one original post in response to each discussion question, and post at least one substantive reply to a fellow student.

This activity addresses module outcomes 1 & 2. Upon completion of this activity, you will be able to:

  • Discuss the nature of “loyalty” and the conflicts associated with divided loyalty (CO4, 5).
  • Articulate the ethical dimensions of “whistleblowing” (CO4, 5).

The purpose of this activity is to examine the concept of loyalty and its possible extreme of whistleblowing.  Can you be both loyal to your organization while also being a whistleblower?  This can be a difficult ethical decision as on one hand you need to do what’s right but on the other, being a whistleblower can put you at odds with your co-workers, your boss, or even the United States government.  Think through what loyalty means to you and what does it take to be a whistleblower.

Questions:

Based on the readings and activities for this module, answer the following questions:

  • Was Richard C. Cook loyal to NASA when he discussed the O-Ring problem? Why or why not?
  • How could the Challenger disaster have been prevented in your estimation? Were the NASA engineers whistleblowers?
  • Describe how whistleblowing may be an ethical dilemma and provide examples (refer to your readings or provide some first-hand examples).

Briefly explain the venture capital process. Does it make sense for your company to raise funds through venture capital?

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Signature Assignment: Short-Term Funding

About Your Signature Assignment

This signature assignment is designed to align with specific program student learning outcome(s) in your program. Program Student Learning Outcomes are broad statements that describe what students should know and be able to do upon completion of their degree. The signature assignments may be graded with an automated rubric that allows the University to collect data that can be aggregated across a location or college/school and used for program improvements.

Purpose of Assignment

The purpose of this assignment is to allow the student an opportunity to apply their understanding of cash flow management, break-even analysis, and short-term and long-term financing in starting and growing a business.

Assignment Steps

Resources: OECD Database, Corporate Finance

Prepare a 12- to 15-slide PowerPoint® presentation with speaker notes requesting initial funding of $500,000 to start and run a start-up company. The proposed start-up company could be an existing business model (coffee shop, pet store, etc.) or could be something entirely new and exciting.

Create the presentation in the following format, with at least one slide to cover each of the following areas:

  • Title Page
  • Table of Contents
  • Executive Summary
  • Information about the Industry
  • Marketing Plan
  • Competitor Analysis
  • 3 Year Income Statement (Profit & Loss) Projections
  • Include your assumptions for why and how you will achieve your sales growth and what significant expenses and investments you expect to incur to achieve your revenue goals.
  • 3 Year Proposed Funding Schedule (Sources and uses of the funds received.)
  • Break-Even Analysis
  • Academic and Business References

Review the following scenarios and assumption, and explain how it impacts your decision to expand:

  • After Year 3, the investors are interested in your company expanding internationally to possibly outsource labor or to reduce manufacturing costs. What countries would you expand to first, and why? What factors would you need to consider in making this decision?
  • What is the corporate tax rate in the countries you are considering expanding your business to, and how will that affect your decision to expand globally? (Use OECD Database or another resource to determine the corporate tax rate).
  • The investors want to see a decision tree detailing the decisions you would make if you received $300K now and $200K at the end of three years instead of $500K up front.
  • The investors would like your team to provide advantages and disadvantages of using debt financing versus selling company stock to raise capital for growth.
  • Briefly explain the venture capital process. Does it make sense for your company to raise funds through venture capital?

Format your presentation consistent with APA guidelines.