Final Project: Due Week 8 (THIS WEEK): Risk Management Plan

Develop a Risk Management Plan. This is a document which details the risk management plan for a  project you have worked on.

(Don't confuse this with the Risk Register or Risk Response Planning.)

This assignment is due on Wednesday (at midnight), next week.

Rubric

What influences conservation behavior and charitable behavior?

What is the social class hierarchy? And what are the determinants of social class?

What strategies can managers use for waste prevention and reduction? Are they likely to be successful? Why or why not?

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