Performance Management in an Organisation Order Instructions: In a successful organization, do individual employees’ performance objectives align with their organization’s strategic goals – and if so, how?
Performance Management in an Organisation
How do organizations best communicate with employees about their individual performance objectives?
In this Key Concept Exercise, you will examine the role of individual performance objectives in performance management, as well as approaches to establishing and communicating with staff about these objectives.
Prepare a 550-word analysis of the role of individual performance objectives in performance planning, and critically evaluate two approaches to setting and communicating with staff about performance objectives.
What are the strengths and weaknesses of each approach?
In which situations would one approach work better than the other?
Performance Management in an Organisation Sample Answer
Introduction
Performance improvement and the roles of the performance management are essential elements in many organizations today. The rise of business pressures in several firms has immensely taken a rise, a factor that requires the development of an effective and efficient business approach that enables an organization to be competitive. This, therefore, requires that the human resource professionals are well vast with the understanding of the essence of optimal performance management in addressing the internal obstacles that organizations undergo (Aguinis, 2012). This paper, therefore, seeks to determine how the performance of employees aligns with the strategic goals of an organization and the manner in which this occurs. The paper will also review approaches that organizations employ in communicating efficiently with their employees on their individual performance goals.
Employees’ Performance Objectives and how they align with Organization’s Goals
Performance management involves the approaches that managers employ in guiding and motivating high-performance levels in organizations. According to Aguinis (2012) such approaches involve a traditional initiative that focuses on the provision of formal performance rewards, appraisals, and recognition to spur the manner in which employees carry out their functions ( p 12). In this case, the performance objectives of individual employees can align with the goals of an organization through well-defined and set goals that remain the primary performance management activity.
In this case, the individual employee performance objectives are developed in accordance to the overall goals of an organization which defines the direction that should be followed and provides the approaches required in achieving such performances (Aguinis, 2012). It is in this event essential to determine that best practices within an organization infer to the fact that effective performance systems are tied to the objectives of an organization. This clearly means that there is an effect between individual goals and those of an organization.
The goals of an organization in this case provide an effective approach that ensures the employees of an organization are directed in supporting the overall business strategy of an organization, a factor that requires each and every individual to set goals that can be achieved and that are in line with those of the organization (Aguinis, 2012). According to sources, in order to set up effective goals that guide the performance of an organization, there is a need to determine the key areas of performance indicators the need to be defined.
In this, the key result areas infer to the aspects of the roles in which the employees are responsible such us the preparations of production schedules (Armstrong, 2014). These indicators, therefore, determine how performance within different areas may be measured for instance the units produced or the number of calls attended to in a period of time and which should require the commitment of the employees and the organizations leaders.
Communications Approaches with Employees on Performance Objectives
It is essential to also consider the fact that communication remains an essential element in enlightening the employees of an organization of their individual performance objectives. Communication can, therefore, be either upward or downward. The downward communication approach is from the management to the lower level and ensures that a judgment is passed on their performance objectives and how they can achieve these functions (Becom, & Insler, 2013).
As the information flows downward, it turns out to be individualized. On the other hand, the upward approach of communication is from the lower to the higher levels in which the employees pass on their needs, goals and aspirations. In the upwards approach, information, turns out to be precise and brief as a result of the channels passed through.
Performance Management in an Organisation Conclusion
Performance improvement and the roles of the performance management are essential elements in many organizations today. It is essential to determine that performance management involves the approaches that managers employ in guiding and motivating high-performance levels in organizations (Heslin, Carson, & VandeWalle, 2009). In this case, the individual employee performance objectives are developed in accordance to the overall goals of an organization which defines the direction that should be followed and provides the approaches required in achieving such performances.
Performance Management in an Organisation References
Aguinis, H. (2012) Performance management, 3rd ed. Upper Saddle River, NJ: Pearson Prentice Hall.
Armstrong, A. (2014) Armstrong’s handbook of performance management: an evidence-based Guide to delivering high performance, 5th ed. London: Kogan Page
Becom, A. & Insler, D. (2013) ‘Performance management: a bad process or a broken promise’, People and Strategy, 36 (2), pp.42-45.
Heslin, P.A., Carson, J.B. & VandeWalle, D. (2009) ‘Practical applications of goal-setting theory to performance management’, In: Smither, J. & London, M. (Ed.) Performance management: putting research into action. San Francisco: Pfeiffer, pp.89-114.
Medication Adherence and Disease Management Order Instructions: We suggest that you develop and outline and use the following time-line as your guide for completing your paper: Week 1: Review the requirements for the paper.
Medication Adherence and Disease Management
Week 2: Begin developing an outline for your paper.
Week 3: You should have your outline completed.
Week 4: You should be using your outline to write your paper.
Week 5: Continue work on your paper.
Week 6: Finalize your paper and submit by the end of the week.
Information on how to use the Excelsior College Library to help you research and write your paper is available through the Library Help for AD Nursing Courses page.
Information on using an outline and writing a scholarly paper is available through the Excelsior College Online Writing Lab (OWL).
If you have questions, reach out to your instructor via My Messages.
linked item M6A3: Making a Safe Transition Paper
In December 2014, changes were made in Medicare payment rules. Hospitals are now penalized when a patient returns within 30 days for treatment of the same problem. One of the targeted medical diagnoses for this payment change is chronic obstructive pulmonary disease (COPD). Therefore, it is essential that the interdisciplinary team be utilized to ensure a safe transition between the acute care setting and home for the patient with COPD.
Using APA format, write a six (6) to ten (10) page paper (excludes cover and reference page) that addresses the disease management needs of adult patients with COPD for a safe transition between the acute care setting and home and the role of the interdisciplinary team in that transition.
A minimum of three (3) current professional references must be provided. Current references include professional publications or valid and current websites dated within five (5) years. Additionally, a textbook that is no more than one (1) edition old may be used.
The paper will consist of four (4) parts and must be submitted by the close of week 6.
Parts 1, 2, and 3 will focus on a disease management issue for the patient with COPD and the role of the interdisciplinary team in this issue.
Part 4 is the conclusion and needs to evaluate the effectiveness of the interdisciplinary team in making this a safe transition for the patient with COPD.
Part 1: Medication Adherence
Medication Adherence and Disease Management Essay Paper Guidelines
Part 1 must include the following:
Two common classes of medications used to manage COPD are bronchodilators and corticosteroids. Why are these medications used to manage COPD?
What are some common side effects of these classes of medications? Which of these side effects would be reported and why? Which side effects would not be reported and why?
Describe any special instructions that would be included with each class of these medications. For example, food-drug interactions and medications that should be avoided.
Which health care discipline, in addition to the RN, is best suited to help with medication adherence? How will this team member collaborate with the RN, the patient and the family to help promote medication adherence and a safe transition to home?
Part 2: Dietary Modifications
Part 2 must include the following:
What is the role of diet in managing COPD? What changes need to be made to the present diet? What role does culture play with diet?
What obstacles might be encountered when informing the patient about the changes in diet?
Which health care discipline, in addition to the RN, is best suited to help with dietary modifications? How will this team member collaborate with the RN, the patient and the family to help promote healthy eating and a safe transition to home?
Part 3: Physical Activity
Part 3 must include the following:
What is the role of physical activity in managing COPD?
How would the RN promote adherence to a daily activity routine?
Which health care discipline , in addition to the RN, are best suited to help with physical activity? How will this (these) team member collaborate with the RN, the family and the patient to help promote physical activity and a safe transition home?
Part 4: Conclusion
Part 4 must include the following:
A detailed conclusion that includes an evaluation of the effectiveness of the interdisciplinary team in making a safe transition for the patient with COPD.
Compose your work using a word processor (or other software as appropriate) and save it frequently to your computer. Use a 12 font size, double space your work and use APA format for citations, references, and overall format.
Medication Adherence and Disease Management Sample Answers
Introduction
Changes have been done in the public medical cover including Medicare and Medicaid rules. This includes the penalizing of hospitals whenever a patient is readmitted within one month of treatment of the health complication. One of the health care medications impacted by this change is Chronic Obstructive Pulmonary Disease (COPD). This calls for utilization interdisciplinary strategies to ensure that COPD patients have a safe transition from acute care settings to home (Bryant t al., 2013). This paper addresses these strategic interdisciplinary interventions that focus on the disease management including medication adherence, dietary modifications, and physical activity. The paper concludes by evaluating the effectiveness of the interdisciplinary team in ensuring safe transition.
Medication adherence
According to statistics from the World Health Organization (WHO), 210 people are diagnosed with COPD. Research estimates that COPD prevalence rates are 9-10%, which is expected to increase by three folds by 2030. This is attributable to the increase in the aging population and tobacco use. Evidence based research indicates that interdisciplinary management of COPD improves patients quality of life, and reduces the progression of the disease considerably. The main challenge in the management of COPD is medication adherence, which often gets suboptimal (Troosters Et al., 2013).
The common medication used to manage COPD includes bronchodilator drugs. This class of medication aids by making it easier to breath. The medication action involves the widening of the lungs and relaxation of the bronchi. The main goal of this treatment is to relief disease symptoms by treating flare-ups. The short acting bronchodilators include pirbuterol, albuterol and ipratropium. The drug offers quick relief of breath shortness. The Long acting bronchodilators include tiotropium and formoterol (Bryant t al., 2013). Beta 2 agonists and anti-cholinergic are the most common types of bronchodilators and the anti-cholinergic. The Beta 2 agonist mechanism of action is through the stimulation of the beta 2 receptor cells in the airways muscles, making them to relax and dilate. Anti-cholinergic blocks the cholinergic nerves responsible for secretion of bio-molecules, which causes the bronchi muscles tighten. Examples include glycopyrronium. The side effects of the bronchodilators vary according to each medication, but the general side effects are dryness in the mouth, diarrhea, palpitations, headaches and muscle cramps (Balsamo, Lanata & Egan, 2010).
Corticosteroids are also effective in the management of COPD. This is medication is particularly important in the management of the inflamed airways and increased mucus production. Examples of corticosteroids include prednisione, prednisolone and methylprednisolone. The medication mechanism of action is through anti-inflammatory action, particularly by redistributing granulocytes. Additionally, the drug regulates protein synthesis responsible for metabolic functions that often lead to inflammation. This causes reversal of mucosal edema, reducing the secretion of secretagogue, which in turn reduces the vascular permeability by inhibiting LTC4 and LTD4. This causes reliefs the disease symptoms. The general side effects include weigh gain, mood swings, acne, high blood pressure, and osteoporosis (Adams, 2010).
These medications effectively work if coupled with other disease management strategies such as dietary modifications. The patient is expected to take balanced diets. The patient diet should consume low fats but with high protein content. The COPD patient is encouraged to take whole grain meals such as oats, bran and brown rice, because they have high mineral content. The patient should also take many fruits including tomatoes, asparagus, and bananas. The diets restricted in both medications are use of salt, and reduction of taking caffeinated drinks, tobacco use, and alcohol. Despite the advantages of milk, in COPD patients increases mucus production. Therefore, dairy products should be minimized in COPD patients. Crucifeoru vegetables, especially from the cabbage families should be avoided as they cause bloating, which causes it difficult to breath. Fried foods should also be limited to minimize the bloating incidents. This is similar with carbonated beverages, which can reduce gas. This is because the interaction of the medication with these restricted substances at molecular level causes toxic reaction (Bryant t al., 2013).
Other than dietary, medication adherence is key factor in ensuring management of COPD. Non-adherence is the leading cause for readmission among the COPD patient. Most of the non-adherence is unintentional and intentional because of patient knowledge deficit. Therefore, the registered nurses have a huge role to play in ensuring that patients are empowered. This involves patient and caregiver education on the objectives of treatments and disease impact on medication non-adherence. Other than registered nurses, patient caregivers and relatives have important role in ensuring that medication is administered and adhered to, as required. These people should be integrated when planning for COPD disease and the implementation of the care plan. This will ensure that patient adheres to medication even at their home place, thus promoting a safe transition from acute setting to home (Adams, 2010).
Dietary modifications and Medication Adherence and Disease Management
Dietary is one of the main aspects of health care management strategies. Proper medication is important because it reduces the levels of carbon dioxide levels, thus aids in easy breathing. COPD patients should be advised to focus on the ratio of fat, protein and carbohydrate contents in their diets. This is because these medications influence the respiratory quotient i.e. the ratio of oxygen and carbon dioxide. This is because these fats undergo aerobic respiration, where they are converted to energy, carbon dioxide, and water. The RQ for carbohydrates, fats, and proteins is 1, 0.7, and 0.8 respectively. The highest carbon dioxide yield is associated with high intakes of carbohydrates, thus COPD patient diets should have low amounts of carbohydrates. Some medications such as prednisone have impacts on COPD patient appetite. Therefore, patients should seek advice from their physicians if feeding change is observed (Yamalz et al., 2015).
Patients are also encouraged to take high intakes of fluids, about 6 to 8 ounces of water every day. These fluids should not be carbonated or caffeinated. This is to reduce stomach upset and mucus concentration respectively, making it easy for the patients to cough up and to breathe with ease. Additionally, these fluids interfere with the medication molecular level. Patients should take high vegetable, whole grain and legumes as described previously. This is to minimize heartburns, bloating and shortness of breath. COPD patients should avoid intake of salts as it alters the homeostatic condition, causing high retention of fluid in the lungs, which causes difficulty in breathing. The patients should also avoid taking food that causes allergic reaction as they could lead to bloating making it difficult to inhale. The patient should also be given potassium, calcium and Magnesium (Bryant et al., 2013).
These dietary guidelines face various challenges including economic constraints. The best dietary diets recommended for COPD patient are organic foods. These feeds are costly and may not be affordable and easily accessible. The cultural barriers and knowledge deficit are other challenges faced by COPD patient. This is because the patient lacks information of cheap organic alternatives. In some cultures, some food products such as dairy products are used in all dishes. The most recommended cultural food is the Mediterranean diets (Adams, 2010).
The RN should work in partnership with the patient’s caregiver, relatives and healthcare nutritionist can improve COPD patients in identifying the right dietary that is individualized. This way, the patient gets empowered and even as he or she is undergoing transition for acute settings to home is safe and effective (Kuzma et al., 2008).
Medication Adherence and Disease Management and Physical activity
Physical activeness is important in the management of COPD. This is because physical activeness is associated with the rehabilitation of the pulmonary. Pulmonary rehabilitation describes the process where patients are shown activities that make it easier to breathe. This process involves counseling as well as training on the techniques that aid in breathing technique. This includes activities such as Aerobic exercises, which facilitates blood circulation, ensuring that all vital organs have ample supply of oxygen. Physical activeness also reduces cholesterol levels, hypertension and enhances the flexibility of joints. Physical activeness is associated with improved self-image and self esteem (Gimeno-Santos et al., 2014).
The most common physical activities include stretching four limbs. This improves activity, and reduces muscles injuries and muscles strains. Cardiovascular training strengthens the heart activity and the lungs activity. This improves the rates oxygen utilization reducing breath shortness (Kuzma et al., 2008).
The registered nurses should work in partnership with the physiotherapy to understand the patient’s physiological function, which can be used when designing individualized care plan. This helps in identifying the activity that the COPD patient can manage with ease, and address barriers to physical activeness. The Physical activity therapist is able to identify the subjective and objective measures that can used on patients, and to ensure that they comply with the care plan. The caregivers and relatives can also help the COPD patients take short walks around the neighborhood, swimming, and jogging. This ensures that physical activeness is maintained even at home, thus facilitating safe transition process (Adams, 2010).
Medication Adherence and Disease Management Conclusion
COPD disease is life threatening, but it can be managed and prevented. The underlying concept of COPD exacerbation is due to unhealthy lifestyles including poor dietary, smoking, and physical inactivity. From systematic analysis of management of COPD diseases, the most intervention recommended includes behavioral modifications including healthy diets, increase in physical activity and reduction of tobacco use and alcohol. Thus, it can be concluded that COPD exacerbation is attributable to habitual factors, and thus to effectively manage safe acute settings and home transition of COPD patients, multi-factorial approach is effective strategic. This is because COPD is incurable, chronic, and most importantly, it affects the vital organs of the body (Troosters Et al., 2013).
This also calls for working in partnership among various healthcare stakeholders including pharmacists, patients, RN, occupation therapists, respiratory physicians, and nutritionists. They should work towards achievement of one goal, which is improving patient quality of life. This minimizes medication errors and reinforces on individualized patient’s care plan. Therefore, the aforementioned multidisciplinary effectiveness should be evaluated at every treatment, and based on the findings; the interventions can be modified to meet the patient demands (Kuzma et al., 2008).
Medication Adherence and Disease Management References
Adams, S. (2010). Integrated management strategies for chronic obstructive pulmonary disease. Journal of Multidisciplinary Healthcare, p.181.
Balsamo, R., Lanata, L. and Egan, C. (2010). Mucoactive drugs. European Respiratory Review, 19(116), pp.127-133.
Bryant, J., McDonald, V., Boyes, A., Sanson-Fisher, R., Paul, C. and Melville, J. (2013). Improving medication adherence in chronic obstructive pulmonary disease: a systematic review. Respiratory Research, 14(1), p.109.
Gimeno-Santos, E., Frei, A., Steurer-Stey, C., de Batlle, J., Rabinovich, R., Raste, Y., Hopkinson, N., Polkey, M., van Remoortel, H., Troosters, T., Kulich, K., Karlsson, N., Puhan, M. and Garcia-Aymerich, J. (2014). Determinants and outcomes of physical activity in patients with COPD: a systematic review. Thorax, 69(8), pp.731-739.
Kuzma, A., Meli, Y., Meldrum, C., Jellen, P., Butler-Lebair, M., Koczen-Doyle, D., Rising, P., Stavrolakes, K. and Brogan, F. (2008). Multidisciplinary Care of the Patient with Chronic Obstructive Pulmonary Disease. Proceedings of the American Thoracic Society, 5(4), pp.567-571.
Troosters, T., van der Molen, T., Polkey, M., Rabinovich, R., Vogiatzis, I., Weisman, I. and Kulich, K. (2013). Improving physical activity in COPD: towards a new paradigm. Respiratory Research, 14(1), p.115.
Yalmaz, D., Ãapan, N., Canbakan, S. and Besler, H. (2015). Dietary intake of patients with moderate to severe COPD in relation to fat-free mass index: a cross-sectional study. Nutr J, 14(1).
Compare and contrast Diegetic and Nondiegetic Sound Analyze diegetic and/or nondiegetic sound in two of the following: North by Northwest, The Fisher King, Jurassic Park, Lost in Translation, Moulin Rouge, One Week. DO NOT CHOOSE BOTH The Fisher King and Jurassic Park for this question.
Compare and Contrast Diegetic and Nondiegetic Sounds
You may choose one but you must compare the film with one of the other films in the list above. You may discuss just diegetic sound or just nondiegetic sound or both. Do not simply restrict your analysis of sound to music, however.
Compare and Contrast Diegetic and Nondiegetic Sound Essay Paper Format
These papers must be 1200 words (not counting the works cited section). Please include a title (include some reference to the films) and add a WORD COUNT at the end of the paper (before the works cited) and double space your paper. Use a 12 point font. Review the essay checklist as well. You must use the MLA format for research papers (correct format for quotations, works cited, parenthetical references with page numbers, etc.) and adhere to Canadian standards for grammar and spelling (e.g. ?colour? unless you are quoting the word). Make sure to list the films in your works cited and your textbook (if you paraphrase or quote content) as well. Please staple the pages of your paper together, include page numbers on the essay
Read chapter 5 and complete the following:
1. Write a statement in which you write to your (fictional) union leader asking to take on one form of political action. The 4 basic forms are listed on page 145. Write a tribute to yourself, include in your argument, which of the 4 tributes you should be assigned to lead and why. Call on any personal, work, volunteer or education experiences you have had to justify your choice.
2. Answer discussion question 2 on page 151. The question is as follows: How can the inclusion of women in top leadership position local and national unions be increased? As you do so, please write a paragraph regarding why unions lack female leadership.
3. Read through any of the website of ongoing political action groups at the bottom of the page on 151 (under key terms). Provide a summary of what you learned from the website. Some of the sites are listed below:
aflcio.org uschamber.com http://www.nrtw.org\
Submission Instructions:
(www.turnitin.com)
Any papers/assignments should at a minimum contain 2-3 pages of content (double spaced), include a properly formatted cover page, and a reference listing page with at least three (3) NEW references properly listed at the end of your work. Providing additional references to your assignments demonstrate your desire to conduct additional research on the topic area and can improve your research skills.
With all assignments, include properly formatted in-text citations within the body of your work for each of your listed references so the reader can ascertain what is your original thought or ideas and what portion of your work is taken from credible sources to support your work. It is really important to identify work from other sources to ensure that proper credit is provided to researchers in the field.
Submit the weekly written assignment as an MS WORD attachment in .doc, .docx, or .rtf format. A recommended font is Times New Roman (12)
We can write this or a similar paper for you! Simply fill the order form!
Evaluating Mission and Vision Statements at Pepsi Order Instructions: CASE STUDY ((Evaluating Vision and Mission Statements at PepsiCo)
Evaluating Mission and Vision Statements at Pepsi
Consider the mission and vision statements for PepsiCo (http://www.pepsico.com/Company.html) and then answer the questions included below:
1)Evaluate the mission and vision statements of Pepsico against the theoretical purpose of such statements.
2)How effective are they in linking strategy with individual performance?
3)We can argue, with important support, that the mission and vision statement of a firm should be linked to individual performance. How do we get from a mission and vision statement to individual performance?
4)To what extent are the mission and vision statements developed using the environment, the managerial philosophy of the firm, the public image sought by the organization and/or the self-concept of business adopted by the leadership and stockholders? Is culture an influencer?
Also,
1)The answer must raise appropriate critical questions.
2)Do include all your references, as per the Harvard Referencing System,
3)Please don’t use Wikipedia web site.
4) I need examples from peer-reviewed articles or researches.
5)Turnitin.com copy percentage must be 10% or less.
Appreciate every single moment you spend in writing my paper
Evaluating Mission and Vision Statements at Pepsi Sample Answer
Evaluating Mission and Vision Statements at Pepsi Company
In the world of business vision and mission statements are used as a means of strategic development. They are very crucial components of an organization’s strategy in achieving its organizational development goals. This tendency is because without having a clear vision and mission statements an organization cannot successfully implement its strategic plan. A vision statement is a statement that pertains to portray a mental picture of the future state that is optimally desired for the company. Therefore, the vision statement defines what an organization wants to achieve over a stipulated period. O the other hand, a mission statement shows why the organization exists through defining its purpose (Hill et al., 2014).
This paper is going to evaluate the vision and mission statements for PepsiCo. The vision statement for this company states that they are committed to gaining financial and business success while having a positive impact on the community. On the other hand, their mission is to provide customers globally with affordable, delicious, complementary and convenient foods and beverages suited for certain times of the day. Pepsi Company is globally known and has an extensive customer base all around the world. It provides foods and beverages that include soft drinks and fun snacks. Their vision and mission statements are very clear and precise. The next paragraph will show how these statements have linked strategy with individual performance.
The vision of this company defines the state at which the company is gearing towards achieving (Crowley et al., 2011). This is the state of business and financial success. The vision gives an understanding of how each employee’s work contributes towards achieving the desired state. For the company to reach the desired state of business success, each employee must fully comprehend the role he or she plays towards achieving it. The strategic plan of a company is implemented successfully only when the vision statement provides guidance and inspiration and also shows the way through which the company can achieve the state mentioned in the statement. This strategy aims and guiding the employees by providing them with a mental picture of how their role is crucial to the vision of the company. When the employee focuses all their energy on the desired state, then the collective individual performance of each and every employee will act as a means of optimally attaining the desired state. In this case, every employee will focus their skills and work to make the company be a success financially and business wise.
The vision of Pepsi Co was written is such a way that it was easy for the employees to be able to repeat it every time. This way it is suitable to the company’s needs in successfully implementing their strategic plan. This strategic plan goes a long way to help the organizational development of the given company move towards the positive direction.
The mission statement of Pepsi Co is another key component of the strategic plan of the company. The mission statement of a given company seems to answer some questions. Like, what does the organization do? Who benefits or who is the primary recipient of the organization’s actions? How does the organization do what it does?
Pepsi Company provides foods and beverages to their customers situated all over the world. They provide this food to their customer with the aim of benefiting them with affordability, confidentiality and deliciousness of their products. Thus, their mission statement seems to answer the questions that a convenient mission statement should do for an organization. Therefore, it shows how useful a suitable mission statement is in helping an organization achieve its desired state as mentioned in their vision statement.
The strategic plan of the Pepsi Company becomes successful when the desired state in the vision stamen is achieved. But the achievement is only a part of the puzzle to be solved. For this part to be settled there is the need for the mission statement. Thus, the mission statement comes to lay down a clears structure of how employees should work. A mission is like a rule book that improves the decision-making capability in the company employees. Thus, the employee’s performance is geared towards an individual purpose that is the purpose of the whole organization (Papulova et al., 2014). Therefore, the employee’s performance is shaped in a certain way according to the mission to achieve the vision.
Vision and mission statement go hand in hand. If the vision and mission statements do not seem to relate to one another, then they surely are not the suitable statements for the company in question. The importance of vision and mission statements in a company’s strategic plan is unquestionable. One of their importance is that these statement aid in strengthening a company’s culture by giving a unified sense of purpose. This will go a long way in helping employees sharpen their decision-making skills regarding the big picture. However, efficient vision and mission statements cannot have an effect on an employee’s performance if they are not emphasized to them by the highest levels of the organization (Darbi et al., 2012).
In conclusion, the vision and mission statements of the Pepsi Company are effective in stimulating their employee’s performance. However, not having a clear and precise vision and mission statements in an organization can limit the opportunities available to steer the organization’s success.
Evaluating Mission and Vision Statements at Pepsi References
Crowley, J. D. (2011). Developing a vision: Strategic planning for the school librarian in the 21st century. Santa Barbara, Calif: Libraries Unlimited.
Darbi, W. P. K. (2012). Of mission and vision statements and their potential impact on employee behaviour and attitudes: The case of a public but a profit-oriented tertiary institution. International Journal of Business and Social Science, 3(14), 95-109.
Hill, C., Jones, G., & Schilling, M. (2014). Strategic management: theory: an integrated approach. Cengage Learning.
Papulova, Z., & Papula, J. (2014). Approaches to Strategy: Practice of Slovak Enterprises. World, 4(2).
Note: To prepare for this essay please read the required articles that is attached then answer the following questions:
The future of leadership
The foreseeable future for business looks challenging and uncertain. Many factors may contribute to high volatility:
Financial, security, transport and communications all face unpredictable environments.
In this essay you will analyse the issues that business leaders will face in the future.
To prepare for this essay:
•Reflect on your vision of the future of business leadership.
analyses the issues facing business leaders in the future.
explaining how your and a colleague’s thoughts about business leadership concepts relate to the issues facing business leaders in the future.
discussing ways your experiences may impact how you address issues facing leaders in the future
Also,
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System,
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
BL.COLL.W8
Dubrin (2004), described leadership as the art of accomplishing set goals through communication with other members. Leadership is a social influence process that requires rallying for the support of other persons with the exclusive endeavour of completing a certain task. The leadership task is done by leaders, who are the people that are at the forefront of guiding and directing the team towards certain set objectives (Dubrin, 2004). Leaders are unique persons, as they possess visionary skills and social intelligence that facilitates them in doing the right thing and achieving organizational goals. Different leaders are distinguished amongst their leadership styles, and the visionary school of thought identified two forms of leadership. These are transformational leadership and transactional leadership (Bass & Avolio, 2010).
Leaders who exhibit transformational leadership are solely focussed on the concerns of the fellow team members. Such leaders depict respect, charisma, trust, and above all, a clear vision for the entire team (Bass & Avolio, 2010). Additionally, such leaders motivate the team and provide inspiration and intellectual stimulation. They attempt to inspire their subordinates to build up their individual leadership capacities. It is a reciprocated process where the leaders and the team members aim at lifting each other to greater heights in terms of motivation and morality (Bass & Avolio, 2010).
Transactional leaders, on the contrary, are those who reward the members of the team in terms of their performance and meeting of their set objectives. Transactional leadership can be equated to the traditional view on leadership, where for subordinates to get any reward, they need to perform certain duties as stipulated in the contractual agreement between them and the leader (Bass & Avolio, 2010). This form of leadership has a direct quid pro quo, where something is exchanged for another hence, the leaders lead via social exchange.
Leaders are not only required to create a vision, but they should be the vanguard in delivering the vision. Creation of an excellent vision requires the amalgamation of tools such as external environmental analysis (PESTLE), Michael Porter’s Five forces for attaining competitive advantage, and the SWOT analysis, just to highlight a few (Bass & Avolio, 2010). Businesses are constantly evolving, and both the internal and external environment are transforming at an alarming rate.
As such, businesses need to have a futuristic orientation, a responsibility accorded to the leaders of the specific organizations. The near future for businesses is very challenging and increasingly uncertain. Several factors within the business contribute to this high volatility (Bass & Avolio, 2010). Among these factors are transport, security, communications, and the financial environment. Owing to this, future business leadership requires a precise vision that will facilitate business leaders in tackling the challenges and issues they are bound to face.
The vision of future business leadership relies fundamentally on four vital foundations; speed, innovation, internal alignment and executive behaviour (Bigler, 2009). Speed entails the comprehension of the market rhythm of a firm. It necessitates the understanding of the tempo of the market, which is usually determined by the purchasing power, and the buying patterns of clients. Innovation requires that leaders create and maintain a portfolio of innovative strategies and growth initiatives, as well as be keen on novel technological advances to prevent being competed out in the future. Internal alignment concerns the alignment of the market rhythm with operating, executive and support processes (Bigler, 2009). This results to recurring timing instead of timing that is calendar based for the entire processes undertaken.
The fourth foundation is executive behaviour (Bigler, 2009). To ensure effectual leadership, leaders are anticipated to evaluate the rate at which initiatives are launched successfully, the rate at which they attain their targeted returns, and the rate at which the market value of the firm is growing. Briefly, they need to evaluate the efficiency, productivity, and effectiveness of the firm (Bigler, 2009). For overall success, the vision of future business leadership should rotate amongst these four imperative foundations as these will counter the envisaged uncertainties and the relatively high volatility in the future business sphere.
Business leaders face various challenges that are capable of impacting on them in the future. Among these challenges are the state of the global economy, emerging global mega trends, uncertainties of long-term prospects, and social contracts and the role of enterprises (Cooper, 2005). The global economy poses a challenge in consequence of the volatility of the currency markets. The emerging global mega trends are characterized by customers altering their tastes and preferences, new commerce, emerging economies, and pervasive computing (Cooper, 2005). Social contracts and the role of enterprises is a challenge that is bound to impact businesses in the future since the expanding business environment is progressively making it almost impossible for businesses to operate in isolation (Cooper, 2005). There is hence the need to involve other stakeholders in the firm’s operations, and this exposes the business to externalities and leads to a reduction in profitability.
To tackle the challenge of the global economy, business leaders are required to spearhead growth and profitability, as well as innovation (Cooper, 2005). In addressing the issue of the emerging global mega trends, business leaders are required to be led by technology in order to generate many future opportunities and abundant growth. Uncertainty of long-term prospects can be countered by the need to have a long-term focus (Cooper, 2005). Long-term focus is a combination of several short-term prospects. Business leaders, as they aim at addressing the short-term challenges, should also place the firm in a position where the firm also has a view on the emerging future (Cooper, 2005). The challenge presented by social contracts and the role of enterprises can be embarked upon by gradual business expansion to enable the business have several divisions of entire business functions without compromising on the short-term prospects (Cooper, 2005). This will result to reduced need for outsourcing, and enhanced profits due to economies of scale.
List of References
BASS, B. M. & AVOLIO, B. J. (2010). Transformational leadership development: Manual for the multifactor leadership questionnaire, Consulting Psychologists Press, Palo Alto, California, USA.
BIGLER, W. R. (2009). Strategy execution through executive process innovation: A longitudinal case example and research model. International Journal of Management and Enterprise Development, Vol 7, No. 1. 98-123.
COOPER, C. L. (2005). Leadership and management in the 21st century business challenges of the future. Oxford, Oxford University.
DUBRIN, A. J. (2004). Leadership research findings, practice, and skills, 4th ed., Houghton Mifflin Company, Indianapolis,
Be sure to answer each part of each question.<br />
1. Forecasting Models
Discussion Question for Operations Management and Quantitative Techniques
From Chapter 9, answer Discussion Question 1: Which forecasting techniques do you think should be used in calculating fuel prices? Time series models?
Qualitative models? In casual modeling, what types of independent variables might be used? Justify your answer.
Chapter 7: Supply Management
Chapter 9: Forecasting
Chapter 8: Logistics
2. Pros and Cons of Outsourcing
From Chapter 7 readings, answer: What are some of the pros and cons of outsourcing? Why do you think many organizations are experiencing an increase in their
levels of outsourcing?
Chapter 7: Supply Management
Chapter 9: Forecasting
Chapter 8: Logistics
3. Level vs. Chase Production Plan
From the end of Chapter 10, answer Discussion Question 3: In general, under what conditions might a firm favor a level production plan over a chase plan? A
chase production plan over a level plan?
Chapter 10: Sales and Operations Planning (Aggregate Planning)
Chapter 11: Managing Inventory throughout the Supply Chain
Chapter 12: Managing Production across the Supply Chain
4. JIT/EOQ/ROP Interrelationships
From the end of Chapter 11, answer Discussion Question 6: The just-in-time (JIT) movement has long argued that firms should
a. Maximize their process flexibility so that ordering costs are minimal;
b. Stabilize demand levels;
c. Shrink lead times as much as possible; and
d. Assign much higher holding costs to inventory than has traditionally been the case.
Using the economic order quantity (EOQ) and reorder point (ROP) formulas, explain how such efforts would be consistent with JIT\’s push for lower inventory
levels
Chapter 10: Sales and Operations Planning (Aggregate Planning)
Chapter 11: Managing Inventory throughout the Supply Chain
Chapter 12: Managing Production across the Supply Chain
ERP Solutions for Operations Management and Quantitative Techniques
5. ERP Solutions
From the end of Chapter 12S, answer Discussion Question 3: SAP is the world leader in enterprise resource planning (ERP) systems software, and has developed tailored ERP systems for different industries. Go to SAP Industry Solutions and examine the solutions for (1) a service industry and (2) a manufacturing
industry of your choice. How are they similar? How are they different?
Chapter 12S: Supply Chain Information Systems
Chapter 13: JIT/Lean Production
6. Calculation of Kanban Cards
From the end of Chapter 13, answer Discussion Question 4: The chapter notes that kanban is not a planning tool but a control mechanism. What does this mean?
How does the Marsica MRP-kanban example in Example 13.4 in Chapter 13 of the textbook illustrate the point?
Chapter 12S: Supply Chain Information Systems
Chapter 13: JIT/Lean Production
Text referenced: Bozarth, C.C. and Handfield, R.B. (2014). Introduction to operations and supply chain management (3rd ed.). Upper Saddle River, New Jersey:
Pearson Prentice Hall. ISBN: 9780132747325
Website
SAP Industry Solutions
http://www.sap.com/index.epx#/industries/index.
An Unsound Valid Deductive Argument Order Instructions: Present an example of an unsound valid deductive argument and a sound valid deductive argument from the media. Outline both arguments presenting the premises and the conclusions of both. Explain why you believe the arguments are sound and unsound.
An Unsound Valid Deductive Argument
Include a URL to the arguments drawn from a media source. You may draw from the week’s required multimedia for examples. If you are unable to locate examples from the media, you may identify arguments from your life. After you have presented your deductive examples, present an example of an inductive argument from the media and determine whether it is strong or weak. Explain your reasoning about why it is strong or weak, and then explain how the argument might be strengthened. Include a URL to the argument drawn from a media source. If you are unable to locate examples from the media, you may identify an argument from your life.
An Unsound Valid Deductive Argument Sample Answer
A deductive argument is a reason that is meant to be valid by the arguer. The argument is intended to provide a guarantee of the truth of the conclusion given that the argument’s assumptions are true. In a deductive argument, the assumptions are designed to provide substantial support for the conclusion. Therefore, if the assumptions are true, then there is no way the conclusion can be false. Hence, an argument is said to be sound if a valid argument has true premises. Also, a case is said to be unsound if a valid argument has a false conclusion.
The premises of an argument do not need to be true in order for the argument to be valid. The argument is valid if the premises and conclusion link correctly with one other. Therefore, if the premises were true, the conclusion would have to be true as well. The following examples are valid but unsound arguments:
All toasters have gold.
All golden items are time-travel devices.
Therefore, all toasters ate time-travel devices.
Obviously, the assumptions in the above examples are not true. It may be difficult to imagine these premises being true, but it is not difficult to see that if they were true then their truth would logically make the conclusion true as well. A sound argument is one that is valid and begins with premises that are true. The following argument is of a valid nature and also reliable
No felons are eligible voters.
Some professional athletes are said to be felons.
Therefore, some professional athletes are not allowed to be voters.
In the above examples, not only do the assumptions give the right sort of support for the conclusion, but the premises contain truth in them. Therefore, that is the conclusion. Also, an inductive argument is an argument intended to increase the probability of its conclusion. Here, the premises are firm therefore if they were true the so as the conclusion. The following is a strong inductive argument:
Two witnesses said John committed the murder. John’s fingerprints are all over the murder weapon. John confessed to the crime. So, John committed the murder.
The relationship the author of the arguments takes to exist between the premises and the conclusion is what differentiates inductive and deductive arguments. If the author of the argument has no doubt that the truth of the assumption establishes the truth of the conclusion, then the case is deductive and vice versa (IEP, 2003).
An Unsound Valid Deductive Argument Reference
Internet Encyclopedia of Philosophy (IEP), 2003. A peer-reviewed academic Resource. Deductive and inductive arguments. Retrieved from http//:www.iep.utm.edu
explain the significance of the memorandum of association articles of incorporation and articles of association
Roles and Responsibilities of Company Directors Sample Answer
Memorandum of Association and the Articles of Association are some of the important legal documents that are critical in the formation and running of companies. These important legal documents are drafted by experts at the time of incorporation of the company and they are useful throughout the existence of the company. Whereas the memorandum of association is a legal document that governs the relationships of a company with the outside parties, the articles of association governs the internal relationships of a company. The contents in the memorandum of the association include name clause, registered office clause, objects clause, limitation of liability clause, capital clause, association clause (Cheeseman, 2012). The memorandum of association is the basic document needed for the formation of a joint stock company, thus, is known as the charter of the company. The significance of this document is that it sets the limits by which the company operates, thus it becomes unlawful for the company to operate beyond its scope. In this regard, it enables the stakeholders and others who deal with the company to ascertain the permitted range of the company to avoid coming in conflict with the law. On the other hand, the articles of association are a company formation document that specifies the regulations of the company operations. The document helps to define the company’s purpose and lays how the tasks are to be accomplished within the organization such as handling of finances and appointment of various directors and managers. In addition, the article of association defines the roles and responsibilities of the company directors and the means by which the company shareholders exert control over the board of directors.
Roles and Responsibilities of Company Directors Reference
Cheeseman, H.R. (2012). Business Law 8th Edition. Prentice Hall
Human Resource Management and Human Resource Order Instructions: I need an essay in the following subject:
Human Resource Management and Human Resource
•Reflect on how your view of HRM and the HR profession has changed. Then, ‘reflect forward’ to the future of HRM, and try to predict one or two new developments, trends or changes in the field that could occur over the next five to ten years. Be creative, and do not allow current constraints in existing technology or business practices to restrict your thinking.
•Post a brief (approximately 1100 words) analysis of how your view of HRM has changed and how the profession might change in the future. In formulating your post, consider the following questions:
o How has your view of HRM changed as a result of your learning in this module?
o How has the HR profession itself changed, and how is it likely to change in the coming five to ten years?
o What skills and competencies are likely to be needed by leaders with HR responsibilities in the context of these possible developments?
1)The answer must raise appropriate critical questions.
2)The answer must include examples from aviation experience or the web with references from relevant examples from real aviation companies. I prefer an example from Qatar Airways, Etihad airline, Emirates airline, Al Arabia Airline.
3)Do include all your references, as per the Harvard Referencing System,
4)Please don’t use Wikipedia web site.
5)I need examples from peer-reviewed articles or researches.
Note: To prepare for this essay please read the required articles that are attached
Human Resource Management and Human Resource Sample Answer
A human resource refers to the top leaders in any management and perceived to have the required experience in the industry and credibility to make work done accordingly. Human resource management is known to change over the years whereby, the change is accompanied by increased self-doubt among the managers who need to be equipped with good insights. Richey et al (2011) argue that the insights will work well on a more informed global data usage in the industry as compared to personal human perception that may at a time be wrong will enable the new human resource to have a sense of meaning and substance in its undertakings. The profession will entail some characteristics that will come as a result of its changes that may take place (Chen, 2011). These characteristics are inclusive of the governing body that will control all the activities of the whole profession. The governing body will be in a good position to profit training to its stakeholders after educating them in seminars and also offer professional certificates to qualified members. The human resource profession will act as a body of knowledge that can define the knowledge held by its members through the use of clear insights (Petrescu & Konrad, 2012). The new body will have a good code of ethics that will help in the disciplining of the workers in their conduct for performance at the same time using the accepted work standards. The human resource to work effectively, it will have to obtain the legal status that will qualify it to carry out functions legally. On the other side, the human resource will have a legal permit to carry out research activities as required from funding and the use of data-based solutions. The profession will have the independence of its own where it will be in a position to carry out its activities independently in service of its clients (Brauns, 2013). The members in a given society will be satisfied by the profession; since it will be in better position of offering legislative insights to the community in the United Kingdom. The newly changed human resource management will receive high recognition of its work done in the whole of United Kingdom. When all the above-discussed characteristics will be evident in the new profession then it will deserve the honor. The new organization will have a different perception where it will view everyone as a leader where it will give everyone authority to act to the welfare of a given organization in the United Kingdom. These new leaders on the other side will have the reinvigorated accountability that will ensure all people accountable for what they did, be it good or negative. There will be the inclusion of leaders termed as co-authors who will be mandated to write narratives that will be used for the efficiency of the various functions in the organization (Abu-Jarour, 2014). The human resource management will better its activities in the future for the benefit of the globalization that has been a key area of concern to the planet. The earth planet has been affected by globalization causing an increase in the ocean levels and change in climate. HRM is as well concerned about the diversity of different cultures of different people (Hodgson, 2002).
The profession has employed professionals and abandoned the generalists who use to head the filed there before. There are various changes that came as a result of the new professional being employed in the profession like changes in the organization and improved research works. These changes are inclusive of feminization that has taken place. This is to imply that the number of men in the profession has reduced while that of women increasing at a very rate. It is clearly indicated that the high number of female professionals have been working with male associates in the industry. The human resource professionals have been known to be well educated whereby, the number of people with graduate degrees was recorded to be 51percent in 2012. Today’s market will only be captured by the educated professionals in the field. Focusing on educated entities may be a bias act but, it is promising at the end where the knowledgeable people impact their knowledge in bettering the field. Farndale and Brewster (2005) argue that, there was evidence of the career patterns for the HRM professionals where they demanded to have more outsourced in the changing society with less information technology to aid in shaping the profession. The human resource professionals have been well known in offering the specialist’s insights to mean that, most of the professional careers will be more on the functional specialist. There has been evident growth of people in the professional over the last years indicating that learned individuals have been moved for the purpose of career purposes. The increase to talent and capital has been evident in the role of the Human resource professional (Francis, 2003).
The business performance of the Human resource management has been affected by the competencies of its professionals who are well competent in performing their work (Francis and Keegan, 2006). The effectiveness of the HRM professionals has been affected by their competencies that enabled working in the industry to increase drastically leading to high work performance for the past years. Over the past years HRM has been changing in its development matters, retention of its services and advocating for new developments that could be of high benefit to the industry. Changes have been evident in strategic planning for a workforce in the profession that indicated sameness to segmentation. The profession has changed by being in the key front of ensuring that it persuades education because knowledge is power (Rynes, 2004).
My view on the HRM development has changed as is thought that the profession has no future only to realize that there are very many changes that have taken place and others that are bound to take place for its success. The profession has employed the best brains (graduates) an act that shows how the profession is bound to be very much development as these brains will instill what they have learned in the profession making it better each day. I have learnt that, the professional has future growth plans that will help it in its prosperity and daily endeavors. My perception has changes as have been able to understand how to examine the function of the strategic partners in the profession.
Human Resource Management and Human Resource References
Brauns, M. 2013. Aligning strategic human resource management to human resources, performance and reward. The International Business & Economics Research Journal (Online), 12(11), 1405-n/a. Retrieved from http://search.proquest.com/docview/1458944506?accountid=45049
Chen, Y. 2011. Evaluation of human resources using development performance management (DPM): A study among schools in taiwan. International Journal of Management, 28(4), 150-164,195. Retrieved from http://search.proquest.com/docview/902631523?accountid=45049
Farndale, E. and Brewster, C. 2005. ‘In search of legitimacy: personnel management associations worldwide’. Human Resource Management Journal, 15: 3, 33–48.
Francis, H. 2003. ‘HRM and the beginnings of organizational change’. Journal of OrganizationalChange Management, 16: 3, 309–327
Francis, H. and Keegan, A. 2006. ‘The changing face of HRM: in search of balance’. Human Resource Management Journal, 16: 3, 231–249
Hodgson, D.A. 2002. ‘Disciplining the professional: the case of project management’. Journal of Management Studies, 39: 6, 803–821nn.
Richey, R. G., Hilton, C. B., Harvey, M. G., Beitelspacher, L. S., Tokman, M., & Moeller, M. 2011. Aligning operant resources for global performance: An assessment of supply chain human resource management. Journal of Management and Organization, 17(3), 364-382. Retrieved from http://search.proquest.com/docview/871907441?accountid=45049
Rynes, S.L. 2004. ‘Where do we go from here: imagining new roles for Human Resources’. Journal of Management Inquiry, 13: 3, 203–213
