enterprenuership and small buisness assigment 3

Management Question

General Instructions – PLEASE READ THEM CAREFULLY
Students must mention question number clearly in their answer.
make their work clear and well presented, marks may be reduced for poor presentation.
Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
Use Saudi Electronic University academic writing standards and APA style guidelines.
Use proper referencing (APA style) to reference, other styles will not be accepted.
Assignment Questions:
Read the attached case study and answer the following Questions:
1. Explain the Autonomous Decision Making that can be taken by managers in business organizations (150-200 words) 2 Marks
2. What are the reasons that many countries around the world are gradually shifting towards sustainable energy options? (150-200 words) 2 Marks
3. Elaborate the global agenda and technological challenges for creating a more sustainable environment. (150-200 words) 2 Marks
4. Why energy decision-making functions are occurred at various stakeholder levels, and how the decisions made by one stakeholder may affect others in the total energy system? (150-200 words) 2 Marks
5. What you have learned from this study and how it is beneficial for you as a management professional (150-200 words) 2 Marks.

n Module 1, you read an article by leader/organizational power guru Jeffrey Pfeffer. Part of your Module 4 materials

Management Assignment Help n Module 1, you read an article by leader/organizational power guru Jeffrey Pfeffer. Part of your Module 4 materials is an article by Robert Cialdini. As you might have guessed by now, Pfeffer and Cialdini are two of the most famous and popular authorities on power, influence, and persuasion.

Find at least one online video by Cialdini that discusses persuasion. Post the link to the video and share your thoughts.
After viewing at least one of Cialdini’s videos on persuasion, discuss the following in your first post during the first week of the class:

Who do you think is more persuasive given what you’ve read about persuasion for this module—Pfeffer or Cialdini?
In what ways do you think these gurus are similar or different?
Your second task for the discussion is to actually go out and try to use some of Cialdini’s techniques from his videos or the background readings. You can try them on a coworker, a family member, or even a salesperson that you are trying to coax into giving you a better deal. Did it work? How did these tactics work compared to what you tried for the Module 3 discussion? Would you try this technique again? Share your story with your classmates sometime during the second week of the module.

Assignment Expectations

Each original discussion thread should contain a minimum of three paragraphs of substantial information and at least 1 citation and reference from the required or optional readings list. The citation and source must be cited and referenced according to APA.

Additionally, this assignment requires that you respond to two class peers with at least two paragraphs of substantial information that carries the conversation forward.

Please separate week one from week 2

Discussion #4

As discussed in the lecture, musicians and other artists have often engaged in social commentary in their music and respective art forms. Can music with a socially conscious message have a positive effect or a negative effect? Why? Give an example of a song that has addressed a social issue. How was it received? What role does the performer of the song play in the reception of the song’s message? Do the commercial aspects of the music business affect the role of the artist in terms of social commentary? Why or why not? Does art have the power to change minds?
**Your discussion post must be your original thoughts. If you want to include material from outside sources, please do so sparingly and with citation.**

Management Question

Assignment 2: A case study
Learning Outcomes:
Assignment Question(s):
Describe the different issues related to environmental scanning, strategy formulation, and strategy implementation in diversified organizations- CLO2
Explain the contribution of functional, business, and corporate strategies in the competitive advantage of the organization-CLO3.
Distinguish between different types and levels of strategy and strategy implementation-CLO4
Communicate issues, results, and recommendations coherently, and effectively regarding appropriate strategies for different situations-CLO6

Read carefully case No 8 from your textbook (entitled ‘iRobot: Finding the Right Market Mix?) and answer the following questions: (1 mark each question)

Draw the SWOT matrix of the iRobot company.
What is the competitive strategy used by iRobot company?
Use the five forces of the M. Porter matrix to describe the robot-based product industry.
Describe the different functional strategies of the iRobot company.
Describe the relationship of iRobot with its primary stakeholders.
Describe the core competency and the outsourcing strategy of iRobot.
What kind of strategic alliance is used by iRobot? Why does iRobot choose it?
What are the main challenges that iRobot faces?
Assess the competitive advantage of iRobot on its market.
Recommend solutions for iRobot to improve its competitive advantage.

Notes:
Kindly be accurate and brief when answering the questions.
You are required to use the terminology used in your course.
Copy/pasting the phrases from the text is not acceptable. You must use your own words.

Case Study: Jan Samson, CEO at CalleetaCO, sat staring at the now-empty boardroom. Her board of directors had reacted Essay

Case Study:

Jan Samson, CEO at CalleetaCO, sat staring at the now-empty boardroom. Her board of directors had reacted negatively to Jan’s growth proposals for expanding CalleetaCO globally, leaving Jan with a big problem. Shareholders, who had bought its stock as the radio frequency identification (RFID) manufacturer led the boom in new uses for its products, were restless as financial returns slowed. In addition, board members expressed concern that CalleetaCO plants in Mexico and Vietnam were becoming the targets of activists who advocated that organizations ensure that the humane working conditions common in the United States be established in American-owned offshore facilities. Finally, board members demanded that Jan move immediately to rein in the employee costs of the U.S. operation. Those costs were growing at a rate of 12% annually, compared with an industry average of 4%. HR Vice President John Nosmas defended his practice of hiring the best, paying them well, and providing them with expensive benefit programs to keep them developing the innovative products the market demanded. However, board members were adamant and demanded a plan at the next meeting, only six weeks away.

CalleetaCO, with its current 1,900 employees spread across three countries (i.e., the United States—1,000, Mexico—200, Vietnam—700), had grown rapidly over its eight-year existence. Although it started as a small entrepreneurial company, CalleetaCO was now challenging the top providers in its industry as it pursued its goal—to become the global leader in RFID products. RFID use exploded after the introduction of memory for passive radio transponders, which led to the production of RFID tags, microchip field radios embedded in products and used for electronic inventory. These tags were replacing traditional bar codes and manual scanning.

Electronic product coding associated with RFID has been embraced by retailers and consumers alike. Retailers such as Gillette, Hewlett-Packard, and Walmart benefit through more rapid restocking, less likelihood of out-of-stock items, and the electronic identification of product expiration dates. In addition, consumers can more easily return purchases.

Applications seem unending. Members of Congress have introduced legislation to track sales of tobacco products using RFID technology, for example. New U.S. passports contain RFID tags. “Swipeless” checkouts, RFID medical alert bracelets, and security identification wristbands are on the horizon. In addition, California is likely to use RFID to comply with the 2005 Real ID Act mandated by Congress (Billingsley, 2007). However, some groups are concerned that RFID proliferation could lead to the surreptitious tracking of an individual’s purchases and other privacy violations, especially since individuals may be unaware that their purchases include RFID devices. In addition, hackers may be able to steal identity information by remotely scanning an individual’s passport, credit card, or driver’s license.

Jan’s company had grown rapidly by perfecting several of these products. To keep the innovations coming, Jan and John Nosmas devised a human capital talent acquisition and retention plan to attract the most highly skilled individuals in the industry. The company had 25 HR recruiters focused solely on identifying potential employees, 17 selection specialists to test and interview them, and above-market compensation and benefits at its U.S. location to retain them: health, dental, and life insurance at no cost to the employee; six weeks of paid vacation annually; elder care; child care; onsite pet boarding; liberal performance bonuses; 401(k) matching at 10%; stock options; and onsite spa and exercise facilities. The programs had been incredibly successful in finding the right people to fuel the company’s innovative products.

With the company’s success had come an even larger HR department. For example, employees regularly stopped by the HR office to chat with their designated HR support representatives (there was one HR support representative for every 10 employees). The employees were thrilled with the personal service and responsiveness to inquiries on everything from health questions to veterinary referrals. Managers had access to their own HR support specialists, who handled everything from performance appraisals and salary increases to filling vacancy requests and overseeing employee discipline. When the company had formed an SSC for information technology and financial services, the HR department had balked at participating because employees were so satisfied with service levels, even though departmental costs were 20% higher than those of counterparts at competitor firms. The firm’s HRIS remained under the control of HR information technology specialists in the department, and there seemed few reasons to pursue portals. However, employees who traveled to Mexico and Vietnam had begun to complain about their inability to access HR support specialists for needed information because of time differences. U.S. expatriate managers from CalleetaCO controlled employees from Mexico and Vietnam at the offshore locations. HRO firms had recently approached John about the possibility of purchasing or managing those locations, but John had not yet explored such a possibility.

Jan picked up the telephone to call John. She explained the problem and asked him to prepare a list of ideas that could help them both demonstrate how successful CalleetaCO’s talent programs had been and meet the board’s requirements for cost controls. Jan knew that she would need to get John to work miracles to help meet the board’s demands. She didn’t want to stop talent searches or above-average total compensation, but board members were unyielding. Unless Jan could develop a successful plan to slow employee expense growth, control the activist stakeholder groups, and ultimately improve earnings, she could easily become the ex-CEO.

Case Study Questions:

What are the key business issues facing Jan?
In what ways are CalleetaCO’s HR operations contributing to the company’s success?
How do these contributions support the company’s strategic goals?
What changes can John make in his HR operations to meet the board’s demands?
Describe whether each of John’s proposed changes will hinder or help CalleetaCO achieve sustainable competitive advantage. Which ones would you choose if you were in John’s position? Defend your choices.
How would a balanced scorecard help Jan explain the value of her HR talent approach? Provide sample measures for each of the four categories that would support Jan in her presentation to the board.

engl226 week 4

Instructions
You work for a large company that is hiring a social media director, a position the company has not had before. You know that some current employees may be qualified for the new position, so you want to encourage them to apply because they would already have knowledge about the company’s products, services, and culture.
However, in the past few years, despite encouraging applications from current employees, new hires have been external candidates, and you know that some employees who applied for those positions have a little resentment about not getting hired.
A full description of the position, including requirements and salary, is available on many job boards and the company’s website (www.companyname.com). Applications (résumé and cover letter) must be emailed to [email protected] by midnight of the last day of next month. Internal candidates must apply in the same way an external candidate would, by submitting their cover letter and résumé.
Write a MEMO encouraging internal employees to apply for the new position. That memo will be distributed to all departments and posted publicly for everyone to see. Note, you should not describe the position in the memo; just refer employees to the complete job description provided on the company’s website. The purpose of the memo is not to announce the position (that’s done on the company website) but to encourage current employees to apply for the position (and refer them to the job announcement on the company website for details).
Use all principles of writing studied so far in the course (Six Cs of Communication, positive emphasis, “you” approach, message formatting and organization, etc.). The document should use appropriate memo formatting. Remember, the name of an attached file should be descriptive and short!
If you are writing more than 2-3 paragraphs, you are writing too much!

Terminator Case.

For this case assignment, each student should answer the three assignment questions at the end of the case. Number your response to each question and submit your answers in a Word document. Make sure to include your name on your submission. You should research your answers to this case using the Accounting Standards Codification.

1. Choose a job, any “benchmark” job and with that job 2.Offer Recommendation Form

Complete the following:
1. Choose a job, any “benchmark” job and with that job
Develop or find a job description (you can copy something on the internet) – a basic description like we did for Half.com, but be sure you have a location and the level of the job (e.g., Manager, Senior, Associate… – you will need this for mapping to the market data you use)
Develop a recommendation for compensation (base salary target annual incentive) for that job as though you were hiring for that job – see Offer Recommendation Form below; you can find market data any way you can – salary.com, glassdoor, etc.
On the Offer Recommendation Form explain/provide support for your compensation recommendation using concepts we’ve learned in class
5. Turn In:
The job description
Offer Recommendation Form with your explanation/supporting references for your recommendation Homework #4 – Offer Recommendation Form.docx
Note: This assignment is purposely a bit vague, so make any assumptions you need to and use any resources you can to develop a simple job description and make a recommendation for fair compensation for the position.