Imagine! A fabulous job opportunity came about. Its application process requires that you submit a well-written letter, which reviews both; (1) your position interest and, (2) your personal characteristics (only). You are a bit perplexed?

To make sure the letter sent is appropriate, and includes audience directed information, you decide to seek assistance. You contact Jane Sims, Director, CSUSB Career Center, by way of a memo. Within this memo, you explain the position opportunity, and the audience who will review this letter. You ask that Jane shares her letter expertise with you, because you really, need her feedback. For her critique, the memo includes a list of your personal characteristics (3-6, with support/examples). Memo's end has a request for future advisement.

Memo, follow the steps below:

Create a cluster diagram which organizes:

Position opportunity

Audience of review

Position interest

Assistance request

Personal characteristics

Appointment request

Turn your cluster diagram into an outline which includes memo format(s).

With the outline as a guide, draft the memo to Jane Sims.

Two examples of massively mismanaged projects are TAURUS and the “Big Dig.” The first, formally called the London Stock Exchange Automation Project, cost $575 million before it was finally abandoned. Although most IT projects have a reputation for cost overruns, delays, and under performance, TAURUS set a new standard. But even TAURUS paled next to the biggest, most expensive public works project in U.S. history—Boston’s 15-year-long Central Artery/Tunnel Project. Called the Big Dig, this was perhaps the poorest and most felonious case of project mismanagement in decades. From a starting $2 billion budget to a final price tag of $15 billion, the Big Dig cost more than the Panama Canal, Hoover Dam, or Interstate 95, the 1,919-mile highway between Maine and Florida.

Questions 1. Explain why it faced such problems.

2. How and why do project managers allow such massive endeavors to fall into such a state?

3. What do you think are the causes?

You are Joe Campbell, oldest son in the Campbell and Lessing families. You have been an

integral part of running the family business for ten years. Your dad and mom, James and Sue, rely

on you to run the cattle operation – which is a cash cow (you love that joke) for the family business.

The cow?calf operation brings in around $70,000 per year for 150 head of cattle and 1500 head of

stocker cattle. Realistically you think that you could increase the profit of this operation to

$100,000 per year, but you don’t want to work any more than you already are. There are other

things that you have going on, so why mess up your comfortable life.

In addition to the Campbell ranch, your mom’s family was also involved in farming in the

Perryton area. In fact, your mom, Sue Lessing Campbell, and her brother Bob, own much of the

surrounding farm area. The Lessing farm has been in the family for over 100 years and Bob and Sue

have a Texas Heritage Farm designation, for family farms that have been in operation for over 100

years. Bob is farming some of the Lessing land. Bob is the older brother by fourteen years, and

inherited the better sections of the Lessing farm. Bob’s four?plus sections (of 640 acres each, plus

some extraneous parcels) have access to water and are irrigated. Bob’s wife Alma passed away

suddenly three years ago. Your Uncle Bob relies on you for income as well. If you weren’t running

the cattle, your dad would have to do it, and Bob wouldn’t be able to rely on your dad to help him

out with the farming.

Bob doesn’t have any kids, and he’s pretty old. He’s likely to die soon, and when he does you’re

sure that his land will get added to the family farm. Since you’re the oldest it’s pretty likely that you

will get most of the farm, if not all of it when your father James dies. Particularly since your little

brother, Andy, has been gone for the past eight years. Hopefully your mom will still be alive, she

does the books. You were never interested in the books (too boring and confusing), so you would be

happy if Sue could continue in that role. It would be nice if Sue could teach your wife, Sara, to do the

books, so when Sue quits doing it you wouldn’t have to do it.

James and Sue have been really good to you. In fact, they built a house for you and your family

close to their house on some of the Campbell land. Maybe a little too close. You love your parents,

but you don’t really like them meddling in your business. But it will keep Sara happy. She gets mad

when you have to go away on your “business trips” to Oklahoma. But who can blame you? Perryton

is boring. So you spend some time in the Lucky Star Casino? Big deal. It’s not like the kids go hungry.

And the people there are more interesting than the people in Perryton. But now that Sara is out of

that stinking old doublewide and close to James and Sue to keep her busy, it will make your life

easier. On the whole James and Sue treat you well. On top of the house you get $3000 per month for

running the cattle operation. It’s nice to have a salary instead of being tied to profits on the farm.

Some years the crops don’t look too good and you don’t want to make less money because your dad

is old?school and won’t invest in irrigation and other new farming techniques. You are certain that

the farm has struggled in the past. You get your salary, and he has to suffer. You wish the farm was

doing better because you need a new pickup truck. You always have the oldest junk to drive around.

If James weren’t so cheap, you could have a new truck. At least your mom understands that you

work hard for the farm. Because you have to travel to meet with breeders and buyers for the cattle you spend a bunch of time away from the farm, in Oklahoma mostly. This gets expensive, so Sue

gives you $500 a month in cash under the table. No one knows about it except you and Sue. You

don’t even tell Sara.

Your little brother, Andy, is coming this weekend for your mom’s birthday. He’s an okay kid. He

went to college ? twice, once at Texas Tech, and he’s at Texas A&M right now. He had a big city job in

Dallas, but had to give it up to go back to school. It doesn’t seem like he makes good decisions. Why

would he give up that money to go to more school? At least he made a good choice in his wife.

Charlene is a good woman and comes from a good family. Your dad has asked that the three of you

meet while Andy is in town. He wants Andy to come back and work on the farm, but you doubt that

he would be willing to work in a small operation after living in Dallas. You don’t know how much he

made in Dallas, but you know he doesn’t make anything right now, since he is in school. Charlene is

waiting tables; she probably doesn’t make much doing that. You know that Charlene’s parents have

lots of money, so maybe they are supporting your brother and sister?in?law. They might have

enough money that coming back to Perryton would be a good thing. Maybe they could even buy you

out. If you had a lump sum of money to live off of, you would quit the farm today. You could still live

in Perryton. Everyone knows you here, and most of your high school football records still stand to

this day. In fact, you are a legend in Perryton. But if Andy wants to come back and work for your

dad, that’s great. He’s a good worker, and more hands makes for less work that each person has to

do.

You certainly hope that Andy doesn’t think he’s going to be in charge. Your father has been the

CEO, President, top farm hand, chief planter, and king of the harvest since you were a child. Even

when Uncle Bob was involved in the operation more actively he always deferred many of the

decisions to your dad. Andy has made some suspicious comments on different occasions when he

has been home. He is always talking about how productivity could be increased if he were running

things. Well, that’s not going to happen. You are the oldest and if anyone is going to run things, you

are. But if you are completely honest with yourself, you don’t want things to change much now. You

are happy with James running the operation for the next ten years and then passing it to you to run

when he’s ready to retire.

At some point in the future you would like to be in charge. But you know James, he will likely

make it a joint deal. Since you have a good knowledge about the cow?calf operation, and Andy

should be very knowledgeable about the crops after all that school, he will probably want you two

to share control if Andy comes back. You know that the two of you haven’t always agreed in the

past, but for the good of the family farm you might put differences aside. You are brothers after all.

If you have to, you would accept a joint leadership position in ten years, shared equally. That said,

another option could be to split control of the crop operation and the cattle operation.

Unfortunately, the farm shares some equipment and splitting the operation would lead to conflicts,

and some costly coordination efforts. These would have to be discussed, but it shouldn’t be a

problem as long as Andy is reasonable about using your equipment.

Your most important issue however is compensation. If Andy does come back to the farm, he

better not make more money than you do. You are the oldest, you have put ten years into this farm

and you expect to be compensated for that. You would not be happy at all if Andy makes more than

you do. And he should do his time in that doublewide before James and Sue build him a house. Andy

and Charlene don’t even have kids yet. You don’t want to buy him a house with your cow profits.

You are also concerned about the distribution of the land. Land in Perryton is a surprisingly

lucrative holding. Therefore, if you are able to negotiate for a share of the ownership of the land, it

would greatly increase the value of your total compensation package. This is your legacy. You want this farm. Worst case scenario would be if you get the irrigated land, since it’s worth more, and

Andy will get the dry land.

Your most important issues are preserving your ownership position in the future (but not

now) and maintaining the status quo – that is, no changes to the cattle business – so you have time

to take your “business trips” to Elk City. By no means do you want to work for your little brother.

And, he better not think that he’s going to be the heir to this enterprise, you’re the oldest and you

have put a lot of work into this farm. You want it. Of course you would be happy to have your

brother work for you. He is your brother after all, and he should be pretty good with the crop side

of the business. He could make you some good money in the future.

Questions:

1.  What are my target point and opening requests on these issues?

2.    Who are the important constituencies to whom I am accountable?

3. What do I know about the other negotiator's interests, negotiating style, and personal reputation?

4. What overall strategy do I want to pursue?

length of all answers should be 300 hundreds words

In the case of a start-up company (for interactive stories book for children) , what is the difference between its objectives and its long term aim? give examples for both.

Which of the five categories of definitions that ethicists have developed for "ethics" do you feel best apply to your activities as an engineer ?

1) Repositioning up: identify one example and analyze the reasons for success or failure 2) Repositioning down: identify one example and analyze the reasons for success or failure 3) Lateral repositioning: identify one example each of a success and a failure and analyze the reasons for the same

Discuss whether the choice of retail outlets effects the perceived value of a product.

Prospecting requires the leasing agent to have a full understanding of four key areas. Analyze these areas from the perspective of the landlord’s marketing director.

If you were the CEO of Toys R Us: - Explain what caused Toys R Us to fail. - What would your strategy and approach be to turn the Company around? Explain. - What would you have done to change the Company’s fate, so that it would be thriving today instead of going out of business?

What are the three most challenging characteristics of the new nonprofit organizations and why you feel they are the most challenging?

groups 4

provide a  3-4 paragraph answer for the following questions

1-What are 4 key things you learned about the topic from reading their paper?

2-How does the topic relate to you and your current or past job?

3-Critique the paper in terms of the organization and quality.

Many companies are searching for ways that entice their employees to be more productive at work. These companies are hoping employees will want to come to the workplace rather than working remotely with new entertainment options offered. Not only do employers want employees working on-site to increase productivity, they want their employees to enjoy coming to the workplace. In the ever-changing corporate world, many companies have transitioned to remote working, which is a situation in which an employee works mainly from home and communicates with the company by email and telephone (Cambridge Dictionary, n.d.). While working remotely can decrease costs for companies and make life easier on employees, it can decrease productivity as well. Large corporations have provided many forms of in house entertainment that can keep employees happier and more productive at work. Types of entertainment options that are being provided by companies to increase productivity include employee recognition programs, relaxation and sport programs, complimentary food and snack stations that keep up with the latest food trends, company gyms, and a push on how these options can foster employee relationships.

            As companies strive to keep employees working on-site, they must also strive to show employees how appreciated they are. This can be accomplished through employee recognition programs. These programs can show that the employer values the work put in and thus they are rewarded with a special event just for them. Business dictionary defines these programs as one where management rewards employees for reaching specific goals or producing high quality results in the workplace. While employee recognition programs should strive to award the well-accomplished employees, it should also be catered to their interests. With many millennials entering the workforce, employees must focus on the aspect of catering to the needs of the employees when forming these events. Our textbook states that a downfall with millennials is that they have a “constant need for entertainment and stimulation” (Cascio, 2016, p. 131). While catering to the interests of the employees and especially millennials that have entered the workforce, these programs can be used as a way to ease their minds from the normal workday tasks and provide one day to step away from work and simply relax or a way to stimulate the brain in another situation. When employees are given the ability to relax and refresh, they come back more ready than ever to be productive in the workplace. The Grable Group explains, “Many Fortune 500 companies swear by employee recognition programs as they improve employee morale while recognizing the work of their valued employees” (Grable, 2017, p. 1). This article also strengthens our point that having an event that is catered to the interests of the employees is very important. An event that gives the perfect performance is a way to guarantee the employees will talk about the event for weeks to come. Why is it so important for the top employees to talk about the event they were given? When other employees hear of the event given to top-producing workers they will strive to be a top performer as well. Like our textbook states, millennials search for constant stimulation. Since millennials are part of the generation that is entering the workforce, having these events and making them a top hit with the employees will give the new workforce of millennials a push to be more productive and able to attend these events.

            High performance and a high rate of productivity are important qualities that employees can possess within a company. While employee recognition programs are a great way to show employees how much they are appreciated. Other forms of entertainment can be used to show them appreciation as well. Another form of entertainment that creates productive employees is relaxation and sport programs that combine both team work and relaxation methods. For example, programs such as Ping-Pong, corn hole, team sport days and even yoga can engage employees with one another in a different form of team work that they would not normally receive through office work. An engaged employee is considered to be emotionally attached to the organization, passionate about his or her work, and cares about the success of the organization. (Othman et al., 2018) Othman, Mahmud, Noranee and Noordin also explain that when employees are deeply engaged there is a heightened sense of positive and intense feelings. These positive feelings can provide for an extremely successful employee. Our textbook refers to happiness leading to productivity in the sense that if the “employees are happy, the customers are happy and the shareholders are happy” (Cascio, 2016, p. 256). This statement is great to show that the well being of the employee is at the best interest of the company and shareholders. Without a happy and productive workforce, the company can suffer. When employees are more engaged they are positive and ready to be as productive as possible. However, an engaged employee does not only have to be engaged within each other but also engaged within themselves which means being centered and relaxed. Positive and engaged employees are something that Google strives for daily. At the Google campus in Mountain View, California they provide “futuristic nap pods that allow employees to snooze in the middle of the work place inside of a pod designed to put them to sleep with soothing noises” (Barberio, 2017, p. 5). Google is a perfect example of a company that utilizes many forms of entertainment to make their employees feel appreciated and helps to increase their overall morale. Many companies began to follow Google and create other places in house where employees can be in tune with themselves and have the ability to work at their best. Another great company that helps their employees relax and engage within themselves is Twitter. Twitter provides free Cross fit and yoga classes for all employees in hopes to help them engage with one another and work towards a more productive environment (Barberio, 2017, p. 16).

            Another form of entertainment that can be used to push productivity and give employees the recognition they are searching for is complimentary food, drink and snack stations. This type of program has seen a rise in the past few years since Google began offering complimentary homegrown and organic food options across their 500,000-square foot Googleplex (Messieh, 2012, p.7). After Google showed their ability to award their employees with many different kinds of food, drinks and snacks, other companies followed this trend. Since food trends have become the social backbone in our society, companies that keep up with the latest food trends are more capable of keeping their employees happy, productive and most of all full. While these food trends can be a way to engage employees it’s also a way to show that the company keeps up with trends in and outside of the workplace. While these stations offer employees to satisfy their hunger, thirst or craving, it also supports a space to engage with one another and collaborate on new ideas. Providing spaces for collaboration increases productivity thus increasing the bottom line for the company. It seems Google has a system to their free food madness. A journal written by Hezekiah Olubusayo, Ibidunni Stephen and Olokundun Maxwell, “Incentives Packages and Employees’ Attitudes to Work…” states that “the success and the survival of an organization are determined by the way the workers are remunerated and rewarded” (Olubusayo et al., 2012). They continue to explain that the amount of incentives given to the employees determines the level of commitment the employees have to their work place. This statement reminds us of the common saying “Treat others how you wish to be treated”, in the sense that if a company wants the full potential and dedication of an employee to their company, the company must show full dedication back to the employee. Google shows this by offering not only food and drink stations but also the nap pods that we mentioned earlier. Another company that provides complimentary food stations to their employees is Vistaprint. San Gentile of Thrillest explains in his article “13 Companies with the best, most insane food perks you definitely don’t get”, that Vistaprint invites food trucks to come twice a month and everything they offer is complimentary to the employees (Gentile, 2014, p. 6). Keeping up with food latest food trends helps companies to remain in tune with the interests of employees as well as shows that the company truly searches to provide the best connection and experience for their staff.

            As we stated above, food is the social backbone of our society and sometimes we are guilty of eating too much of those crazy food trends. This is why many companies provide in house gyms, workout programs, workout games and more fun exercise programs to promote the health and wellness of their staff. Healthy employees are more productive employees. Weber of “The Wall Street Journal” explains that a study done in the Midwest “found that employees who participated in an employer sponsored health program increased their productivity by 4% during the subsequent year” (Weber, 2017, p. 2). Some of the top companies like Google and Microsoft provide on-site wellness classes and gyms. Before this became a trend and other companies caught on, they may have thought it was a waste of their money however as we have explained providing spaces like gyms can produce a more positive and productive employee. This brings us back to how our textbook states that a happy employee leads to happy customers and so on. A local company that we are all familiar with, FPL has built fitness centers at 58 of their locations. Their website also explains that employees have participated in “various targeted programs, including Mindful Eating, Mindfulness at Work, a relaxation training program, a high-risk drinking screening indicative and a weight-loss program” ("Nextera Energy Health & Well-being," n.d.). FPL as well as many other companies that we have mentioned previously, provides everything possible to create happy and healthy employees. Why is being healthy so important in the work environment should we ask? Stephen Miller, a writer for the “Society for Human Resource Management” explains, “ more than 90 percent of business leaders say that promoting wellness can affect employee productivity and performance” (Miller, 2015, p.1). This article also explains that the importance of good health is not only related to performance but also related to attitude. For example, if the front house manager doesn’t share this belief or the work environment doesn’t support healthy behaviors then that company will fail to see results even if the rest of the company supports healthy habits and a healthy lifestyle. Everyone in the company must be on board with the environment that the company is trying to achieve. A healthy environment is so important to one company, “Cliff Bar & Company”, out of Emeryville, California, that they have began to pay their employees for exercising for at least 2.5 hours a week. Kathleen Elkins of CNBC explains that the company has a program where “if you work nine hours a day for nine days, you get the tenth day, every other Friday, off” (Elkins, 2017, p. 2). Another option is to work “eight and half hours and work out for 30 minutes” (Elkins, 2017, p. 3). This is a massive push to increase healthy living in their company, which in turn will increase their bottom line. Within the same article, it is explained that many of the employees stated that when the company began this program many of the work staff was surprised to see that their brain was functioning better and they felt like they could achieve more on the job.

            While we have explained many forms of entertainment that can increase productivity in the workplace, the final and maybe most important aspect of entertainment in the workplace is how it can help foster and create new employee relationships. We have also explained that employee engagement is a very important part of the work environment and turning engaged employees into strong relationships is just as important. Companies have discovered many ways to give employees the opportunity to strengthen their relationships as well as foster older relationships through many forms of entertainment like the food and drink stations we have mentioned above. Another way that companies are trying to create employee relationships is through work outings instead of the normal Christmas parties at the office. Since the rise in sexual harassment cases, many companies are veering away from alcohol at parties, or parties all together. Instead, they are replacing these events with organized company outings. Lauren Holson of “The New York Times” explains, “ a growing favorite are parties at bowling alleys and escape rooms, events with a manageable size and a guest list” (Holson, 2017, p. 3). As much as companies gear towards creating meaningful relationships within the workplace through other forms of entertainment, they just cannot afford to give the annual crazy Christmas party any longer. This is the year of the #Metoo movement and many companies are guarding themselves from having to deal with anymore sexual harassment issues. The only way to avoid issues like this is to avoid serving alcohol and creating an environment which could but is not meant to condone sexual harassment issues. While some employees might love the yearly blacked out night of their company Christmas party, the HR department certainly does not. Lauren also explains in her article, after interviewing Ms. Maddick of PicsArt that even though Christmas parties of the past can no longer happen safely companies are still finding ways to “get away from the office and get to know one another,” as stated by Ms Maddick (Holson, 2017, p. 9). Fostering these relationships within a company can help the employees feel closer to the corporation and thus create a more engaged and dedicated employee like we mentioned previously. Through a survey done by Globoforce, they found that “having friends at work increases commitment to the company” they also explain that the more friends employees have at work, the more they are committed to the company (Globoforce, 2014, p. 5). A graph that we have attached to this paper shows the percentage of people who have made friends while at work. Creating these relationships and having the ability to foster them through employee outings and other entertainment options provided at the workplace create a space where productive employees can grow and succeed.

            To conclude, entertainment of many kinds such as employee recognition programs, relaxation and sport programs, complimentary food and snack stations, company gyms, and fostering employee relationships helps to establish an environment that is conducive for productive employees. The environment in which is provided for employees should be one where they are free to relax, engage with other employees and have time to work on their well being. Through the research we have found, employees need to feel engaged and appreciated or the company they work for will not reach their potential. We cannot mention enough that a happy employee is a “happy customer which leads to a happy shareholder” as our textbook states (Cascio, 2016, p. 256).

Discuss the various sources of ideas for legislative proposals.

Read the scenario and then answer the question that follows.

Recology CleanScapes, formed when CleanScapes of Seattle merged with San Francisco–based Recology, provides recycling services to about 800,000 residential and commercial customers in four western states. The employee-owned company’s motto is “WASTE ZERO,” and it is an industry leader in the waste reduction and recovery industry. Recology CleanScapes has credited much of its financial success, low employee turnover, and high customer satisfaction to open-book management.

If you were hired as a manager at Recology CleanScapes, which of the following would be parts of your job? Check all that apply.

1) Help employees think like owners, taking responsibility for the financial success of the company

2) Encourage employees to focus on their individual job performance and reward them for individual results

3) Share financial measures such as revenues, expenses, and profits with your employees

Recology CleanScapes, formed when CleanScapes of Seattle merged with San Francisco–based Recology, provides recycling services to about 800,000 residential and commercial customers in four western states. The employee-owned company’s motto is “WASTE ZERO,” and it is an industry leader in the waste reduction and recovery industry. Recology CleanScapes has credited much of its financial success, low employee turnover, and high customer satisfaction to open-book management.

Recycling is a worldwide industry. If Recology CleanScapes decided to expand by acquiring companies in other countries, which of the following issues should managers take into consideration when deciding where and how to operate? Check all that apply.

A- In some countries, like China and India, it is not customary to publicly disclose company financial information.

B- In countries with high power distance, where inequality between managers and employees is expected, companies may have difficulty using open-book management.

C- Employees in some countries are not sufficiently well educated to understand company financial information.