Regarding a publicity campaign for raising awareness of the effects of plastic drink bottles on the environment,

-What communication methods will you use for the campaign and the sequence in which you use the communication methods. Give reasons for your sequence of communication methods.

What are the three analytical capabilities that organizations strive to achieve? (7 pts) Use examples to describe each analytics capability.

How "Audible" manage their relationships and build Loyalty with its customer?

why was whole foods successful initially? why has it lost its competitive advantage and is under performing its competitors..

what value driver is w-foods using to remain differentiated in the face of competitors selling organic foods?

Given w-foods strategic initiatives to reduce its cost structure, does the firm risk being stuck in the middle? why or why not?

what other strategic initiatives should/could w-foods launch to more successfully drive its business strategy?

I don't need the answer from the text book solution. need a personal answer.

Analyze the current market position of  Marriottby conducting following analyses:

a. External analysis (PESTEL and Five forces models).

b. Internal analysis with the VIRO model.

Explain why the company reaches this current market position by comparing to its historical

market performance.

"The Game of Chicken. Each driver wants the other to believe that they will not swerve, thereby forcing the other to chicken out and swerve first. Whoever swerves first is a chicken. But the dilemma for both drivers is just that: Will the other really swerve first? If neither do, both die" (Cottam).

Thinking of the game of chicken how would you play the game in every day life situations? How would you play the game if you were in charge of a Country handling International Relations? Would you play the same or different and why?

Neville is a new manager at the Coffee Buns coffee shop. After his first week on the job, he found that sales and productivity were both down from the month before. He has been trying to think of ways to motivate his employees, so he did the following: 1) set up a new employee recognition system to identify good performers—their names will be put on a plaque that is placed in the break room, and 2) developed new productivity goals. Using the text as your guide, list and describe in your own words all seven motivational theorieshe is demonstrating for each of his actions.

C & S Department Store is the second largest clothing and retail store chain in Jamaica. At present, they have 5 clothing and retail stores in all 14 parishes and are planning to expand to 7 stores per parish in the next 3 years. C & S Department Store has a centralized Human Resource Department located at its main office in Kingston. Unfortunately, although the HR processes are managed centrally, there are many HR tasks, policies and procedures that are controlled by the clothing and retail store managers or by the lead parish manger in each parish. Currently, the HR management processes are using Excel spreadsheet to compile reports from various parish Headquarters and stores. This task is being performed by a team of HR executives at its main office in Kingston.

Simone Coram is the Senior HR Manager of C & S Department Store and has discovered various administrative and HR issues with the clothing and retail store sites. Due to high focus on sales revenue and stores profitability, Retail Store Managers have difficulties in managing the stores in the areas of staff attendance, discipline and critical HR practices.

The fundamental emphasis and foundation of C & S Department Store has been centered on always maintaining the highest standards of customer service and for that reason they are in direct contact with customers at each and every Department Store. What sets C & S Department apart is a commitment to exceeding expectations making it one of their unique selling points. Giving excellent customer service is one of the main reasons why their customers choose C & S Department Store and why they keep coming back.

Imperatively, the entity’s strategy is purposed towards employing the ideal candidate for both their part-time and full-time sales associates with the capacity and proficiency to grow and hone their skills for prospective advanced position within the organization. Presently, the store managers for three (3) of C&S Department Store have made the announcement that they plan to retire within the next 18 to 24 month. These three managers have insisted that they will not remain in their position beyond this particular point.

A team of HR internal auditors has conducted a study and identified that there are irregularities in the staff attendance data both at the retail stores and regional offices. Sometimes many of the staff did not sign the attendance register or signed intermittently. During the HR audit, it was discovered that some staff signed the attendance register only at the end of the day. Further, sometimes staff signed the register and then left their post. There was also no mechanism to track the leave data of employees. Employees did not know their exact leave data. At the end of the year it was revealed that some employees have taken excess leave while some employees worked incessantly, creating frustration among staff.

There was also no standardization in the reports between head office, regional offices and the retail stores and this created discrepancies. HR provided a set of excel sheets and paper-based forms to help store managers maintain data. However, many store managers used and made unique formats of reports making it difficult to collate the reports. The data thus collated had to be verified over again and again, as there was a tendency for errors to emerge.

This discrepancy has caused a significant issue in salary. HR and attendance data were used to generate data for payroll. As there were many discrepancies in HR data and reports, this created several salary discrepancies and caused numerous issues among the employees, thus lowering employee satisfaction rate and affecting the employee morale.

Training and communication have become a major issue at C & S Department Store. As the company was growing at a fast pace, training employees on various HR procedures and policies was becoming increasingly difficult. Thus line managers took decisions based on their previous experience or personal insights and created unnecessary hassles that required HR intervention.

The staff turnover in two (2) key departments of Marketing and Accounts was running at 90%. Estimated cost of staff turnover - including overtime, loss of revenue, loss of skills, training time and management time to replace a staff member – is equivalent to approximately $3,000 per position thus costing the business around $500,000 per year.

Human Resource Management focuses on matching the needs of the business with the needs and development of employees and as such you are required to answer the following questions based on the scenario represented above.

Discuss five (5) possible reasons for the 90% staff turnover in the Marketing and Accounts Departments? As Miss Simone Coram, what would you recommend to minimize the high level of attrition in these departments?

Reda and Sung both work at fast-growing tech firms, but their organizations are very different. Reda works at a place that is very centralized and structured. Jobs are formalized and the hierarchy is defined. Meanwhile, Sung’s workplace is very organic in nature; employees are encouraged to seek input from others throughout the organization and they are pushed to seek further development and training. Please name and describe in your own words five types of organization structure from the textbook. Also describe how each type of organization structure would impact the culture of the respective organization.

Miriam and Devon are both upper-level managers, but have very different decision-making styles. Please name and describe in your own words four decision making processes that could be used to guide their decision making. In addition, provide and explain in your own words 10 ways in which their decision could, in general, be derailed or hindered, and explain each.

Noriko has noticed that after implementing several changes to improve morale and cohesion at her pizza parlor, people are getting along better. Maybe a little too much better. Everyone seems to be thinking and acting the same. So, she decides to hire a few new people—individuals who can look at the work with fresh eyes. Do the following: Using concepts and theories from the text, list five ways in which creating a more diverse workplace might impact the group’s and organization’s performance and explain in your own words why increased diversity will help each

Explain the elements of the external environment that can have an impact on the marketing mix.

CAN YOU MAKE IT SHORT RESEARCH PAPER OF THIS ARTICAL ?

I AM MAKING PROJECT ON HOMELESSNESS THIS IS SOLUTION OF THAT PROJECT

AND I HAVE TO MAKE SHORT RESEARCH PAPER TO SUBMIT BEFORE I SUBMIT FINAL PROJECT.

IN THIS PROJECT WE ARE A NON PROFIT ORGANIZATION WHICH HELP THOSE HOMELESS PEOPLE GET SHELTER SO WE MADE A CONTRACT WITH A MOTEL OR HOTEL WHICH ALLOW US TO FIND FIND HOMELESS AND SEND THEM TO OUR MOTEL OR HOTEL DURING CRITICAL SITUATION LIKE HEAVY FLOOD, RAIN,OR STORM.

I JUST WANT YOU TO MAKE A SHORT RESEARCH PAPER OF THIS ARTICAL ?

• Our role: as a non-profit organization, the Coalition for the Homeless in NYC.

• Focus area: Mott Haven, Bronx

• Partner: Comfort Inn & Suites in Bronx, Family Shelter in Bronx, Government

• Solution:

  • We’re partnering with Comfort Inn & Suites in Bronx to give a room for homeless people that we have data and information to stay on one of the room.

  • Group of homeless that priority: family with children, single mom with children, elderly (60+), disability people.

  • We’re asking Comfort Inn & Suites to give us at least 15 rooms (out of 84) during the low season and 7 rooms during the high season. Each room can accomodate 2 to 3 people. So we can put at least 45 homeless people for one night.

  • Asking special rate: Normal rate is around $142 → $49 on low season and $99 on high season (for us)

  • Who pay: we will pay monthly and ask government to subsidize our program at least half of the total cost. Asking local religious institution such as churches, synagogues or mosques to participate in our program.     

How we select homeless?

1. We work together with Family Shelter Bronx to get the information of homeless people who still sleep outside the shelter

2. Working closely with HOME-STAT to have information for people that need immediate place to rest such as homeless with medical issue or disability.

3. Before we send the homeless people, at the shelter, we will give them food, ask them to shower and change clothes and check their health.

4. After that, we send them to the Comfort Inn & Suites to stay there for 1 week

5. During 1 week period, our staff will help them to find shelters in Bronx area or NYC’s area

6. We will help the homeless people to apply job, SOTA, or affordable housing in the NYC’s area.

7. If we can’t put them in the shelter within 1 week period, we will continue to pay their hotel fee for another week.

How the process in the hotel?

1. We will send the information first to the hotel of how many homeless will stay and give them their informations.

2. Each homeless that we selected need to give their ID in the reception.

3. The front desk will give the key to homeless on the assign room.

4. In case, there is a damage in the hotel room, our organization will pay the damage.

5. Every day, our staff will check their conditions and also follow up the plan

6. We will take care of them till worst condition    

Current Services:

• Initially hotel will be providing shelter

• Provision of basic necessities

• Free meals

• Health check up

• A better and safe environments

Future Services:

• Education assistance for children under 18 and disabled.

• Health care assistance.

• Job opportunity

Facilities:

• Safety and screening of every individual

• Free meals

• Health check up

• Counselings

What might distinguish how the U.S. Supreme Court found an act of Congress, which sought to prohibit possession of a gun within 1,000 feet of a school, to be an unconstitutional exercise of the interstate commerce clause, but the federal courts have repeatedly upheld the acts of Congress prohibiting discrimination in the area of civil rights, also based on the interstate commerce clause?

Navigating Organizational Change

The health care industry, like other industries, is a very competitive environment. As organizational behavior within health care companies evolves, it will be even more important to consider the future use of learning about/applying concepts of organizational behavior and the need for continuing education.

After a productive year with the medical waste management company, Justin has now been tasked with implementing a company-wide policy change to require continuing education. Each employee will now be required to complete 2 hours of continuing education each year.

Justin’s supervisor has asked for an analysis and plan for the implementation of this company-wide change. This analysis will be presented to company leadership as a tool for understanding and implementing this change.

Answer the following prompts as your analysis of the change process identified above.

1. Explain the importance of continuing education regarding organizational change (100 to 175 words).
2. Explain the impact this policy change may have on the organizational behavior and organizational culture of the company (100 to 175 words).
3. Explain barriers to change and how to address the barriers (100 to 175 words).
4. Explain how this change may affect individual job performance and job satisfaction (100 to 175 words).
5. Explain a motivational strategy that might be used for implementation (100 to 175 words).
6. Explain how teams or groups could be used to implement this policy change. Include a review of two approaches managers can use to build team performance and two organizational barriers to team effectiveness (100 to 175 words).
7. Identify communication methods to be used to support this policy change implementation (45 to 90 words).