Lisa bodell;

What holds us back from better embracing change might not be what you think.and I think its two things: the first thing is mindset. And what we always find with leaders is we can’ tell them that they’re the ones that are holding us back from change, we have to show them. And the reason why I think mindset is what holds us back is we don’t realize how much we resist change on a regular basis.in fact one of things I talk about a lot with people is that I don’t think we’re grooming leaders right now; I think that we are grooming professional skeptics. A lot of people are becoming risk averse because so much is on the line. They are skeptical because the unknown is obviously more frightening than the known. And you can ask people, wen you give them new ideas, what they think about that idea. And most times, nine times out of ten, people’s reaction will be able to tell you what they don’t like about the idea first before they can tell you what they like. So shifting the mindset to seeing possibilities, what could happen versus whats wrong with something, keeps an idea alive. And thats very important in terms of getting people in the mindset for change. Don’t shut something down before you give it a fair chance. The second thing that I think holds us back is our assumptions. And I talk a lot about this in my book kill the company is that we have a lot of assumptions. Around how things should work, have always worked, need to work, we’ve already tried things that way and I think one of the problem is our assumptions hold us back from actually attacking problems. And what I mean by this is often we look at problem as very big, very large, and thats because we have a lot of assumptions about the problem. And we teach people how to break down a problem into truths or many assumptions and attacks those individual assumption and turn them on their head.if you can actually take our assumptions and change then you can start to see again more possibilities for change. We Did a case study with several companies but one primarily down in Wall Street. And what was interesting about it is we worked together to come up with a new ways to instill change in an organization. Most companies when they her about a change program now they just want to hear to turn off. Everyone has change fatigue. And the reason for that is most change initiatives simply don’t work. And we wanted to go about in a new way.so we tested all kinds of things from tools that were amazing to techniques that were horrible and failed, but what came out of the research that we did with several companies over any years, but one intently over eight weeks was this: change cannot be put on people. The best way to instill change is to do it with them.create it with them. The second thing is that change of course has to be supported from the top down. It must be supported from the top down. But where change happens is from the middle out.so the people that are sitting in what you do every day, which is meetings and emails, the people that are doing those things every day, more than they’d like, those are the ones that are going to be creating the change; they’re the ones that have to be in power to do it. The third thing is that I don’t think it should be a 12-step program. People are beyond tired of 12-step programs. They need a toolkit; an on-demand toolkit of tools that they can use when they’re stressed out, when something happens suddenly, when they just don’t know what else to do.the final thing is change can’t be complex. We have to work on simplifying, so from my perspective

And at my company if theres a tool that we have that take us more than an hour to teach you, we should be fired. We should only give you simple tools that every layer of the organization can use and get on the same page with change.

Question: In the article above, Lisa Bodell addresses resisting change. What insights have you gained from her presentation?

write a 3 pages paper about corona virus and its impact on the world economy.

How do we develop the RIGHT culture in project management so that the influence is positive? any ideas from the MIS perspective?

Many "course and instructor evaluation" systems consist of inappropriate or ineffective measurements. Discuss how the principles in this chapter can be used to develop an effective measurement system for instructor performance.

Brexit: What were the better circumstances for the U.K. to leave the from E.U.? Explain on 2 paragraphs-Provide 1 reference.

Suggestions on how a company can prevent bias and manipulation using the performance measurement tools, residual income, return of investment, and economic value added.

1. Characteristics of strategic decisions

2. 5 generic competitive strategies (explain)

3. what's a business model and what are its components?

4. when does a strategy works best, when does low-cost, differentiator, focused, work best?

5. 5 external competitive pressures, come from 5 sources?

1. Discuss the importance of purchasing and what to consider in selecting suppliers.

2. Describe inventory and how to maintain effective contro

which balanced scoreboard perspective most closely aligned with McDonald handling of its supply chain, based on the case?

What are the main reasons Pepsi Co acquire California Pizza Kitchen? How would you evaluate such decision? Was the acquisition successful? Why or why not?

Some companies do not include educational benefits in their benefits plans. Discuss reasons why this may be the case. If your employer does offer tuition reimbursement, share your thoughts with the class on the value of this benefit. Also, what percentage of the employees do you believe typically take advantage of it? Please do not share anything that would be confidential in nature.

You are the HR Manager for a small firm with 10 employees; all the employees are eligible for merit pay. You have been allocated $10,000 to reward these employees. Design a performance management system to first evaluate these employees and then a system to link their performance with these employees.minimum 500 words

Working in a small group (6 members), carefully select an issue which is closely linked to HR policy and practice (for example, we looked together in class at the issue of maternity leave, process of training, bottom-up HR planning, expatriate family issues to have low performance, selection criteria, design for expatriate compensation package. Issues on PCNs (expatriates), HCNs and TCNS face when working in an MNE (you need to link to some key HR activities, such as staffing, training, reward management etc… ). You will be exploring this issue in detail, comparing and contrasting how it is experienced and managed in different countries. It is important you talk through your choice of topic with Dr. Yi before proceeding with your project so that she can advise and guide you on its suitability.

TOPIC IS -  Covid-19 health and safety of HRM

Countries are USA and UAE

• What are the relevant employment laws in each country which influence the HR issue Duet to COVID-19?
• What role does culture play in shaping the key differences between the countries?
• What are the similarities?
• What are the differences?
• What are some of the challenges of HR in this COVID 19 outbreak ?

Pick a product or brand of your choice that is sold in your geographical location (Canada). From an examination of any marketing medium (such as advertising, packaging, or website) and reflecting on the 4P’s of marketing, construct a value proposition for the product or brand. Conduct substantial research on the product or brand in order to get a good understanding of how the brand has evolved and where it is heading.

Submit a 2-3 page paper, (independent of the title page and reference page) Be sure to cite any sources in APA Format. Conduct substantial research on the product or brand in order to get a good understanding of how the brand has evolved and where it is heading.

T/F Conceptual Questions and Explanations (2 pts for a true statement, 4 pts for a false statement).

Instructions:

1. A statement is true if it is true in all cases and under all conditions. Otherwise, it is false.
2. If a statement is true, no explanation is needed.
3. If a statement is false, you need to point out the mistakes and come up with a correct statement

______ By definition, reduced costs of all decision variables in a linear program should be non-negative (zero or positive).

Explanations:

______ By definition, dual prices of all constraints in a linear program should be non-negative (zero or positive).

Explanations:

______ If the reduced cost of a decision variable (product) is 5, it means that the value of this decision variable should be zero. In order for this decision variable to be positive (attractive), its objective coefficient needs to be reduced by 5.

Explanations:

______ As long as the right-hand sides (RHS) of all constraints vary within their respective ranges, all dual prices will not change.

Explanations:

______ For a resource (≤) constraint and a (profit) maximization problem, as the right-hand side (RHS) increases, the corresponding dual price will stay the same or decrease. As a result, the objective function (profit) will either stay the same or decrease.

Explanations:

______ If the 100% rule is satisfied, then the optimal solution will not change.

Explanations: