Do you belong to an online community? If so, describe the benefits you derive from this group and how it affects your consumption.

In Silberman, the author gives ideas for fun activities to engage your employees with - including things like mock games of Jeopardy! and Who Wants to Be a Millionaire? These activities could be as simple as a lecture and deck of note cards with questions or you (as the manager in charge of the training) could help hold your audience's attention with sets that mimic the television shows, music and even lighting design, as the budget allows. Many HR managers see this as a valid investment. In 2013, the IRS was widely criticized for similar training programming. What do you think? What is appropriate and what is inappropriate? Does it matter if you are a private company, publicly-held company, or public entity? Do government and public employees not need training? What are your thoughts on cost and effectiveness?

A9.

In what ways can team leaders support their teams with regard to identifying and resolving work performance problems? answer in your own words (200-300 words)

explain each element of the Three-Skill Approach. In your own words.

SSA retirement benefits, disability benefits, and survivors benefits. Explain all benefits and how it works

Research and find a successful ERP story. Share your opinions of adding s system of this type and what would you advise a company to assist them to have success.

Identify 20 or more of Wells Fargo's most relevant stakeholders, making sure you identify some from each of the five basic stakeholder groups. Be as specific as possible when you describe the stakeholders; specific names, companies, agencies, and titles are best. Remember, you can’t begin to address stakeholder needs until you clearly understand who they are and how they may be affected.

Then identify your stakeholders’ stakes. Clearly state what each stakeholder group stands to gain or lose by your company’s decisions. This is easier if you “put yourself in their shoes” and consider their viewpoints, not just what your company stands to gain or lose.

THE SCENARIO

I am a team leader who works in a warehouse where, we conduct monthly inventory counts. The monthly counts are done by a quick visual check and then matching the numbers to what is showing in the inventory management computer system. Once a year we shut production down for a day and do a full, manual inventory count. We then compare it to the numbers showing the inventory system. If the numbers are off by more than 5%, we are required to determine why there is a difference and submit a report to the supervisor who then submits the report to the operations manager. If the numbers are under the 5% variance, we all receive a letter of appreciation from the company’s president with our next pay stub. It is also posted on our employee bulletin board and included in the company newsletter.

I have been with the company for 2 years; first as a warehouse employee and then was promoted to team lead six months ago. As team lead it is my job to ensure that all employees take the inventory management seriously by entering materials into the management system when it arrives and then removing it when we use the material during production operations. We use a scanner for this as all the raw materials have a UPC scan code on them. But we onl3

scanners as they are very expensive.It is quite stressful as not all the staff follow the inventory count rules. During my first year the inventory count was correct but the second year it was not. Our numbers showed a variance under 5% but when the purchasing manager put in a production run for a customer order that was due to be delivered in one week; it was found that we were short two of the required materials by more than 15% each. This caused a lot of problems as he then had to order the raw materials from the suppliers who couldn’t get it to us for another 2 weeks. The customer then was told they

wouldn’t get their order until 3 weeks. It ended up that they pulled their order. The senior

management team was very upset and let us know about it. Our manager was told to write us up about this and put a warning letter in our employee files. He told us he didn’t want to do that and gave me 2 days to find out why it happened so the correct person(s) could be written up. I believe it is because a couple of the employees are lazy. I know that they take shortcuts. When I catch them lazing around, I tell them to get back to work and do their job properly or they will be docked pay. This warning seems to get them to do what they are supposed to but not for long. I have also heard from other employees that these 2 guys are constantly complaining about the job and management, including me. I yelled at these 2 guys and told them I was going to tell Ahmad, the manager it was their fault due to their bad attitude and laziness. I also told them they would be written up and would lose a day’s pay. One guy told me to GO AWAY and walked off the job.

He didn’t come back. The other guy said it wasn’t his fault and then gave me a list of reasons

why it wasn’t his fault. Looking back, I know I shouldn’t have lost my temper and yelled like that, but I am so stressed out with this issue. I haven’t been sleeping well and am having some difficulty concentrating. I am afraid that I will lose my job if I don’t get this solved. I am thinking maybe I should quit before I get fired.  I don’t want my Record of Employment (ROE) to show I was fired.

END OF SCENARIO

Your Instructions:

Recognize and effectively use your managerial skills to resolve workplace issues.  You are required to analyze and identify the underlying cause of the issue/behaviour and the skills you will utilize to resolve the problem(s) in the above case scenario. You will include a minimum of 5 managerial skills/concepts in your assignment e.g. communication (including listening), time and stress management, recognition, definition and resolution of the problem, motivating others, goal setting, self-awareness, power, conflict management, etc. You choose and apply the five; please note two forms/types of a concept i.e. directive vs non-directive counselling count as one, not two concepts. You are required to answer not only what is occurring and where it happens but also why and then your suggestions for how you would deal with the issue(s)and why you made that particular choice i.e. identify expected behaviour change, organizational impact, personal outcome. You are analyzing and resolving this from the perspective of a manager.

NEED TO DISCUSS PROBLEM AND UNDERLYING ISSUE AND IDENTIFICATION AND IMPLEMENTATION OF 5 MANAGERIAL CONCEPT.( GOOD AMOUNT OF WORDS AND NOT FROM INTERNET) THANK YOU

Marking rubric:

Issue identification (1 mark), analysis & resolution of org issue(s). The overall total of 5 marks.

Five course concepts identified and properly defined .

Correct application of each course concept to the issue (should be applied to the analysis & resolution) .

In marketing, for consumer behavior, which adopter category do most people belong to? Does this differ with different product categories? Is age a factor in innovation behavior?

What are the manager’s roles in a development system? Which role do you think is most difficult for the typical manager? Which is the easiest role? List the reasons why managers might resist involvement in career management.

Study Nike's environmental goals and analyze the results briefly.

A3.2

Explain why it is important to actively support a team through all stages but particularly the first three. (50–100 words)

As a manager, why do you feel it is important to have a file on the items listed to be included within a personal file? What aspect of the job do you think would be difficult to manage if you did not have this type of file on record?

1: What is the Uppsala model?

2: What are two (2) examples of the means of internationalisation?

3: Why is parochialism a disadvantage when conducting international business?