It is critical for you as a manager to identify and understand what motivates your employees. Most probably, your workforce consists of people representing different generations. Harvard Management Update findings suggest managers can significantly improve the performance of their employee if they get a feel for the way their employees (belonging to different generations) communicate and interact. Here is how these groups have been defined:  

• Pre-Boomer: Attuned to business environment when technology was not so widespread. They believe in and prefer face-to-face (F2F) interaction. They favor direct contact over e-mail and voice mail. They feel comfortable with conventional and established practices and procedures.  
• Boomers: A very sociable group of people. Teamwork hits home with them. Job enrichment and recognition between their peer groups and colleagues would drive and inspire them. They would prefer that goals and objectives of their jobs are clear and definite.  
• Generation X: They just want to know what needs to be done and they would prefer to figure out how that would be done. They believe in direct and sincere feedback. Timely and regular feedback keeps them motivated. They do not mind adding fun with business.  
• Generation Y: An informal group of people. They make the most of the technology. They use e-mail effectively for communication. They “relate the task to their goals and focus on coaching.” 

I would like you to comment on the findings of this report based on your work experience.

 

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It is critical to establish plans prior to a disaster and ensure training and education related to the recovery plan are in place for successful implementation in an emergency.

Watch the following video highlighting the importance of having a disaster recovery plan in place. Consider the consequences of not having a plan in place prior to a disaster as you view this video.

Video: One Town’s Story: A Journey to Recovery. Federal Emergency Management Agency

As the local disaster recovery coordinator you are responsible for establishing, implementing, and maintaining policies and procedures ensure effective recovery in case of disaster. This week you are tasked with developing a presentation for community department heads outlining the process of disaster recovery.

Fact Sheet: The National Incident Management System (NIMS)

Emergency Management Guide for Business and Industry

References

Fact sheet: The National Incident Management System (NIMS.) Retrieved from http://www.fema.gov/pdf/emergency/nims/NIMSFactSheet.pdf

Federal Emergency Management Agency (FEMA). (1993). Emergency management guide for business and industry.Washington, DC: Federal Emergency Management Agency. Retrieved from http://www.fema.gov/pdf/business/guide/bizindst.pdf

Federal Emergency Management Agency (FEMA). (2010). One town’s story: A journey to recovery [Video file]. Retrieved from http://www.fema.gov/medialibrary/media_records/8007

Presentation

Create a 6–8 slide PowerPoint presentation outlining a basic disaster recovery plan using FEMA’s Emergency Management Guide for Business and Industry as a guide.

Include the following in your presentation:

• Establish a planning team
• Analyze capabilities and hazards
• Develop the plan
• Implement the plan

Highlight key points and utilize speaker notes or audio for additional details.

The PowerPoint presentation should have the following characteristics:

• Designed with a live audience in mind in order to inform your viewers about the topic
• Bullets for your main points
• Pictures to support your presentation where applicable
• Speaker notes or audio to fully explain what is being discussed in the slide bullet points as though you are presenting to an audience
• A title and a references slide
• Research from at least two reliable sources to support the main message, including graphics. Discuss how you evaluated the credibility of the sources used.

Information from course readings, the course materials, or other library sources incorporated to support your discussion. Properly cite all sources of information by including in-text citations and a list of references.

• Research and visuals cited in APA citation format, both in-text and on a References slide. You need to quote material taken directly from a source. The same standards for documenting sources that apply to an essay also apply to a presentation. Go to Course Home>Academic Tools> APA Style Central® for a digital library of APA style quick guides and tutorials to refine your writing.
• Signal phrases are useful in presentations. They help make your writing flow with one idea clearly leading to the next. It is a good practice to use signal words and phrases instead of just inserting quotations abruptly and separately. For more details on signalphrases, refer to the Writing Center.

Speaker Notes

 

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It is crucial for teachers to be aware of and implement several strategies that promote higher-order thinking.

Part 1: Higher-Order Thinking Strategies Template 

For this assignment, complete the “Higher-Order Thinking Strategies Template.” Select a national or state standard that differs from the lesson you delivered in your Clinical Field Experience and create a unique learning activity to engage students in higher-order thinking.

Part 2: Reflection

In 250-500 words, summarize and reflect on the activity you developed for higher-order thinking, as well as how you will design learning experiences in your future classroom to promote engagement, use questioning for higher-order thinking, and encourage deep discussion.

Support your ideas with 2-3 scholarly resources.

APA style is not required, but solid academic writing is expected.

 

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For this discussion topic, please go online and research Blue Ocean Strategy.  It is discussed briefly in our textbook and I would like for you to expand the discussion. a little broader.  This concept fits well with what you will doing in Capsim.  There is plenty of information on online regarding this topic. 

After having an overview of Blue Ocean Strategy, I also researched about the criticism of thestrategy to analyze the risk of the strategy. The work of Kim doesn’t have any controlmeasures, and…

 

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It is essential for members of management to understand the importance of conducting appraisals because an effective performance management system is key in improving employee performance, which ultimately adds to the bottom line of the organization. Failure to communicate performance expectations and achievements means that employees might not understand what is expected of them or how they can improve. Additionally, formal performance management is imperative to help protect an organization against legal claims. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Apply human resource strategies to business needs. 
  • Describe a performance management system.
  • Analyze ways an organization can protect itself from litigation related to performance management.
• Competency 2: Prepare appropriate communication to facilitate management decision-making. 
  • Explain performance feedback processes.
• Competency 4: Appreciate the strategic value of HRM within a competitive global business environment. 
  • Analyze techniques used as attempts to improve employee performance.

Suggested Resources

The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

Library Resources

The following e-books or articles from the Capella University Library are linked directly in this course:

• Lawler, E. E. (2008). Talent: Making people your competitive advantage. Hoboken, NJ: Jossey-Bass. 
  • Chapter 4, “Managing Talent.”
  • Chapter 5, “Managing Performance.”
  • Chapter 6, Information and Decision Making.”
  • Chapter 7, “Reinventing HR.”
• Grenny, J. (2012). Change anything: The 21st-century approach to performance management and avoiding the willpower trap. Leader To Leader, 2012(63), 26–31.

Course Library Guide

A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP3040 – Fundamentals of Human Resource Management Library Guide to help direct your research.

Bookstore Resources

The resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are available for purchase from the Capella University Bookstore. When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation.

• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2018). Fundamentals of human resource management (7th ed.). New York, NY: McGraw Hill.

Preparation

• Choose an organization to use for this assessment. It can be where you are currently employed or a company with which you are familiar. It must be an organization that is researchable, as you will need to gather and analyze information in order to complete the assessment. You may use the same organization for the other assessments in this course.
• If you choose the organization where you are currently employed, please keep in mind that the analyses you make must be based on facts that can be documented rather than your personal opinion as an employee.
• Research the performance management system of your chosen organization.

Deliverable

Based on your research into the performance management system of the organization you selected, write a research paper in which you complete the following:

• Describe the performance management system that is currently in place.
• Explain the formal performance feedback process.
• Describe any informal performance feedback that takes place.
• Analyze how the organization protects itself from any litigation related to performance management.
• Analyze the techniques used by managers in the organization to try to improve employee performance.

Please note: You must address all the required elements of this assessment. If details for any of the bulleted points are unavailable, research the topic and present recommendations you believe would be best for the organization, along with your supporting rationale.

Additional Requirements

• Your submitted assessment should include a title page, introduction, body, conclusion, and reference page.
• Be sure you support your analyses with references to at least two resources.
• You should format this assessment as a research paper following APA 6th edition guidelines for both style and citing sources, making sure that you also use correct grammar and mechanics.
• There is no required minimum or maximum page length; however, you should strive to be as detailed as possible in addressing each bullet point, while also being as clear and concise as possible

 

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