Using the organization where you work, one where you have worked, or one in which you are very familiar, identify a Human Resource Management program, policy, procedure, or initiative that you believe needs to be changed. Your goal is to apply Kotter?s 8 Stage Process of Creating Change to the HR situation you have selected, with corresponding suggestions for how to put this change initiative into practice. Once it is formulated, you will present your recommendations to upper management.

This assignment consists of two (2) sections: a written report and a PowerPoint presentation. You must submit the two (2) sections as separate files for the completion of this assignment. Label each file name according to the section of the assignment it is written for.

Section 1: Change Management Plan
Write a five to seven (5-7) page paper in which you:
a)Describe the organization in terms of industry, size, and history.

b)Describe how the HR program /policy / process / procedure / initiative that has been proposed should be changed.

c)Describe three (3) reasons why this change is important to make.

d)Describe the recommended change.

e)Develop a strategy that illustrates how you would address each of the eight (8) Stages of Change (Establishing a sense of urgency; creating coalition; developing vision and strategy; communicating the vision; empowering broad-based action; generating short term wins; consolidating gains and producing more change; anchoring new approaches into the culture).

f)Identify potential resistance to change and describe how the resistance would be managed.

g)Outline at least three (3) communications strategies you would use.

h)Propose two (2) diagnostic tools to identify the changes that need to be made in organization.

I)Recommend two (2) strategies for sustaining the change.

j)Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Section 1 of this assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. 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 and the reference page are not included in the required assignment page length.

My company changed the client management system. There is not formal system for managing client information. Employees will now be required to use one client management system. We need to implement the plan and will create a change management plan .

Identify the potential sources of resistance to change and develop strategies to manage resistance to change.

We need to choose the appropriate channels to communicate the change to employees and why we are justified in using these channels.

We should list and address all obstacles to effective communication and strategies for overcoming the barriers.

HR Change Management Plan

Write a 3,500-4,200-word executive memo, summarizing your findings and recommendations. The memo should consist of the following:
a. Executive Summary
b. Table of Contents
c. Organizational Analysis
d. Plan and Timetable
e. HR Policies and Practices

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Utilizing Part I of the Strategic Plan in conjunction with the 3D leadership model you developed, write a paper, defining a detailed plan for the leadership-level implementation of your strategic plan.

Include a discussion for each corporate level in your plan:

? Individual
? Traditional and virtual teams
? Department
? Organization
? Interorganization
? Partnership
? Global

For each level, define the x, y, and z axes.

Provide justification for each axis and select the proper leadership style for each.
Complete a change management plan by detailing the implementation phase of the project. Include the following:

? Leadership support
? Acquisition
? Communication
? Support
? Training
? Stakeholder involvement
? Process review
? Conversion
? Cultural issues

Format your paper consistent with APA guidelines.

HR Change Management Plan Approach Paper
Using the HR Change Management Plan Overview found on your rEsourceSM course page as a guide, prepare an action plan to include key tasks (what you will do and how you will do it) and due dates. Be sure to include key resources such as people, data, reports, and articles, among others to be used.
The key word is Approach. The assignment is asking you to identify how you will approach doing the assignment. The term action plan means what steps you will take to complete the assignment.
When preparing the assignment, for each part of the HR Change Management Plan you will need to discuss the following:
a. Types of information and data you plan to review
b. Types of analysis you might perform on the data that you collect
c. Deadline dates
d. Any challenges that you perceive in completing the part

With three parts to the plan, and four questions above, you will present 12 pieces of information about your approach. While there is no minimum length for this assignment, a one- or two-paragraph response will most likely not provide the reader with sufficient detail to demonstrate that you have (a) thought in depth about the assignment and (b) have in place a work plan that will allow you to begin work on the project starting in Week Three and that will ultimately allow you to succeed.

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HR Change Management Plan Overview
This overview discusses the HR change management plan, which is the final individual assignment in HRM 590. It will cover the following:
1. What is a change management plan?
2. Why create a change management plan?
3. Tips and cautions for preparing a change management plan.
4. Components of a change management plan, and the final assignment.
WHAT IS A CHANGE MANAGEMENT PLAN?
Many leaders are in the process of attempting to introduce cultural change to their organizations. The cultural change may be driven by a major, large-scale change that the organization is trying to implement (e.g. cultural transformation, lean manufacturing, TQM, becoming a learning organization, building an innovative culture) or may be the result of a major ?organizational event,? such as mergers/acquisition, top leadership changes, or restructuring/downsizing. According to Jennifer LaClair and Ravi Rao (2002), the ability for an organization to make big changes is directly related to ?employees? capacity to adapt to a new order? (p. 17). Thus, a key strategic role for Human Resources involves creating an appropriate change management plan that increases employees? capacity to embrace and implement the change. While it is possible that HR may be the primary leader of the change. More often, however, HR works with an executive who is championing the change, and HR?s role is to help develop and implement the change plan (as opposed to creating it and implementing it by itself).

In Week One, students considered the value of HR as a strategic business partner. This project will demonstrate a specific strategic role that HR plays ? and will illustrate the ways in which HR can be instrumental in the organization?s ability to achieve its business objectives. This change management plan should be prepared for the student?s own organization, or an organization with which the student is very familiar, and for which the student can obtain the information necessary to complete the assignment.
WHY PREPARE A CHANGE MANAGEMENT PLAN?
?Would you tell me, please, which way I ought to go from here??
?That depends a good deal on where you want to get to,? said the Cat.
?I don?t much care where?? said Alice.
?Then it doesn?t matter which way you go,? said the Cat.
?As long as I get somewhere,? Alice added as an explanation.
?Oh, you?re sure to do that,? said the Cat, ?if you only walk long enough.?
(Lewis Carroll, Alice in Wonderland)
Statistics suggest that as many as 80 percent of all major change initiatives fail to achieve their objectives (Stebel, 1996, cited in Dobson, 2001). While there are many reasons for these failures, one of the key reasons is that inadequate change management plans were created on the front-end. A good change management plan includes a well-thought out process that enables the organization to consider where it wants to go ? and guides it through the process of arriving at that destination.
TIPS AND CAUTIONS FOR PREPARING A CHANGE MANAGEMENT PLAN
In considering what type of major, large-scale change you, as a student, want to use for your change management plan, keep the following in mind:
1. How can I use my own organization for this plan without violating confidentiality agreements?
2. There will be elements of an HR change management plan that may be more difficult to develop without specific information about current policies. In some cases, organizations may be reluctant to share that information. In these cases, you may describe what you believe to be the current policies ? along with recommendations for how these policies might need to change to support the new initiative.
COMPONENTS OF THE CHANGE MANAGEMENT PLAN
Note: This is a ?typical? list of components in many change management plans. Organization or industry circumstances may dictate that items be added or deleted.
1. Executive Summary (required for final change management plan)
2. In preparing the executive summary, keep in mind that the summary will probably be the only part of the plan top management will review. It will be assumed that the full document provides all the support needed to reinforce both your conclusions and recommendations. For that reason, it is imperative that any recommendations you make in the summary be fully documented in the full plan, and that no conflicts exist between the summary and the plan. As you plan the summary, decide which conclusions and recommendations you consider the most important for management to accept.
3. Your summary should be 700-1,400 words that highlight the conclusions from each section of the plan. Key findings and supporting data can be in bullet format. Conclude with a summary of recommended future action.
4. Table of Contents (required for final change management plan)
5. Organizational Analysis
a. Proposed Change?What is the proposed change? Why is this change of value to the organization?
1) What performance opportunities or enhancements will result from this change?
2) Why is it important to achieve these performance improvements?
3) What has been done in the past to address these performance issues?
4) Who are the stakeholders who will be affected (directly or indirectly) by this change?
5) How does the change proposed align with the overall strategy?
6) What are the time frame and key hurdles for the change?
b. HR?s Role?What role should HR play in your organization with regards to leading a large-scale organizational change?
1) What role has HR played in other organizational changes?
2) How is HR structured, and where does it currently report?
3) How is HR viewed within the organization?
4) What issues, if any, might the answers to these questions create for this change?
c. Organizational and Individual Resistance?What type of organizational and/or individual resistance to change might you expect to see?
1) Be specific ? with examples of the interdependencies that exist in the organization, and how resistance to change may manifest itself.
2) What will you do to reduce organizational and/or individual resistance to change?
3) Do employees have the skills and knowledge required to implement this type of change successfully? If not, how will you address the lack of skills and/or knowledge?
4) What motivational or attitude issues might arise? How will you address them?
d. Costs and Benefits?What are the costs and benefits of the proposed change? How do you know?
e. Measuring Success?How will you evaluate the success of the change process? How will you know when the change is ?completed? from the perspective of various stakeholders?
f. Exit Strategy?How will you end the change process and institutionalize the change?
6. Plan and Timetable
a. Target Group?Who is the target of this change (group or groups of people)? How will you achieve buy-in from each of these groups, as well as any other affected stakeholders? What are the needs of each of the stakeholder groups (how they will evaluate whether the change is successful)?
b. Objectives?What are the clearly defined objectives for the change process? Are they consistent with corporate mission statement and objectives? Are they measurable? Attainable?
c. Strategies?What change management strategies will you use to implemented the change? Why is each of these strategies important? How do these support your organization?s business strategies?
1) Identify all change activities in which targeted groups will participate (e.g. skill training programs, organizational restructuring, information system upgrade, business process reengineering, etc.).
2) How might disciplines of the learning organization support the desired change?
d. Steps?What specific steps will you take to implement these strategies? What is the timeline for these steps?
e. Develop action steps, responsibilities, due dates, deliverables, and so on, for each intervention.
f. Organization?Are there clear lines of responsibility for all activities, including the role of HR? Does one individual have clear responsibility for leading the change effort? Who else should be involved in the change process? Are there adequate communications planned for the organization? How will the change affect other areas of the organization? Should the organizational structure be changed? Why or why not?
g. Communication ? How will you communicate the changes? Will your communication be different for those groups who are directly affected versus those who are tangentially affected?
h. Project Management ? How will you monitor, control and report status as the project progresses?
7. HR Policies and Practices
a. Recruitment practices?How will the organization?s recruitment and selection practices change after this plan is implemented? Why?
b. Retention practices?How will this change aid in the retention of employees? What will you have to pay attention to during the change in order to retain those employees whom you wish to retain? Why?
c. Reward practices?Will your organization?s current reward system and practices support the change? If so, why? If not, what will need to change? Why?
d. Training and development practices?What new skills and competencies will employees need in order to be successful after the change is implemented? Why? How will they obtain these skills and competencies?
e. Supervisory training?What new skills will managers and supervisors need after the change is implemented? Why? How will they obtain these skills and competencies?
f. Employee relations policies and procedures?What, if any, HR policies and procedures will need to change? Why? What are the implications of not changing these policies and procedures?
8. Sources
Include a list of sources used to prepare this plan, including at least 10 peer-reviewed, current sources from the UOP library.
REFERENCES
Dobson, D.M. (2001). Big change programmes: Increasing the likelihood of success. Journal of Change Management, 2(1), 7-22. Retrieved December 16, 2003, from EBSCOhost database
LaClair, J.A. & Rao, R.P. (2002). Helping employees embrace change. McKinsey Quarterly, 4, 17-21. Retrieved December 16, 2003, from EBSCOhost database

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Recruit, develop, and retain a competent, committed, and diverse workforce that provides high quality service to veterans and their families.

Purpose and Outcomes:
Employees are the foundation of the Department of Veterans Affairs and the key to its success. The purpose of this objective is to ensure that VA has the workforce it needs to serve veterans and their families, today and in the future. The 21st Century presents VA with an unprecedented set of human capital challenges ? an aging workforce, a shifting and expanding mission, a tight and competitive labor market, and the emergence of profound new echnologies that present both risks and opportunities. VA?s ability to capitalize on these challenges willdetermine the extent to which the goals and strategies laid out in this strategic plan are achieved. Each of the major themes incorporated
in this plan ? enhanced health care delivery, expedited claims processing, expansion of memorial and burial programs, partnerships,accountability ? can come to life only through the efforts of a workforce with the capabilities, competencies, commitment, and compassion to
make it happen. Investing in, cultivating, and
valuing employees is one of VA?s highest
priorities.

Strategies and Processes:
VA will recruit, support, and retain a knowledgeable, diverse, engaged, and continuously learning workforce. We will develop a comprehensive and coherent workforce development plan that incorporates the High Performance Development Model (HPDM), succession planning, diversity
training, and Alternative Dispute Resolution
(ADR) orientation.

*Human Capital Planning
VA is institutionalizing a national workforce planning system to facilitate the strategic management of its human resources. VA?s workforce planning strategies include:
? Implementation of Departmental policy prescribing objectives, roles, and the process for the development of
workforce and succession plans for each VA organizational component, inclusion of diversity and leadership analyses, and alignment of the workforce planning system with other key management processes;
? Development of a Strategic VA Human Management Capital Plan;
? Implementation of measures to assess progress on program goals identified in organizational workforce plans;
? Integration of workforce planning accountability measures in performance plans of VA senior executives and
managers; and ? Enhancement and/or establishment of management information systems to support the workforce planning function.

Diversity
VA will address issues of under-representation and promote efforts to ensure that its workforce reflects the diversity of the customers we serve.

68 FY 2003 - 2008 STRATEGIC PLAN
Objective E.1
Diversity is essential to building a creative and innovative environment to address the needs of the veterans and their families. To foster this type of environment, VA will:
? Establish a One VA diversity business model based on effective workforce and succession planning, comparisons to the Relevant Civilian Labor Force (RCLF), targeted recruitment, and management tracking of progress;
? Establish a VA Diversity Advisory Council to examine and monitor VA?s Employee Diversity Profile;
? Establish and communicate a diversity scorecard and competencies to VA leaders; and
? Reward VA leaders for crosscutting diversity accomplishments.

Professional Development
To foster world-class service to veterans and their
families, VA must maintain a workforce with the
needed capabilities, competencies, and commitment. VA has a wealth of valuable leadership and development programs, from elearning to Senior Executive Development. To further advance learning and performance throughout the Department, VA will adopt the High Performance Development Model (HPDM)
as its framework for employee development. The model guides the employee development activity by directing management practices and policies to ensure:
? Core competency development;
? Continuous learning;
? Continuous assessment;
? Coaching/mentoring;
? Linkage with performance management; and
? Performance-based hiring.

Further, VA will evaluate the relevance, impact,
and capacity of leadership development programs to ensure that they are aligned with mission requirements and establish Career Intern Programs to meet future workforce needs.

Alternative Dispute Resolution (ADR)
VA will continue to develop an effective way for
measuring the success of the Alternative Dispute
Resolution (ADR) Program. VA recently
developed an ADR web-based tracking system
to collect data that will be annually analyzed so
that benchmarks can be identified and
accomplishments measured.
VA will conduct ADR/Mediation Awareness
Training sessions for all employees to ensure that
employees are aware of the ADR and mediation
tools that can be used to effectively resolve
workplace conflicts and disputes. By employees
being aware of and using these tools, VA
anticipates that this will effectively help reduce
EEO complaints activity and workplace
disputes, which is costly to VA. VA also expects
to derive intangible benefits such as improved
morale and productivity, reduction in future
disputes, repaired relationships, improved
customer service, and employee trust.
Recruitment and Marketing
VA must remain competitive with the private
and non-profit sectors in recruiting qualified
candidates if it is to achieve our strategic goals.
VA is a key employer in the Federal Government,
has one of the most distinguished and unique
missions, has nationwide job opportunities, can
provide numerous opportunities for growth, and
offers many appealing benefits and work-life
programs. VA will fully capitalize on these
assets to market career opportunities. Having a
presence in the job market, whether or not
currently hiring, is essential to cultivating and
maintaining relationships that benefit VA now
and in the future. VA will:
? Develop a recruitment and marketing
plan that includes provisions for an
assessment of current efforts throughout
the Department and maximizes use of
student intern and Presidential
Management Intern programs;
69 FY 2003 - 2008 STRATEGIC PLAN
Objective E.1
? Enhance outreach efforts to colleges,
universities, military discharge centers,
and other potential recruitment sources
with a strong emphasis on targeted
recruitment aimed at minority
populations underrepresented in the
Department;
? Explore the use of automated application
and staffing tools to simplify and
streamline the hiring process;
? Develop an automated entrance interview
for newly appointed employees to
determine why they chose VA and use
such information to drive VA?s
recruitment and marketing business
decisions;
? Develop an automated and consistently
used exit interview process to help
identify why employees leave the
Department, and use the information
gathered to address and rectify retention
issues;
? Support government-wide efforts to
streamline and simplify the Federal hiring
process; and
? Work with DoD to develop methods to
facilitate recruitment, retention, and
potential sharing of personnel in positions
critical to the Departments?
complementary missions.
Performance Culture
Employee performance is integral to VA?s ability
to accomplish its mission. To ensure that VA
has a results-oriented and high-performing
workforce, that it differentiates between high
and low performance, and that individual and
team performance are linked to organizational
goals, VA will implement a Department-wide,
multi-tiered performance appraisal system and
institute a performance awards program. VA
will also enhance its current Senior Executive
Performance Review Board process to ensure
that Executives are held accountable for
achievement of strategic goals and workforce
management.
External Factors:
In conjunction with the economy (job-market/
competitive salary issues) and labor force
growth rates, VA recognizes that funding to
implement HR strategies will be the key to
recruiting and retaining a highly skilled
workforce.
70 FY 2003 - 2008 STRATEGIC PLAN
Objective E.1
Professional
Development
75% Percent of VA organizational components that have
implemented the High Performance Development Model
Workforce Planning
Service Delivery Measures
Objective E.1
Outcome Measures
FY 2004 FY 2008
Performance Targets
100%
Percent of VA employees who will be trained in ADR as an
option to address workplace disputes
Percent of employees who respond favorably when surveyed
about their job satisfaction
80% 100%
65% 75%
Percent reduction in the average time it takes to recruit and
fill vacancies in mission-critical positions from the FY 2003
baseline
10% 60%
Performance Measures
Alternative Dispute
Resolution (ADR)
One VA Employee
Satisfaction Survey
Percent increase in the number of VA job announcements for
which applications are accepted online
100% 38%

This change initiative pertains to the acquisition of a hospital that provided service to a limited community within the region served by Johns Hopkins (JH). The larger unit, JH, has all its departments and functions fully managed with an executive vice president as the head of the unit. This includes VPs of Finance, Information Systems, Administration, Compliance, Employment Services (HR), as well as a Physician in Chief and General Counsel. JH provides all the services that the smaller community hospital provided so there would be no need to retain all the staff of the community hospital. The community hospital, because of the acquisition, would become a department within the organization of JH and the previous CEO would become an executive VP who would report to the CAO of JH. Because the board of JH determined that it would not be cost efficient to maintain any of the 150 employees of the community hospital, to staff this hospital HR is required to make reassignments of its nurses, doctors, and support staff to fully maintain the services at the community hospital.
JH has a staff of approximately 3,000 employees. The management of JH felt that with efficient assignment of staff JH could operate the community hospital profitably and prevent any potential layoff of its own staff. This was a concern since the community hospital had significant debt levels that JH is required to settle and JH itself had problems maintaining cost and considered laying off staff. This absorption of debt would place JH in some form of fiscal jeopardy if financial affairs are not managed efficiently. Hence, management decided to restructure the use of staff to ensure full utilization of everyone?s abilities. This decision negatively affected the morale of the staff. As James Hauden and Donald MacLean state in their article (Hauden & MacLean, 2002),
?the purpose of change management is not to create a great change management plan?.it is to engage people in your business so they can think and act differently about it?.all the people in the company must realize how they must personally change at a deep intrinsic level to make the transformation a reality.
In other words if JH wants the change to be a success then JH, through HR management, must help the staff believe that the change is best for all. It will likely require some concessions on everyone?s part. Management has to take the lead and show that they are willing to make sacrifice and will require the staff to do likewise.



I need to address the following from the above change initiative which is a hospital merger.

Supervisory training?What (new) skills will managers and supervisors need after the change is implemented? Why? How will they obtain these skills and competencies?
k. Employee relations policies and procedures?What, if any, HR policies and procedures will need to be implemented/change? Why? What are the implications of not changing these policies and procedures?

Develop action steps, responsibilities, due dates, deliverables, and so on, for each planned intervention.
p. Organization?Are there clear lines of responsibility for all activities, including the role of HR?

Please include 4 Peer review resources. These preferably should be from a database of some sort.

You work for an organization that has a very diverse workforce. Several of your employees have been with the company for many years and are very set in their ways and routines. You have come up with some new procedures for processing purchase orders and invoices that will involve using new computer software. You know the changes will make your department more efficient. The procedures will require retraining of all your subordinates. You anticipate considerable resistance from some employees and less from others. You believe that these new procedures are crucial to the company?s success if you are to remain competitive. Other organizations are currently using the software and you strongly believe that the changes must be made in your organization in order to remain competitive. Upper management is supportive of your new procedure but is concerned about the effects of implementing the change on current employees. Prepare a change management plan for the managers of your organization which will help them successfully manage this change.

Directions:

Identify the goals of the change management plan.
Describe 3-5 challenges employees may face in accepting this change and how diversity, cultural norms and personal ethics may impact these challenges.
Identify and describe at least three critical management techniques and skills that managers can utilize to motivate their subordinates to accept the necessary changes.
Explain the process (step-by-step) that managers will need to use to successfully implement this plan.
Combine all of the information above and present your change management plan to upper level management in the form of a PowerPoint presentation of 10-15 slides. Use the notes section of PowerPoint to clarify your talking points. Use at least three outside resources in preparing your plan

Using the organization where you work, one where you have worked, or one in which you are very familiar, identify a Human Resource Management program, policy, procedure, or initiative that you believe needs to be changed. Your goal is to apply Kotter?s 8 Stage Process of Creating Change to the HR situation you have selected, with corresponding suggestions for how to put this change initiative into practice. Once it is formulated, you will present your recommendations to upper management.

Section 1: Change Management Plan

1.Write a five to seven (5-7) page paper in which you:
a.Describe the organization in terms of industry, size, and history.
b.Describe how the HR program /policy / process / procedure / initiative that has been proposed should be changed.
c.Describe three (3) reasons why this change is important to make.
d.Describe the recommended change.
e.Develop a strategy that illustrates how you would address each of the eight (8) Stages of Change (Establishing a sense of urgency; creating coalition; developing vision and strategy; communicating the vision; empowering broad-based action; generating short term wins; consolidating gains and producing more change; anchoring new approaches into the culture).
f.Identify potential resistance to change and describe how the resistance would be managed.
g.Outline at least three (3) communications strategies you would use.
h.Propose two (2) diagnostic tools to identify the changes that need to be made in organization.
i.Recommend two (2) strategies for sustaining the change.
j.Use at least four (4) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Diagnose (AMAZON) organization?s level of resistance and construct a solid communication plan.
1. Diagnose the reasons for resistance to change.
2. Interpret the potential causes of resistance in the organization. Identify and describe three (3) potential causes of resistance to your change plan. Identify and describe three (3) potential sources of resistance to your change plan.
3. Create a plan for minimizing possible resistance to your change management plan.
4. Elaborate on the relationship between resistance to change and communication.
5. Evaluate three (3) communication strategies.
6. Recommend one (1) communication strategy that would be applicable to your organization. Diagnose why this communication strategy is best for your organization.
7. Create a solid communication plan for your change initiative.

I will send the case study pdf and word document format for the paper just in case.

Instructions: There will need to be 5 references per Case Study which is taken from the same primary case listed below in the two articles. The assignment needs to be plagarism free, minimum of 15 direct quotes (not to exceed 15% of the paper), include in-text citation for any material used, paraphrased and cited and no footnotes needed.

Assignment requirements: Each question or statement must be written under the specific section subtitle. The Capstone report is a single integrative project focusing around the Alcan Company throughout the entire session. Modules 1-5 Cases are used to develop and write the Capstone paper. Module 5 consolidates Modules 1-4 into a combined manuscript and provides an all-inclusive introduction, main body, conclusions, and reference list.

Please use the format below to answer questions and to construct the paper. Also, include the questions listed in each category when doing the paper. The overall paper consist of 4 papers which makes the overall Capstone Project. Each paper will consist of introductions and categories and question within each category. Please ensure each paper is separated for submission and grading.

CASE 1 PAPER TEMPLATE

Introduction

Introduce the topics of Case 1 paper.

Organizational Environment

Describe the case organization?what does it do...what are its services, products, outputs or mission; how it fits in any overall larger system.



Organizational Structure

Describe the organization?how it is staffed, structured and organized; etc.



Economic Challenges

Discuss economic challenges in the organization - How are they responding?



Social Challenges

Discuss social challenges in the organization - How are they responding?



Technical Challenges

Discuss technical challenges in the organization - How are they responding?



Organization's (Alcan) Resource Allocation and Project Priorities

Describe how the organizationl (Alcan) manages IT resource allocation and prioritization of IT projects?



Conclusions

Wrap up the paper with the most important ideas that contributed to the paper.



References

Include at least five references.



CASE 2 PAPER TEMPLATE

Introduction

Introduce the topics of Case 2 paper.

General System Theory and Socio-Technical Theory

Describe and discuss the organization from the perspective of relevant general systems and socio-technical systems (STS) principles and concerns.



Organizational Success, Failure, and Consequences

Elaborate on unique principles and how the organization is using them to foster success...or is oblivious to them and the consequences of this.



Communication Policies and STS Practices

Are formal and informal communication policies at Alcan coherent and consistent across all organizational levels? Are they consistent with STS practices?



Application of Theories within the Organization

Address the writer?s own personal ideas about how the organization might use general systems and STS knowledge and application to foster organizational improvement and positively leverage its future. Be specific with on ideas and examples.



Conclusions

Wrap up the paper with the most important ideas that contributed to the paper.



References

Include at least five references.



CASE 3 PAPER TEMPLATE

Introduction

Introduce the topics of Case 3 paper.

Organization and Operating Technology

Describe and discuss the organization from the perspective of its current IT operating technology (or the IT technology it provides its customers).



Technological Contributions to the Organization

Discuss its technology deployment, effectiveness and contribution to organizational or customer success.



Dominant IT Strategies and Practices

Discuss dominant IT strategies and tactics.



Technological Barriers or Success

Describe and discuss technological barriers to, as well as circumstances which may foster, continued IT success and organizational contribution.

Alcan Business Continuity Plan

Define the major systems and applications that require business continuity. Define the key considerations for implementing a business continuity plan at Alcan. Assign the officer to oversee and maintain the plan.

Conclusions

Wrap up the paper with the most important ideas that contributed to the paper.



References

Include at least five references.



CASE 4 PAPER TEMPLATE

Introduction

Introduce the topics of Case 4 paper.

Alcan Disaster Recovery Plan

Consider the factors to rebuild and plan Alcan?s operation after a major disaster due to earthquake. Define what is meant by Emergency Plan Rehearsal and state the advantages of such rehearsals. List out few possible crises at the organization caused by its workers and explain the necessity of team work in crisis management.



The Organization and Forthcoming IT Improvements

Discuss an important IT improvement project. Discuss the impact from the social, economic, and technical sides.



Political Forces Influencing IT Improvements

Discuss political barriers and solutions affecting the project.



Change Management Plan

Set the stage for these forthcoming IT improvements...a plan that will help affected organization managers, employees and customers better embrace the forthcoming change implementation. Discuss an agent of change plan to consider introducing hardware and software and system implementation strategy; dealing with resistant to change; training needs; and post-implementation follow-up.

Conclusions

Wrap up the paper with the most important ideas that contributed to the paper.



References

Include at least five references.

The paper should be apa style. I will include some reference material but you may use any reference source you like to completely answer the question. Below are the instructions I was given:

Instructions: Create an argumentative theoretical essay for each of the sections below. Include theories to back up your answers.

A. Compare and contrast at least two major theories or a particular contracting/consulting process issue underlying the areas below. What are their strengths and weaknesses? Under what circumstance would the plan and theories be indicated?
*leadership transition plan
*merger transition plan
*goal-setting/incentive plan
*team development plan
*talent management plan
*performance evaluation restructure plan
*change management plan *diversity plan
*individual leader or professional assessment plan

B. You have been hired to diagnose a company dealing with excessive employee absenteeism. What methods would you use to diagnose the problem and what intervention methods would you use? Describe the steps you would take to implement an intervention.

C. Organizational leaders are responsible for creating a work environment that enables people to thrive. You have been hired by a company where the employees work in cross functional, virtual teams across the United States. Turf wars, disagreements, and differences of opinion escalate into interpersonal conflict on a regular basis. You must intervene immediately. Describe your intervention approach

There are no requirements in terms of presentation of the implementation plan so feel free to exercise some creativity.

The purpose of this assignment is for you to describe how you would facilitate the 'flow of knowledge' and an innovation mindset in your organisation.

Be sure to address the three domains of sructure, culture and strategies wthin a comprehensiive implementation or change management plan.

The plan must clearly demonstrate how a change initiative would be undertaken.

Adherence to the APA referencing protocols is a requirement.
the above is what the assignment question states.
below are my humble thoughts.

Presently I am employed teaching English as a second language. However, the students are actually foreign language learners.

I am an expat working in Moslem country.

The ministry of Eucation has requested of all schools to implement a reading plan. As a member of the English Department, I would like theimplementation plan of the assignment to be based on implementing a feasible reading program.

I am hoping that the assignment will incorporate reasons for choosing the topic of choice (i.e. implementing a reading program), such as the value of reading etc.

next i would like the assignment to suggest the manner in which the school administration will be approached in this regard without causing any ill-feelings (bearing in mind the authoritarian leadership).

once the necessary permission has been obtained, i have thought of having a workshop with only teachers from the english department - could you please incorporate creative and insightful ways in which these teachers can be motivated to embrace the reading program.

i would also like to include parent participation - could the assignment include the ways in which parents can be approached to become a part of the reading program (i.e. a meeting) as well as follow-up to ensure the maintenance of the reading program.

i would also like to see how the actual reading program will be implemented as well as the maintenance and follow- up to ensure success as well as necessary changes that might have to be made along the way.

this is simply what i have had in mind, if the writer has other more creative thoughts in line with ensuring the flow of knowledge in a knowledge age, bearing in mind that this is a HRM assignment, i will greatly appreciate it.

also important that all references in the bibliography are actually referred to more than once in the actual assignment in a meaningful manner.
Finally could you please mail me once you have received this mail so that I am sure that teh request is being completed.

Sincere appreciation for your services.
APA Format

Kind regrads
Rene Everton

As part of my organizational behaviour and human resources management masters course, I have to prepare a business report, of 7500 words regarding any company from any industry of my choice.
My professor is very much into the automotive industry, and you are in an American based company, so I thought that the General Motors GM would be a good company to have my business report written about.

The specification and the grading of the report are as follow:

10 points for Report Presentation:
Layout and Length; Abstract; Illustrations; Use of business English; clarity and quality of references
25 Points for Strategic Plan:
Company Background; Supporting case studies; Analysis and Methodology; Vision and Mission; Quality and Management initiatives
25 Points for Organizational Behavior:
Leadership and management, Organizational structure; grouping and teamwork; organizational culture, information Systems
20 Points for Human Resources Management issues:
Resourcing and legal issues; Skills; Training and development; Appraisal; Coaching and mentoring; Performance and motivation
20 points for Future Directions:
Change Management Plan, Organizational Development; success factors; communication and influencing, recommendations


My professors Recommendations are as follow:

1- Report should contain a Front page with the necessary professional details on it
2- After the front page there should be an abstract which is a paraphrased collection of the introductions of all the chapters of the report
3- Then comes the contents page
4- Then each chapter should commence with an introductory paragraph, and end with a conclusion or a discussion.
5- The Aim, the Method, the Outcome and a detailed SWOT analysis should be in the first chapter.
6- The second chapter is about literature review
7- Chapter III and onwards are for the research, but they should be in a logical order.
8- A discussion and/or a Future directions chapter should come before the last chapter
9- The last chapter should be a conclusion
10- Then there should be a list of references and works cited in alphabetical order
11- Finally appendices.

The whole report should be written in the third person. And it should contain a few diagrams and picture relevant to the report. You can find them at the following website: http://www.amba-qa.demon.co.uk/hrm.htm .
All my Course notes are uploaded on the internet, and the link to the page is: http://www.amba-qa.demon.co.uk/OB&HRM.htm .
Even though the above links may lead you to a page saying that the lectures are not available anymore, please click on them because they are there, and the professor said he will not remove them.

The font of the text should be 12 points Times Roman, with one inch of margin space. It should not be double spaced.

The referencing style to use is Harvard.

Below I am pasting to you the reply of my Professor then I asked him via e-mail about his professional assessment regarding writing my Report about GM:

If you choose the automotive industry, there are lots of books and web sites for the big three (Chrysler, Ford and GM). If you take the example of Jaguar Cars Limited, there is an interesting history of being an independent company, then, in 1992, becoming part of the Ford Motor Company. Recently, it has been acquired by Tata Motors (India). Jaguar or Volvo or Land Rover all have a similar background.

Should you need any additional information that may help you to prepare a perfect project that would grant me a very high score, please, please e-mail me.

Good luck and thank you.

Youssef Tyan



There are faxes for this order.

Good afternoon,
The assignment is for Exxon Mobiles Organisational Behaviour and Human Resources Management.
Individual Written Report
**must include a SWAT analysis**
1. Report Presentation
-layout and length;abstract;illustrations;use of business english;clarity and quality of references
2. Strategic Plan
-company background;supporting case studies;analysis and methodology;vision and mission statement of the company;quality and management initiatives
3. Organisational behaviour
-leadership and management;organisational structure; grouping and teamwork; organisational culture; information systems
4. HRM issues
-resourcing and legal issues;skills;traning and development; appraisal; coaching and mentoring; performance and motivation
5. Future directions
-change management plan; organisational development; success factors; communication and influencing; recommendations

Example of the layout
Front page
abstract
contents
chapter 1 introduction aim method outcome analysis
chapter 2 literature review references to other authors
chapter 3 your research in logical order
chapter 4 conclusion possible future research
List of references
appenices

Thank You for all of your help if you need any other information please email me at [email protected]

Project Management Activities
The purpose of this paper is to select, describe, and justify an organization and project management activities for approval. I will provide the background on the projects current situation to include all pertinent personnel. Then I will breakdown what the problem and situation was and where we needed to be. In this paper the focus will remain on laying the groundwork of this project management activity.
The organization I chose is the Elmendorf Professional Military Education Center (EPME). By comparison, this would be considered small company whose purpose is to train enlisted Air Force members to become combat leader and first line managers. I have been working here for about 3 years as the Director of Education. Along with me is the commandant, Chief Murphy, who has been in charge for about 4 years. Next, there are 2 resource advisors, MSgt Copple and TSgt Bolden. Finally, the rest of the staff is made up of 10 instructors, all Tech Sergeants, with various specialties. Everyone is fully qualified to teach the PME curriculum regardless of their position and all of them have a good understanding of the requirements. The classes typically have 14 to 16 students and run every 6 weeks with 1 week off to prepare and transition to the next class. Finally, the civil engineer squadron supported us with Mr. Ben Thompson who had a background in drafting and contract management. Now that we have a better understanding of who is involved, let?s talk about the conditions that were causing some of the problems.
The schoolhouse currently occupies a 1950?s era warehouse building on Elmendorf AFB. There are 7 classrooms, 7 offices, 2 bathrooms, 1 auditorium, 1 break room, 1 snack bar, and 1storage room. The building has gone under several partial renovations that, over time, created more issues than they solved. For example: The offices where built in the larger portion of the warehouse with thin false walls. Since they only built 7 offices, some of the instructors had to share up to 3 each (ideally should be no more than 2). The classrooms were cramped with no central air and had obstacles like power poles that were installed in the center to run projectors. The bathrooms were expanded from 4 toilets 1 urinal and 2 sinks to 6 toilets 2 urinals and 2 sinks. However, This still does not satisfy the requirements of servicing over 120 people when class is in session. The auditorium only seats 60 people preventing the staff the ability to perform mass briefings. Next, there is only 1 break room for both the staff and students to share. Finally, the storage room is not adequate to support all the curriculum and office supplies. When we contacted and created a work order, THE Civil Engineer squadron sent over Mr. Thompson to do a preliminary walk through with our requirements, he said that there is enough square footage to make a complete renovation. This project has since been completed and I was involved in the entire process.
Thank you for reviewing this project management activity and I look forward to work on this as my Session Long Project.
******USE ANY REALISTIC FIGURES REQUIRED TO COMPLETE PROJECT******


Part 1 ? Project Planning
Based on the story above. Focus on the planning phase of the project. Describe the general plan and the steps involved to achieve project success (from a planning perspective). Discuss the critical elements of the plan and what the key success factors will be for the project success.
Expectations:

Write a 1 PAGE plan and draw on:

? Conduct processes to obtain project plan approval
? Analyze and refine project time and cost estimates to define project baseline, schedule and budget
? Develop a formal and comprehensive project plan, including, where applicable, a Communications plan, a Risk management plan, a Change management plan, a Resource management plan, a Quality plan, a Procurement management plan, and an Organization plan

Use in-text citations or footnotes to indicate where you use information from those (or other outside) readings. Your paper will be evaluated on the completeness of the overall plan and the specificity of the steps you identify. Critical thinking will be assessed by the identification and justification of crucial steps and success factors.

Part 2 ? Project Execution

Building on Part 1 ? Project Planning. You must identify the manner in which the project is activated and what the key elements of that activation included. Discuss what the challenges in the activation of the project and how these challenges were resolved or will be resolved.
Expectations:

Write a 1 PAGE Execution and draw on:

? Commit project resources and procedures required to initiate and monitor the performance of work in accordance with the project plan
? Implement the project plan by authorizing the execution of project activities required to produce project deliverables
This paper should address the task, as well as your ability to successfully apply reference background materials in developing your activation criteria. Pay close attention to the anticipated challenges and possible resolution.

Part 3 ? Project Control

Continuation of Part 1 and 2 - You are to evaluate your selected organization in terms on their project controls and how those controls are implemented and managed. Describe the specific control measures and how they are applied and evaluated. You should comment on the effectiveness or lack thereof and recommendations, if any, you would make to enhance the project control phase of the overall project.
Expectations:

Write a 1 PAGE paper on:

? Develop, lead and manage project teams
? Manage project scope changes
? Manage project scope changes
? Develop, lead and manage project teams
? Recognize and respond to risk events and issues

Breadth and depth are very important to this assignment. Be sure to give sufficient detail about the controls so the reader can follow your evaluation. No organization is perfect, so think critically about the effectiveness of the controls - what works and what doesn't? Give sufficient attention to recommendations for improvement and be sure your recommendations are tied to the strengths and weaknesses you identified in the paper.


Part 4 ? Project Closing

For this final component you are to discuss how your selected organization assesses the effectiveness of their projects from conceptualization through closing. Comment on your views as to the effectiveness of the overall project management approach and environment. Use the concepts and ideas gained from the readings, case assignment, and your own knowledge and experience, comment on ways you believe project management could be enhanced in this organization.
Expectations:

Write a 1 PAGE paper on:

? Ensure project has been transitioned to operation, if applicable
? Be able to obtain final acceptance of deliverables from appropriate stakeholders
? Release project resources by following appropriate organizational procedure
? Document lessons learned and preserve essential project records to adhere to legal and other requirements
? Release project resources by following appropriate organizational procedures

Your paper will be evaluated for completeness, specificity, and ability to appLy concepts gained throughout the course readings and assignments. Be sure to document your sources whenever you support your analysis with course materials or outside sources.


*****PLEASE USE ONLINE SOURCES ONLY******

Assignment: Resistance and Communication
Diagnose the reasons for resistance to change.
Interpret the potential causes of resistance in the organization. Identify and describe three (3) potential causes of resistance to your change plan. Identify and describe three (3) potential sources of resistance to your change plan.
Create a plan for minimizing possible resistance to your change management plan.
Elaborate on the relationship between resistance to change and communication.
Evaluate three (3) communication strategies.
Recommend one (1) communication strategy that would be applicable to your organization. Diagnose why this communication strategy is best for your organization.
Create a solid communication plan for your change initiative.

The Ullrich Corporation has issues a Request for Proposals (RFP) for Property Management for The Saddle Creek Homeowners Association in the State of Maryland. Your proposal must be in APA format. Single-spaced.

Note: Criteria changes with each type of proposal. What is presented here is a very basic format. Some items within each category may not apply to your project. Ignore them if they arent appropriate to your subject matter. The categories themselves must be represented and addressed.
The Proposal
1. Letter of Transmittal - 1 page
2. Table of Contents - 1 page
3. Introduction - 1-2 pages
4. Proposal Summary - 4-5 page- A statement of understanding, including, but not limited to, the scope and objectives, as stated in this RFP. The statement of understanding by the Offeror within this Section must be organized in the exact order as presented within this RFP. This includes confirmation of the Vendors understanding the environment, the requirements for each component, business features, and technical specifications.
5. Corporate Capabilities - 1-2 pages -This Section shall contain all relevant and material information relating to the Vendors organization, personnel and experience that would substantiate its qualifications and capabilities to perform the services and/or provide the goods described in this RFP. The Offeror shall provide a corporate organizational chart that clearly identifies where this project would be placed within the corporate organization.
6. The Plan - This Section shall contain detailed information describing the Offerors solution to this RFP for all requirements within this RFP. The Solution proposed by the Offeror within the Response for this Section must be organized in the exact format. The detailed proposed Solution must present a sound Solution, and meet or exceed the requirements within this RFP. The Offerors Response to this RFP for this Section must include at a minimum details, draft documentation, and a solution.
Solution
Complete Cost Response - The Vendor shall create a Cost Table
Initial Drafts of the Deliverables
Project Management Plan
Project Work Plan (may include the following as appropriate to your project)
Communication Management Plan and Log
Data Conversion Plan
Implementation Plan
Transition Plan
Security Plan
Disaster Recovery Plan
Configuration Management Plan
Issues Management Plan & Log
Change Management Plan & Log
7. Additional Information - Vendors may attach other materials that they feel may improve the quality of their Responses. However, these materials shall be included as items in a separate appendix.
8. Value Added Services. Vendors are encouraged to provide descriptions of any Value Added Services. Any Value Added Services may be presented as included in the base costs of the bid. Any Value Added Services must be in bold type of not less than 14-point type. Value Added Services may comprise one or more services identified in a Statement of Work, if any, or other offerings of the Vendor.

Please see attached papers to help you design this RFP. The meat is there I just need to tie it all together for the Ullrich Corporation.


There are faxes for this order.

Customer is requesting t
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Customer is requesting that (Isak) completes this order.

Change is constant in organizations. Changes occur in operations, technology, personnel, regulations, and every other area. Change management has several discrete steps. Prepare a post in which you discuss the key steps to auditing. Specifically, address why an audit plan should include:
The audit scope, timeline, requirements, and constraints.
A review of an organization's risks and risk management strategies.
A review of business impact.
A review of plan development activities.
A review of test plans.
A review of training plans.
A review of change management and plan maintenance

Managing Change

Identify an area of change related to the implementation of differentiated instruction. Develop a plan on how you would implement the change, citing:
a. background of students, staff, educational setting
b. goals/objectives
c. plan of action including strategies
d. assessment
e. resources including time, personnel, costs
f. professional development that will be required

Analyze the impact of leadership necessary to affect the change. Your plan may be submitted in a format of your choice. Cite any references or links that will be appropriate to an understanding of your problem.

Dear Sir,
I will like your services to provide me a sample essay on the below topic of interest

My topic of interest is Change Management in Public organizations.

Research Question:

?How will public organizations behave, before, during and after the change?

?What will be the effect of these changes on the employees performing these change strategies (Resistance to change) and how they can influence other organizational members?

? A full examination of new Enterprise Resource Planning Solutions (ERP). What effects will this bring upon the organization? The benefits and opportunities that it creates for the employees as well as managers.

The main focus here is how technology ( Enterprise Resource Planning solution ) can help organizations to become effective , using technological concepts for streamlining all major processes so that the resources of must public organizations are properly utilized, How, the organization as well as employees will be able to benefit from these changes that will improve organizational efficiency .

Your applied project will consist of developing a Project Management Plan for a work place effort (or if you prefer choose some other project like building a deck, planning a class reunion, etc.). It can be one you are working on, or one that you would like to propose. Your plan must follow the guidelines in Table 4-2 of your text. Table 4-2 is the minimum content. You may use templates from your work environment, but you must include the major topics in Table 4-2, including the scope statement, project deliverables, resources, control and monitoring mechanisms, team information, communications planning, schedule, and budget. You may use Microsoft Project to develop your resource planning (task list). There is a great deal of information to be included in this paper. Scope your project for completion in eight weeks. Keep it simple, the project does not have to be complex for students to demonstrate and apply the course concepts. Please paraphrase all quoted items used in body of paper
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Customer is requesting that (jpz777) completes this order.

TOPIC: ORGANIZATIONAL CHANGE

1) I need to write a summary paper describing the organizational change happening in the retail store I work at. Three things that are planned is that the store will continue to expand by creating an art gallery within the store, add more staffing and products (different types of furniture/decor), and increase sales.

2) I also need to identify the key stakeholders and the impact the change would have on them. I can think of the local/regional artists who will be consigning their art pieces in the store (more promotion/marketing), added suppliers and vendors, and high volume of customers.

3) I need to describe the change management approach and recommended action steps for minimizing adverse impact on the organization and its people.

4) Finally, I need to talk about the systemic nature of the organization and how the change improve the effectiveness of the store, its processes and the productivity of the employees.

Case study: Fabrication International (FI) Plc [Source: Burnes 2009:467?470]

Answer the following questions:

Using the Choice Management ? Change Management model, address the following questions:

Question 1

i) Critically evaluate the extent to which FI?s investment?appraisal process aids it in making strategic investment decisions. [25 marks]

ii)What went wrong with the CWS introduction and how could it have been avoided? [25 marks]

iii) Imagine that you are the senior engineer. What would you have done to make the CSW a success when faced with the decision by the board to cut the original budget[? 25 marks]

Question 2:
What was Kurt Lewin?s main contribution to change management and how relevant is it for contemporary organisations? [25 marks]

Instructions to the writer: All questions to be discussed in relation to the Case study as attached (Fabrication International Plc, A4 pages, single-line spacing, 3- 5 sources/references per question.

Need to do a paper on a Risk Management Plan. I have attached all documentation along with instructions of what's required.

Your final paper for the course project (the RMP) is due in Week 7.
Please reference the template found in Appendix A, page 197, of the Practical Project Risk Management: The ATOM Methodology text.
The course project paper is your Risk Management Plan (RMP).
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Guidelines
Just a few reminders on your final course project paper:
? You will be using the information that you have obtained in the weekly assignments to complete the paper, but you should not simply copy and paste the weekly assignments into each sections of your final paper.
? Ensure that each of your weekly assignments has been submitted and graded. Remember that the paper is only one part of your weekly work and that your weekly assignments make up critical information you will use to write your final course project paper.
? Follow the format as indicated in the Deliverables section, above.
? One of the most important steps that you can take: PROOFREAD your paper!!! Have someone else who does not know about the project read the paper. If he or she can read and fully understand what you're saying, you probably have a good paper. Remember: You know what you're saying, but does the reader understand the message that you're trying to convey? This one element will save you time and the grief of a poor grade for grammar and readability.
? Papers must be 15 to 20 pages in length (this would be roughly one page per area included in the report), 10-point font, double-spaced, and must include a cover page, table of contents, introduction, body of the report, summary or conclusion, and works cited.
? Even though this is not a scientific writing assignment and is mostly creative in nature, references are still very important. At least six authoritative, outside references are required (anonymous authors or web pages are not acceptable). These should be listed on the last page, titled "Works Cited."
? Appropriate citations are required.
? All DeVry University policies are in effect, including the plagiarism policy.
? Papers are due during Week 7 of this course.
? Any questions about this paper may be discussed in the weekly Q & A Discussion topic.
? This paper is worth 175 total points and will be graded on quality of research topic, quality of paper information, use of citations, grammar, and sentence structure.
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Grading Rubrics
The following is the grading rubric for the final course project paper:
The following are the best practices in preparing this paper.
? Cover Page ? Include who you prepared the paper for, who prepared it, and the date.
? Table of Contents ? List the main ideas and sections of your paper and the pages on which they are located. The illustrations should be included separately.
? Introduction ? Use a header on your paper to indicate that you are introducing it. ??The purpose of an introduction or opening:
1. Introduces the subject and its importance.
2. Previews the main ideas and the order in which they will be covered.
3. Establishes the document's tone.
Category Points %
Format: Cover page, Table of Contents, Introduction 15 Approx. 8.6%
Project Description 20 Approx. 11.4%
Project Sizing 20 Approx. 11.4%
Stakeholder Analysis 20 Approx. 11.4%
RBS 20 Approx. 11.4%
Probability-Impact Matrix 20 Approx. 11.4%
Risk Register 20 Approx. 11.4%
Summary Risk Report 20 Approx. 11.4%
Conclusion and Reference page 20 Approx. 11.4%
Total 175 100%
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Best Practices
Include in the introduction a reason for the audience to read the paper. Also include an overview of what you are going to cover in your paper and the importance of the material. This should include or introduce the questions you are asked to answer on each assignment.
? Body of Your Report ? Use a header titled with the name of your project. Example: "The Development of Hotel X ? A World Class Resort." Then proceed to break out the main ideas. State the main ideas, state major points in each idea, and provide evidence. Break out each main idea you will use in the body of your paper. Show some type of division, like separate sections that are labeled, separate groups of paragraphs, or headers. You would include the information you found during your research and investigation.
? Summary and Conclusion ? Summarizing is similar to paraphrasing; it presents the gist of the material in fewer words than the original. An effective summary identifies the main ideas and major support points from the body of your report. Minor details are left out. Summarize the benefits of the ideas and how they effect the project.
? Work Cited ? Use the citation format as specified in the Syllabus.
Additional hints on preparing the best possible project.
1. Apply a three-step process of writing: Plan, Write, and Complete.
2. Prepare an outline of your research paper before you go forward.
3. Complete a first draft and then go back to edit, evaluate, and make any required changes.
Use visual communication to further clarify and support the written part of your report: Example graphs, diagrams, and photographs.

Hello Jonsmom2,

I will be sending you all of the documents to get you started on the (5) page term paper shortly via fax. "Please write the (5) page paper based strictly on what the questions/tasks are asking" and ONLY add the references from the material that is provided.

Important! Please read everything on the first, second, and third page of the documents that are faxed to you. Do not deviate from what the first 3 pages are telling you to do.

Please provide a well written (5) page term paper TITLED: Change Management

Also, I need an introduction, body, conclusion and at least (4) references.

Lastly, I really need the (5) page paper NLT: 5 November 2011. Thanks!