I did 10 papers which I will provide. Take the 10 papers and write 1 "What I have learned" type paper with a focus on computer information systems (that is the major) from it being sure to use the references and 10 papers as the source material. Do it well in APA style. I have actually started it for you. That's it.

Please answer the following questions based on the Boston Opera case study.
1. The Boston Lyric Opera working group has selected eight customer objectives for its three strategic themes (see the bulleted items on pages 5-7 of the case, also summarized in the Cus-tomer row of Exhibit 5).
a. Develop loyal and generous supporters
b. Build Reputation on the national and international opera scene
c. Reach the Boston-area community.
What measures (specific metrics) should the project team select for these eight objectives?
2. What changes were required to adapt the Balanced Scorecard to a non-profit organization?
3. What are the benefits from developing a Balanced Scorecard at BLO? What challenges and barriers must Del Sesto and Dahling Sullivan overcome to capture these benefits?
4. Are the department managers, artistic leaders, and employees at the BLO more or less empo-wered after the Balanced Scorecard has been created?
5. Is Janice Del Sesto using the Balanced Scorecard as a performance measurement system or a management system?
6. What do you think of the process that the BLO used to develop the Balanced Scorecard? What was critical for the success of the project?

Topic: Review the Business Potential for Outsourcing from UK.

Note:

1. Word count: 8500 words
2. Masters Level
3. Harvard style referencing and Incite referencing
4. Report type: Consultancy and management report
5. This report has to be submitted to the University as an alternative for dissertation. This report will also be submitted to the company http://zeuscorpservices.co.in/
6. The survey results are mainly in the form of graphs. So please use them in the report.


This is a Group Consulting Project

Topic: Review the Business Potential for Outsourcing from UK.

Your Project:
You will be working with a Business Outsourcing Consultancy which is looking at understanding how and what lines of services can be outsourced for RPO, LPO, BPO and FPO firms in UK. They also want to explore possibilities of outsourcing.

You will deliver:
A management Report identifying -
1. Benefits of outsourcing
2. Factors affecting outsourcing decisions
3. Domains and organisational areas that can be considered for outsourcing.

Sectors chosen:
1. Recruitment process outsourcing(RPO)
2. Legal process outsourcing(LPO)
3. Business process outsourcing(BPO)
4. Finance process outsourcing(FPO)

Documents attached:
1. Recruitment process outsourcing(RPO)
- The survey results from the questionnaires have been attached.
- The survey results are mainly in the form of graphs. So please use them in the report.
2. Legal process outsourcing(LPO)
- The survey results from the questionnaires have been attached.
- The survey results are mainly in the form of graphs. So please use them in the report.
3. Business process outsourcing(BPO)
- The survey results from the questionnaires have been attached.
- The survey results are mainly in the form of graphs. So please use them in the report.
4. Finance process outsourcing(FPO)
- The survey results from the questionnaires have been attached.
- The survey results are mainly in the form of graphs. So please use them in the report.

For this work u have to conduct an academic literature review on the hybrid organizational structural change in public administration and its implementation.

Summarize and categorize major arguments of the journal papers, discuss the definiations, agreements, disagreements, controversial issues in this researches, and provide your own synthesis and reflection on these researches.

(The work should be done using the articles uploaded under the resources tab).

Please use APA style of referencing. (IT IS MUST)
There are faxes for this order.

Term paper is expected to draw on examples from crisis incidents to make substantive points about leadership. The incidents chosen may be among those discussed during the course or may be others that are relevant to one or more issues of leadership. The incidents may be chosen to reinforce one another, contrast with one another, or show different facets, but they should all be connected by the logic of the argument and not be random choices. The term paper is not an exercise in crisis management criticism, nor simply a review of the incident, but a way for the student to analyze a crisis and the crisis leadership styles that are utilized manage the incident.Papers are expected to be 8 to 10 pages in length, double-spaced.
Introduction
Background
Argument
Conclusion
References
Optional supplemental materials

Assignment #5. Corporate Culture/Leadership Actions for Strategy Implementation.
Conduct an analysis of Southwest Airlines (Case 23/c-401) and prepare a 3-4 page report addressing the following:
Discuss the corporate culture at Southwest Airlines and how it leverages its culture to achieve a competitive advantage.
Evaluate the companys financial performance by calculating and interpreting the profitability ratios. (operating profit margin, net profit margin, return on total assets, return on stockholders equity)
Describe the characteristics of companys culture and how you think it affects company performance.
Given the strategic decisions in the case, recommend actions that management should take to sustain/strengthen the culture (or implement a change), based on the situation given.
Given the strategic decisions in the case, identify three leadership actions that the company would need to be consider to implement the decisions. Explain why these are critical to implementing the strategic decision.
The assignment will be graded using the following rubric:
Outcomes Assessed Formulate, implement, and evaluate strategies for exerting the internal leadership needed to drive the implementation of strategic initiatives and improve operating excellence.
Grading Rubric for Assignment # 5 ??" Corporate Culture/Leadership Actions for Strategy Implementation

Criteria 0
Unacceptable 20
Developing 30
Competent 40
Exemplary
1. Discuss the corporate culture at Southwest Airline and how it supports the strategy. Does not attempt assignment, nor discusses the corporate culture and its impact on strategy. The corporate culture elements were discussed and the related impact on strategy, but with less than 60 - 79% accuracy and some of the trends identified were inappropriate or were not identified. The corporate culture elements were discussed and the related impact on strategy, with 80 - 89% accuracy and appropriate information was discussed. The corporate culture elements were discussed and the impact to strategy with 90 to 100% accuracy and all appropriate information was identified and discussed clearly.
2. Evaluates the financial performance by calculating and interpreting financial ratios. Does not attempt assignment, nor evaluates the financial performance and its impact on strategy. The financial performance ratios were calculated and interpreted, but with less than 60 - 79% accuracy and some of the trends identified were inappropriate or were not identified. The financial performance ratios were calculated and interpreted, with 80 - 89% accuracy and appropriate information was discussed. The financial performance ratios were calculated and interpreted with 90 to 100% accuracy and all appropriate information was identified and discussed clearly.
3. Describe the elements of a companys corporate culture and how it impacts performance. No elements were discussed. One element was discussed. Two elements were discussed. Three elements were discussed.
4. Recommend how Southwest Airline can sustain/strengthen its culture. Does not attempt assignment, nor discusses culture improvements and its impact on strategy. The corporate culture improvement discussed and the related impact on strategy, but with less than 60 - 79% accuracy and some of the trends identified were inappropriate or were not identified. The corporate culture improvement elements were discussed and the related impact on strategy, with 80 - 89% accuracy and appropriate information was discussed. The corporate culture improvement elements were discussed and the impact to strategy with 90 to 100% accuracy and all appropriate information was identified and discussed clearly.
5. Identify 3 leadership actions to be taken to implement the strategic decisions at Southwest. No actions were discussed. One action was discussed. Two actions were discussed. Three actions were discussed.
6. Clarity
Did not complete the assignment or explanations are unclear and not organized.
(Major issues) Explanations generally unclear and not well organized.
(Many issues) Explanations generally clear and/or organized. (Minor issues) Explanations very clear and well organized.
(Added helpful details.)
7. Writing ??" Grammar, sentence structure, paragraph structure, spelling, punctuation, APA usage.
Did not complete the assignment or 8 or more different errors in grammar, sentence structure, paragraph structure, spelling, punctuation or APA usage. (Major issues) 6 - 7 different errors in grammar, sentence structure, paragraph structure, spelling, punctuation or APA usage. (Many issues) 4 - 5 different errors in grammar, sentence structure, paragraph structure, spelling, punctuation or APA usage. (Minor issues) 0 - 3 different errors in grammar, sentence structure, paragraph structure, spelling, punctuation or APA usage.

Key aspects that should be covered in this case study include:

Understanding the strategic role of HR
Explaining the importance of HR in business operations to be successful
Discussing human capital planning / talent management and how it relates to a business / business planning
Discussing how HR and OD can partner to help an organization
Explaing how to justify (quantify) HR
Other areas which you feel are relevant to strategic HR
Your paper should demonstrate critical thinking and analysis of the relevant issues, drawing upon all of the required background readings and any relevant sources from prior courses or your own Internet research.


There are faxes for this order.

*************REQUESTED WRITER: bolavens*************
*************REQUESTED WRITER: bolavens*************
*************REQUESTED WRITER: bolavens*************
*************REQUESTED WRITER: bolavens*************

Subject: Management
Words: 1800
References: APA, at least use of 7 references


Assignment Details:
---------------------
Provide an appropriate title page and summary.

The external environment and organisational structure

Describe how management thinkers usually conceptualise the external organisational environment. What sort of environmental influences are managers likely to experience in todays organisation? What impact is the external environment likely to have on the structure of the organisation?

THIS ASSIGNMENT IS BASED ON THIS SCENERIO


Scenario:
Your employer, LRH Manufacturing, creates a device used in various medical products. All work done on the device must meet government regulations and guidelines. One of the regulations focuses on these points:

Staff training
Maintenance of accurate training records
Mandated company training
Records of training attendance
Executive management has decided the current training management system is unacceptable because all training documentation is captured manually and stored in a binder. Therefore, it is difficult to determine the accuracy of the information.

As a result, executive management has announced a company-wide initiativethe implementation of a new web-based training management system. All personnel will be responsible for using the system to sign up for training and to monitor their involvement in regulated product projects.

To oversee this responsibility, executive management has created a new position, Web-Based Training Project Manager. The responsibilities of this position will be to select and oversee the training and implementation of the new training management system, as well as monitor company-wide training attendance and identify people who are out of compliance.

Executive management anticipates some departments will show resistance. Departments, such as Manufacturing, will be required to use tools they have never used or refused to use before. Because instructional designers in the Training Department develop instructor-led training, they often have shunned implementation of any web-based system. Also, Department managers responsibilities will increase. They will be required to learn how to use the system to assign courses to their direct reports and monitor the timely completion of the courses.

Currently, you are the Manager of the Information Technology department. However, you are very interested in the Web-Based Training Project Manager position.


THIS IS THE ASSIGNMENT

COMMUNICATION PLAN

Details: You are completing the project planning activities and have identified the project stakeholders to include department managers and executive management of the following departments:

Sales
Marketing
Customer Service
Finance
Human Resources
Information Technology
Office Management
Product Development Research,
Manufacturing Distribution
The VP of Operations is the project sponsor. The VP of Operations oversees the Finance, Human Resources, Office Management, and Information Technology departments. The active team is comprised of approximately ten people, with input/approval from approximately ten additional individuals. Develop a comprehensive communication plan. As part of your communication plan, include the following:

Define your target audience(s).
Explain the information that you will share with members of each audience.
Document the frequency of communication and medium of communication that you plan to use with each target audience.
Describe the approach that you will take to monitor project status, escalate issues, and obtain deliverable sign-offs.
Explain any communications that will take place with the remainder of the organization throughout the project.

THIS IS WHAT I WROTE AS COMMUNICATION, BUT I NEED THE COMMUNICATION PLAN.SO I WILL USE THIS AS MY FIRST PAGE. WHAT I NEED IS THE COMMUNICATION PLAN.

As project manager is very important to plan everything ahead and to have a back up plan. One of the most important skills that a project manager must have is communication skills. There are different ways of communication; verbal, non verbal behavior, using gesturers, written or graphic (Hurley, 2009). Depending on the importance and seriousness of the project/topic the communication style is determine. People who enjoy talking to others prefer to have a face to face meeting instead of communicating by e-mail, chats or phone, while those who a more quiet use e-mails or letters to communicate with others (Course Materials, 2009). As project manager is always important to know your audience, their performance/task in the project and their level of education. Knowing the level of their education is one of the most important things to know about your audience. When presenting a plan project for implementation is crucial that the audience fully understands what is being said, what their roles are and what needs to be done. For example, when presenting a project to an audience with a very low level of education is important to use simple words to make sure they fully understand all the details. The presentation of a perfect project plan is a failure if the audience does not understand or are not persuaded of its merits (Blair, 2009). If the audience does not understand what you are trying to convey, then you need to change your communication style and adapt one who fits the personality of the audience.

I'm trying to reply to a e-mail that I received saying that I will not be sending any faxes, but I keep getting the e-mail back.

I will not be sending any fax. in the order I provided the scenerio which the assignment is based on.

Essay on the following question:

When should an outside management consultant be retained by an organization? Examine the relationship between executive leadership and consultants during the process of a working relationship. What are the advantages and disadvantages of internal and external consultants, respectively?

(NOTE: This essay should be a complete answer that reflects the question above)

12 pitch font, must consist of no less than 1000 words of textual information, all sentences must be double spaced as prescribed within MLA standard, must contain cited parenthetical references, works cited page formatted and documented in MLA style, all pages beginning with the second page of text and extending to the works cited page must be paginated. Write with a semi-casual (laid-back) speech style if possible. Please use at least one current web source.
Thanks!

Boeing has undergone restructuring in the last five years.

Boeing - as a flat organization - write an outline (written below) and then a paper that compares/contrasts the hierarchy within the old organizational structure of Boeing with the features of the flat hierarchical structure of Boeing as the modern organization.
Research at least five current sources (within the last five years) on organizational structure.
(outline for flat organization for portion of paper)
I. Flat organization defined
II. Why would a company become a flat organization? What is the motivation? (Pros?)
a.Cost reduction
b. Process of alignment with advanced technology
c. Efficiency
III. How would you go about creating or changing an organization to represent this structure?
a. Align process of management
b. Align employees with technology and skills
c. Re-structure communication processes between management and employees
d. Create a team model that empowers the employees to help in making decisions.
e. Communication within all levels.
IV. Negative attributes of re-structuring an organization (Cons)
a. Additional training expected
b. Hiring of new employees that have skill set of a more integrated style
c. More work with same or less pay
V. Summary

Boeing - Networking
Networking (due Week Four)
Prepare a 1-2 page outline and then a paper that compares/contrasts the features found in the old and transformed organizational models of Boeing and then add to the flat organization paper.
Research at least five current sources (within the last five years) on networked organizations.

ANNOTATED BIB HAS BEEN UPLOADED.

Hi, the paper needs abstract, introduction and conclusion. Also, the paper needs to be "padded" up with references and citations. Needs at least 2 levels of detail (for example, I, II, III and A, B, C) and contains 18-24 items. The questions are asked by the teacher. Then my response is beneath the questions. It does not look professionally written.

Here's a copy/paste of my paper.
"Annotated Outline"
(Instructor) In this case, your annotated outline should be divided into the 10 subheadings specified in the project description (plus an intro and conclusion) and written in considerable detail with full sentences.
1. Describe the project in detail, who was involved, and the initial deadline.

(my response) The project is geared towards relationship among incompatible staff of a private non-profit school for children with hearing loss in the pre-kindergarten to twelfth grade. The research on relationship among incompatible staff should find solutions to the reason of divisiveness.
The school has eleven staff, which three are teacher assistants, five teachers, Administrative Assistant, Associate Director, and the Director/Founder. The initial deadline will follow according to the course deadlines.
The final project will be submitted in the course room. It is highly unlikely the project will be submitted to the founder/director. Initially, I requested interview with the founder of this workplace and she politely declined my request. On the same day, she sent out memo through email to co-workers asking them to volunteer their time for the American Sign Language classes from 6-8 on Thursdays to baby sit. She was pretty desperate and had to cancel last weeks class because no one volunteered to baby sit. Through her memo, she tried to make my colleagues and me feel guilty for not helping the parents help themselves. My problem solving skill and creativity came into action. In a way, I made an offer that she could not refuse. I offered her my time to baby sit every Thursday from 6-8 if, only if, I was granted interview with her.


2. Describe how you set up your personal schedule to complete the project, that is, what factors did you consider in setting due dates or "milestones" for each portion of the project?

My personal schedule to complete the project will be done on availability of the staff. The staff are seen around the campus on daily basis from Monday through Friday. As each week progresses, I plan to request staff for their one on one personal time and group meeting for interviews and this request is done through email correspondence and showing up at their office. The interview time should not be longer than an hour.

3. Describe how you moderated the project.

Moderating this project may be difficult due to formed alliances and fraternization at the workplace. Basically, the staff will be assured of confidentiality and the project is geared towards betterment of the workplace. Alliances will remain in alliance. I will conduct the project with each of the administrative staff and on my own.

4. Were there any changes in the original plan? If so, how did you adapt the plan and communicate it to others involved in the project? If not, to what do you attribute your "on-schedule, on-task" results?

Initially, I reconsidered this approach but again maybe I will leave it as is because I think theres nothing else to work around on this small-school project. As of now, there were no changes in the original plan.

5. Under what parameters did you set priorities? On reflection, were they appropriate?

The evaluating of different aspects of this project has been performed based on several parameters especially on information from different people, the availability of those information through the interviews, and my presence when some, but not necessarily all, all conflicts arise. The evaluating led me to the conclusion which is that the most important priority in this project is my observation and the schedule of interviewing the staffs at times when conflicts arise.

6. Explain any modifications to the plan made as you went along and the reasons for the modifications. Were you adaptable when the plan required revisions?

Director of Instructional Technology does not exist at my workplace so I went back to Associate Director as she makes all of the decisions with Boards pre-approval . She answered all of the questions pertaining to planning educational technology needs, including purchasing educational hardware, software, maintenance, training, and new facilities.


7. How did you utilize subordinates effectively and appropriately? Did you delegate tasks and empower others? How?

It was not possible to utilize subordinates however, My workplace has everything detailed down for new crop of staff. For instance, this certain position will have tasks and duties detailed out. When there are two positions working same time, then there are details for each of their tasks and duties as well. Sort of like micro-management.

This style of management... detailing out specific duties and tasks works, really. Staff are to agree to this contract by reading it and signing it.

For a while, one staff took well advantage of my gullibility by telling me that I was to do this and that. I was new and I worked beyond hard. Yet, this staff sat and looked pretty during the After Care period. *umm* I thought... something's not right about this. Should I be TELLING her what to do? I'm the After Care coordinator and she's been here long time doing this stuff before my arrival. Because of this I put my faith in her words. Problems continued to exist. She wasn't doing anything and I was doing 2-person job.

To find a solution to my problem, I revisited our contracts and she was busted. Now, she is working in accordance to her contract and I am not physically weary by 6 pm.

Basically, in terms of contractural agreement based on their required duties and tasks, the micro-management works.

8. What problems and conflicts arose between people in the work group? How were they resolved?

As discussed in this project, ironically it shows several problems in the work. Some might apparently get resolved through giving staffs feedbacks or informing the boss to handle the issue but the initialized anger or apathy still happens there. Those resolutions are likely to bring another conflict in near future.

9. Give examples of how you utilized conceptual flexibility over the course of the project.

The flexibility was easy part. For instance the Director of Institutional technology did not exist, so I went to the Associate Director instead. The associate director has many responsibilities as she is multi-tasking. Some staffs might not be available and the process of interviewing them could be postponed. If other obstacles arise, I will seek for simple approaches and the last resort is to get Associate Directors approval.

10. To whom will your final project be submitted? Did he or she provide input or criticism along the way? If so, what was it, and how did you react?

This project will be submitted to the Associate Director as she is more approachable.

There are faxes for this order.

It is extremely important that the essay should be written in plain UK English text as compared to other writing styles i.e. MLA, Harvard, APA and others. Consequently, please do not follow the writing style mentioned in the order form.
The Essay should be complied in a manner of analytical academic writing. Question of the essay is To what extent can HRM contribute to improved organisational performance?

Therefore, it should contain relevant theories pertaining to Organisational Development in congruence with theories regarding Traditional Training and Development function, High Performance Work Systems (HPWS), Performance Management and Human Performance Technology (HPT). The essay should also contain examples from your personal experience so that there is an opportunity to able to relate theory to practice. The essay should be one piece of continuous writing and should avoid using sub-headings and rhetorical questions. It is extremely important that the essay specifically investigates the issues raised by the question and not just have long summaries of the relevant theories. The introduction of the essay should state where the essay stands and how is it going to justify the position. The main body of the essay must put forward arguments and examples to justify that position. Indeed, the essay has to be free of any kind of plagiarism.

What role, if any, should emergency managers play in ensuring emergency medical care for a mass-casualty incident? In other words, what can emergency managers and disaster planners do to facilitate such care? In what ways may public safety agencies or infrastructure agencies (such as the utility companies or public works) play a role in effectively responding to mass casualties?

What makes for a good emergency manager or disaster planner? What personal attributes would contribute to the success of such an official? Also, what kind of resources and support must be available to multiply the effectiveness of the emergency management function in an agency or community? To what degree do you think those resources are available to the emergency management profession today?

Consider the U.S. Department of Homeland Security (DHS), its organization, and its strategic plans (which are available at ww.dhs.gov). Write up a critique (pros and cons) of DHS as it is presently constituted. Is it organized properly for its missions? Are its missions appropriate and logically tied together? You may wish to use a SWOT analysis (Strengths, Weaknesses, Opportunities, Threats), or you can craft your critique in some other way.

How has terrorism and the threat of weapons of mass destruction (WMD) impacted the field of emergency management and disaster planning in your opinion? Why do you think so? Do you believe that the threat of terrorism on a small or large scale should be an emergency manager's primary concern over other types of disasters? Does it make a difference as to what type of community the emergency manager operates from? How so?

In the course, you have been introduced to the various responsibilities of different levels of government in the homeland security effort. What level of government do you believe should be primarily responsible for securing the homeland? In what ways is homeland security confounded by our federalist system (i.e. shared power by states and federal government)? With 50 state government, 3000+ county governments, 16000 township governments, 20000 municipal governments, and tens of thousands more special district governments (i.e. park districts, school districts, etc), is it even possible to have effective management and delivery of homeland security? How so?

HR Case Study: Realigning HR Practices at Egans Clothiers Grading Criteria (30 points)

*Introduction: (4 Points) Approximately 1 page in length

The introduction provides a brief background on the major topic addressed in the case (e.g., performance management, training, compensation, etc.) and why its important. This section should not focus on the case specifically, rather be a discussion of the central topic, in general. A brief discussion of an external article (from list in Appendix B of Text) and its relevance to the topic of the case should be included here to strengthen and augment this section (at least 4 5 sentences about how the article is relevant to the topic(s) of the case).

*Case Overview: (2 Points) Approximately 1 page in length

The case overview provides brief overview of the case and clearly and accurately identifies the problem.

*Case Analysis: (15 Points) Approximately 4 pages in length

1) Clearly and directly answers all questions posed at the end of the case.
2) Your responses to the case questions will be evaluated based on your thoughtful integration of the concepts discussed in the course.
3) Integrate external article(s) into your analysis to support your responses to the case questions.

*Lessons Learned (2 Points) Approximately 1 page in length

Summarize what you learned from completing this case by answering the following two questions. What did you learn from completing this case? How might you use this information in your current or future job?

Mechanics (6 Points)

Paper is well-organized, easy to follow, and sections of the paper are indicated by headings/sub-headings. Your major headings should be I. Introduction, II. Case Overview, III. Case Analysis, and IV. Lessons Learned. Note: Section III. Case Analysis, should have sub-headings related to each question. Has professional appearance; proper business tone, style, and length. Case is between 7-8 pages, double spaced, 12-point font, 1-inch margins and typed. Uses MLA or APA style to cite references.

You will need to research and find AT LEAST one academic and professional source that is relevant to your case and include a brief discussion of it in the Introduction section. In order to meet this requirement, you may be required to go to the actual library to research.

How to Get the Most out of Cases - Professor Advice

Case analysis allows students to apply what they have learned through lecture and in-class activities. Please see the MGMT 321 syllabus for specifics on how to write your case analysis paper.

Preparation

1. Read the case the first time quickly, just to get a general overview of the key issues in the case.
2. Re-read the case, putting yourself into the managers role. What do you think the important issues are?
3. Write down the key problems or issues and go through the case one more time. There may be more problem areas than you initially thought. The cases are roughly categorized into management topics but management is, of course, very complex and the cases reflect this complexity.
4. Develop a set of recommendations based on your analysis of the case. How should the manager solve the problems? What evidence do you have that this is the right way to go? What other elements should be considered in the decision?

-----The Case for the Report----
Realigning HR practices at Egans Clothiers

At the end of the fiscal year 2000, revenues at Egans Clothiers, Inc. had increased 21 percent over 1999 and had increased at a compounded rate of 24 percent over the past five years. Thats the good news. The bad news is that costs have risen at an even more rapid rate, thereby shrinking the companys gross margins. As a consequence, Egans profitability (measured as return on sales and return on net assets) has actually fallen 14 percent over the past three years.
The retail industry in general has been enjoying growth due to a healthy economy, and this drop in profitability at Egans is particularly worrisome. In fact, according to Egans chief financial officer, Richard Coyle, if something isnt done immediately to control material and labor costs, as well as administrative expenses, the company may need to restructure its operations. In the short run, Coyle, company president Karen Egan, and vice president of HR Jim Rooney have pit an indefinite freeze on all hiring. Further, they are contemplating layoffs of nearly one-quarter of Egans sales staff and are weighing the benefits of cutting back on HR-related expenses such as training. Compared to others in the industry, their labor costs are very high.

Company Background
Gene Egan and Pat Pollock opened their first store in Baldwin New York, in 1958. The company grew rapidly during the 1980s and now operates a chain of thirty-four medium-sized stores located throughout Connecticut, New York Pennsylvania, and New Jersey. Since the beginning, Egans customers have been primarily middle- and upper-middle-class families purchasing sportswear, dress wear, and fashion accessories. The company has established a longstanding tradition of quality and customer service. In addition to its thirty-four stores, the company maintains two distribution centers and its administrative offices in Stamford, Connecticut. The total employment currently stands at approximately 2,400 people: 15 executives, 40 staff specialists, 40 store managers, 215 sales managers, 250 administrative personal, 1,600 sales people, and 240 distribution workers. Except for the employees at the distribution centers, the company is not presently unionized. However, it is no secret that Egans management has been trying very hard recently to keep current labor organizing activities to a minimum. Especially in these times of growth and change, management view unionism as a threat to the companys success. In this regard, the HR office had been called upon to conduct a program audit of various HR practices utilized at Egans. The purpose of this audit is to assess the impact of HR polices and practices on employee outcomes (e.g., performance, satisfaction, absenteeism, turnover). The corollary objective of this audit is to identify specific problem areas where policy adjustments may be necessary. The final report to the executive staff will include the HR departments evaluation of current problems and recommendations for implementing changes in HR practices.

Human Resources and Management History
Over the past five years, Egans has made several changes in order to implement the best HR practices possible. Partially, this as been to circumvent unionization efforts, but primarily it is indicative of Egans longstanding belief that success in retailing depends on the competencies and efforts of its employees.
The commitment to HR is demonstrated by the fact that in 1998 the company spent 1.3 million on an intranet-based human resources information system (HRIS). The HRIS has successfully automated most employment records (e.g., job titles, salary information, sales levels, attendance, demographics, etc.) and connects each of the retail stores, distribution centers, and executive offices. Also, Egans has maintained an ongoing training program or the past five years to help salespeople improve their retail selling skills (RSS) and customer service. The annual cost of this program has been roughly 750,000. To further ensure high ability levels in their workforce, the company sets selection standards selection standards substantially higher than their competitors. Whereas other retail companies typically hire inexperienced high school students, Egans generally requires some retailing experience before considering an applicant for employment. While this policy increases labor costs Egans management has been confident that the added expense is well justified over the long run. However, recently even the strongest proponents of HR have been wondering if it might be a good idea to cut back on training, given the companys current financial picture.
By fat the most problematic and volatile HR issues at Egans have been rearding promotions and salary increases. Because the company promotes from within, and distributes raises on a company-wide basis, comparisons generally have to be made across employees in different jobs and departments. To combat arguments of subjectivity and bias pertaining to these decisions, Egans links these rewards to objective measures of performance. Specifically, rather than utilizing subjective managerial evaluations of employee performance, ongoing accounts of sales results are maintained for each employee through use of the HRIS. On the basis of this information, each department manager assigns each employee to one of five categories:

Superior top 10 percent
Very good next 20 percent
Good middle 40 percent
Fair lower 20 percent
Poor lowest 10 percent

Administrative decisions are then made across departments utilizing these standardized distributions. Additionally, in order to provide constant feedback to each employee concerning his or her relative performance, data are updated and posted daily. It is hoped that this feedback is motivating to employees, and in this way there are no surprises when the time comes for semiannual performance appraisal interviews. It is interesting to note that since these changes have been made in the performance appraisal system, there has not been one formal complaints registered regarding salary or promotion decisions. However, sales managers themselves have mentioned occasionally hat they do not feel as comfortable now that they are required to assign employees to the fair and poor categories.

HR Outcomes
Despite the concerted efforts of Egans management to create a first-rate system of human resources management, there are several troubling issues facing the company. The HR practices are not having their desired effects. For example, there have been recent complaints that the employees have not been as patient or courteous with customers as they should be. This was best summarized by Paul Kelly, a store manager in White Plains, New York, who noted, My people are beating the clientele in order to make a sale the very opposite of what the RSS program trains them to do. This lapse in customer service is frustrating to management since the RSS training has proven effective in the past. Additionally, there seems to be a great deal of competition within- departments that is hurting a team effort. Although intergroup rivalries between- departments has always been viewed as normal and healthy, the lack of intragroup cohesiveness is seen as a problem.
Additionally, Egans has been plagued with increase in lost and damaged merchandise. Management attributes this to the face that storage rooms are disorganized and unkempt. This is in sharp contrast to the selling floors, which have remained fairly well orderly and uncluttered. Nethertheless, inventory costs have been increasing at an alarming rate.
Everyone notices that something is wrong. Bu the behavior patterns are perplexing. Absenteeism has decreased by 23 percent, but employee turnover has actually increased from 13 to 29 percent, thereby increasing labor costs overall. Unfortunately, many of those leaving the company (43 percent) are rated as very food to superior employees.
As executives in the company look at these trends, they are understandably concerned. The success of the company and its reputation for quality and service depend on solid investments in HR to ensure the best possible workforce. However, the expenses are eroding the companys profits, and worse, it looks now like the investments are not paying off.

Please read - Jameson, J. K. (1999). Toward a comprehensive model for the assessment and management of intra-organizational conflict: Developing the framework. International Journal of Conflict Management; Bowling Green; Jul 1999; Abstract: This paper presents the theoretical rationale for further development of a model for the assessment and management of intra-organizational conflict. The purpose of such a model would be to assist employees, managers, human resource practitioners and external service providers in selecting the most appropriate conflict management strategy for a given conflict. It is suggested that a contingency-based model of strategy selection must include attention to characteristics of the conflict, desired outcomes of the participants and awareness of available conflict management strategies. By expanding the range of conflicts and conflict management strategies typically included within a single model, the framework presented forms the basis of a comprehensive model for dealing with intra-organizational conflict.

After carefully reading through the Module background material, and all of this article, please answer (in at least 3 content pages), the following questions:

1. The desired outcomes of disputants in conflicts include (but are not limited to): fairness, efficiency, effectiveness, and participant satisfaction.

2. Please elaborate on the importance of: fairness, effectiveness, and participant satisfaction.

3. The three Major Conflict Resolution Strategies proposed by the author are: interest-based, rights-based, and power-based strategies.

4. Please elaborate on the concept behind interest based and power based strategies.

Expectations

Focus and address the case questions directly.

Identify between the outcomes and the strategies.

I would like to see YOUR opinions and insight regarding the importance and concepts of the outcomes and strategies detailed above respectively.





Customer is requesting that (infoceo) completes this order.

I perceive the question itself to be quite concrete and believe that a good answer should be based on strong facts and analysis of the status quo instead of speculation and theorizing. Concrete examples are an essential part of the assignment, and due to the nature of the course (see course outline I sent) fancy graphs and macroeconomic assumptions could also be included.
Please try to imitate my writing style when possible (see attached, unfinished essay).
I need to apply for an internship in the upcoming months and therefore it is essential for me to get optimal grades.

Thanks in advance for your work!

Michael
There are faxes for this order.

I need a term paper on extreme programming and language prototyping. Please use the MLA citation style and include a works cited page. If you have any questions please give me a call at 716-675-6037. Also please use references that I will be able to find in case I need to produce the materials I worked from.

Asia Pacific Business

4000 words

All assignment questions for this course will be assessed on the same basis. Each question is to be answered in essay format, not exceeding 2000 words (please provide the word count for each essay). The criteria for assessment will be based on the student?s ability to:

Address the subject matter of the question (weight 25)
Consider the concepts behind the question (weight 25)
Illustrate their arguments with examples (weight 25)
Write in a manner that is readable, correctly formatted, uses correct citation referencing, is well researched and of the correct format (weight 25).


Question 1
Compare and contrast the characteristics of industrial and institutional environments in one of the nine (9) Asia Pacific countries identified by Lasserre and Schutte with those of Australia. (20%)

Question 2
?South Korea has adopted a similar business system and institutional framework as that applied successfully by the Japanese.? Discuss this statement providing relevant examples that support your arguments. (20%)

Notes on Asia Pacific Countries from Lassere and Schutte pages 1-4
The Strategic Importance of Asia Pacific
Asia Pacific as a region
From the Far East to Asia Pacific

During the first decades of the twentienth century, Asia was still called the Far East and was seen as being very far away, if not on the periphery of a world dominated by the European colonial powers and the USA.

The Far East provided raw materials. In exchange some manufactured goods were shipped to the region. Daring trading houses (which has started operations during the last century) expanded, and the first manufacturers sent their own representatives to Japan, China and other countries in order to set up factories. Despite these activities, the Far East did not gain much importance in the world economy, or at least not in the minds of those whose thinking was influenced by a colonial mentality and centred on the Atlantic.

Japan became an industrial country in the 1920?s and 1930?s, by which time it was already exporting massive quantities of cheap watches and textiles to the West. In 1941 Japan felt it had sufficient technical capabilities to attack the world?s most powerful nation, the USA; but Japan was the exception in the region. China, hundreds of years previously a leader in many technologies, was in a shambles, and most other Asian countries were being exploited rather than developed by their colonial masters.

After the war, at the beginning of the 1950?s Japan?s manufacturing base was destroyed and half of its workforce was employed in the agricultural sector. Shanghai had been taken over by the communists under Mao, and entrepreneurs were driven out to Taiwan and Hong Kong, Korea with an average income below that of Sudan, saw a devastating war which led to the division of the country. Manila, Rangoon and Saigon, however, were flourishing and promised a new era in Asia.

Much has changed since then. Japan has become highly developed country challenging American leadership in a number of industries. The group of Newly Industrialised Economies (NEIs-South Korea, Taiwan, Hong Kong and Singapore) became the most successful economies in the world with sustained growth rates of 7-8 per cent over long periods, doubling the size of their gross national product (GNP) each decade and leaving the leading the Latin American countries such as Brazil and Argentina, far behind. In 1998, in spite of the recent financial crisis, the NIEs represent probably the only economies in developing world, which seem likely to catch up with the industrialised countries of Europe and North America in terms of technology, infrastructure and income per capita in the foreseeable future.

Behind the NIEs, four member countries fo the Association of South-East Asian Nations (ASEAN) ? Indonesia, Thailand and Malaysia and to some extent the Philippines ? have shown a consistently good economic performance which is matched by very few other developing countries in the world. By reducing their dependency on raw materials and agriculture, they have built up substantial manufacturing capacities and capabilities, backed up by an improving infrastructure. Today, the standard of living in these countries compares favourably with that of the overwhelming majority of people living in the Third World. Vietnam, which most recently joined the ASEAN group, has shown equally high growth rates in the 1990?s and is trying to catch up with the other members.

Comparing its own stagnation with economic developments in neighbouring countries, China decided at the end of the 1970s to open up and welcome foreign technology, foreign traders and foreign investors. With pragmatism increasingly overruling ideology, China became the fastest growing economy in the region during the 1980s and 1990s (though admittedly starting from a very low base).

Japan, the NIEs, the five ASEAN members, the four mentioned above plus Vietnam (the ASEAN 5), and China represent for us Asia Pacific. It is this group of countries which enticed a number of observers to talk about the coming ?Pacific Century?. This group of countries is slightly broader than that of the high-performing Asian economies which the World Bank used for its major study of The East Asian Miracle.

The term Asia Pacific is now widely used by economists, journalists and business professionals, though it is often unclear which countries are referred to. Admittedly, it stretches geographic credibility considerably to imply that Singapore lies on the shores of the Pacific, while it is in fact thousands of miles away, but the overall acceptance of the term is convenient for this book.

The eleven countries in our definition of Asia Pacific do not cover the whole geographic area of Asia which is closest to the Pacific, North Korea, Laos, Cambodia, Papua New Guinea, Brunei and Macao have been omitted from this study either because their economies are too small or because the experience of foreign firms in them is too limited.

The division of Asia Pacific into the four groups (Japan, NIEs, the ASEAN 5 and China) reflects economic development patterns rather than political affiliations. Singapore is a member of the ASEAN, but has characteristics more like those of a newly industrialised country. We therefore group this nation together with South Korea, Taiwan and Hong Kong, though the latter are increasingly considered parts of what is called Greater China.

Asia Pacific by no means represents a group of homogeneous economic or political systems. National and business cultures vary significantly and macro-economic data show extreme differences. In 1996 Indonesia had 197 million people with an income per capita of US$1080; neighbouring Singapore had a population of three million people with an income per capita of US$30 550. Japan represents 17 per cent of the global economy, but has only 2.2 per cent of the world?s population; China?s population, on the other hand, makes up more than one fifth of the world?s population but contributes only 3.0 percent to the world?s economy. Officially at least, government socialist principles, still determine the fate of the Chinese economy, while Hong Kong?s laissez-faire policies have turned its economy into capitalist?s paradise.

In no other part of the world does one find such variations, whether in Europe, Latin America or Africa; yet despite all these differences, common characteristics can be found. First, in all societies there is the will to improve the individual?s economic well-being through one?s own efforts. This can be seen in a high degree of entrepreneurship in the region, an apparent determination to progress, high savings rates and substantial private investment in assets and in education. Second, business-orientated and outward-looking governments support wealth creation through moderate intervention and economic growth-orientated policies. Third, effort and results are shared within the nation, the local economy, the firm or the family. This is documented in relatively even income distribution (compared with Latin America, for example) and achieved through consensus-orientated policy making mechanisms. Fourth, there is a vaguely defined emerging feeling of ?Asianness? which can be best described as not being Caucasian, African or Latin America. The increasing cultural, economic and political links among Asian societies support this trend, which is facilitated by regional media and growing contacts between the various communities.

It is this cultural dimension, which justifies the exclusion of Australia and New Zealand from the Asia Pacific region. Economically, these two countries have become deeply intertwined with the region but cannot claim to be Asian in culture or to show many of the other characteristics of Asia Pacific. On the other hand, because of its lack of close economic and political ties with the region India is not considered part of Asia Pacific, and in geographical terms its inclusion would create conceptual problems, too. Like China, India has been inward-looking for many decades and has opened up towards the outside world only fairly recently. Lacking the extensive family ties of the Chinese across Asia, however, India has not shown much interest in becoming more closely involved in the developments of Asia Pacific.

Western firms, like economists, find it difficult to determine which countries to include in the region. Some follow our rather narrow definition of Asia Pacific, whereas others include Australia and New Zealand (although less linkages). Alternatively, the much broader term of ?Asia? is used. There is no consensus, however, on what comprises such a region geographically, politically and economically. For some European observers Asia begins with Turkey and ends with New Zealand to the south of Japan or even Siberia to the north. If new nations such as Kyrgystan and Kazakhstan are included, this could be taken as Asia in the broadest sense. From a business perspective such a definition does not seem to be practical.

Two main resources to be used for this subject are:
Lasserre, P & Schutte, H 1999, Strategies for Asia Pacific: beyond the crisis, Macmillan Education Australia, South Melbourne

and

Mahoney, D, Trigg, M, Griffin, R & Pustay, M 2001, International business: a managerial perspective, 2nd edn, Pearson Education Australia, French's Forest NSW

List of helpful journals
ASEAN economic bulletin, Expanded Academic ASAP/ProQuest 5000 International
Asia Inc., CQU Library
Asia Pacific financial markets, Kluwer Journals Online
Asia Pacific journal of human resources, EBXCO host EJS
Asia Pacific journal of management, ProQuest 5000 International/ Kluwer Journals Online
Asia Pacific journal of marketing and logistics, ProQuest 5000 International/Emerald Fulltext
Asia Pacific law review, Kluwer Journals Online
Asia Pulse, LexisNexis Academic
Asia Today, LexisNexis Academic
Asia today international, ProQuest 5000 International
Asiamoney, ProQuest 5000 International
Asian affairs, an American review, Extended Academic ASAP/ProQuest 5000 International
Asian Banker journal, LexisNexis Academic
Asian Business, ProQuest 5000 International
Asian law journal, LexisNexis Academic
Asian-Pacific law and policy journal, LexisNexis Academic
Asian review of business and technology, ProQuest 5000 International
Asia studies review, Australian Public Affairs Fulltext
Asiaweek, Expanded Academic ASAP
Far Eastern affairs, ProQuest 5000 International
Far Eastern economic review, ProQuest 5000 International
International business Asia, Expanded Academic ASAP

This paper is focusing on a component that dissuades masters student in counseling from considering a Ph.D. in Counselor Education. That component is the required research component of a doctoral program. When admitted into a doctoral program, some students exhibit what has been termed as "statistical research anxiety". How might counselor educators address this anxiety in such a way as to facilitate greater number of students' entry into doctoral programs. Address perspectives from Masters students, doctoral students and faculty. Please refer to the outline and I need APA style.

Outline
I. Introduction
A. Importance of statistical research in higher education
B. Preparation of graduate students for higher education
C. Statistical Anxiety

II. Empirical Research on Statistical Anxiety
A. Predictor of achievement
B. Three Common Factors of Statistical Anxiety
1. Situational (experience)
2. Dispositional (perception, self-esteem)
3. Personal (learning style)

C. Reducing Anxiety
1. Perspectives from Masters/Doctoral Students

III. Framework/Model to Reduce Statistical Anxiety in Counselor Education
A. Preparation at undergraduate level
B. Collaborative Learning Environment
Discuss 4-5 areas (ie: statistical-language practice, humor)
C. Application Theoretical Model (ATM)
1. Teaching Methods/Adjustments
2. Daily-life exercises
3. Statistical language class

IV. Conclusion
A. Tie I - III together
B. Impact/benefits for students seeking Ph.D.

MY COMPANY NAME IS XX FITNESS LOCATED IN ATLANTA GA 1.Conduct a stakeholder analysis. Consider these questions ((DO NOT INCLUDE THE QUESTIONS IN YOUR REPLY TO THE ASSIGNMENT):
*Who are your company?s stakeholders?
*Who are most important in management?s eyes?
*How are the stakeholders discussed? What is said about them?
*What are their concerns or issues?
*To what degree are stakeholders considered in day-to-day activities?
*What does your company do to involve customers?
*How would you describe the alignment of the mission, vision, values, and strategy with your organization?s concern for their stakeholders?

2.Write a paper (500 words minimum) that captures your stakeholder analysis. Include a minimum of one resource. The resource(s) used must be properly cited in accordance with APA Style and posted on the final page of the course project template (Works Cited page). Refer to the APA Style websites topic listed in this Forum.

Compensation and Performance Evaluation at Arrow Electronics

Harvard Business School ? 9-800-290 (Attached)

WRITE PAPER - 2,500 WORDS

Evaluation Criteria: Evidence of critical evaluation in analyses:

- Identify critical problems, explaining links between criteria & problems; generating creative, relevant proposals; carefully & explicitly showing how well each proposal meets all criteria; justifying its assessment of proposal strengths & weaknesses; providing strong & convincing ending to paper
- Paper has an explicit, logical structure, clearly presents ideas, including headings and subheadings, effective tone.

Questions:

1. Evaluate Arrow Electric?s performance management system for non-sales employees in terms of its Strategic Congruence, Validity, Reliability, Acceptability, and Specificity (defined below).

2. Based on analysis for question 1, what specific changes would you suggest that Arrow Electric make to its performance management system?


Criteria for Effective Performance Measures

Strategic Congruence - Extent to which the performance management system elicits job performance congruent with organization?s strategy, goals, and culture.

Validity - Extent to which performance measures assess all the relevant (and only the relevant) aspects of performance

Reliability - Consistency of the performance measure

Acceptability- whether the people who use the performance measure accept it - Is it fair (procedure, distributive)?

Specificity - Extent to which the performance measure gives specific guidance to employees about what is expected of them and how they can meet these expectations

Subject area : HRM
______________________________________________________________
Topic: A critical evaluation of HRM and Organisational Behaviour theories and frameworks and link with performance
________________________________________________________________
The essay MUST be structured as follows:

*(1) Introduction:
(Which include talk about 4 main points 1- HRM. 2-Organisational Behaviour theories
3- frameworks. 4- individual and Organisational performance.)
(In general) (300 word)

*(2) The changing landscape of HRM and Organisational Behaviour rhetoric.
(300 word)

* (3) Significance of the HRM and organisational behaviour theories and frameworks:
(Which include talk about Significance of the HRM and organisational behaviour theories and frameworks in assisting managers coping with internal and external complexities of business environment). (400 word)

* (4) Assumptions underpinning the way in which HRM and organisational behaviour theories and frameworks have been propagated. (400 word)

* (5) The influence of HRM practices and organisational behaviour on organisational performance. (400 word)

* (6) The?enactment? of HRM contemporary themes in the management of individuals in contemporary organisations. (400 word)

* (7) What HRM practices and organisational behavioural tools can you use to drive both individual and Organisational performance? (500 word)

* (8) Conclusion. (300 word)

* (9) References. (Harvard Style Reference ? Books and Journals only 24 sources)
______________________________________________________________________________

*Please it is very important to make sure to do this structure.
*Essay Critically evaluate.
*Please do not use sources from the Internet.
*Avoid plagiarism please.
*style British English.

please turn to analyze issues related to the controlling function, as you have experienced in google inc.

Brief Reminder

Controlling is a process that consists of several steps/activities:

Setting standards, goals, and objectives
Develop measures to evaluate or monitor
Compare actual performance to measurable goals/standards.
Take corrective action, if necessary.
Controlling can be proactive, concurrent, or reactive, Ways of controlling include:

Structural/organization design
Financial
Output
Behavioral
Organizational Culture
Reward Systems
Technology
Control should be set up at all levels of the organization:

Corporate
Divisional
Functional
Management
Supervisory
Employee