Write a communications plan not to exceed 1,050 words to support the strategy of American Plastics. Justify why they were important for your strategic HRM planning process.

American Plastics had fared rather worse than its competitors during the economic downturn. With revenue, quality, and productivity down, management set several goals to reverse the company’s fortune. One area in need of improvement was human resources and “Janet,” the newly appointed HR Director faced a daunting challenge: to quickly re-invent the Human Resources function, reposition it a strategic partner to the business, and improve employee perceptions of her department. Her predecessor retired after leading a major reduction in force causing a significant exodus of key talent, some unexpected. Janet was charged with finding a way to retain top talent and develop a steady but highly-qualified stream of candidates to fill regular as well as critical positions.  The CEO agreed with her that differentiating the human resources function was essential for the company’s strategic plan to succeed.

In her first two weeks on the job Janet discovered:

  • Job descriptions were inconsistent, long but vague lists of high level “duties and responsibilities” and qualifications
  • Job titles didn’t reflect the work people did, used instead as a framework for budgeting and compensation as many were doing unique work requiring different knowledge and skills.
  • Aside from providing a coordinating function, human resources had outsourced recruiting to third parties who presented candidates based on their internet postings and other sources. No matter the level or criticality of the open position, human resources rarely conducted interviews or assessments before or after handing over the third party resumes to the hiring organization and would get involved again only when a candidate was selected.
  • HR’s participation in the onboarding process of new employees was limited to having them attend a half-day orientation session where, between a video and a slide presentation about the company, they filled out benefits-related, payroll, ID and other paper forms.
  • Training and Development (T&D) had largely been outsourced to several companies that provided generic on-line courses.
  • The recent departure of several mission-critical employees disclosed no systematic means of capturing expertise from employees; when they left, their knowledge left with them.
  • The Performance Employee Evaluation Program didn’t align with anything, was viewed by managers and individual contributors alike as a burdensome annual chore that interfered with people’s “real jobs.”

The management of talent is one of a handful of strategic services human resources can offer. The decline of traditional HR functions through automation, self-service, and outsourcing demands a “culture change” within human resources: adopt a business focus by an organization still structured largely around benefits administration, time and attendance reporting, labor cost processing, and similar transactional operations.

Write a communications plan not to exceed 1,050 words to support the strategy of American Plastics.

Justify why they were important for your strategic HRM planning process.

Recommend how to address these considerations.

Focus on resolution of the human resource management challenges in order to support operational strategies.

Cite all sources according to APA formatting guidelines.

Review the conditions for your school below and create a presentation (e.g., ppt., prezi, slideshare, Powtoon, etc) which is appropriate for the topic, conditions, and school level.

CONGRATULATIONS! Your principal has just named you as the chair of the school safety committee. The principal would like for you to provide a presentation on a safety topic at next week’s faculty me C

CONGRATULATIONS! Your principal has just named you as the chair of the school safety committee. The principal would like for you to provide a presentation on a safety topic at next week’s faculty me

CONGRATULATIONS!  Your principal has just named you as the chair of the school safety committee.  The principal would like for you to provide a presentation on a safety topic at next week’s faculty meeting. You should do the following:

  1. You will be assigned to a school and topic.
  2. For this assignment, YOU MAY CHOOSE THE LEVEL: EITHER Elementary OR Middle OR Secondary.
  3. Review the conditions for your school below and create a presentation (e.g., ppt., prezi, slideshare, Powtoon, etc) which is appropriate for the topic, conditions, and school level.
  4. Complete your presentation as indicated by maximum point values:
  5. A title slide/screen with (1) the name and level of your school and (2) your name. 2 points
  6. Level appropriate content for ALL aspects of your given topic in the context of your school’s level and identified demographic needs. 30 points
  7. At least 10 slides/screens in addition to your title slide 5 points
  8. At least 1 video related to your topic 3 points
  9. At least 6 graphics/photos that relate to content 3 points
  10. Separate slide/screen with citations in APA or MLA format 2 points
  11. Correct use of standard written English and spelling 5 points

NOTES:  As you think about your school, carefully consider the details in the description.  For example, consider the issue of firearms.  How might the possession and accessibility of firearms differ in an urban environment versus a rural environment vs a suburban environment?  Are gangs more likely to be a problem in elementary school, middle school or high school?  Are students from a lower income background more—or less—likely to have access to technology? Which students are likely to be bullied in a school?   What age group of students are more likely to be bullies?

Submit your presentation as your assignment AND post to the discussion.

TOPICS

TECHNOLOGY SAFEGUARDS

  • identifying the importance of safeguards in the use of technology (mobile devices, student records, cyberbullying, teacher use, student use)

VIOLENCE IN SCHOOLS

  • understanding the importance of the legal principles governing search and seizure and use of force by educators and law enforcement.
  • understanding the importance of gang prevention and resistance programs.
  • identifying the importance of weapons detection and prevention programs.

ACTIVE AND POST THREAT PROCEDURES

  • identifying the importance of emergency response procedures.
  • identifying the importance of coordinated relationships between schools and local law enforcement agencies.
  • identifying the importance of victim support services.

THREAT PREVENTION

  • understanding the importance of campus and building patrol.
  • understanding the importance of visitor and volunteer screening.
  • describing the purpose of student hall pass procedures.

SCHOOL CONDITIONS

1st Avenue (Elementary/Middle/Secondary) Charter School

694 students

Title I (All students get free lunches)

Located in a metropolitan urban area

10% Asian; 25% Hispanic; 20% African American; 35% White; 10% Other

22% families in transition (e.g., without a permanent home)

19% students with special needs

44% single parent homes

31% ELL representing 9 different countries

Shady Lane (Elementary/Middle/Secondary) School

467 students

40% students get free lunches

Located in a small rural community

5% Asian; 20% Hispanic; 30% African American; 30% White; 15% Other

no families in transition (e.g., without a permanent home)

23% students with special needs

30% single parent homes

10% ELL representing 3 different countries

Westside Academy Prep (Elementary/Middle/Secondary)

348 students

Private School

10% students on scholarship

Located in a suburban area outside of a major metropolitan area

20% Asian, 35% White, 25% African American, 15% Hispanic, 5% Other

No families in transition

15% students with special needs

10% single parent homes

Discuss several actions you can take during a presentation to increase your effectiveness as a speaker

Respond to the following thread using 200-250 words. Please state 2 things that you agree with and RESPECTFULLY 2 things that you disagree with. Please see sample reply for the format.

TOP OF THREAD

DB 3 by Shady

Discuss several actions you can take during a presentation to increase your effectiveness as a speaker

Public speaking is one of the few weaknesses that possess hundreds of business employees, including those in management positions. Speaking in front of a group is a difficult matter to master, and therefore requires the use of useful tips and focus in order to be successful. Marjorie North, the author of 10 Tips for Improving Your Public Speaking Skills, published in the Harvard University Professional Development Program, states 10 different tips for bettering the odds of a successful speaking event. Here, the focus will be on three specific tips that will greatly assist in increasing the effectiveness as a speaker.

The most key factor in creating better effectiveness is organization. Organizing a speech is the most key factor in allowing the message to properly reach the audience. Within the first 30 seconds, the audience’s attention should be captured, creating the proper attention needed for proper message relay (North 2017). The second factor is not reading from a sheet of paper, but rather have an outline prepared, creating points, not an essay. Reading from any form of aid distracts from eye contact with the audience, and therefore distracting from proper interaction with the audience.

Finally, a key factor in creating an effective presentation is understanding that nervousness is a normal factor, and that practice is key. Keeping up with practice before a presentation allows for understanding the material before presenting. Seeing and practicing the material allows for a memory of the information, allowing for more memory presenting, rather than reading from an aid. Us

Reference:

F. (2016, November 03). 10 Tips for Improving Your Public Speaking Skills | Harvard Professional Development | Harvard DCE. Retrieved from https://www.extension.harvard.edu/professional-development/blog/10-tips-improving-your-public-speaking-skills

BOTTOM OF THREAD

***SAMPLE REPLY BELOW***

PLEASE USE TO HELP GUIDE YOU IN WRITING YOUR RESPONSES

Tiffany did well to provide a thorough, appropriate, and relatable personal experience that dealt with networking. Making sure you know the rules for successful networking may be the key to your success when it comes to meeting new contacts. Another thing that Tiffany did well was to explain how networking serves two distinct purposes, both socially and professionally, that can amass an array of contacts, colleagues, and friends.

I have to respectfully disagree with Tiffany’s comment that “networking comes naturally.” For someone like me, with introverted tendencies, it takes a great amount of emotional energy to network with others, making networking very unnatural. Something I thought Tiffany could have added to improve her thread would be to add a few tips for improving one’s networking skills. For example, Hutson (2009) states that one should rely on friends, family, and co-workers for referrals. A second tip is that networking is about building mutual relationships and that your interaction with potential prospects should convey that you are both willing to help others and that you have something of value to offer (Hutson, 2009). I, for one, could definitely benefit from knowing a few tips to improve my networking skills.

Overall, the thread’s author had some good insight on the topic of networking from a personal and business standpoint. Tiffany helped offer an understanding of the topic, as well as a few ways one can become a more successful networker.

Develop a business assessment for the company, focusing on managing employees from an HR perspective in a grocery store environment and retail industry.

Read the details of the Gladwell Grocery Stores case scenario. In this assignment, you will provide Mr. Bell with an assessment of the current business based on the details of the scenario. You will describe the company in terms of size, industry, type of business, number of stores, etc., and explain to Mr. Bell why you think Gladwell Grocery Stores can benefit from an HRIS.

Assume your role as an HR consultant, and prepare a business assessment that addresses the following criteria.

Write a two to three (2-3) page paper in which you:

Introduction

  1. Assess the current situation for the company, focusing on the issues that the HR Manager is currently facing from not having an HRIS in place.

Business Assessment

  1. Develop a business assessment for the company, focusing on managing employees from an HR perspective in a grocery store environment and retail industry.

Identifiable Issues

  1. Create a list of the key HR functions that you believe will be beneficial to the organization. From the list, choose one (1) HR function that will be the focus of your business proposal moving forward. Explain the main reasons why you chose that HR function and validate your reasoning with research and theory.

Conclusion

  1. Explain two to three (2-3) reasons why the company would benefit from adopting an HRIS. Focus on how the HRIS would address the HR function you identified in your business assessment.
  2. Use at least (2) quality academic resources in this assignment. Note: Wikipedia and similar Websites do not qualify as academic resources.
  3. Format your assignment according to the following formatting requirements:a. Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.b. Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.c. Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.

Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce.

Assignment 1: Employment Laws, Policies, and Processes

Due Week 3 and worth 200 points

Imagine that you are the Director of the HR Department at your current organization or an organization with which you are familiar. You are responsible for delegating duties to your team for the selection, development, and management of both the new and current employees. You must ensure that your organization is diverse and follows all employment laws.

(Note: You may create and / or make all necessary assumptions needed for the completion of these assignments. In your original work, you may use aspects of existing processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern the organization[s] that you have used.)

Write a three to four (3-4) page paper in which you:

  1. Outline one (1) job interview process, and document the methods that you must use to select the right person for available positions. Determine two (2) employment laws that you must consider in the process in question, and examine the key ramifications of the organization’s lack of enforcement of said laws.
  2. Suppose your same organization decides on an unconventional workforce comprised primarily of independent contractors and temporary workers. Predict three (3) issues that you may encounter in building relationships with each type of worker. Next, examine two (2) laws that you must follow during the relationship building process, and specify the manner in which each law would help in the relationship building process.
  3. Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce. Next, outline one (1) strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two (2) examples that illustrate the major benefits of the plan to the organization.
  4. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
  5. PLEASE NO PLAGARISM AND FOLLOW ALL INSTRUCTIONS VERY INFORMATIVE INFORMATION AND INCITEFUL THOROUGH INFORMATION

How well overall did the sales team (Johnson, Barnhart, and Harris) do in negotiating concessions? What, if anything, should they have done differently?

Negotiating Price With A Taskmaster

Chuck Johnson and his sales manager, Tom Barnhart, have been trying to sell DuraFlor residential sheet vinyl to Bargain City Stores for many years. Johnson and Barnhart work for McGranahan Distributing Company of Toledo. McGranahan’s handles the DuraFlor line of resilient flooring products, which includes both flooring tile and sheet vinyl. In the resilient flooring market, the six competing major manufacturers all use “traditional” marketing channels of independent distributors, who sell to retailers, who, in turn, sell to the general public or contractors.

Bargain City operates a chain of sixty-five discount stores throughout Ohio, Michigan, and Indiana, with headquarters in Toledo, Ohio. The firm concentrates on secondary markets, and although they stock all the major product lines that other mass merchandisers offer, they have an excellent do-it-yourself building materials department. Don Schramm is the chief buyer for this department, and his strategy is to buy good value at the low end of the market to sell in Bargain City outlets. It is commonly known throughout the industry that Bargain City buyers always want good product quality at the lowest possible prices, with low price being their top priority.

The product that Johnson and Barnhart are attempting to sell to Mr. Schramm is a low-end line of twelve-foot sheet vinyl flooring called Imperial Accent. This line has twelve different patterns and fifty-six stock-keeping units. McGranahan’s sold the Imperial Accent line to Schramm seven years ago, and the sales volume was $250,000. Now, with Bargain City’s expansion, Johnson estimates the first-year order volume should be more than $500,000. Johnson lost the business when another distributor offered Schramm a 15 percent discount on a similar product made by Congolese Manufacturing. At the time, DuraFlor was unwilling to meet the competitor’s lower price, asserting that its superior brand awareness increased retailer inventory turnover and justified a higher price.

DuraFlor controls more than 60 percent of the entire resilient flooring market, but only 30 percent of the low-end twelve-foot sheet flooring market. DuraFlor has tended to neglect this market because the low-end market is a fiercely competitive one. The manufacturing process, called rotogravure, is so common that no manufacturer has a competitive cost advantage. The process allows virtually any picture to be made into a pattern. Thus, competitors can copy top sellers, making it difficult to maintain styling advantages.

Recently, Chuck heard that Bargain City’s current distributor for twelve-foot sheet vinyl is having financial problems and can’t keep its customers’ stores stocked. On the chance that Bargain City might be looking for a new supplier, Tom called Mr. Schramm and was delighted to hear him confirm a sales call appointment with him and Chuck.

Chuck and Tom have decided to ask the DuraFlor district manager, Ron Harris, to participate in the sales presentation to Bargain City because to win the Bargain City business his firm must ultimately lower the price to McGranahan Distributing. McGranahan’s current profit margin is 24 percent on the DuraFlor product.

In the pre-call strategy meeting, Johnson, Barnhart, and Harris decide to stress Imperial Accent’s improved styling and other product features. They will point out the inventory turnover benefits it offers Bargain City because of its high brand awareness with the store’s customers. The three of them agree that they will have to do some “paper-and-pencil” selling by demonstrating in specific numbers how profitable the DuraFlor line would be for Bargain City. They also agree that Johnson and Barnhart will finish the sales call with a review of the inventory monitoring, prompt delivery, and sales support that McGranahan’s can provide.

After waiting in the lobby of Bargain City’s large headquarters building for thirty-five minutes, a receptionist leads the three men to Mr. Schramm’s office. Schramm’s assistant buyer, Sixto Torres, is also there and, seeing the three of them march in, comments, “Oh boy, they’re bringing in the big guns today. We’re in for a real dog-and-pony show, Boss.” Everybody laughs, and greetings are exchanged all around.

Then Tom Barnhart says, “We appreciate the opportunity to review the merits of the Imperial Accent line with you today, Don. I’m sure by the conclusion of our meeting that you’ll agree that it offers an attractive profit opportunity for Bargain City.”

“I’ll be the judge of that,” snaps Schramm, peering menacingly over his bifocals while leaning forward in his chair.

“Here are the twelve patterns in the Imperial Accent line,” says Chuck Johnson, as he lays the patterns before Schramm and Torres. “As you can see, DuraFlor has restyled the line with five new patterns, including geometric designs, floral, and the always-popular brick patterns. We’ve also brightened the color palette in the line because market research has shown us that low-end buyers prefer brighter colors.”

“What do you think of this pattern, Sixto?” asks Harris, holding up a bright red, rather garish thirty-six-by-thirty-six-inch sample.

“It’s really ugly,” replies Torres. “I wouldn’t have it in my house. But who cares what I think about the pattern—how does it sell?”

“It’s brand new, and we don’t have any data on it yet,” answers Harris.

Barnhart jumps in. “Don, Sixto, here’s a list of the top twenty-five sellers nationwide, by color and by pattern. We suggest you begin by stocking all the patterns to see how they sell in your different markets. We’ll ship new inventory promptly to any of your stores as needed.”

Schramm leans forward, “Mm, so we won’t have to stock anything in our warehouse?”

“That’s right, Don, we’ll handle all the inventory concerns and my salespeople will regularly call on all of your stores to make sure the twelve-inch roll racks are fully stocked,” says Barnhart.

Harris chimes in, “The Imperial Accent line is really coming on strong lately, Don.” Holding up a sample of the new embossing, he continues, “Our improved rotogravure process allows us to emboss the product now, enabling it to hide subfloor irregularities better than any product on the market. We’re also using new ‘hi-fidelity’ inks that give these brighter colors.”

Schramm puts his glasses on and folds his arms as his assistant picks up one of the samples and compares it to a sample of the Congolese product they are now carrying. “This doesn’t look any different from the Congolese product,” says Torres. “How many mils is the wear layer on your product?”

“Eight,” says Harris.

“Congolese has a ten-mil wear layer,” replies Torres.

“That’s because they pump it up with air. We don’t do that. Our research shows this product is the most durable in its product class.” Harris is tired of competitors making claims that imply greater durability, while what they’re doing is literally blowing hot air into the product. DuraFlor has always been conservative in its product claims, perhaps too conservative.

Harris continues talking, interrupting Barnhart, who is urging the discussion back to what McGranahan’s can do for Bargain City. “Don, look at this profit opportunity,” says Harris, handing a sheet of paper to Schramm. “If you buy Accent from McGranahan’s at two dollars and five cents per square yard and sell it for three ninety-nine, you’ll make almost 49 percent gross margin. Now with sixty-some stores, eight rolls per store, and seven turns a year, with the average roll being, say, one hundred square yards, that’s a profit of $369,000. I know it will take a while to get the Congolese off your racks, but you could be generating these kinds of profit dollars in a year or two.” Harris smiles and looks at Schramm.

Schramm crosses his arms again and stares at the sheet Harris has put on his desk. He rubs his eyes and grimaces slightly. “Well, for one thing, Ron, if I were to pay two dollars and five cents per square yard for this product, Sixto would have my job the next day. It’s nice of you to try and help me run my department, but if I made a 49 percent margin on this product, it wouldn’t exactly be a bargain for the customer, now would it?”

“I think Ron was just trying to point out the profit potential, Don. Obviously, you’ll be changing the numbers to fit Bargain City’s marketing strategy,” offers Johnson. “And remember that 2 percent of all your purchases will accumulate in a fifty-fifty co-op advertising fund.”

“We’re only paying a dollar eighty-two per square yard for the Congolese product. Can you meet that price?” asks Schramm.

“We’ll sure try,” quickly responds Barnhart. “What about it, Ron, can we get there?”

“I don’t know for sure,” says Harris to Schramm. “Let me talk to the product manager and get a price to Tom, and he’ll give a price to you. If we can meet Congolese’s price, will you give us the business, Don?”

“Maybe,” Schramm replies. “Come back with your best price and we’ll see. The products look similar to me, your styling has improved, and the co-op program is good. But I’ll look at what your competitors are offering before I make up my mind.”

“Remember, Don, we’ll carry all the inventory, service your stores so the managers won’t have to remember to order, and deliver the products right off our own truck so you won’t take any risk of damage during delivery. And those costs are all in the price of the goods. You’ll never get a bill for delivery charges. What have you got to lose? How about giving us a shot at the sheet goods business?” pleads Johnson.

“We’ll see,” says Schramm.

Later that week Harris calls Barnhart with a wholesale cost that would yield McGranahan’s a price of $1.90 per square yard with a normal margin. Barnhart calls Johnson into his office and asks if he will be willing to take a 2 percent commission instead of 3 percent in order to help bridge the 8 percent gap. Thinking that it is critical to meet the competitor’s price of $1.82 in order to win the business, Johnson agrees to take the cut in his commissions. Barnhart calls Schramm with the price of $1.82 per square yard, reviews all the benefits of the Imperial Accent line and the services provided by McGranahan’s, and asks for the order. Schramm says he will let him know in a few days, after he hears from other suppliers.

When Schramm calls back three days later, he says McGranahan’s can have the business if they will take another nickel off their price. Apparently, the Congolese distributor has lowered the price to keep from losing the business. Barnhart really doesn’t have a nickel to give. He has already cut the price to the bone, and another nickel off will reduce McGranahan’s gross margin to 17 percent, not too attractive considering all the services they will be providing. Barnhart thinks for a few minutes, then calls Johnson in to discuss the new terms that Bargain City is requesting.

Reprinted with permission of James T. Strong, Dean, California State University, Dominguez Hills.

Questions

1.Should McGranahan’s lower the price to Bargain City by another five cents? Should Johnson agree to take an even lower commission to win the order?

2.How successful do you think Johnson, Barnhart, and Harris were in negotiating price resistance during the   sales call? What types of techniques did Johnson, Barnhart, and Harris use to negotiate resistance? Do you think more persistence could have won the three-member sales team the Bargain City order?

3.Do you think it was a good idea to bring Ron Harris, the district manager of DuraFlor, along to help make the sales presentation to Bargain City? Why or why not?

4. How well overall did the sales team (Johnson, Barnhart, and Harris) do in negotiating concessions? What, if anything, should they have done differently?

5.What would you advise Chuck Johnson and Tom Barnhart to say in responding to Mr. Schramm’s request for another nickel cut in price to win the Bargain City business?

Briefly discuss when and how a personality test might be useful in the selection process. Give an example of 2 jobs where personality tests might be used, and explain why they would be used.Question 10 options

QuestionQuestion 1 (1 point) Question 1 UnsavedCognitive ability tests are excellent predictors for executive and professional level jobs; they are of no value for entry level, clerical, or blue collar jobs.Question 1 options:TrueFalseSaveQuestion 2 (1 point) Question 2 UnsavedWhen the federal government needed to hire airport security screeners, applicants started the process of getting a job with a structured interview and physical ability test.Question 2 options:TrueFalseSaveQuestion 3 (1 point) Question 3 UnsavedThe greater the correlation of any predictor with other predictors of an outcome, the more useful the predictor will be.Question 3 options:TrueFalseSaveQuestion 4 (1 point) Question 4 UnsavedIt is unlawful for a selection procedure to screen out individuals with disabilities, unless the procedure is job-related and consistent with business necessity.Question 4 options:TrueFalseSaveQuestion 5 (1 point) Question 5 UnsavedIn assessing cutoff scores, a “false negative” is an applicant who is assessed as not likely to succeed but who would have been successful if hired.Question 5 options:TrueFalseSaveQuestion 6 (2 points) Question 6 UnsavedIf a cutoff score is set based on the qualifications deemed necessary to perform a job, it is most likely the __________ method of determining cut scores.Question 6 options:bandingcriterion-relatedminimum competencytop-downSaveQuestion 7 (2 points) Question 7 UnsavedIn comparing internal selection with external selection, an advantage of internal selection is that __________.Question 7 options:there is less need to use multiple predictors in assessing internal candidates than with external candidatesinternal selection requires few procedures to locate and screen viable job candidatesinformation about internal candidates tends to be more verifiable than information about external candidatesinternal selection presents fewer dangers of incurring legal liability than external selectionSaveQuestion 8 (2 points) Question 8 UnsavedThe correlation between structured interviews and cognitive ability tests is __________.Question 8 options:moderately positivezerohighly positivemoderately negativeSaveQuestion 9 (2 points) Question 9 UnsavedWhich of the following methods is the most valid predictor of performance?Question 9 options:Handwriting analysisBiodata formsPersonality testsUnstructured interviewsSaveQuestion 10 (7 points) Question 10 Unsaved Briefly discuss when and how a personality test might be useful in the selection process. Give an example of 2 jobs where personality tests might be used, and explain why they would be used.Question 10 options:

Discuss a conflict that you’ve had and how you resolved that conflict.

Discuss a conflict that you’ve had and how you resolved that conflict.

Please reference ch. 13 (the conflict chapter) in your paper, length should be 2 to 3 pages double-spaced, and a hard-copy.

CHAPTER 13;

When you hear the word “conflict” it may elicit the idea of big, awful problems, but most people experience conflict in many small ways throughout their day. It’s a natural part of life, so if you can begin to view conflict not as bad, but as a challenge to overcome, you will see there are many opportunities for learning and personal growth pre- sented to you each day. It doesn’t take much to set people off with feelings of anger or even a fit of rage. It may be a person who cuts you off to take a parking space you were wait- ing for, or the person standing in line next to you at Starbucks who is having an obnoxiously loud conversation. Or it could be the person in front of you at the movie theater who is constantly texting on his phone, oblivious to the irritation of everyone around him. We have all experienced moments of anger as the result of inconsiderate behavior from others, even for the smallest of things. One morning when Mr. Laermer was reading a book while seated in the “quiet” car of a Manhattan commuter train, he couldn’t concentrate over the constant click, click, click of the man texting next to him so he kindly asked the man to turn off the clicking sound so they could both be happy. The man responded by jumping out of his seat shouting, “Is this what it’s now come to? People want you to type more gently?” After going off in an angry tirade for several minutes he said, “Who do you think you are? Do you really think you can tell me what to do?” The man replied with “Yes, that’s exactly right. Please turn the clicks off.” People nearby began clapping, and the angry man sat down, red faced and turned his phone off.Researchers at Duke University call these small injustices “unwritten laws of social behavior rules.” The lead author of a new study on this topic is Mark Leary, professor of psychology and neuroscience at Duke. Dr. Leary says these seemingly trivial behaviors make us feel personally violated because people are not “playing by the rules,” causing one or both people to feel they are treated unfairly or in a rude, selfish, or inconsiderate manner. 1 Conflict does not need to escalate into a stressful situation if you know how to deal with it. Managing conflict is a learned skill, and this chapter offers specific guidelines for effectively resolving a wide range of conflicts. A NEW VIEW OF CONFLICT Much of our growth and social progress comes from the opportunities we have to discover creative solutions to conflicts that Conflict occurs when there is a clash between incompatible people, ideas, or interests. These conflicts are almost always perceived as negative experiences in our society. But when we view conflict as a negative experience, we may be hurting our chances of dealing with it effectively. In reality, conflicts are opportunities for personal growth if we develop and use positive, constructive conflict resolution skills. 2 Much of our growth and social progress comes from the opportunities we have to discover creative solutions to conflicts that surface in our lives. Dudley Weeks, professor of conflict reso- lution at American University, says conflict can provide additional ways of thinking about the source of conflict and open up possibil- ities for improving a relationship. 3 When people work together to resolve conflicts, their solutions are often far more creative than they would be if only one person addressed the problem. Creative conflict resolution can shake people out of their mental ruts and give them a new point of view. Meaningful Conflict Too much agreement is not always healthy in an organization. Employees who are anx- ious to be viewed as “team players” may not voice concerns even when they have doubts about a decision being made. Meaningful conflict can be the key to producing healthy, successful organizations because conflict is necessary for effective problem solving and for effective interpersonal relationships. 4 The problem is not with disagreements, but with how they are approached, discussed, and resolved. FINDING THE ROOT CAUSES OF CONFLICT Throughout this text, we have often compared the challenges of interpersonal relations to an iceberg. The tip of the iceberg is in plain view and readily available for consideration. However, most of the iceberg exists below the surface and can create problems if we choose to ignore it. Let’s assume that the owner of your company has initiated a new pol- icy on sexual harassment. This behavior has been carefully defined by the company law- yer, and the message seems very clear: Employees who are guilty of sexual harassment will be terminated. The Iceberg of Conflict, Figure 13.1, reveals a wide range of factors that will influence each employee’s perception of the new company policy. When you are in conflict, each level of the iceberg represents something that may influence the conflict resolution process. It is important that we go deep enough to understand the influence of our emotions, self-perceptions, needs, unresolved issues from Conflict Triggers A conflict trigger is a circumstance that increases the chances of intergroup or interper- sonal conflict. People encounter many different types of conflicts in any given day or week, so it is wise to learn to handle conflict in a fast, efficient manner. Later in this chap- ter, you will learn techniques for doing this. First, we will look at some of the most com- mon types of conflicts. Organizational Change. Organizational change is one of the root causes of conflict. In most organizations, there is tension between opposing forces for stability (maintain the status quo) and change. For example, if management wants to shift more health-care costs onto workers, tension may surface. With too much stability, no change in health- care cost allocation, the organization may lose its competitive position in the marketplace. With too much change, the mission blurs and employee anxiety develops. 5 Ineffective Communication. A major source of personal conflict is the misunderstand- ing that results from ineffective communication. In Chapter 2, we discussed the various fil- ters that messages must pass through before effective communication can occur. In the work setting, where many different people work closely together, communication break- downs are inevitable. Achieving effective two-way communication is always a challenge.Value and Culture Clashes. In Chapter 5, you read that differences in values can cause conflicts between generations, between men and women, and between people with different value priorities. Today’s diverse workforce reflects a kaleidoscope of values and cultures, each with its own unique qualities. The individual bearers of these different val- ues and traditions could easily come into conflict with one another. As noted in previous chapters, generational influences are among the most powerful forces shaping values in our workforce. Value differences among Matures, Baby Boomers, Generation X, and Generation Y (Millennials) can lead to conflict. Work Policies and Practices. Interpersonal conflicts can develop when an organiza- tion has unreasonable or confusing rules, regulations, and performance standards. The conflicts often surface when managers fail to tune in to employees’ perceptions that vari- ous policies are unfair. Managers need to address the source of conflict rather than sup- press it. Conflict also surfaces when some workers refuse to comply with the rules or neglect their fair share of the workload. Adversarial Management. Under adversarial management, supervisors may view their employees and even other managers with suspicion and distrust and treat them as “the enemy.” Employees usually lack respect for adversarial managers, resenting their au- thoritarian style and resisting their suggestions for change. This atmosphere makes coop- eration and teamwork difficult. Competition for Scarce Resources. It would be difficult to find an organization, public or private, that is not involved in downsizing or cost-cutting. The result is often destructive competition for scarce resources such as updated computers, administrative support personnel, division and/or department budgets, salary increases, or annual bonuses. When budgets and cost-cutting efforts are not clearly explained, workers may suspect coworkers or supervisors of devious tactics.Personality Clashes. There is no doubt about it: Some people just don’t like each other. They may have differing communication styles, temperaments, or attitudes. They may not be able to identify exactly what it is they dislike about the other person, but the bottom line is that conflicts will arise when these people have to work together. Even peo- ple who get along well with each other in the beginning stages of a work relationship may begin to clash after working together for a few months. RESOLVING CONFLICT ASSERTIVELY Conflict is often uncomfortable whether it is in a personal or professional setting. People sometimes get hurt and become defensive because they feel they are under per- sonal attack. Because we have to work or live with certain people every day, it is best to avoid harming these ongoing relationships. But many people do not know how to approach and manage conflict in a positive way. Many professionals advise going directly to the offending person and calmly discussing his or her irritating behavior rather than complaining to others. 6 Figure 13.2, “Dealing with People You Can’t Stand,” offers specific strategies you might use. By taking those steps to change your behavior, you can facilitate a powerful change in theirs. Keep in mind that some people are unaware of the impact of their behavior, and if you draw their attention to it, they may change it. Whereas these strategies may be comfortable for some people, such a direct approach may be very uncomfortable for many others. People who try to avoid conflict by simply ignoring things that bother them are exhibiting nonassertive behavior. Nonassertive peo- ple often give in to the demands of others, and their passive approach makes them less likely to make their needs known. If you fail to take a firm position when such action is appropriate, customers, coworkers, and supervisors may take advantage of you, and man- agement may question your abilities. Assertive behavior, on the other hand, provides you the opportunity to stand up for your rights and express your thoughts and feelings in a direct, appropriate way that does not violate the rights of others. It is a matter of getting the other person to understand your viewpoint. 7 People who exhibit appropriate assertive behavior skills are able to han- dle their conflicts with greater ease and assurance while maintaining good interpersonal relations. Some people do not understand the distinction between being aggressive and being assertive. Aggressive behavior in conflict situations involves expressing your thoughts and feelings and defending your rights in a way that violates the rights of others. Aggres- sive people may interrupt, talk fast, ignore others, and use sarcasm or other forms of verbal abuse to maintain control. How to Become More Assertive Entire books have been written that describe how to improve your assertiveness skills. The American Management Association is one of many organizations that offer skill-de- velopment seminars that focus on assertiveness training, including Assertiveness Training for Managers and Assertiveness Training for Women in Business. 8 greater credibility by learning how to handle tough situations with composure and confi- dence. Whether you choose to read books or participate in assertiveness training, know that you can communicate your wants, dislikes, and feelings in a clear, direct manner without threatening or attacking others. Here are three practical guidelines that will help you develop your assertiveness skills.

Why the target market(s) is/are attractive? Based on the characteristics described in the text explain why you selected this target versus anyone else.

Put yourself in the position of an entrepreneur who is developing a new propelled, robotic lawn mower, similar to the robotic vacuum cleaner, to introduce into the market. Develop the segmentation, targeting, and positioning strategy for marketing the new product. Be sure to discuss:

  1. The overall target strategy (concentrated, differentiated, undifferentiated or micromarketing) and why.
  2. The segmentation methods you will use (demographics (age, income, gender, marital status, children in the home, etc.), geographic, psychographics, etc.) and why. NOTE: You only have to explain which of these you’ll use. You’ll actually describe them in the next part. For instance, if you state in part 2 that you are segmenting based on age and income, then in part 3 you’ll describe the actual age and income range for your target market.
  3. Your target market – describe the target like it is someone that you know. I want a well-defined description of the target market using the segmentation methods you listed in part 2.
  4. Why the target market(s) is/are attractive? Based on the characteristics described in the text explain why you selected this target versus anyone else.
  5. The positioning strategy – how will you position your product versus all of the competitors? Consider creating a perceptual map.

Go into detail to explain WHY you are giving the answers to each part of this assignment!

How you will continue to develop your competencies in the area and how you will apply the concept in your own organization

Final Knowledge Gained and Further Development Activity

In this final paper, students will draw upon knowledge gained in both this capstone class, but also other classes they have taken in their degree program. Students will select two of the following concepts that represent key concepts related to the key knowledge areas in HR For the selected concepts, students will describe, the concepts selected, knowledge about it with scholarly support for the statements. Provide at least two scholarly sources for your information. Include a title page and a reference page for the paper.

Use topic heading to identify the segments of the paper.

1.  Title Page

2.  Introduction and Purpose of Paper

3.  Concept Selected

A.  Academic definitions of the key terms

B.  The value that is added to the organization through the concept

C.  Examples of the concept in practice

D.  Risks of not utilizing the concept

E.  Your personal evaluation of your own competencies in the concept area

F.  How you will continue to develop your competencies in the area and how you will apply the concept in your own organization

4.  Concluding Comments on Knowledge of the HR function

5.  Reference Page

Seperate the diffent TOPICS do not combine/ Seperate heading for each topic below

Choose from the following:

  1.  HR Competencies for the 21st   Century
  2.  The Strategic Role of Human Resources
  3.  HR Metrics that Matter
  4.  The HR So That Statement
  5.  Differentiation of Rewards and  Segmentation of Current or  Potential    Employees
  6.  Employment Brand
  7.  Employee Engagement

CriteriaLevel 5 Exceeds Expectations4 pointsLevel 4 Meets Expectations3.6 pointsLevel 3 Meets Some Expectations3.2 pointsLevel 2 Does Not Meet Expectations2.5 pointsLevel 1 Did Not Submit or Did Not Meet Minimum Expectations0 pointsCriterion 1 Academic definitions of the key terms; The value that is added to the organization through the concept

Definitions are complete, relevant, current and supported with outstanding academic citation (s). The value to the organization was explained well and was convincing in both an academic and professional manner. The topic selected exceeded the expectations.

Definitions are complete, relevant, current and supported with academic citation (s). The value to the organization was explained and was convincing in both an academic and professional manner. Each of the two topic areas met the expectations for the assignment.

For the two concept areas, some but not all met the expectations. Definitions were not complete, relevant, current and/or supported with academic citation (s). The value to the organization was explained in some but not all and was not all were convincing in both an academic and professional manner.

Combined, the twp concept areas did not met the expectations. Definitions were not complete, relevant, current and/or supported with academic citation (s). The value to the organization was explained in some but not all and was not all were convincing in both an academic and professional manner. Overall, the segment did not meet the expectations for the capstone class.

Did Not Submit or Did Not Meet Minimum Expectations

Criterion 2 Examples of the concept in practice; Risks of not utilizing the concept

Examples were excellent, relevant and insightful. Risks were identified in an also insightful manner and were justified robustly. Scholarly support was given for the assertions made. The segment exceeded that of most submissions.

Examples were good, relevant and insightful. Risks were identified in an also insightful manner and were justified adequately. Scholarly support was given for the assertions made in a manner that met the expectations for an upper level course. .

The examples and risks identified met some of the expectations of being appropriate, relevant and insightful. Risks were identified but could have been justified more robustly. Scholarly support was given for the assertions made but not in a fully convincing manner.

The examples and risks identified did not met the expectations of being appropriate, relevant and insightful. Risks were wither not identified or but could have been justified more robustly. Scholarly support was either not given for the assertions made or were not in a fully convincing manner. This segment did not meet the expectations of a upper level course.

Did Not Submit or Did Not Meet Minimum Expectations

Criterion 3 Your personal evaluation of your own competencies in the concept; How you will continue to develop your competencies in the concept and how you will apply the concept in your own organization

For the area selected, the personal evaluation is credible and candid with convincing information shared. The evaluation is very well written and explained. Explanation is thorough, convincing and relevant to the organization. It exceeds the expectations for the personal evaluation and relevance to the organization.

For the two areas selected, the personal evaluation is credible and candid with convincing information shared. It was written in a good manner. The explanation is thorough, convincing and relevant to the organization. The segment meets the general expectations for a capstone level course.

For most of the concpets selected, the personal evaluation is credible and candid with convincing information. Explanation for most is thorough, convincing and relevant to the organization. Some but not all the expectations for the entire two were met.

The personal evaluation is not credible and/or candid with convincing information shared for the two concept areas. Explanations for each is not as thorough, convincing and/or relevant to the organization as was expected.

Did Not Submit or Did Not Meet Minimum Expectations

Criterion 4 Academic Writing Style Including Introduction, Purpose Statement, Citations and References

Writes in an error free manner, includes all the required elements, writing is clear, logical, flows well and is convincing. Citations and references are provided in accurate APA format

Generally writes in an error free manner, includes all the required elements, writing is mostly clear, logical, flows well and is convincing. Citations and references are provided and are in accurate APA format.

In a portion but not all the final paper, the writing style was in an error free manner, includes all the required elements, writing is mostly clear, logical, flows well and is convincing. Citations and references are not all provided and/or are not all in accurate APA format for some but not all the sources.

Generally does not write in an error free manner, does not include all the required elements, does not writing is a mostly clear, logical manner and is not always convincing. Citations and references are not provided and/or are not in accurate APA format.

Did Not Submit or Did Not Meet Minimum Expectations

Overall ScoreLevel 5 Exceeds Expectations14.5 or moreLevel 4 Meets Expectations13 or moreLevel 3 Meets Some Expectations11.3 or moreLevel 2 Does Not Meet Expectations10 or moreLevel 10 or more

14.5 to 16 Points

13 to 14.4 Points

11.3 to 12.9 Points

10 to 11.2 Points