Virtual Team Development Assessment

Virtual Team Development Assessment Instructions

Preparation

Write a 10ñ12 page report for executive leaders that analyze the predictable stages of virtual team development and offers recommendations for successfully moving through these stages supported by research.

Virtual teams have become more commonly used in the workplace, as businesses seek to find ways for employees who are not located in the same geographic area to work together efficiently and economically. Some of these newly formed virtual teams achieve great success in their collaboration efforts, while others never seem to get started.

Virtual Team Development Assessment Scenario

You are a member of your company’s organizational development team. Executive leaders have asked this group to help diagnose some of the organization’s problems involving virtual team success. Each year, teams of managers are assembled from across several global business units to tackle issues identified by executive leaders. Each team is expected to work on its assignment for 12 months. Many teams in the past have been very effective; they have delivered specific, workable solutions that were responsible for important improvements to the organization. But just as many teams have become ineffective, stalled, and even disbanded with little or no results to show for their time and effort.

You have been asked to review the scholarly and professional research on virtual team dynamics, including the predictable stages of virtual team development, and to formulate recommendations for your executive leaders to use in helping the next group of teams to recognize and move successfully through these stages. Your report will be used to guide the next group of virtual teams.

Virtual Team Development Assessment Deliverable

Write a report for your executive leaders:

Recommend organizational best practices for virtual team collaboration.

Identify, analyze, and evaluate several policies and practices that characterize organizations that are successful in supporting virtual teams. Make sure that your recommendations are specific, relevant, and actionableóinclude implementation plans.

Support your analyses and recommendations with research.

Identify and analyze the predictable stages of virtual team development. Defend your choice of developmental models (for example, Tuckmanís seminal work on predictable stages) and explain its relevance to these teams.

Include enough detail and examples that will allow team members to identify the stages their team is experiencing.

How will they know, based on your description and analysis, where they are in the developmental process?

What practical advice do you have for the team to keep from getting stuck, and to avoid or resolve unproductive behavior?

What are best practices for team members in each of the stages you have identified?

Offer recommendations for moving successfully through these stages.

Include at least one actionable strategy for each recommendation.

Analyze the technologies that will best support your strategies. Tie your recommendations to each of the predictable stages. Be specific in your recommendations for appropriate technology as it applies to each of the stages.

Your report should include the following section headings:

Title page.

Virtual Team Development Assessment Executive summary.

An overview of organizational best practices for virtual team development.

A description and overview of the predictable stages of virtual team development.

Recommendations for moving through each stage.

At least one specific, actionable strategy for each recommendation.

An analysis of the technologies that will best support each of your strategies.

References.

Formatting Requirements

Ensure written communication is free of errors that detract from the overall message and quality.

Your report should be 10ñ12 content pages, in addition to a title page and references page.

Use 12-point, Times New Roman.

Use at least three scholarly resources.

Follow APA rules for attributing sources that support your analysis and conclusions. As a reminder related to using APA rules to ensure academic honesty:

When using a direct quote (using exact or nearly exact wording), you must enclose the quoted wording in quotation marks, immediately followed by an in-text citation. The source must then be listed in your references page.

When paraphrasing (using your own words to describe a nonoriginal idea), the paraphrased idea must be immediately followed by an in-text citation and the source must be listed in your references page.

References

Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6), 384ñ399.

Virtual Team Development Assessment Suggested Resources

The following optional resources are provided to support you in completing the assessment or to provide a helpful context.

Blair, R. (2015). Challenges faced and practical techniques for managing a dispersed team. Legal Information Management, 15(4), 248-252.

Capella University. (2019). Virtual team collaboration [Custom text]. Hoboken, NJ: Wiley. Available in the bookstore.

Chapter 5, “Starting a Virtual Team.”

Krumm, S., Kanthak, J., Hartmann, K., & Hertel, G. (2016). What does it take to be a virtual team player? The knowledge, skills, abilities, and other characteristics required in virtual teams. Human Performance, 29(2), 123-42.

Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6), 384-399.

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International leadership and management Case Study

Your abilities in international management have been recognized, and your consulting assistance has been requested. The company Quasimoto Enterprises has been approached by a reputed Chinese firm that wants exclusive production and selling rights for one of its new high-tech products. The company has been looking for a strategic partner for the production of this product to reduce costs. Hence, Quasimoto Enterprises is very interested in exploring the possibility of developing relationships with this Chinese firm. This deal is very critical to growth of Quasimoto in the international market. Both parties are anxious and preparing for their first meeting in a month’s time to move this deal forward. This is the first time Quasimoto is doing business with China, and this is also the case with the Chinese firm.

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Difference between leadership and management

Series Editor: JohnWalker, D.B.A.,CHA, F.M.P.

Case Contributor: Chad Gruhl, Ph.D., Metropolitan State University of Denver

Title: Leadership: Who’s the real leader?

Purpose:

To understand the difference between leadership and management
To determine the role of a manager
To determine the need for a leader
To assess when leadership is necessary
To assess the qualities of a leader and a manager

Company Background

The Vision Hotel is a large convention hotel and meeting complex with 1500 rooms and 300,000 square feet of banquet space in downtown Denver, Colorado. The London Hotel is slightly smaller with 1200 rooms and around 250,000 square feet of banquet space. Both hotels are near each other; both opened around the same time, and both have been open for nearly two years.

Both hotels have experienced an occupancy rate of around 80 percent yearly, which is above the industry averages. However, the Vision’s occupancies have been dropping over the past three months.

Industry

The Colorado hotel industry in general has been booming for the past two years. Employers in the industry, however, face the difficulty of filling all the positions available because there are not enough applicants. This is a huge challenge for other large hotel markets around the country as well. Most hotels end up burning out their employees because they are short staffed and employees end up doing twice the work.

Case

Adam Parson is the General Manager at the Vision Hotel. He has been there since the opening of the property. Adam is a nice person according to most of hisemployees, who refer to him as Mr. Parson, but they usually donít see him much even though he typically works 13 hours a day, 6 days a week. Adam spends most of his time in his office working on budgets and in meetings with his executive managers and department heads. He was transferred to this property from the company’s largest hotel in New York City because of his apparent management skills. The company has been very happy with him over the past five years because he has brought more money to the bottom line than any other general manager in their hotel portfolio, which includes 40 hotels across the country.

Adam spends a lot of time watching the industry trends, which leads him to making accurate predictions of future changes in the industry. For example, he predicted 10 years ago that many hotels would eliminate the minibar in guestrooms. His prediction came from the fact that industry revenues from the minibars had been continuously dropping for four straight years. At the same time, guests had been complaining about the high prices of the minibar products. His prediction was right on target. Over 13 years ago, Adam took out the minibars in his hotel and ended up saving money from labor and product costs. He knew what was coming and knew how to save money. This is an example of being a good transformational leader. Adam reacted to the industry trends before losing revenue and transformed the situation to a positive one, which also indicates great vision on his part.

Last year, Adam received the General Manager of the Year Award for the most profitable hotel in the system. However, he has been concerned about the turnover rate of employees over the past two years of operation in Denver. Adam knows it is very expensive to hire and train new employees. As a consequence, he has been pressuring his Human Resources Director for the past three months about the rising costs of turnover. Known to be a planner, Adam wants to see a plan from his HR Director on how this will be corrected soon, as well as in the future.

Adam is also upset that the occupancies for his hotel have been dropping compared to the competition. He has been having numerous meetings on the subject with the Director of Sales. He was so upset during one meeting that he slammed his fist down on the board table and told the Director to get their [sic] act together and bring in more business.

Kim Itasca is the General Manager at the London Hotel. Kim has been managing the property for the last 12 months. Before she started working at the London Hotel, problems included employee stealing, a turnover rate that was well over the industry average, and an occupancy rate that was the lowest of the large hotels downtown. Kim works about 10 hours a day, usually 6 days a week. Kim prefers not to have a lot of meetings with her management staff because she believes that managers need to be out with their employees and customers. Kim takes what she calls tours of the property every two hours. Each tour takes about two hours. When she walks the property, she stops and talks to as many employees as possible asking them about their day, their families, and how they like working at the London. She wishes she could learn all the names of her 900 employees, but she has learned only about half so far.

Kim usually spends one third of her day in the office going over paperwork, looking over revenue and cost reports, and answering her e-mails. She would prefer to be on the floor with here employees, but she recognizes that administrative work is also a part of her job. However, she knows that this is not the most important part of her job. Making sure her employees are happy is the most important part.

Kim encourages her employees to take care of the customers no matter what. She even went as far as telling her employees to spend up to $1,000 per customer situation to make a situation right for a customer. This includes comping hotel nights, meals, transportation, or whatever the employee feels is necessary to turn a bad situation into a good one. Kim is all about ensuring that her employees (including managers) are successful.

Over the past year, the employee turnover rate at the London Hotel has dropped by 10 percentage points. The Security Director has reported that theft has dropped dramatically, and employees overall appear to be much happier in their jobs than ever before.

What are some of the leadership skills of Adam? Of Kim? Who is the better leader? Why?

Respond in the form or a well-developed paragraph, supported by cited references to our text.

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Developing Employees through Performance Management

A development plan is a key component of a performance management plan because it guides performance improvement.

Create a short-term development plan (1-2 years) and a long-term development plan (3-5 years) for yourself. In your plan, address these items:

Development objectives,

How skills will be acquired,

A timeline for acquisition, and

Standards and measures for accessing improvement.

Keep the following in mind:

You are writing your own development plan. First, complete an assessment of your professional needs and/or deficiencies and career plans (e.g., complete MBA degree) and then write the plan. Assume you are submitting the development plan to your faculty member, the manager.

Developing Employees through Performance Management

With the exception of a cover page, no citations or references are required for this assignment. This should be an honest assessment of your professional needs/deficiencies and career plans. It can be written in a paragraph form or it can be bulleted in format with expanded comments.

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Customer relationship management of Sephora

I need a Outline till Monday with a Introduction and some references in Harvard style at least.

This is for a business report essay at my University for Master’s in international management. The final report will be requested with a second Order here but i need the Outline to be checked for Monday first and later it will lead to a full 4500 word report!

It is crucial that the focus is on the topic (Customer relationship management of Sephora).

The company that it is about is Sephora. A company in cosmetics & beauty consumer goods with a huge e-business online store presence!

https://en.wikipedia.org/wiki/Sephora

There has to be an introduction about how much e-business is important and there are certain tools for it. After that the focus should be only about customer relationship management of Sephora and go in to high detail!

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Quality Improvement Organizations Assignment

Quality Improvement Organizations

Through accreditation and certification processes, organizations like the Joint Commission contribute to the quality of health care in the United States. These organizations monitor and evaluate health care organizations, creating and reinforcing standards for patient care and safety.

Write a 1,000-1,250 word paper in which you describe three organizations responsible for monitoring quality in health care organizations. You may not use the Joint Commission, but are encouraged to consider organizations at the state and national levels.

3 Organizations that will be use in this paper are:

* Agency for Healthcare Research & Quality (AHRQ)

* CMS Quality Measures

* Institute for Healthcare Improvement (IHI)

Guidelines for the essay:

Write an introduction about the 3 agencies.
Identify each organization’s purpose & duties.
Indicate and describe the methods of how they each monitor quality in health care.
Describe their impact on quality of care in health care organizations.
Conclusion.

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Cash Flow Management Purpose of Assignment

Cash Flow Management Purpose of Assignment The purpose of this assignment is to allow the student an opportunity to apply their understanding of cash flow management, break-even analysis, and short-term and long-term financing in starting and growing a business.

Cash Flow Management Purpose of Assignment Assignment Steps

Resources: OECD Database, Corporate Finance

Prepare a 12- to 15-slide PowerPoint® presentation with speaker notes requesting initial funding of $500,000 to start and run a start-up company. The proposed start-up company could be an existing business model (coffee shop, pet store, etc.) or could be something entirely new and exciting.

Create the presentation in the following format, with at least one slide to cover each of the following areas:

Title Page

Table of Contents

Executive Summary

Information about the Industry

Marketing Plan

Competitor Analysis

3 Year Income Statement (Profit & Loss) Projections

Include your assumptions for why and how you will achieve your sales growth and what significant expenses and investments you expect to incur to achieve your revenue goals.

3 Year Proposed Funding Schedule (Sources and uses of the funds received.)

Break-Even Analysis

Academic and Business References

Review the following scenarios and assumption, and explain how it impacts your decision to expand:

After Year 3, the investors are interested in your company expanding internationally to possibly outsource labor or to reduce manufacturing costs. What countries would you expand to first, and why? What factors would you need to consider in making this decision?

Cash Flow Management Purpose of Assignment

What is the corporate tax rate in the countries you are considering expanding your business to, and how will that affect your decision to expand globally? (Use OECD Database or another resource to determine the corporate tax rate). The investors want to see a decision tree detailing the decisions you would make if you received $300K now and $200K at the end of three years instead of $500K up front. The investors would like your team to provide advantages and disadvantages of using debt financing versus selling company stock to raise capital for growth. Briefly explain the venture capital process. Does it make sense for your company to raise funds through venture capital? Format your presentation consistent with APA guidelines.

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Baseline Management and Staffing Plan

Baseline Management and Staffing Plan Develop a 2–3-page baseline management and staffing plan that reflects the workplace organizational design of your project. Include a competed RAM as an appendix to your plan.

As a leader and organizer of a project, it is important to know who will be responsible, the tasks and functions involved, and the best approach for team development. A work breakdown structure (WBS) and responsibility assignment matrix (RAM) is necessary to determine the phases of work and the people responsible for working on each deliverable.

Note: Continue using the workplace scenario from Assessments 1 and 2. The audience for this assessment would be a work supervisor and project team leaders.

Develop baseline management and staffing plan that reflects the workplace organizational design and leadership strategies for your project. Use either phases or project work (phases are used in complex projects).

Baseline Management and Staffing Plan Staffing Plan

Create a RAM using the Responsibility Assignment Matrix (RAM) Template, linked in the Required Resources.

Determine the team roles and responsibilities needed on the project.
Describe the criteria you would use to determine an appropriate fit for each role.
Determine who is responsible for each aspect of the project.

Baseline Management Plan

Develop a 2–3-page baseline management plan that describes the rationale behind your RAM.

Analyze the strategies for team leadership and team development.
Explain how the strategies promote successful project execution.
Provide credible support for your analyses.

Submit your baseline management plan for this assessment. Add the RAM as an appendix to your plan.

Additional Requirements

Your assessment should meet the following requirements:

Written communication: Your documents should be professionally written in a form and style appropriate for the various stakeholders. Consider the purpose of the document, its intended use, and the setting in which your project is being executed.
Document format: Submit your baseline management and staffing plan as a Microsoft Word document. You may embed other Microsoft files, such as Excel files, in your document or submit them as attachments.
APA format: Resources and citations should be formatted according to the current APA style and formatting standards.

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Implementing Performance Management

Understanding the steps to take before implementing performance management can greatly improve organizational success. Consider how you would implement a performance management system for your organization; include details about the communications plan, the appeals process, training programs for raters, and the pilot test for your performance management system. Be sure to support your statements with logic and argument, citing any sources referenced.

Implementing Performance Management

Introduction
Performance management provides a structured plan for developing, managing, and continuously improving organization performance management, Accurate documentation, consistently maintained for each employee and organization, tracks growth and development of the organization.

Steps Before Implementing Performance Management
To ensure that excellent product quality and service are consistently delivered must do these steps before implementing performance management to greatly improve organizational success first clarification implementation should clarify the performance management system for employees. second Identification implementation should identify necessary structural changes. This will occur as the employee’s functions within the organization are clarified. Third determination implementation should determine resource allocation among the organization. Fourth understanding implementation should convey an understanding of the existence of continuous improvement during the process. Finally, development implementation should develop methods and tools to be used in the process.

How would implement a performance management system

How would implement a performance management system for your organization preparation needs to gain system buy-in through First Communication plan regarding performance management system. second Including appeals process by training programs for raters and Pilot testing system will explain each of these. The communication plan helps define the success of a Performance Management System. It can help gain support, staff time, and momentum. Communications have cognitive biases that affect the effectiveness of first Selective exposure is a theory within the practice of psychology, often used in media and communication research, that historically refers to individuals’ tendency to favor information which reinforces their pre-existing views while avoiding contradictory information. Second Selective perception is the process by which individuals perceive what they want to in media messages while ignoring opposing viewpoints. It is a broad term to identify the behavior all people exhibit to tend to “see things” based on their particular frame of reference. Third Selective retention in relating to the mind is the process whereby people more accurately remember messages that are closer to their interests, values, and beliefs, than those that are in contrast with their values and beliefs, selecting what to keep in the memory, narrowing the information flow. To Minimize the Effects of Cognitive Biases there are three ways first considering employees by Involve employees in system design and show how employee needs are met. second – way emphasizes the positive by Use credible communicators, create a positive attitude and Provide facts and consequences. Third-way Repeat, document, be consistent by putting it in writing, use multiple channels of communication and say it, and then say it again.

Appeal Process
The Appeal Process is a means for Employees and Supervisors to resolve disagreements involving the Performance Evaluation process. The purpose: Promote employee buy-in to the PM system and increases the perception of the system’s fairness. Recommended Appeals Process two level: level one related to human resources about hr reviews facts, policies, and procedures, hr reports to supervisor/employee and hr attempts to negotiate a settlement. second level related to peers and managers about arbitrator (panel of peers and managers) or High-level manager—a final decision…

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Effective management of communication and change

All successful leaders and managers must be effective in managing communication and change!

Team Case Analysis: This assignment is based on understanding and reading Chapter 3 and Chapter 14 of your textbook and developing appreciation of the challenges faced by organizational managers and leaders in managing communications and change in organizations, and its wider implications for practice. You will read Chapter 3: Managing Communications and Chapter 14: Managing Change of your textbook and use them as sources, in addition to the case study materials, and any other sources to answer the case study questions.

Instructions:

Please read the following Case Study provided by the course professor and answer the following seven (7) questions completely by explaining your answers and providing examples where appropriate. Please note the points assigned to each question to determine the breadth and depth of response needed to maximize scores.

Case Questions

What impact does social media have on public relations practices, particularly crisis communications and reputation management? How significant is it for organizations today to monitor content on social media sites, including hash tags and other signs of internal and external dialogue? (25 points)
How should crisis communications preparedness plans address the proliferation of social media outlets? (15 points)
From the perspective of crisis communicators concerned with social media, what else could Domino’s have done or said to prove with action that its key messages are sincere? What other messages could Domino’s have delivered? (25 points)
What other types of traditional media and social media could Domino’s have used to reach its stakeholders? (15 points)
What other challenges do you think that PR practitioners, marketers, or corporate communicators could have in telling the truth in the digital age? (20 points)
How important is speed of response rate in a digital world, particularly when an organization is facing a crisis situation? (15 points)
Are there any other conclusions that you can draw from this incident? (15 points)

Requirements: This assignment requires APA formatting. It must be typed, double space, in Times New Roman 12 font, and have at least 1 cited source/reference. The assignment must be no less than 10-pages in length not counting Title page and Reference page. Meeting APA formatting requirements (20 points). The course professor will provide an APA-formatted template as a guideline.

Case Study:

Young, C. L., & Flowers, A. (2012). Fight viral with viral: A case study of Domino’s Pizza’s crisis communication strategies. Case Studies in Strategic Communication, 1, article 6. Available online: http://cssc.uscannenberg.org/cases/v1/v1art6

Remind: This is an Organization Behavior class assignment. Which one should do is the seven part: 7. Are there any other conclusions that you can draw from this incident? (15 points) in two pages.

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