Final Paper OutlineRead the assignment instructions for the Final Paper. Next, develop an outline for your Final Paper writing in full sentences (12 point font, Times New Roman font, double spaced). In your outline, create at least one section for each of the five concepts that you will use in your Final Paper and include supporting material for each concept. Be sure to include a bibliography with at least two of the sources that you will use for your Final Paper. Please make sure that the sources that you use are listed in the APA format. Your outline must include an introduction with a thesis statement and end with a conclusion that reaffirms the thesis.Cite your resources in text and on the reference page. For information regarding APA samples and tutorials, visit the Ashford Writing Center, within the Learning Resources tab on the left navigation toolbar.

Final PaperThe purpose of the COM425 Final Paper is to provide you with an opportunity to demonstrate your knowledge of the organizational communication concepts and skills that you have learned throughout this course. Imagine that you are proposing a new communication structure for an organization. Write a formal proposal in which you discuss at least five concepts that you feel are most important for successful communication within an organizational setting. Explain why these concepts are necessary for successful communication and how best to implement them within an organization.Examples of concepts that you may choose to use are active listening, organizational culture, conflict resolution, key principles of human communication, leadership strategies, formal and informal communication, etc. Your information for this paper should not be based on your own opinions; you must back up your information with research. The research may include readings from this course or from outside sources. In total, your paper must include at least five sources with at least two from the Ashford University Library. This is a formal paper and should include proper grammar, complete sentences, appropriate paragraphs, and correct citations/references in proper APA style. Along with explaining the communication concepts and including the research, you can also use your personal experiences to explain the research that you are presenting in your paper.

Begin working on Part II of the Shopping App Development assignment due in Week Five.

Part II: Mobile-Friendly Website Prototype

Create a 3-page website prototype for product sales using HTML5, CSS, and JavaScript® languages. Ch. 8 of Programming With Mobile Applications discusses a variety of web development tools.

Compress all files as a single ZIP folder for submission.

Submit the ZIP folder using the Assignment Files tab.

Begin working on Part I of the Shopping App Development assignment due in Week Five.

Part I: Selection of Mobile Platforms

Select a retail organization with which your team is familiar to use for this assignment. It can be an existing retailer, or your team could decide to be entrepreneurial and start your own online store. This e-retailer wishes to create a website and one or more apps for selling one or more products to the general public.

Review the three mobile platforms, Android™, iOS®, and Windows® Phone; in terms of programming languages required, hardware and software needed for development, costs of these resources, as well as any issues you might need to overcome based on your investigation, and user interface design considerations.

Create a 1- to 2-page memo to senior management that includes recommendations for the following information:

• A description of each mobile framework you have selected for development.
• Your recommendation for each platform
• Explain the rationale for your recommendation. Include advantages and drawbacks.
• Include preliminary cost considerations in terms of hardware, software, and other resources.
• Include issues or difficulties that can be expected.
• Explain user interface considerations.

Format your memo according to APA guidelines.

Submit your assignment to the Assignment Files tab above.

Case 1

Melanie was really looking forward to college because she thought she would have freedom to select the courses she wanted and the opportunity to get into the major of her choice (computer science). However, she is shocked and disappointed with her first-term schedule of classes because it consists mostly of required general education courses that seem totally unrelated to her major. She is also frustrated because some of these courses are about subjects she already took in high school (English, history, and biology). She’s beginning to think she would be better off quitting college and going to a technical school for a year or two so she can get right into computer science and immediately begin acquiring the skills she will need to work in the computer industry.

Reflection Questions

1. If Melanie decides to get a technical certificate and not pursue a college degree, how do you see it affecting her future:
2. Do you see any way Melanie might strike a balance between pursuing her career interest and obtaining her college degree so that she could work toward achieving both goals at the same time?
3. Can you relate to Melanie’s story in any way, or do you know anyone else who is having a similar experience?

1. The English language evolves. Some scholars think we are in the middle of a new evolution, where text and instant messaging lingo and spelling will be widely accepted and the rules we learned in school will be passe’. What do you think? Explain your response in a paragraph or two.

2. What status and connection differences among males and females does Dr. Deborah Tannen reveal her her video “Gender-Specific Language Rituals” featured in the Week 4 Learning Resources ( https://www.youtube.com/watch?v=tUxnBZxsfoU;  http://plato.stanford.edu/entries/relativism/supplement2.html;  https://www.youtube.com/watch?v=_W6RfBBVLPQ.)    ? Have you observed these rituals in children and/or adults? What about your own communication? Explain your answer.

Gender-Specific Language Rituals Video

3. Provide a detailed summary of Dr. Tannen’s video entitled “That’s Not What I Meant! Signals, Devices, and Rituals” found in the Week 4 Learning Resources. In your summary be sure to address the following questions: What conversational signals, devices and rituals does Tannen address? What are the influences on conversational style (include the big five)?

Deborah Tannen: That’s Not What I Meant! – Signals, Devices, and Rituals Video

4. Explain the difference between rapport and report talk as revealed the in video entitled “Men and Women Talking Together” from the Week 4 Learning Resources. The video is a little dated, but the differences are still widely acknowledged today.

Men and Woman Talking Together Video

Chapter 8 Video Title: Metropolitan Bakery-Performance Management/Appraisal

Organization: Metropolitan Bakery

Overview:

This video demonstrates the Importance of clear expectations in relation to scheduling, appearance, responsibilities, customer service.  Getting the work done and keeping the passion represents a balancing act in small business. You are asked to consider two important aspects associated with performance appraisals; first, why are they necessary, and second, what is the benefit of providing continuous feedback, in conjunction with a performance appraisal.

NOTE: Focus in on why engaging the customer is a primary job duty.

Discussion Questions:

Why do the owners of the bakery believe performance appraisals may not be as effective as ongoing feedback?

How does the Johari Window discuss in the text relate to the importance of ongoing feedback and problem resolution?    (also see YouTube video of Johari Window under Week 4 – Lessons: Reading & Resources)

Instructions:  Your initial post should be at least 250 words.   Finally, be sure that all forum discussions are answered in full, in order to ensure the best possible grade based on the work submitted.

Metropolitan Bakery

>> I’ve run a pastry shop at a local Philadelphia restaurant for about eight years where I met my now-business partner, Wendy Bourne [assumed spelling]. I was the pastry chef and she was the managing partner of the restaurant. My name is James Faritch [assumed spelling] and I am co-owner of Metropolitan Bakery. I’ve worked and learning from European [inaudible] program trained chefs. Very, very demanding. Very strict and very tough. You know, something that you would make would be just tossed into the trash can because it was wrong. So I learned early on to fill the tough skin. That said, I worked in hotels and restaurants under young American chefs that were more coddling and nurturing.>> I think that is the sort of stereotypical chef. You know, people throwing things and whatever. In the long run, I don’t think that’s at all the way you get people to work. I’m Wendy Smith Bourne, co-owner of Metropolitan Bakery in Philadelphia, Pennsylvania. If you want people to be able to work autonomously and for the kitchen to operate in your absence and your values to be translated on a daily basis, you can’t treat people that way because first of all, when you’re screaming and yelling, you’re not talking from a very deep place. You’re talking off the top of your head. And so nobody really knows what’s up and all it does is keep people off base and not particularly engaged in producing good work.[ Background speech ]>> To not call or show up for your scheduled shift. That’s it. Yeah. I used to tolerate it until now. You don’t call, you don’t show, you do not care. Bye.>> We are completely clear about our expectations on punctuality, showing up, appearance. So clear. And the biggest one is being rude to a customer. Totally, absolutely 100 percent not acceptable. So we have a, we have a typical performance appraisal form that you would see anywhere, but tailored to our business.>> And they’re done on a three month basis, six month basis, and then one year. When a person is first hired, they go through a two week training period and then we’ll have to sit down and we’ll give them feedback. Sometimes it’s keeping your job. Especially for a new hire. And then particularly for somebody who has been here for awhile, maybe has lost interest or their passion has waned and then so then it comes, you know, your job is on the line.>> The dance that you dance in a small business is how to become systems oriented without killing the passion. So there are two ways I think about performance appraisals. Do I really like them? I don’t really actually like them. I think that if you meet with somebody once a year, twice a year, and then drop the bomb either good or bad, drop the bomb that it’s bad or give it glowing, it doesn’t always get at what you want to get at when you’re in a business like this. And in this business, our primary commodity is relationships and engaging a customer. And to talk to somebody twice a year about that is really not going to get us very far. Both James and I are very hands on. We’re both involved in the business daily and in production here in the retail and business side, so we have lots of contact with people, so we don’t have to do everything with pieces of paper and formal evaluations because we can give feedback right on the spot. I’d rather reward the behavior and what I see than wait and save it up for a big evaluation. That only makes people anxious and stressed out, and when you have people staying for an average of six to nine months, you have to wonder what the value of a six month evaluation is. You’re better off giving them feedback along the way, and that in turn gives them the opportunity to give you feedback. If they want to stay or move to a different job, they can do it at that point.>> Yeah, I mean it can go both ways, absolutely. Sometimes people just burn out and it is time for them to move on and sometimes somebody that has been here for a long time should be here.>> For the actual associates, I feel that performance evaluations, if we’re at a point where somebody would like to have a raise and maybe we’re kind of not on the same wavelength about that, we can go through a more complete and thorough process and they can, we can see why we’re kind of disconnected on that.>> You know, some people are very responsive to feedback, and so then I have had, you know, many cases of success and that’s why the evaluations are important and that’s why I do them. On the other hand, there are people that just don’t want to hear it.>> You know, as I’ve been in the business longer, there are certain things that I feel like I really understand better and so if I feel that somebody is impervious to feedback, then I just cut my losses. Because it’s, it’s ultimately all those relationships I just talked about with the customer — that’s what keeps us in business. And it’s the customer telling another customer, prospective customer, about us that keeps us in business. You know, we’re not spending hundreds of thousands of dollars on advertising and on commercials, so we need the good vibe out on the street. So I can’t risk somebody ruining that.https://www.youtube.com/watch?v=-7FhcvoVK8s