Trident MGT491 full course - All cases and SLP's - 2016

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Dated: 20th Mar'17 11:54 AM
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Module 1 - Case

USING POSITIVE INTELLIGENCE AND EMOTIONAL INTELLIGENCE IN THE WORKFORCE

Assignment Overview

Positive Intelligence

Positive intelligence is an important trait to have in all situations. Unfortunately, most people do not understand the implications of being positive in the workforce. According to Achor (2012), “Research shows that when people work with a positive mindset, performance on nearly every level—productivity, creativity, engagement—improves. Yet happiness is perhaps the most misunderstood driver of performance” (p. 100). Interestingly enough, “Most people think that success precedes happiness” (Achor, 2012, p. 100). In reality, happiness produces success. As a practical example, some employees believe the following: “Once I get a promotion, I’ll be happy.” Research has shown that if an employee is happy, he or she will perform at higher levels and as a result will be more inclined to get a promotion. In fact, in a sweeping meta-analysis of 225 academic studies reported in Harvard Business Review, researchers found that “happy employees are, on average, 31% more productive. Their sales are also 37% higher, and their creativity is three times higher” (Achor, 2012, p. 102). Therefore, it is important for managers and leaders to be able to develop new habits by training one’s brain to be positive. It is also important to help coworkers because “in a study of 1,648 Harvard students “social support was the greatest predictor of happiness during periods of high stress” (pp. 101-102). As a matter of fact, Achor further states, “employees who score the highest on providing social support are 40% more likely to receive a promotion in the following year, report significantly higher job satisfaction, and feel ten times more engaged by their jobs than people who score in the lowest quartile” (p. 102). Finally, it should be mentioned that changing one’s relationship with stress can help with having a positive mindset. Stress should be strategically used as a means of motivation because “stress is just not an obstacle to growth; it can be the fuel for it” (Achor, 2012, p. 102). In other words, your professional growth relates to your attitude toward stress.

Reference: Achor, S. (2012). Positive Intelligence.Harvard Business Review, January-February 2012, 100-102.

Case Assignment

Drawing on the material in the background readings and doing additional research, please prepare a 4-5 page paper (not including the cover and reference pages) in which you:

What is it important to have positive intelligence? How can having positive intelligence help an HR manager or professional become more effective and productive?

How would you explain positive intelligence to your employees?

What trainings could you provide your employees for enhancing their positive intelligence levels?

Do you think it is more important to have high a IQ (intelligence quotient) or positive intelligence in the workforce? Justify your response.

Provide an example of how you use positive intelligence in your personal life/work?

Assignment Expectations

Your paper will be evaluated on the following points:

Precision - Does the paper address the question(s) or task(s)?

Clarity - Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?

Breadth - Is the full breadth of the subject addressed?

Depth - Does the paper address the topic in sufficient depth?

Grammar, spelling and vocabulary - Is the paper written well - is the grammar, spelling, and vocabulary suitable to graduate level work?

Referencing (citations and references) - Does the paper use citations and quotation marks when appropriate?

Critical thinking - Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?


Module 2 - Case

EMBRACING DIVERSITY MANAGEMENT AND STRATEGIES FOR RETAINING TOP TALENT

Case Assignment

Individuals in the workforce are from different generations and have varying lifestyles that can range from smokers to nonsmokers to individuals with differing sexual orientations. With organizations becoming more diverse, it is crucial for HR professionals to treat all employees equally and to promote a safe environment for all employees. By treating employees equally, a culture of egalitarianism is created and employees feel more comfortable and are able to focus on their work tasks as oppose to being judged, singled-out, or stereotyped. Furthermore, HR professionals should consider the many benefits (added value) of hiring individuals with differing lifestyles because external customers also have differing lifestyles and thus feel more comfortable when interacting with a diverse workforce. Through trainings, HR professionals can spread awareness regarding the importance of diversity. Thus, human resource professionals are responsible for staffing, recruiting, and training individuals with differing lifestyles. One aspect of a thriving employment brand is the recruitment of individuals with differing lifestyles.

Then, drawing on the material in the background readings and doing additional research, please prepare a 4-5 page paper (not including the cover and reference pages) in which you:

Analyze the importance of having individuals with varying lifestyles in the workforce from a human resource professional perspective and discuss strategies for selecting and recruiting a diverse group of individuals with differing lifestyles in the workforce.

Identify different strategies for retaining individuals with differing lifestyles in the workforce.

What trainings could you provid

Discuss the idea of needing to "treat all employees equally." What exactly is it that HRM/management needs to do? How do human resource professionals "treat employees equally" when their situations are so different? (e.g., consider the Golden Rule).

Assignment Expectations

Your paper will be evaluated on the following points:

Precision - Does the paper address the question(s) or task(s)?

Clarity - Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?

Breadth - Is the full breadth of the subject addressed?

Depth - Does the paper address the topic in sufficient depth?

Grammar, spelling and vocabulary - Is the paper written well - is the grammar, spelling, and vocabulary suitable to graduate level work?

Referencing (citations and references) - Does the paper use citations and quotation marks when appropriate?

Critical thinking - Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?



Module 3 - CaseUNDERSTANDING HAPTICS, PROXEMICS, AND THE FAIR PAY ACT

Case Assignment

Proxemics

The study of cultural space requirements is known as proxemics and was coined by researcher Edward Hall during the 1950's and 1960's. In the United States, during intimate conversations with close friends and relatives, individuals are willing to stay within about a foot and a half of each other; for casual conversations, up to two to three feet; for job interviews and personal business, four to twelve feet. It should be mentioned that the same is not true for all countries around the world. As a quick quiz, think about the following five countries/regions (USA, Greece, Latin America, Middle East, Japan) and rank each country based upon how much space they need using a scale of 1 to 5 with 1 implying the most space needed and 5 implying the least space needed. The correct answers are:

} 1 = Japan

} 2 = USA

} 3 = Latin America

} 4 = Greece

} 5 = Middle East

As a practical example, people from the Middle East usually shake hands, hug, and even kiss one another on the cheek when greeting as a sign of respect. In Japan, it is customary to bow from a short distance as a sign of respect. Thus, it becomes imperative for HR managers to understand such extremes especially when training employees to go overseas as expatriates.

Haptics

Haptics is a type of nonverbal communication focused on touching. Touch, or haptics, communicates a great deal because what is appropriate and people’s tendency to touch differ by culture and gender. Cultural variations also exist regarding who touches whom, where one is touched, and when one is touched. Sidney Jourard (1968) conducted a study in which he found that adults in Puerto Rico touched 180 times per hour; those in Paris touched about 100 times per hour; those in Gainesville, Florida, touched about 2 times per hour; and those in London touched 1 time per hour. As a practical example, “the Chinese culture is low-touch oriented to an extreme. A visiting communicator’s attempt at being outgoing and friendly by slapping a Chinese dignitary on the back would be inappropriate and possibly insulting” (Purdy & Borisoff, 1997, p. 106). By acknowledging and embracing the cultural variations regarding haptics, HR managers and employees will have an instant competitive advantage and will be less likely to offend his or her peers.

Reference: Purdy, M., & Borisoff, D. (1997). Listening in Everyday Life: A Personal and Professional Approach. Lanham, MD: University Press of America.

Then, drawing on the material in the background readings and doing additional research, please prepare a 3-5 page paper (not including the cover and reference pages) in which you:

Discuss the importance of HR managers learning about haptics and how it will benefit them in the workforce.

Discuss the importance of HR managers learning about proxemics and how it will benefit them in the workforce.

Identify different strategies for training all employees about haptics and proxemics. Provide a detailed summary on how you would conduct trainings on haptics and proxemics.

Discuss whether you believe it is more important to learn more about haptics or proxemics in the workforce. Ultimately, would you focus more time teaching employees about haptics or proxemics. Justify your response.

Assignment Expectations

Your paper will be evaluated on the following points:

Precision - Does the paper address the question(s) or task(s)?

Clarity - Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?

Breadth - Is the full breadth of the subject addressed?

Depth - Does the paper address the topic in sufficient depth?

Grammar, spelling and vocabulary - Is the paper written well - is the grammar, spelling, and vocabulary suitable to graduate level work?

Referencing (citations and references) - Does the paper use citations and quotation marks when appropriate?

Critical thinking - Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?


Module 4 Case

Case Assignment

Case Study

Melissa Sanchez is the VP of HR for Company XYZ. She has worked for Company XYZ for 10 years. She wants to change the “uptight and conservative” culture of the organization because of the new Millennials who will be joining the workforce. Ultimately, she would like to make Company XYZ more attractable. Productivity levels have been stagnating over the past 5 years. She has a conversation with the COO and he supports her overall plan. Melissa explains to the COO that the dress code needs to be modified. The COO exclaims, “But we are a valued organization and we need to be presentable to all of our clients.” Melissa understands his point but also understands that it is time for change. Based on her experiences and training, Millennials like flexible schedules, a lot of autonomy, and a progressive and liberal work environment. The current dress code is business casual and Melissa feels that a more moderate and comfortable dress code is more desirable for new and existing employees. As a matter of fact, it comes up on every annual Employee Job Satisfaction survey. The COO asks her to evaluate the implications of the dress code change for tomorrow’s executive meeting. She agrees and starts to prepare.

Melissa decides to call her old college HRM Professor and discuss this idea of changing the dress code. Her open-minded college professor understands the importance of changing old norms and adapting to contemporary standards. He explains, “Employees have the potential of being more productive if they feel more comfortable while at work.” Melissa thanks him for his time and decides to consider all feasible options.

Drawing on the material in the background readings and doing additional research, please prepare a 2-4 page paper (not including the cover and reference pages) in which you thoroughly answer the following questions (your paper should be in essay format where you address these questions in your essay):

Case Study Questions

Should a business casual dress code be the norm at all organizations?

If employees start dressing down, will it change the image of the entire organization?

What are the short-term and long-term implications of changing the dress code?

Should managers always have to dress in business casual?

If the dress code changes to a more lax and comfortable policy— what if some employees start dressing promiscuously and scandalously? How would HR regulate on these types of issues?

What if research states that a more lax and comfortable policy has the potential of increasing productivity levels? Would it be worth changing the policy?

Should a business casual dress code be enforced during the summer months?

Should employees be forced to where a standard uniform at work?

Should there be a policy in place regarding tattoos and piercings?

Assignment Expectations

Your paper will be evaluated on the following points:

Precision - Does the paper address the question(s) or task(s)?

Clarity - Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?

Breadth - Is the full breadth of the subject addressed?

Depth - Does the paper address the topic in sufficient depth?

Grammar, spelling and vocabulary - Is the paper written well - is the grammar, spelling, and vocabulary suitable to graduate level work?

Referencing (citations and references) - Does the paper use citations and quotation marks when appropriate?

Critical thinking - Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?



Module 1 - SLP

USING POSITIVE INTELLIGENCE AND EMOTIONAL INTELLIGENCE IN THE WORKFORCE

Emotional Intelligence

Since it was first suggested by Salovey and Mayer (1990), emotional intelligence has been a topic of great interest to scientists researching non-cognitive factors that may contribute to intelligence. Emotional intelligence is the ability to identify, assess, and control the emotions of oneself, of others, and of groups.Emotional intelligence as a paradigm was further developed by Goleman. It is often suggested that people equipped with emotional intelligence have a competitive edge in both their personal and professional lives and as a consequence are happier and more successful. While the subject of emotional intelligence in recent decades has become an area of much study and debate, it should be noted that the underlying concepts of emotional intelligence are not entirely new ideas, and in fact, have a history dating to the nineteenth century. The work of the English naturalist, Charles Darwin, emphasized the role of emotional expression in survival and adaptation.

As a matter of fact, many believe that there is a human ability that affects social functioning, called emotional intelligence. Although emotional intelligence is now part of the vocabulary in most organizations, few leaders we’ve worked with are fully comfortable engaging their own emotions or managing the emotions of others. Emotional intelligence is an assortment of non-cognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures.

Controlling personal feelings is a skill that allows an individual to perceive and better address the emotions of those around them. Consequently, detecting shifts in the emotions of colleagues is an important first step to transforming attitudes from negative to positive. For example, in a business context, high emotional intelligence is demonstrated to have roles in both moderating conflict resolution and enhancing organizational citizenship behavior. Whatever the leadership style, emotional intelligence enables a leader to create interpersonal trust and improve communication, thereby increasing workplace climate and business outcomes.

Emotional intelligence development will allow a leader to recognize emotions immediately and respond by promoting a positive mood to maintain constructive performance. People with high emotional intelligence can generally balance multiple tasks without losing sight of priorities, have the ability to solve new problems in unique and creative ways, and work well in group-oriented tasks. In addition, leaders with emotional intelligence are able to recognize and control their personal emotions and may benefit from lower levels of anger.

SLP Assignment Expectations

Please answer the following questions:

What is it important to have emotional intelligence? How can having emotional intelligence help an HR manager or professional become more effective and productive?

How would you explain emotional intelligence to your employees?

What trainings could you provide your employees for enhancing their emotional intelligence levels?

Do you think it is more important to have high a IQ (intelligence quotient), positive intelligence, or emotional intelligence in the workforce? Justify your response.

Provide an example of how you use emotional intelligence in your personal life/work?

Your paper should be short (2-3 pages, not including the cover sheet, references) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.



Module 2 slp

Retaining Top Talent

Organizations will always have some employees who are overachievers or “A” players. Thus, it becomes important for HR managers and professionals to retain their top talent. Many organizations mainly focus their efforts on developing their bottom 10% of employees instead of focusing on retaining their top 10% of employees. Some managers provide incentives such as merit pay for their top employees but at times that is not sufficient. For some employees, pay is not a significant factor when evaluating job satisfaction levels. For others, pay is a significant factor when evaluating job satisfaction levels. Nevertheless, when dealing with top talent, it is important to focus efforts on re-recruiting this elite group, re-engaging this unique group, and re-energizing this vital group. As mentioned above, re-recruiting is a strategic HR process that identifies top performers so that management can engage them in a conversation about their needs and desires, and then entice them to recommit to the company in the same way they were persuaded to join it in the first place. Re-engagement is the act of getting employees to feel connected to, and enthusiastic about their jobs. Employees are more likely to feel engaged when they have a solid relationship with managers and a belief in leaders. Re-energizing employees is a strategic process that provides a meaningful purpose for one’s service and dedication to an organization. This process rejuvenates employees from a physical, emotional, mental, and spiritual perspective. The following figure illustrates the three mechanisms for retaining top talent.

Retaining Top Talent Diagram

Inline image 1

Assignment

Discuss specific strategies for retaining top talent. Of the three mechanisms, which is the most important? Justify your response. Which strategies have you used in the workforce? If you were to create your own model for retaining top talent, what would it look like? Explain in detail your model and why it is more effective than the model mentioned in this module.

SLP Assignment Expectations

Your paper should be short (2-3 pages, not including the cover sheet, and references) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.



Module 3 - SLP

UNDERSTANDING HAPTICS, PROXEMICS, AND THE FAIR PAY ACT

Lilly Ledbetter Fair Pay Act

A vital challenge that remains to enforcing equal pay laws is pay secrecy. If women do not even know that they are underpaid, they cannot take steps to remedy the pay gap. For example, Lilly Ledbetter (a female manager with Goodyear in Alabama) was paid less than her male co-workers for decades without realizing it until someone took a risk and slipped her an anonymous note. Despite the advancements of the Lilly Ledbetter law, named for a woman who fought against her own pay discrimination (i.e., was receiving approximately 40% less than her male counterparts for the same job), the President of the US said more needed to be done.

Write a persuasive essay regarding your position on the Fair Pay Act. Should all managers (regardless of gender) working for the same organization be paid the same amount? Should organizations have to disclose salaries both internally and externally? If there is pay transparency, how will this impact job performance, job satisfaction, and organizational commitment levels?

This assignment is aSignature Assignmentthat will be used for specific assessment purposes.

SLP Assignment Expectations

Your paper should be short (2-3 pages, not including the cover sheet, references, and assessment sheet) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.



Module 4 - SLP

PLANNING FOR THE FUTURE OR HRM AND DEALING WITH ORGANIZATIONAL CHANGE

Case Study Special SLP Assignment

Please do some additional research regarding the pros and cons to allowing a more liberal and lax dress code policy in the workforce. Create a 15-20 slide PowerPoint presentation that illustrates whether or not you will change the policy and what the implications, policies, and/or procedures are. You will use this presentation when you meet with the executive team of the organization to discuss your findings, recommendations, and final decision.

SLP Assignment Expectations

Once you have completed the PowerPoint presentation, you will use "Record Narration" to record your presentation using a microphone. Your presentation should be at least 5 minutes long.

You will be particularly assessed on:

Your completion of all the steps in the exercise.

Your ability to synthesize information and present a concise and meaningful PowerPoint and audio presentation.

The clarity and quality of your PowerPoint and audio presentations.

Trident MGT491 full course - All cases and SLP's - 2016
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